is it menditory to calculate the leave encashment on basic salary.If no than If any company calculate the leave encashment on basic +D.A than what will ne legal action on company. Thanks Braj Bhushan
From India, New Delhi
From India, New Delhi
is there any supreme court judgement on the subject that earned leave will be encash on gross salary and/or by calculating on the basis of working days or paid days, anil sharma
From India, Delhi
From India, Delhi
Dear All,
Regarding Leave Encashment, yes, the existing company policy with respect to Earned or Medical or Casual Leave which is written &/ practiced will be the determining factor regarding the Max no of day as well salary components applicable thereon.
As regards the method of calculation, I hope there is a consensus that the amount pertaining to applicable monthly salary components be divided by a standard figure of 26 as applicable in case of gratuity or other statutory benefits calculations to arrive at the per day earning, which should be common to all organisations.
Is it the way right & the only way to calculate the days earning of the employee?
And does this stand the test of any Law governing employment in both the private as well as govt. organisations??
Request your clarification.
Shridhar
From India, Bangalore
Regarding Leave Encashment, yes, the existing company policy with respect to Earned or Medical or Casual Leave which is written &/ practiced will be the determining factor regarding the Max no of day as well salary components applicable thereon.
As regards the method of calculation, I hope there is a consensus that the amount pertaining to applicable monthly salary components be divided by a standard figure of 26 as applicable in case of gratuity or other statutory benefits calculations to arrive at the per day earning, which should be common to all organisations.
Is it the way right & the only way to calculate the days earning of the employee?
And does this stand the test of any Law governing employment in both the private as well as govt. organisations??
Request your clarification.
Shridhar
From India, Bangalore
Hi team,
I understand the review you all given in the conversation.
But I just wanted to know is the above calculations are applicable for Radio Cab Company...?
as I am working as a HR Executive please tell me how do I calculate paid leaves of Employee
who have
Gross salary 16800
Net salary 16600
and paid leaves till date are 34
what will be the final amount is payable to that employee..?
Please reply me fast as I want to work on same
From India, Pune
I understand the review you all given in the conversation.
But I just wanted to know is the above calculations are applicable for Radio Cab Company...?
as I am working as a HR Executive please tell me how do I calculate paid leaves of Employee
who have
Gross salary 16800
Net salary 16600
and paid leaves till date are 34
what will be the final amount is payable to that employee..?
Please reply me fast as I want to work on same
From India, Pune
An organisation will either fall under factories act or shop and establishment act.
The term basic salary is not recognised by above acts. Basic salary term is used by Income tax and PF authorities.
The above acts recognise term WAGE which is inclusive of all allowances including foodgrain subsidy ! The payment of wages act defines WAGE
From India, undefined
The term basic salary is not recognised by above acts. Basic salary term is used by Income tax and PF authorities.
The above acts recognise term WAGE which is inclusive of all allowances including foodgrain subsidy ! The payment of wages act defines WAGE
From India, undefined
Dear Palak! leave encashment is calculated on the basic means 5000 . (Basic + DA)/26 * Privilege leave
From India, Bareilly
3From India, Bareilly
Hi,
I am working as HR in Telecom firm, wanted to know legal implications if we restrict PL encashment / carry forward to only 2 leaves in a year. Since we have lot of WFH options, can we go ahead with such changes in Leave policy?
From India, Bangalore
I am working as HR in Telecom firm, wanted to know legal implications if we restrict PL encashment / carry forward to only 2 leaves in a year. Since we have lot of WFH options, can we go ahead with such changes in Leave policy?
From India, Bangalore
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PF Contribution on Leave Encashment - Clarification by EPFO.pdf
EPFO Circular Leave Encashment.jpg