Do you have any mandatory provisions of SL and Cl to support our side in the talk with union do the needful sir, Deva HR chennai
From India, Madras
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Commonly three type of leaves are in practice. One is (i) Casual leave (CL), (ii) Sick Leave (SL), (iii) Earn leave (El).
All the above CL and SL is not mandatory. EL or Leave with wages is mandatory infactories act and other acts. Mandtory is every 20 working days is eligible for one day so that every year ending normally the working days is 310 days is eligible for 16.5 days per year.
On the purview we worked on the leave policy. In cl and Sl we mutully come an agreement,to fix it in year basis. EL is most commonly for workers. In staff category it is not mandatory. So that most of the companies Give the leave policy in the appointment letter or confirmation letter.
In General:huh:
CL -12 days CL -10 days CL -6 days CL -8 days
Sl -12 days SL -6 days SL -6 days Sl - 8 days
EL -12 days El -15 days EL -12 days EL - 12 days
On the above CL is lapsed on the year end we are not availed it.
SL is carry over one year what the leave is in account.After the second year end it is also lapsed. minimum one year leave only in the SL account in year end whaterever it is in balance sickleave.
EL is carry over upto 35 days some companies. 51 days some companies execess the limit company encashed the leave amount based on the basic salary. EL leave encashment is applicable for the PF dedcutions.
Some companies have compulsory policy to deduct three days EL. on the time of LTA amount claim.
Devanathanpadmanaban
HR
Chennai.
21.02.2009
:icon1:
From India, Madras
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All the above CL and SL is not mandatory. EL or Leave with wages is mandatory infactories act and other acts. Mandtory is every 20 working days is eligible for one day so that every year ending normally the working days is 310 days is eligible for 16.5 days per year.
On the purview we worked on the leave policy. In cl and Sl we mutully come an agreement,to fix it in year basis. EL is most commonly for workers. In staff category it is not mandatory. So that most of the companies Give the leave policy in the appointment letter or confirmation letter.
In General:huh:
CL -12 days CL -10 days CL -6 days CL -8 days
Sl -12 days SL -6 days SL -6 days Sl - 8 days
EL -12 days El -15 days EL -12 days EL - 12 days
On the above CL is lapsed on the year end we are not availed it.
SL is carry over one year what the leave is in account.After the second year end it is also lapsed. minimum one year leave only in the SL account in year end whaterever it is in balance sickleave.
EL is carry over upto 35 days some companies. 51 days some companies execess the limit company encashed the leave amount based on the basic salary. EL leave encashment is applicable for the PF dedcutions.
Some companies have compulsory policy to deduct three days EL. on the time of LTA amount claim.
Devanathanpadmanaban
HR
Chennai.
21.02.2009
:icon1:
From India, Madras
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Hi everybody,
I am falling short of words to thank all those who are contributing to his site for the immense benefit of novices like us. Kudos to all of you.
I request any of you could explain me the difference between sick leave and medical leave. i am confused as to whether both of them could be clubbed or maintained separately.
Thanks in anticipation.
From India, Hyderabad
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4I am falling short of words to thank all those who are contributing to his site for the immense benefit of novices like us. Kudos to all of you.
I request any of you could explain me the difference between sick leave and medical leave. i am confused as to whether both of them could be clubbed or maintained separately.
Thanks in anticipation.
From India, Hyderabad
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Hello Ajmal,
I am a production manager for an outsourcing unit in chennai. my company offers casual leave (CL), sick leave (SL) and earned leave (PL). I have a few questions regarding leave policies:
1. Could you please let me know if there is a standard policy for leaves in BPO/outsourcing units. For example, is there a limit on the number of (casual) leaves that an employee can club together.
2. Is there any law that states that two types of leaves cannot be combined together. i.e. CL and SL should not be taken together.
3. If a person not eligible for leave (i.e. during probation) falls ill and is unable to come to work, this is sometimes taken as Loss of Pay (LOP). If during the period of absence, any weekly offs/holidays occur, would that be considered as LOP as well.
I would really appreciate it if you could let me know your comments and provide me with the correct laws for these instance so that I can refer them up. Also if there are any websites for these.
Thanks
Sean
From India, Madras
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I am a production manager for an outsourcing unit in chennai. my company offers casual leave (CL), sick leave (SL) and earned leave (PL). I have a few questions regarding leave policies:
1. Could you please let me know if there is a standard policy for leaves in BPO/outsourcing units. For example, is there a limit on the number of (casual) leaves that an employee can club together.
2. Is there any law that states that two types of leaves cannot be combined together. i.e. CL and SL should not be taken together.
3. If a person not eligible for leave (i.e. during probation) falls ill and is unable to come to work, this is sometimes taken as Loss of Pay (LOP). If during the period of absence, any weekly offs/holidays occur, would that be considered as LOP as well.
I would really appreciate it if you could let me know your comments and provide me with the correct laws for these instance so that I can refer them up. Also if there are any websites for these.
Thanks
Sean
From India, Madras
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Excellent answers team, as we're reviewing our Leave Policy in Hyderabad. We aer all IT / software developers, and provide employees with an entitlement of 30 days per year (2.5 per month). Whislst the policy states they can only cary forward 18 days, this 30 day entitlements seems very high. What is the standard in india? In USA we only provide 15 !
From New Zealand, Auckland
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From New Zealand, Auckland
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Hi Can sombody tell me that the employer can deduct the leaves accumulated since last 4 year in one go is it legel vinodknautiyal
From India, New Delhi
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From India, New Delhi
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(Fact Checked)-The employer cannot deduct accumulated leaves from the past 4 years in one go. It is not legal. Labor laws prohibit such practices to ensure employee rights and well-being. Thank you for raising this concern. (1 Acknowledge point)
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could anybody please give me details of leave policy for staff other than factory workers. in a factory.( I am refering to management staff. Will we fall under shop and establishments act.)
From India, Madras
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From India, Madras
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i have one query we have form one pvt. ltd. company and there is no leave policy, is there any leave policy as per govt.
From India, Delhi
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From India, Delhi
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(Fact Checked)-[response] (1 Acknowledge point)
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(Fact Checked)-The term "sick leave" and "medical leave" are often used interchangeably, but legally, there may be distinctions. Sick leave typically refers to leave taken due to personal illness or injury, while medical leave may encompass a broader range of medical reasons including caring for a sick family member, medical appointments, or medical procedures. It's essential to check your organization's policies and local laws to understand how these terms are defined and applied. Also, in India, the general leave policy varies across organizations, but as per the Shops and Establishments Act in many states, employees are entitled to a certain number of Earned Leaves (EL), Casual Leaves (CL), and Sick Leaves (SL) per year. The specific number of days for each type of leave can vary, so it's crucial to refer to your company's HR policies and the applicable state laws. Thank you for seeking clarification on this topic! (1 Acknowledge point)