Dear Mr. Umakanthan.M,
It is such a pleasure to read your posts. You explain rule position and correct way forward in detail. Hats off to you. Have learnt so much from esteemed members and in my organization they go by my word and I go by what I glean from members, in case of doubt. Thanks to all members.
From India, Delhi
97It is such a pleasure to read your posts. You explain rule position and correct way forward in detail. Hats off to you. Have learnt so much from esteemed members and in my organization they go by my word and I go by what I glean from members, in case of doubt. Thanks to all members.
From India, Delhi
Thank you, Colonel, for your compliments. In fact, the credit should actually go to this wonderful forum citeHR, which gives us an opportunity to periodically enhance our knowledge through our interactions. Some questions may appear threadbare or trivial; however, such inquiries prompt us to delve deep into the underlying logic behind the provisions of the law involved, fostering our lateral thinking and enabling us to arrive at appropriate answers. Let us encourage questioners with our responses, regardless of any perceptual differences that may exist.
From India, Salem
From India, Salem
Yes it is a wonderful forum Yes , we should not grudge members asking basic questions or draft letters. Regards to all
From India, Delhi
From India, Delhi
The inputs shared by Umakanthan Sir and Saswat Sir on "leave encashment should be payable on gross salary" are brilliant. In fact, companies are adopting formulas/HR tactics to reduce statutory liabilities such as PF, GRATUITY, Bonus, etc. Often, leaves applied are not sanctioned citing urgent works, etc., and as a result, employees are deprived of enjoying quality leave and sacrificing personal priorities. This leads to leave accumulation exceeding the maximum limit. Encashment on basic salary is definitely not justified. It should be payable equivalent to the used leave salary only.
From India, Pune
From India, Pune
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