Dear Anushree,
If you are talking about your SL, basically these are on pro-rata basis. SL is subject to be carried forward if not taken. Leaves are not on a financial year (Mar-Apr) basis; they are on a calendar year basis, and you will get your new leaves in Jan '2013. Only CL is to be exhausted in the same year as they are not carried forward. EL/PL - on a 20-day working basis, you are entitled to 1 EL/PL, and eligibility is after 280 days.
Formula: Suppose in your company there are 15 SL, if you had joined in Apr on or before the 15th, then it is: 15/12*9=11.25, meaning 11 SL. You will count from Apr to Dec, i.e., 9 months (including Apr), and after the 15th, you will not count Apr, then there will be 8 months: 15/12*8=10 SL.
Regards,
Vineet
From India, Dehra Dun
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4If you are talking about your SL, basically these are on pro-rata basis. SL is subject to be carried forward if not taken. Leaves are not on a financial year (Mar-Apr) basis; they are on a calendar year basis, and you will get your new leaves in Jan '2013. Only CL is to be exhausted in the same year as they are not carried forward. EL/PL - on a 20-day working basis, you are entitled to 1 EL/PL, and eligibility is after 280 days.
Formula: Suppose in your company there are 15 SL, if you had joined in Apr on or before the 15th, then it is: 15/12*9=11.25, meaning 11 SL. You will count from Apr to Dec, i.e., 9 months (including Apr), and after the 15th, you will not count Apr, then there will be 8 months: 15/12*8=10 SL.
Regards,
Vineet
From India, Dehra Dun
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Hi Anu,
First, please clarify how many days in a workweek an employee works for leave (CL/SL) to accrue. Secondly, you joined in February and did not avail of leave, so your leave lapsed on March 31 of that year. You worked through April and up to May 10. This means that as of April 30, you had two days of leave, i.e., 1 CL and 1 Sick leave (SL). Since the methodology for accruing leave is not clear, it is presumed that after working for a full month, you become eligible for 1 CL and 1 SL. If that is the case, the recovery of two days' salary for the month of May is in order since you received two days' salary in excess.
Thank you.
From India, Mumbai
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First, please clarify how many days in a workweek an employee works for leave (CL/SL) to accrue. Secondly, you joined in February and did not avail of leave, so your leave lapsed on March 31 of that year. You worked through April and up to May 10. This means that as of April 30, you had two days of leave, i.e., 1 CL and 1 Sick leave (SL). Since the methodology for accruing leave is not clear, it is presumed that after working for a full month, you become eligible for 1 CL and 1 SL. If that is the case, the recovery of two days' salary for the month of May is in order since you received two days' salary in excess.
Thank you.
From India, Mumbai
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(Fact Check Failed/Partial)-The user's reply is incorrect. The calculation of accrued leaves and salary deductions are not in line with standard leave policies and labor laws.
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Hi Anushree,
Normally, if an employee is sick, they can utilize SL as well as CL. However, when an employee is taking CL, they cannot use SL. Perhaps on this basis, your 2 days' salary must have been deducted in Oct. If they are not providing you with the pay slip, please check in the muster roll.
Nagarathna
9900456795
From India, Bangalore
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Normally, if an employee is sick, they can utilize SL as well as CL. However, when an employee is taking CL, they cannot use SL. Perhaps on this basis, your 2 days' salary must have been deducted in Oct. If they are not providing you with the pay slip, please check in the muster roll.
Nagarathna
9900456795
From India, Bangalore
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(Fact Check Failed/Partial)-The user reply is incorrect. When an employee exhausts their sick leave, they can use casual leave for sick purposes. The deduction based on this ground is not accurate.
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Hi, In some Company the SL(Sick Leave) in not carry forward in next month. i think the same will follow in u r concern also. Regards, Sheik.M
From India, Chennai
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From India, Chennai
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(Fact Check Failed/Partial)-The user reply is incorrect. Sick leave accumulation is a common practice, and the company should follow the rules regarding leave encashment. It's essential to check the company's policies and labor laws.
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Any kind of leave will give on anual basis. any kind of leave will leave carried out into precessding months.
From India, Hyderabad
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From India, Hyderabad
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(Fact Check Failed/Partial)-The user's reply is incorrect. Leave accumulation and carryover policies vary by company and are not always on an annual basis. It's essential to clarify company-specific policies.
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If it is 1 casual leave and 1 sick leave per month, it cannot be assumed that all 24 leaves can be taken in one stretch. If your company has the facility of encashment of leave, then you will get the benefits as per the policies of the company. Otherwise, taking more than 2 leaves will result in a loss of pay for you.
Regards,
Prem
From India, Cochin
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Regards,
Prem
From India, Cochin
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(Fact Check Failed/Partial)-The user reply is partially correct. It is essential to clarify that the accumulation and utilization of leave should align with the company's policy and labor laws. Encashment rules and leave balance tracking must be clearly communicated to avoid confusion.
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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
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From India, Delhi
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(Fact Check Failed/Partial)-The information provided in the user reply is incorrect. The accumulation of leave and its impact on salary deduction should align with company policy and relevant laws.
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Kindly check and calculate the number of leave days exhausted in May and compare the result with the entitled leave days. I bet you may have accumulated outstanding leave days. In a situation like this, I think if you are an HR person, you should advise your organization to improve their payroll administration by providing payslips for staff.
From Nigeria, Ibadan
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From Nigeria, Ibadan
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(Fact Check Failed/Partial)-The user reply is incorrect. The issue is related to leave entitlement and not payroll administration. The user should focus on clarifying leave policy discrepancies.
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Dear Anushree,
As per your statement, you have mentioned that in your company there is a system of 1 casual leave and 1 sick leave a month. So, this means that it is 24 leaves a year. If we don't take them, they will be accumulated, and we can take them later but before the financial year ends. After that, those leaves would be lapsed.
This implies that there are no paid or earned leaves. Sick leaves are for when you are sick, and casual leaves are for any other reason.
In your case, you worked for 10 days in May and were absent for 21 days.
The first thing you need to check with your company is whether a person can avail of all leaves at once before they are accumulated or if you receive them on a per-month basis.
In the first scenario, if you are eligible to avail all leaves, then in your case, you were absent for 21 days and had taken 4 leaves for the months of April and May. If your company had adjusted all your leaves with your absence, then they should have paid you the full May month salary (without any deductions), and there will be three casual leaves remaining in your account for the whole year. After consuming these 3 leaves, your salary will be deducted if you take any extra leaves.
In the second scenario, if you are eligible to take only accumulated leaves, then you will receive 14 days' salary (10 days worked and 4 accumulated leaves).
Then, you took 1 leave in July, 1.5 in August, and 4 in October.
By October, you had accumulated another 5 casual and 5 sick leaves. You had taken a total of 6.5 leaves by October.
If any leave you took from July to October was a sick leave (due to a medical reason, etc.) or a general leave. If any were due to sickness, there should be no deduction. But if there were no leaves due to sickness, and you took 1 and a half leaves more than accumulated in casual leaves, the company will deduct one and a half (1.5) days from your salary.
Even in the second scenario, they have deducted half a day's salary more.
Please discuss this with your HR department.
Hope this resolves your issue.
Regards,
Neeraj
Manager HR & Admin
From India, Mumbai
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As per your statement, you have mentioned that in your company there is a system of 1 casual leave and 1 sick leave a month. So, this means that it is 24 leaves a year. If we don't take them, they will be accumulated, and we can take them later but before the financial year ends. After that, those leaves would be lapsed.
This implies that there are no paid or earned leaves. Sick leaves are for when you are sick, and casual leaves are for any other reason.
In your case, you worked for 10 days in May and were absent for 21 days.
The first thing you need to check with your company is whether a person can avail of all leaves at once before they are accumulated or if you receive them on a per-month basis.
In the first scenario, if you are eligible to avail all leaves, then in your case, you were absent for 21 days and had taken 4 leaves for the months of April and May. If your company had adjusted all your leaves with your absence, then they should have paid you the full May month salary (without any deductions), and there will be three casual leaves remaining in your account for the whole year. After consuming these 3 leaves, your salary will be deducted if you take any extra leaves.
In the second scenario, if you are eligible to take only accumulated leaves, then you will receive 14 days' salary (10 days worked and 4 accumulated leaves).
Then, you took 1 leave in July, 1.5 in August, and 4 in October.
By October, you had accumulated another 5 casual and 5 sick leaves. You had taken a total of 6.5 leaves by October.
If any leave you took from July to October was a sick leave (due to a medical reason, etc.) or a general leave. If any were due to sickness, there should be no deduction. But if there were no leaves due to sickness, and you took 1 and a half leaves more than accumulated in casual leaves, the company will deduct one and a half (1.5) days from your salary.
Even in the second scenario, they have deducted half a day's salary more.
Please discuss this with your HR department.
Hope this resolves your issue.
Regards,
Neeraj
Manager HR & Admin
From India, Mumbai
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(Fact Check Failed/Partial)-The user's reply contains incorrect information regarding leave policies and deductions. Casual and sick leaves are usually separate from each other. In this case, the user's salary deduction seems inaccurate based on the provided leave details.
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Hi Anu,
Whenever anyone is new to a company, they may not fully adhere to the company's HR rules and regulations, which can vary between a public company and private companies as well.
According to labor law, you should receive a hard copy of your salary receipt detailing the breakdown of various components such as basic salary, allowances, and income tax deductions. Additionally, you should have an appointment letter outlining conditions related to paid leave, sick leave, casual leave, and leave without pay. This letter may specify which leaves accrue and which do not, and how different types of leave are distributed throughout the months based on the financial or calendar year.
Based on the information you provided in this forum, it appears that your company is a new private company. Please check if your company has shared all HR rules and regulations on their intranet. I have experience working in both the public and private sectors within the financial market. Many private companies publish HR-related rules on their internal web portals, allowing employees to download their salary receipts and understand any deductions.
If you are unable to access your salary receipt, obtaining Form-16 will be challenging, hindering your ability to file income tax returns. I recommend obtaining your salary receipts (including working day details) for all the months you have worked thus far before making any conclusions.
Thank you.
From India, Lucknow
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Whenever anyone is new to a company, they may not fully adhere to the company's HR rules and regulations, which can vary between a public company and private companies as well.
According to labor law, you should receive a hard copy of your salary receipt detailing the breakdown of various components such as basic salary, allowances, and income tax deductions. Additionally, you should have an appointment letter outlining conditions related to paid leave, sick leave, casual leave, and leave without pay. This letter may specify which leaves accrue and which do not, and how different types of leave are distributed throughout the months based on the financial or calendar year.
Based on the information you provided in this forum, it appears that your company is a new private company. Please check if your company has shared all HR rules and regulations on their intranet. I have experience working in both the public and private sectors within the financial market. Many private companies publish HR-related rules on their internal web portals, allowing employees to download their salary receipts and understand any deductions.
If you are unable to access your salary receipt, obtaining Form-16 will be challenging, hindering your ability to file income tax returns. I recommend obtaining your salary receipts (including working day details) for all the months you have worked thus far before making any conclusions.
Thank you.
From India, Lucknow
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(Fact Check Failed/Partial)-The user reply contains inaccurate information regarding the labor laws and company practices related to leaves and salary deductions. There is no mention of the legal provisions or accurate guidance based on the original post.
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(Fact Check Failed/Partial)-The user reply contains inaccuracies regarding the calculation and carry-forward of leaves. Leave policies can vary by company, but generally, SL and CL accruals are based on the company's policy and local laws. The user's explanation of the leave calculation and carry-forward is not entirely accurate.