Hi, Its not a problem. I just informed him thats all. I am not serious to this. Regards, Ramya.R
From India, Pune
1From India, Pune
Hi Rima,
Have you got the job??
How are you applying for these jobs in UK??
There are many Indian firms in UK, Have you tried there??
May be dear, you just have to be patient and continuously do the job hunt.
This process is very tedious but rewarding, keep in touch with the consultants and job portals.
All the best
Archna
From India, Delhi
Have you got the job??
How are you applying for these jobs in UK??
There are many Indian firms in UK, Have you tried there??
May be dear, you just have to be patient and continuously do the job hunt.
This process is very tedious but rewarding, keep in touch with the consultants and job portals.
All the best
Archna
From India, Delhi
hi archna
I haven't applied for NRI firms in UK because dont have any info in this regard if you have please forward to me.
Yeah have registered in agencies , job portals and i am in touch with
them .
As you told it takes time to get a good career break for that i'm trying my level best.
Thank you and Regards,
HIMA :)
From United Kingdom, London
I haven't applied for NRI firms in UK because dont have any info in this regard if you have please forward to me.
Yeah have registered in agencies , job portals and i am in touch with
them .
As you told it takes time to get a good career break for that i'm trying my level best.
Thank you and Regards,
HIMA :)
From United Kingdom, London
good morning, If an an employee is on EL and during that leave period holiday or sunday fall . Will that holiday will consider as leave or not Waiting for your immediate reply Regards Nirmal
From India, New Delhi
From India, New Delhi
Nirmal,
It depends on ur Leave how you formed it.
I have framed a new leave policy, in which i have mentioned that the intervening holidays will not be considered.This policies are followed by many companies.
But in my pervious company, it is counted as leave.
Note: It depends on ur leave policy, if it has more than (40) such as Pl -30, sat & sunday leave, national holiday -10-12, CL/Sl - 12 leave options, then it is better to count, otherwise the total leave is below or equal 20 then don't count.
Hope u will be clear.
Regards,
Ramya Shankar
From India, Pune
It depends on ur Leave how you formed it.
I have framed a new leave policy, in which i have mentioned that the intervening holidays will not be considered.This policies are followed by many companies.
But in my pervious company, it is counted as leave.
Note: It depends on ur leave policy, if it has more than (40) such as Pl -30, sat & sunday leave, national holiday -10-12, CL/Sl - 12 leave options, then it is better to count, otherwise the total leave is below or equal 20 then don't count.
Hope u will be clear.
Regards,
Ramya Shankar
From India, Pune
It is discretionary. If your mgmt approves, you can exempt the intervening holidays. RGds. Venkat
From India, Mumbai
From India, Mumbai
Hi,
If the establishment in which the employee is employed is covered under the Shops & Commercial Establishments Act, then the wage/salary paid to each employee is considered as paid for all days of the month (which means including the weekly offs and the Paid Holidays) and therefore the paid holidays falling during the leave sanctioned and utilized will be counted as days of leave.
But if the employee is employed in an establishment covered under Factories Act, then the wage/salary is considered to as paid for 26 days (excluding the weekly offs and paid holidays. Under such conditions, the leave sanctioned and utilized by the employeewill have to exclude the weekly offs and the paid holidays falling during the period of leave.
If your organization has framed rules providing different treatment, I will only say that the rules cannot reduce the benefits provided by the legislation.
Your question concerns as much the statutory provisions as it concerns the company Leave Rules!
Regards
samvedan
August 27, 2006
From India, Pune
If the establishment in which the employee is employed is covered under the Shops & Commercial Establishments Act, then the wage/salary paid to each employee is considered as paid for all days of the month (which means including the weekly offs and the Paid Holidays) and therefore the paid holidays falling during the leave sanctioned and utilized will be counted as days of leave.
But if the employee is employed in an establishment covered under Factories Act, then the wage/salary is considered to as paid for 26 days (excluding the weekly offs and paid holidays. Under such conditions, the leave sanctioned and utilized by the employeewill have to exclude the weekly offs and the paid holidays falling during the period of leave.
If your organization has framed rules providing different treatment, I will only say that the rules cannot reduce the benefits provided by the legislation.
Your question concerns as much the statutory provisions as it concerns the company Leave Rules!
Regards
samvedan
August 27, 2006
From India, Pune
thank U mr. Samdevan,
Also I would like to have clarification on Maternity leave.
Acc. to Maternity act, the female are eligible to take paid leave on materity for 84 days, if she has worked greater than or equal to 80 days.
But I have seen in some companies, they have ML only if she worked not less than 10 months.
But My company is small only 50 employess & also 3-4 yrs old company , we have not registered as of now in any acts & any oher benefits such as PF, ESI etc. Planning go to hereafter.
In such a case one of collegue working in our pvt. co. for 5-6 months, she wants to know abt here ML.
Acc. to management, they fell paying of 84 days on leave is high at this stage.
Since she worked only 5-6 months & she took 20 days leave also during her working days.
So what can be suggested at this time.
Can you explain which is right & why some company has distinguishes in policy?
From India, Pune
Also I would like to have clarification on Maternity leave.
Acc. to Maternity act, the female are eligible to take paid leave on materity for 84 days, if she has worked greater than or equal to 80 days.
But I have seen in some companies, they have ML only if she worked not less than 10 months.
But My company is small only 50 employess & also 3-4 yrs old company , we have not registered as of now in any acts & any oher benefits such as PF, ESI etc. Planning go to hereafter.
In such a case one of collegue working in our pvt. co. for 5-6 months, she wants to know abt here ML.
Acc. to management, they fell paying of 84 days on leave is high at this stage.
Since she worked only 5-6 months & she took 20 days leave also during her working days.
So what can be suggested at this time.
Can you explain which is right & why some company has distinguishes in policy?
From India, Pune
Hai Guys,
I request not to deviate my topic of discussion with other topics in this post because other members are getting confused and this is blocking the main topic for which this post is meant for.Please do the needful as all advices from forum members are really necessary for me at this point.
Cheers :)
Hima
From United Kingdom, London
I request not to deviate my topic of discussion with other topics in this post because other members are getting confused and this is blocking the main topic for which this post is meant for.Please do the needful as all advices from forum members are really necessary for me at this point.
Cheers :)
Hima
From United Kingdom, London
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