Dear Anushree,
If you are talking about your SL, basically these are on pro- rata basis. SL are subjected to be carry forward if not taken. Leave are not on financial year (Mar- Apr) basis they are on calendar year basis and you will get your new leaves in Jan\'2013. Only CL are to be exhausted in same year as they are not carry forwarded. EL/PL- on 20day working you are entitled for 1EL/PL and eligibility is after 280 days.
Formula: Suppose in you co. there is 15 SL,if you had joined in Apr on or before 15th than it is: 15/12*9=11.25 it mean 11 SL.
You will count from Apr to Dec i.e 9 month (including Apr)and after 15th you will not count Apr than there will be 8 months: 15/12*8= 10 SL.
Regards,
Vineet
From India, Dehra Dun
3If you are talking about your SL, basically these are on pro- rata basis. SL are subjected to be carry forward if not taken. Leave are not on financial year (Mar- Apr) basis they are on calendar year basis and you will get your new leaves in Jan\'2013. Only CL are to be exhausted in same year as they are not carry forwarded. EL/PL- on 20day working you are entitled for 1EL/PL and eligibility is after 280 days.
Formula: Suppose in you co. there is 15 SL,if you had joined in Apr on or before 15th than it is: 15/12*9=11.25 it mean 11 SL.
You will count from Apr to Dec i.e 9 month (including Apr)and after 15th you will not count Apr than there will be 8 months: 15/12*8= 10 SL.
Regards,
Vineet
From India, Dehra Dun
Hi Anu,
First please clarify how many days in a work if an employee work, leave (CL/SL) accrue. Secondly, you joined in Feb and did not avail leave, so your leave was lapsed on 31 March of that year.You worked for April and upto 10 May.It means that as on 30 April, you had two days leave i.e. 1 CL and 1 Sick leave(SL). Since it is not clear the methodology for accruing leave, it is presumed that after working full month, you become eligible for 1 CL and 1SL. If that is the case, the two days salary recovered for the month of May is in order since you got two days salary in excess.
From India, Mumbai
First please clarify how many days in a work if an employee work, leave (CL/SL) accrue. Secondly, you joined in Feb and did not avail leave, so your leave was lapsed on 31 March of that year.You worked for April and upto 10 May.It means that as on 30 April, you had two days leave i.e. 1 CL and 1 Sick leave(SL). Since it is not clear the methodology for accruing leave, it is presumed that after working full month, you become eligible for 1 CL and 1SL. If that is the case, the two days salary recovered for the month of May is in order since you got two days salary in excess.
From India, Mumbai
Hi Anushree,
Normally If an employee is sick, they can utilise SL as well as CL.
But when an employee is taking CL , they cannot use SL.
May be on this ground your 2 days salary must have been deducted in Oct.
If they are not giving you the pay slip, pls check in the muster roll.
Nagarathna
9900456795
From India, Bangalore
Normally If an employee is sick, they can utilise SL as well as CL.
But when an employee is taking CL , they cannot use SL.
May be on this ground your 2 days salary must have been deducted in Oct.
If they are not giving you the pay slip, pls check in the muster roll.
Nagarathna
9900456795
From India, Bangalore
Any kind of leave will give on anual basis. any kind of leave will leave carried out into precessding months.
From India, Hyderabad
From India, Hyderabad
If it is 1 casual leave adn 1 sick leave per month, it cannot be assumed that all 24 leaves can be taken in one stretch. If your company is having the facility of encashment of leave then you will get he benifits as per the policies of the Company. Other wise taking more than 2 leaves will be loss of pay for you.
Regards
Prem
From India, Cochin
Regards
Prem
From India, Cochin
pl accumulated by you would be credited to your account in the next calender year as opening balance according to your company policy hence the lop. you may clarify this with your hr chap
From India, Delhi
From India, Delhi
Kindly check and calculate the no. Of leave days exhausted in May and compliment the result with the entitled leave days. I bet you can be having accummulated outstanding. In a situation like this too, I think if you are an HR person, advise your organization to improve their payroll administration by getting payslip for staff.
From Nigeria, Ibadan
From Nigeria, Ibadan
Dear Anushree,
As per your statement, you have mentioned that in your company
"there is system of 1 casual leave and 1 sick leave a month. So this means that it is 24 leavs a year. And If we dont take it then they will be accumulated and we can take later but before financial year ends. And after that those leaves would be lapsed."
Which means that there are no Paid or earned leaves. Sick leaves means you can take these leaves or will be adjusted when you are sick and not for any other leave. Casual leave means any other leave.
In you case you worked for 10 Days in May and were absent for 21 days.
First thing you need to check with your company whether a person can avail all leaves in one time before the are accumulated or you get it on per month basis.
In first scenario, if you are eligible to avail all leaves than in you cases you were absent for 21 days and you had had 4 leaves for month of April and May. So if you company had adjusted you all leaves with your absence than they should have paid you full May month salary (without any deductions) and there will be three casual leaves remaining in you account for whole year now. After consuming these 3 leaves you salary will get deducted if you take any extra leave.
In 2nd scenario, if you are eligible to take only accumulated leaves only than you will get 14 days salary which u got (10 days worked and 4 accumulated leaves).
Than you took 1 leave in month of July, 1.5 in August and 4 in October.
Till October you had another 5 casual and 5 sick leaves accumulated. You took total of 6.5 leaves till October.
Any of leave you took from July till October was a sick leave (medical reason etc) or general leave. If any one was due to sickness than there should be no deduction. But if there was no leave due to sickness than you have taken 1 and half leave extra than accumulated in casual leaves, so company will deduct one & half (1.5) day from you salary.
Even in 2nd scenario they have deducted half day salary more.
Please discuss with your HR with the case.
Hope this resolves you issue.
Regards
Neeraj
Manager HR & Admin
From India, Mumbai
As per your statement, you have mentioned that in your company
"there is system of 1 casual leave and 1 sick leave a month. So this means that it is 24 leavs a year. And If we dont take it then they will be accumulated and we can take later but before financial year ends. And after that those leaves would be lapsed."
Which means that there are no Paid or earned leaves. Sick leaves means you can take these leaves or will be adjusted when you are sick and not for any other leave. Casual leave means any other leave.
In you case you worked for 10 Days in May and were absent for 21 days.
First thing you need to check with your company whether a person can avail all leaves in one time before the are accumulated or you get it on per month basis.
In first scenario, if you are eligible to avail all leaves than in you cases you were absent for 21 days and you had had 4 leaves for month of April and May. So if you company had adjusted you all leaves with your absence than they should have paid you full May month salary (without any deductions) and there will be three casual leaves remaining in you account for whole year now. After consuming these 3 leaves you salary will get deducted if you take any extra leave.
In 2nd scenario, if you are eligible to take only accumulated leaves only than you will get 14 days salary which u got (10 days worked and 4 accumulated leaves).
Than you took 1 leave in month of July, 1.5 in August and 4 in October.
Till October you had another 5 casual and 5 sick leaves accumulated. You took total of 6.5 leaves till October.
Any of leave you took from July till October was a sick leave (medical reason etc) or general leave. If any one was due to sickness than there should be no deduction. But if there was no leave due to sickness than you have taken 1 and half leave extra than accumulated in casual leaves, so company will deduct one & half (1.5) day from you salary.
Even in 2nd scenario they have deducted half day salary more.
Please discuss with your HR with the case.
Hope this resolves you issue.
Regards
Neeraj
Manager HR & Admin
From India, Mumbai
Hi Anu,
Well whenever anyone is new to a company, they do not adhere themselves fully to the Company HR rules and regulations, which differ from a Public co. and among Pvt co's too.
As per labour law, you are supposed to receive a hard copy of Salary receipt which details the breakup of your various receipts like basic salary, any allowances and income tax deduction.
Plus you need to have an appointment letter which should have elaborate conditions regarding Paid leave, Sick leave, Casual Leave and Leave without pay.It can also state which leaves get accumulated and which not. It also tells how the different types of leave are distributed among months as per financial year or calendar year.
From the information, you posted on this forum it seems that your company is a new pvt company. Please find out if your company has uploaded all the details regarding the HR rules and regulations on their intranet. I have experience of working in Public sector as well as Pvt sector co's in Financial market. Many Pvt.cos post all HR related rules on their internal web portal, from where all employee can download his salary receipt, and know further about any deductions.
IF you are unable to get the salary receipt, how would you be able to get the FORm-16, which would help you in filing income tax returns.
I would first ask you to get your salary receipts(which should incorporate your working day details) of all months you have worked so far, then arrive at any conclusion.
From India, Lucknow
Well whenever anyone is new to a company, they do not adhere themselves fully to the Company HR rules and regulations, which differ from a Public co. and among Pvt co's too.
As per labour law, you are supposed to receive a hard copy of Salary receipt which details the breakup of your various receipts like basic salary, any allowances and income tax deduction.
Plus you need to have an appointment letter which should have elaborate conditions regarding Paid leave, Sick leave, Casual Leave and Leave without pay.It can also state which leaves get accumulated and which not. It also tells how the different types of leave are distributed among months as per financial year or calendar year.
From the information, you posted on this forum it seems that your company is a new pvt company. Please find out if your company has uploaded all the details regarding the HR rules and regulations on their intranet. I have experience of working in Public sector as well as Pvt sector co's in Financial market. Many Pvt.cos post all HR related rules on their internal web portal, from where all employee can download his salary receipt, and know further about any deductions.
IF you are unable to get the salary receipt, how would you be able to get the FORm-16, which would help you in filing income tax returns.
I would first ask you to get your salary receipts(which should incorporate your working day details) of all months you have worked so far, then arrive at any conclusion.
From India, Lucknow
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