4
Thanks for your inputs jyothi!
Geet,
To be more specific:
When an employee is under probation there are no leaves applicable, hence there's no question of accumulation.
The leaves get applicable only after the employee is confirmed.
Let me try to give you an example:
Let's consider 24 paid leaves as the alloted leave pool.
Any employee who has been confirmed in the past year will have an available leave pool starting Jan through Dec.
An employee who joins say in March, will complete probation in 6 months i.e September.
Now within this period March & septemeber he/she cannot available any leaves, if at all he/she takes leaves those would result in loss of pay.
The leave pool for this employee will be applicable as soon as he completes his probation in september. So his available leave pool will be 8 leaves.
How:
1. We consider the year as Jan through Dec. (24 paid leaves, with 2 leaves per month)
2. This employee has 8 leaves as available leaves for the year (remaining year i.e september through december)
3. The max he can avail is 8 leaves. If he takes all leaves in the 7th month i.e soon after completion of probation, what he actually has done is preused the allocated leaves.Thus also using up all the leaves allocated for October, november and december.
Thus, if you are calculating at leave balances at the end of the year, the employee actually has zero balance.
Now, starting January the next year he will be allotted 24 leaves for the year.
If he has over used i.e taken 10 leaves instead of 8. You will have to deduct for 2 leaves taken i,e it will result in loss of pay(as these are out of the allocated pool).
I hope this has been of help. In case you have any further queries, you can drop me an email [kamalzz@hotmail.com]
I' shall upload two documents that will help you track the process.
Thanks.
Kamaljit
From India, Pune
Geet,
To be more specific:
When an employee is under probation there are no leaves applicable, hence there's no question of accumulation.
The leaves get applicable only after the employee is confirmed.
Let me try to give you an example:
Let's consider 24 paid leaves as the alloted leave pool.
Any employee who has been confirmed in the past year will have an available leave pool starting Jan through Dec.
An employee who joins say in March, will complete probation in 6 months i.e September.
Now within this period March & septemeber he/she cannot available any leaves, if at all he/she takes leaves those would result in loss of pay.
The leave pool for this employee will be applicable as soon as he completes his probation in september. So his available leave pool will be 8 leaves.
How:
1. We consider the year as Jan through Dec. (24 paid leaves, with 2 leaves per month)
2. This employee has 8 leaves as available leaves for the year (remaining year i.e september through december)
3. The max he can avail is 8 leaves. If he takes all leaves in the 7th month i.e soon after completion of probation, what he actually has done is preused the allocated leaves.Thus also using up all the leaves allocated for October, november and december.
Thus, if you are calculating at leave balances at the end of the year, the employee actually has zero balance.
Now, starting January the next year he will be allotted 24 leaves for the year.
If he has over used i.e taken 10 leaves instead of 8. You will have to deduct for 2 leaves taken i,e it will result in loss of pay(as these are out of the allocated pool).
I hope this has been of help. In case you have any further queries, you can drop me an email [kamalzz@hotmail.com]
I' shall upload two documents that will help you track the process.
Thanks.
Kamaljit
From India, Pune
Tracking documents.
These can be used as individual leave tracking records printed on a sheet back to back.
The Leave record details : will have a records in details of leave taken
The leave record Cal: is where the days leave taken will be marked (for ease of reference)
Thanks
Kamaljit
From India, Pune
These can be used as individual leave tracking records printed on a sheet back to back.
The Leave record details : will have a records in details of leave taken
The leave record Cal: is where the days leave taken will be marked (for ease of reference)
Thanks
Kamaljit
From India, Pune
hii,
Our company comprises of 40 people and this is what we follow.
total 14 paid leaves in a year. (7 casual leave and 7 sick leave)
A employee cannot take a leave of more than 2 days countinously.
If a employee is in probation then he is entitled to take only 1 leave in a month.
After completion of 1 year the employee can take the benefits of Privilage leaves.
But important thing is that the leaves are only counted when it is officialy approved by the HR dept and senior mgt.
Rergads
Mustafa
From India, Mumbai
Our company comprises of 40 people and this is what we follow.
total 14 paid leaves in a year. (7 casual leave and 7 sick leave)
A employee cannot take a leave of more than 2 days countinously.
If a employee is in probation then he is entitled to take only 1 leave in a month.
After completion of 1 year the employee can take the benefits of Privilage leaves.
But important thing is that the leaves are only counted when it is officialy approved by the HR dept and senior mgt.
Rergads
Mustafa
From India, Mumbai
Hello,
As far as leave issue is concerned everything depends on the policy of the management and management's view on this issue. This is the basic.secondly normally whether you work for 6 days or five days or flexi, during probation period,normally, no leave is permitted.
In some companies it is allowed during probation period.
Once an employee completes probation period and confirmed the leave will reckoned on prorata basis.
there is no strict rule that leave should be granted during probation.
no of days of work per week is purely at the discretion of the management and employee has no right to demand. besides the no of days of work is one of the basic terms and conditions of the employment.
Therefore though leave could be construed as a one of the welfare measures, it should be judicioulsy formulated and executed.
regards
Michael Nicholas
From India, Madras
As far as leave issue is concerned everything depends on the policy of the management and management's view on this issue. This is the basic.secondly normally whether you work for 6 days or five days or flexi, during probation period,normally, no leave is permitted.
In some companies it is allowed during probation period.
Once an employee completes probation period and confirmed the leave will reckoned on prorata basis.
there is no strict rule that leave should be granted during probation.
no of days of work per week is purely at the discretion of the management and employee has no right to demand. besides the no of days of work is one of the basic terms and conditions of the employment.
Therefore though leave could be construed as a one of the welfare measures, it should be judicioulsy formulated and executed.
regards
Michael Nicholas
From India, Madras
Hi Geet,
I am working in a IT company having a team size of 12.
Following is the Leave policy which i have maintained :
Leave Policy
Leave Policy Statement & Objective:
· This Policy encourages its employees to take a break from work as this provides for a healthy and efficient staff. The leave policy sets out the various types of leaves that an employee is eligible for and outlines the procedure for taking leave.
· An employee proceeding on leave shall properly hand over the charge of work to his/her reporting authority or to the employee who has been identified by the reporting authority to take over his/her duties during his/her absence.
Leave applicability & Rules:
· Leave year is from 1st April – 31st March
· The different types of leaves covered under this policy are:
o Privilege Leave - 12 Days
o Casual Leave – 5 Days
o Sick Leave – 5 Days
· The policy is applicable for all – Permanent employees.
· Employees who are on Probation are not covered under this policy.
· In the event of an employee leaving the service of the organization by the way of resignation or attaining the age of retirement or otherwise, except as a result of disciplinary proceedings, he/she shall
o “Not” earn Privilege leave during the notice period that the employee needs to serve, in case of a resignation
§ All leaves should be applied through the “Leave Management System” available with the company.
§ An employee who avails Sick Leave for more than 2 days will be required to produce a medical certificate from a registered medical practitioner. The sanctioning authority reserves right to refer an employee to any doctor to ascertain genuineness of the sickness.
§ Misuse of Sick Leave will be treated as a breach of discipline and suitable action may be taken against the employee. Such days of leave shall be treated as leave without pay.
1) Privilege Leave/ Earned Leave:
a) Eligibility
§ All permanent employees are eligible to avail privilege leave
§ Privilege leave is calculated for a period of one calendar year (April- March)
b) Entitlement
§ 12 days privilege leave is allowed to each employee. No leaves will be carried forward to next year.
§ All the employees are required to submit a leave plan to their respective head of the department stating when he/she intends to take paid leave.
§ An employee who joins the company other than 1st day of April shall be entitled to earn the leave in that respective year on a pro-rata basis.
§ Employees should submit application for leave in the prescribed format, 15 days in advance to his/her departmental head. Even leave of casual nature needs prior approval
§ All leave will be sanctioned by the departmental head and sent to the HR department for records. Paid leave cannot be en-cashed.
2) Casual Leave:
a) Eligibility:
§ All permanent employees are eligible to avail Casual leave
§ Casual leave is calculated for a period of one calendar year (April- March)
b) Entitlement:
§ All permanent employees are eligible for 5 days casual leave in a calendar year.
§ Half Day Casual Leave can be taken as needed.
§ If an employee avails more than 5 casual leave’s during the calendar year. Excess leave will be deducted as PL or if PL is not available they will be unpaid leave.
§ All leaves should be applied for in advance unless circumstances are such that it is not possible to do so. In such cases a telephone call or an email to the concerned reporting authority or his/her absence to the concerned department, as intimation should serve the purpose.
c) Accumulation:
§ Casual leave cannot be accumulated or encashed or carried forward to the next calendar year.
3) Sick Leave:
a) Eligibility:
§ All permanent employees are eligible to avail Sick leave
§ Sick leave is calculated for a period of one calendar year (April- March)
b) Entitlement:
§ All permanent employees are eligible for 5 days sick leave in a calendar year.
§ Half Day SL can be taken as needed.
§ If an employee avails more than 5 sick leave during the calendar year. Excess leave will be deducted as PL or if PL is not available they will be unpaid leave.
§ All sick leaves should be informed via telephone call or an email to the concerned reporting authority or his/her absence to the concerned department, as intimation should serve the purpose.
c) Accumulation:
§ Sick leave cannot be accumulated or en-cashed or carried forward to the next calendar year.
Off Days and Paid Holidays:
1. The working week will be of six days for all employees normally Monday to Saturday, having 2nd and 4th Saturday Off.
2. All employees are eligible for paid holidays in a calendar year.(Jan to Dec).
3. Paid holidays are selected on the basis of national holidays / local festivals celebrated. The total number of holidays will be decided by the Company every year.
Please let me know if you have any more queries......
Sapana
From India, Pune
I am working in a IT company having a team size of 12.
Following is the Leave policy which i have maintained :
Leave Policy
Leave Policy Statement & Objective:
· This Policy encourages its employees to take a break from work as this provides for a healthy and efficient staff. The leave policy sets out the various types of leaves that an employee is eligible for and outlines the procedure for taking leave.
· An employee proceeding on leave shall properly hand over the charge of work to his/her reporting authority or to the employee who has been identified by the reporting authority to take over his/her duties during his/her absence.
Leave applicability & Rules:
· Leave year is from 1st April – 31st March
· The different types of leaves covered under this policy are:
o Privilege Leave - 12 Days
o Casual Leave – 5 Days
o Sick Leave – 5 Days
· The policy is applicable for all – Permanent employees.
· Employees who are on Probation are not covered under this policy.
· In the event of an employee leaving the service of the organization by the way of resignation or attaining the age of retirement or otherwise, except as a result of disciplinary proceedings, he/she shall
o “Not” earn Privilege leave during the notice period that the employee needs to serve, in case of a resignation
§ All leaves should be applied through the “Leave Management System” available with the company.
§ An employee who avails Sick Leave for more than 2 days will be required to produce a medical certificate from a registered medical practitioner. The sanctioning authority reserves right to refer an employee to any doctor to ascertain genuineness of the sickness.
§ Misuse of Sick Leave will be treated as a breach of discipline and suitable action may be taken against the employee. Such days of leave shall be treated as leave without pay.
1) Privilege Leave/ Earned Leave:
a) Eligibility
§ All permanent employees are eligible to avail privilege leave
§ Privilege leave is calculated for a period of one calendar year (April- March)
b) Entitlement
§ 12 days privilege leave is allowed to each employee. No leaves will be carried forward to next year.
§ All the employees are required to submit a leave plan to their respective head of the department stating when he/she intends to take paid leave.
§ An employee who joins the company other than 1st day of April shall be entitled to earn the leave in that respective year on a pro-rata basis.
§ Employees should submit application for leave in the prescribed format, 15 days in advance to his/her departmental head. Even leave of casual nature needs prior approval
§ All leave will be sanctioned by the departmental head and sent to the HR department for records. Paid leave cannot be en-cashed.
2) Casual Leave:
a) Eligibility:
§ All permanent employees are eligible to avail Casual leave
§ Casual leave is calculated for a period of one calendar year (April- March)
b) Entitlement:
§ All permanent employees are eligible for 5 days casual leave in a calendar year.
§ Half Day Casual Leave can be taken as needed.
§ If an employee avails more than 5 casual leave’s during the calendar year. Excess leave will be deducted as PL or if PL is not available they will be unpaid leave.
§ All leaves should be applied for in advance unless circumstances are such that it is not possible to do so. In such cases a telephone call or an email to the concerned reporting authority or his/her absence to the concerned department, as intimation should serve the purpose.
c) Accumulation:
§ Casual leave cannot be accumulated or encashed or carried forward to the next calendar year.
3) Sick Leave:
a) Eligibility:
§ All permanent employees are eligible to avail Sick leave
§ Sick leave is calculated for a period of one calendar year (April- March)
b) Entitlement:
§ All permanent employees are eligible for 5 days sick leave in a calendar year.
§ Half Day SL can be taken as needed.
§ If an employee avails more than 5 sick leave during the calendar year. Excess leave will be deducted as PL or if PL is not available they will be unpaid leave.
§ All sick leaves should be informed via telephone call or an email to the concerned reporting authority or his/her absence to the concerned department, as intimation should serve the purpose.
c) Accumulation:
§ Sick leave cannot be accumulated or en-cashed or carried forward to the next calendar year.
Off Days and Paid Holidays:
1. The working week will be of six days for all employees normally Monday to Saturday, having 2nd and 4th Saturday Off.
2. All employees are eligible for paid holidays in a calendar year.(Jan to Dec).
3. Paid holidays are selected on the basis of national holidays / local festivals celebrated. The total number of holidays will be decided by the Company every year.
Please let me know if you have any more queries......
Sapana
From India, Pune
Hi dear,
I am working in IT Company with the strength of 17 people. We follow very simple which dont have jagrons CL, ML, FL etc. Hope you can find some similarities and take some good points from this.
1) We have five days work which includes 45 hours a week. Which I think it’s pretty nice to balance personal and professional life.
2) Paid leaves changes simultaneously each month i.e. Oct; 1.5 and Nov; 2.5. This means an employee can take an advantage of paid leaves every month. There is no negative opening balance but leaves can accumulates end of the month.
3) An employee cant take any leave without the permission of his/her Team Leader.
4) If employee leaves the company after an year, he can take cash of all the left leave in his account.
Well, my advice to you is that do not make many rules and regulation in the policy as if the policy is not employee friendly then you have to suffer a problem.
Regards,
Hetal
From India, Calcutta
I am working in IT Company with the strength of 17 people. We follow very simple which dont have jagrons CL, ML, FL etc. Hope you can find some similarities and take some good points from this.
1) We have five days work which includes 45 hours a week. Which I think it’s pretty nice to balance personal and professional life.
2) Paid leaves changes simultaneously each month i.e. Oct; 1.5 and Nov; 2.5. This means an employee can take an advantage of paid leaves every month. There is no negative opening balance but leaves can accumulates end of the month.
3) An employee cant take any leave without the permission of his/her Team Leader.
4) If employee leaves the company after an year, he can take cash of all the left leave in his account.
Well, my advice to you is that do not make many rules and regulation in the policy as if the policy is not employee friendly then you have to suffer a problem.
Regards,
Hetal
From India, Calcutta
Megha,
The leave policy your company is following is not new in the companies in Delhi.The same policy is just implemented in most of the IT firms. Our company is having the leave policy as follows:
1. Maximum 2 leaves permitted per month and total Number of CL is -12
2. 6 sick leaves (6 paid)
3. If the employee is taking a leave on Friday and Monday then saturday and sunday will be deducted from the leave sheet.
4. Employee will get 10 paid leaves for bereavement and maximum 10 calendar days paid leaves for marriage and attending other social responsibilities.
Regards
Dev P. Ray
From India, Gurgaon
The leave policy your company is following is not new in the companies in Delhi.The same policy is just implemented in most of the IT firms. Our company is having the leave policy as follows:
1. Maximum 2 leaves permitted per month and total Number of CL is -12
2. 6 sick leaves (6 paid)
3. If the employee is taking a leave on Friday and Monday then saturday and sunday will be deducted from the leave sheet.
4. Employee will get 10 paid leaves for bereavement and maximum 10 calendar days paid leaves for marriage and attending other social responsibilities.
Regards
Dev P. Ray
From India, Gurgaon
Dear friends,
I have gone through some of the suggestions regarding the leave policy ,it was quite intresting .
From my part i would like to inform u all guys that whenever any leave policy is being implemented please take into consideration few legal facts:-
1)all employees who have completed 240 days(physically present days)
in a year is eligible for a 1 leave for every 20days(as per shop & establishment act,Facotry act)I.E. example suppose an employe XYZ was present for 200 days in a year then he will be eligible for 200/20=10days paid leave.
2)For calculating Leave encashment u can use the below mentioned formula:
Number of days present *number of leaves declared in a year/300days.
note:-Number of days present=as mentioned above means physically present days.
Number of leaves declared=number of Leaves declared by the companyfor the year.
300days=this is a normal working days in a year i.e. out of 365days in a year exclude the 53 sundays,remove 12 declared holidays by the company.(please note that if you have more then one weekly off in a week then calculate as per that ,for consideration purpose we have taken sundays as weekly off)
3)As per law all the employees are eligible for leave as per above format who have complete atleast 30days service in an organisation.
Bye.and regards
Kuldeep.kalra
From India, Mumbai
I have gone through some of the suggestions regarding the leave policy ,it was quite intresting .
From my part i would like to inform u all guys that whenever any leave policy is being implemented please take into consideration few legal facts:-
1)all employees who have completed 240 days(physically present days)
in a year is eligible for a 1 leave for every 20days(as per shop & establishment act,Facotry act)I.E. example suppose an employe XYZ was present for 200 days in a year then he will be eligible for 200/20=10days paid leave.
2)For calculating Leave encashment u can use the below mentioned formula:
Number of days present *number of leaves declared in a year/300days.
note:-Number of days present=as mentioned above means physically present days.
Number of leaves declared=number of Leaves declared by the companyfor the year.
300days=this is a normal working days in a year i.e. out of 365days in a year exclude the 53 sundays,remove 12 declared holidays by the company.(please note that if you have more then one weekly off in a week then calculate as per that ,for consideration purpose we have taken sundays as weekly off)
3)As per law all the employees are eligible for leave as per above format who have complete atleast 30days service in an organisation.
Bye.and regards
Kuldeep.kalra
From India, Mumbai
hi kamaljeet,
as per shops act for every working day 1 leave gets credited.thus monthly 2 leaves get credited.(which you have mentioned)
Now my query is, shall we exclude sundays and holidays to calculate 12 working days ?
If yes than will not be it too cumbersom to make record for each employee?
kindly reply me soon.
archana
From India, Pune
as per shops act for every working day 1 leave gets credited.thus monthly 2 leaves get credited.(which you have mentioned)
Now my query is, shall we exclude sundays and holidays to calculate 12 working days ?
If yes than will not be it too cumbersom to make record for each employee?
kindly reply me soon.
archana
From India, Pune
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Leave Policy.doc