Hi! friends, I want to know that, what is considered as working day ? i.e Physical present + leave + weekly off + paid holiday OR Only Physical present. Pl. tell me if any body knows. Thanks
From India, Mumbai
From India, Mumbai
Dear HR Fraternity
The Basic naming of EL / PL is wrong according to me.
If you work in a Factory under Factories Act 1948, you are eligible for EL only. Since the leave are earned after 240 days of continuous working, it should be called as EL. As per Factories Act, 30 days can be accumulated, but it can be fixed as per individual company's policies. But it should not go below 30 days as specified in the Factories Act.
PL which you all mean is Privilege leave = which people used in Companies where Shops and Establishment Act is applicable. Henceforth, please do not use this PL wherein Companies Factories Act is applicable.
CL is spelt out in Standing Orders Act, i.e., maximum of 10 days are allowed and not to be encashed or accumulated after 31st December. Now in Tamil Nadu, right now when I am getting the certification from the JCL (recently promoted as Additional Commissioner of Labour) has categorically included the CL (Casual Leave) in my Company's Standing Orders.
SL is spelt out only in ESI Act, for those persons who are eligible for ESI benefit, they can avail this SL (Sick Leave) as Sickness Benefit as per ESI Act. No other act speaks about SL.
First you all understand this, dear HR intellectuals.
K. Gopalakrishnan
Sriperumbudur
From India, Bangalore
15The Basic naming of EL / PL is wrong according to me.
If you work in a Factory under Factories Act 1948, you are eligible for EL only. Since the leave are earned after 240 days of continuous working, it should be called as EL. As per Factories Act, 30 days can be accumulated, but it can be fixed as per individual company's policies. But it should not go below 30 days as specified in the Factories Act.
PL which you all mean is Privilege leave = which people used in Companies where Shops and Establishment Act is applicable. Henceforth, please do not use this PL wherein Companies Factories Act is applicable.
CL is spelt out in Standing Orders Act, i.e., maximum of 10 days are allowed and not to be encashed or accumulated after 31st December. Now in Tamil Nadu, right now when I am getting the certification from the JCL (recently promoted as Additional Commissioner of Labour) has categorically included the CL (Casual Leave) in my Company's Standing Orders.
SL is spelt out only in ESI Act, for those persons who are eligible for ESI benefit, they can avail this SL (Sick Leave) as Sickness Benefit as per ESI Act. No other act speaks about SL.
First you all understand this, dear HR intellectuals.
K. Gopalakrishnan
Sriperumbudur
From India, Bangalore
Dear Jay,
All over the world in a Limited/ Private Limited Company, generally following Earned Leave policy is followed:
“”Annual / Earned Leave/ Paid leave
Generally annual vacation plan of an organization is designed to provide employees with the opportunity to rest and get away from the everyday routine. You are entitled to annual leave of up to 18 to 30 days (Varies depending on Company Standing Orders) working days in a calendar year. The EL will be accrued only after the completion of 240 days each year. You shall be entitled to earned leave only on confirmation of services.
Un-availed earned leaves if any for the year can be carried over to the next year. However you can carry over a maximum of 10/18 EL only. An employee, once entitled for Earned leave, is advised to avail at least minimum of 8/12 days leave per annum. In order to satisfy your preference and to meet the staffing needs of your department, you are advised to discuss your vacation plans at least two weeks in advance with your reporting manager.
Leave Encashment
Earned leave can be accumulated from year to year, up to a maximum of 60 working days at any given time. Any leaves over and above 24 can be claimed for encashment. Earned leave payment would be calculated as per the current Basic salary.””
From India, Ambala
All over the world in a Limited/ Private Limited Company, generally following Earned Leave policy is followed:
“”Annual / Earned Leave/ Paid leave
Generally annual vacation plan of an organization is designed to provide employees with the opportunity to rest and get away from the everyday routine. You are entitled to annual leave of up to 18 to 30 days (Varies depending on Company Standing Orders) working days in a calendar year. The EL will be accrued only after the completion of 240 days each year. You shall be entitled to earned leave only on confirmation of services.
Un-availed earned leaves if any for the year can be carried over to the next year. However you can carry over a maximum of 10/18 EL only. An employee, once entitled for Earned leave, is advised to avail at least minimum of 8/12 days leave per annum. In order to satisfy your preference and to meet the staffing needs of your department, you are advised to discuss your vacation plans at least two weeks in advance with your reporting manager.
Leave Encashment
Earned leave can be accumulated from year to year, up to a maximum of 60 working days at any given time. Any leaves over and above 24 can be claimed for encashment. Earned leave payment would be calculated as per the current Basic salary.””
From India, Ambala
- Some observations and suggestions.
- Keeping only 30 days leave balance is too low. Employee may need longish leave say for self marriage, appearing for exams., hospitalization, accident etc. Hence why not allow more number of days as leave balance, say 90 days.
- In case you are restricting leaves of employees in spite of they having sufficient leave balance to their credit, then lapsing their leaves is not justified. In that case employer should en-cash the leave.
From India, Pune
Hello, Friends,
Not to do such type of policy ,it will create problem to you because when u call lapsed then every one can be avail leave in month dec. & u get to alternate manpower for day to day basis work ,
better opp.u accumlate atleast 90 days after that encased them keep envirmt.healthy maintan good relation .
reg
snitu
From India, Pune
Not to do such type of policy ,it will create problem to you because when u call lapsed then every one can be avail leave in month dec. & u get to alternate manpower for day to day basis work ,
better opp.u accumlate atleast 90 days after that encased them keep envirmt.healthy maintan good relation .
reg
snitu
From India, Pune
Dear Sir/s
my company pay to me leave salary for 30 days yearly. But when i am on leave they deducted my salary for leave days. and not maintain leave record for CL/PL/SL.
Is this possiable for Govt. rules / leagal way ?
Please guide.
Thanks
rankam
From India, Bhilwara
my company pay to me leave salary for 30 days yearly. But when i am on leave they deducted my salary for leave days. and not maintain leave record for CL/PL/SL.
Is this possiable for Govt. rules / leagal way ?
Please guide.
Thanks
rankam
From India, Bhilwara
Please let me know how the leaves are calculated?
After confirmation we should get the leaves from Jan - Dec for next year. Suppose X person got his confirmation in Oct.2010 then on Jan 2011, he should get the leaves for the entire year including the leaves generated from Oct.10 to Dec.10. Is this right?
Is there any law saying that one need to work for 20 days which gives 1 day leave?
Please comment.
Thanks
Sampada
From India, Mumbai
After confirmation we should get the leaves from Jan - Dec for next year. Suppose X person got his confirmation in Oct.2010 then on Jan 2011, he should get the leaves for the entire year including the leaves generated from Oct.10 to Dec.10. Is this right?
Is there any law saying that one need to work for 20 days which gives 1 day leave?
Please comment.
Thanks
Sampada
From India, Mumbai
Hi All,
I have joined a company as Manager HR. As per the existing company leave policy
Total leaves - 30 ( sick leaves - 15, casual leaves - 8 , annual leaves - 7 ). Further as per the leave policy , all the leaves will get lapsed at the end of every year and only 5 leaves can be carried forward to next year ,which needs to be used in the first quarter of following year , after which they'll also get lapsed.
Further as per the current policy , if an employee resigns or is terminated , his entire leave balance ( including Sick,causal & Annual ) gets en-cashed.
I want to know, if the above ( cannot carry forward the leaves ) is in line with Factories Act - / Shop & Establishment Act. ,
Thanks,
Ankur.
From India, New Delhi
I have joined a company as Manager HR. As per the existing company leave policy
Total leaves - 30 ( sick leaves - 15, casual leaves - 8 , annual leaves - 7 ). Further as per the leave policy , all the leaves will get lapsed at the end of every year and only 5 leaves can be carried forward to next year ,which needs to be used in the first quarter of following year , after which they'll also get lapsed.
Further as per the current policy , if an employee resigns or is terminated , his entire leave balance ( including Sick,causal & Annual ) gets en-cashed.
I want to know, if the above ( cannot carry forward the leaves ) is in line with Factories Act - / Shop & Establishment Act. ,
Thanks,
Ankur.
From India, New Delhi
We are 5 days woring organisation. We follow 1 sick leave and 1 casual leave policy.(Put together 24 leaves /Annum). My question is :
1. As per the ACT, All adult workers are entitled to one day off a week. Days off can be averaged over a two-week period, meaning you are entitled to two days off a fortnight.
However in My Orgaisation, working days is normalized to 5 days a week with 2 days OFF a week. (ie 48 days as Earned Leave) is this Correct ??
2. An employee Employees accrue 2 days personal leave for every completed month of employment. So it is 24(twenty Four) days per year. here i have already got 24 leaves for a year, still should i allow my employees to carry forwardleaves ? or accumuilate .
If carry forward what is the maximum no of SL/CL can be taken to next years.
Please help.
From India, Chennai
1. As per the ACT, All adult workers are entitled to one day off a week. Days off can be averaged over a two-week period, meaning you are entitled to two days off a fortnight.
However in My Orgaisation, working days is normalized to 5 days a week with 2 days OFF a week. (ie 48 days as Earned Leave) is this Correct ??
2. An employee Employees accrue 2 days personal leave for every completed month of employment. So it is 24(twenty Four) days per year. here i have already got 24 leaves for a year, still should i allow my employees to carry forwardleaves ? or accumuilate .
If carry forward what is the maximum no of SL/CL can be taken to next years.
Please help.
From India, Chennai
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PF clarification on leave encashment.jpg
NO PF Contribution on Leave Encashment - SC judgment-Clarif ication by EPFO.pdf