Hi Payal,
Did you ask your front office executive or any other concerned person regarding your leave balance before taking your leaves:!::?: what did she / he tel you & did you submit your leave application to the same person:?:
See leave policy differs from company to company there is no such hard rules. Let us take example what we follow in our company: we have 21 ELs (earned leaves) per yr. this can be utilized as the employee wish, even he can avail 5 leaves in the month of Jan only ie yr begining, no deductions in his / her salary. Because,this leaves are for whole yr so the remaining leave bal can be utilized for the whole year. In case if all the leaves exhaust or employee leaves the company in the mid of the yr then the deductions will be done in his salary on pro rata basis at the time of his relieving.
Some co has leave policy based on monthly basis wr they can avail 2 leaves / month in this case if a person do not use his leave every month then it goes on accumulating. Suppose if a person has not used his leave for 3 mnths then his leave bal shows 2*3=6 days of accumulated leaves, so he can avail these continuosly whenever he requires without any LOP(loss of pay). but these leaves can be availed prior intimation to his Manager & HR.
Hope this will help you.:icon1: And ask the concerned person in your company about the leave policy & its better to ask her/him to forward the same to your mail. Actually this should be done at the time of joining of an employee.
Reply me:)
Regards,
Roopa
HR
From India, Bangalore
Did you ask your front office executive or any other concerned person regarding your leave balance before taking your leaves:!::?: what did she / he tel you & did you submit your leave application to the same person:?:
See leave policy differs from company to company there is no such hard rules. Let us take example what we follow in our company: we have 21 ELs (earned leaves) per yr. this can be utilized as the employee wish, even he can avail 5 leaves in the month of Jan only ie yr begining, no deductions in his / her salary. Because,this leaves are for whole yr so the remaining leave bal can be utilized for the whole year. In case if all the leaves exhaust or employee leaves the company in the mid of the yr then the deductions will be done in his salary on pro rata basis at the time of his relieving.
Some co has leave policy based on monthly basis wr they can avail 2 leaves / month in this case if a person do not use his leave every month then it goes on accumulating. Suppose if a person has not used his leave for 3 mnths then his leave bal shows 2*3=6 days of accumulated leaves, so he can avail these continuosly whenever he requires without any LOP(loss of pay). but these leaves can be availed prior intimation to his Manager & HR.
Hope this will help you.:icon1: And ask the concerned person in your company about the leave policy & its better to ask her/him to forward the same to your mail. Actually this should be done at the time of joining of an employee.
Reply me:)
Regards,
Roopa
HR
From India, Bangalore
Hi Payal,
Leave limit uprto 2 CL during the probation is very common in Indian Companies. A lot of companies do this. So the 4 day pay cut is justified, However, pease check your appointment letter- it should mentioned as a part of your appointment letter that you are not allowed more than 2 CL's during your probation period.
Secondly, Salary is a highly confidential matter and if you have strong evidence against the "front desk executive" about he/ she sharing the salary data among employees, then please take this up seriously- First with the executive himself / herself. May be he/ she is doing it out of ignorance. If it doesn't works then do take this up with the senior management.
best regards
Ankush
9971131459
From India, Gurgaon
Leave limit uprto 2 CL during the probation is very common in Indian Companies. A lot of companies do this. So the 4 day pay cut is justified, However, pease check your appointment letter- it should mentioned as a part of your appointment letter that you are not allowed more than 2 CL's during your probation period.
Secondly, Salary is a highly confidential matter and if you have strong evidence against the "front desk executive" about he/ she sharing the salary data among employees, then please take this up seriously- First with the executive himself / herself. May be he/ she is doing it out of ignorance. If it doesn't works then do take this up with the senior management.
best regards
Ankush
9971131459
From India, Gurgaon
Dear Payal,
As per your following query, every company has its own HR rules for leaves. So if your previous company does not have this rule means your current company also sheould follow this rule, its wrong.
See be professional and 2nd important this whatever you front office employee is doing that is totally worng. As she is not from HR she might dont know about the rule of HR.
Try to make kind attention to your MD/GM reagrding this but very smartly.
Regards,
Pradyumna
9820108821/9769660230
From India, Pune
3As per your following query, every company has its own HR rules for leaves. So if your previous company does not have this rule means your current company also sheould follow this rule, its wrong.
See be professional and 2nd important this whatever you front office employee is doing that is totally worng. As she is not from HR she might dont know about the rule of HR.
Try to make kind attention to your MD/GM reagrding this but very smartly.
Regards,
Pradyumna
9820108821/9769660230
From India, Pune
Hi Payal.
taking CL for more than 2 days is depend upon the company rules and regulations...
in some companies employee can avail mxm 3 days CL ........
And regarding salary confidential you should concern to GM or MD since it is confidential matter......... don't allow her to go with that bad professional ............ if she does not know ask her it keep it confidential .....
From India, Bangalore
taking CL for more than 2 days is depend upon the company rules and regulations...
in some companies employee can avail mxm 3 days CL ........
And regarding salary confidential you should concern to GM or MD since it is confidential matter......... don't allow her to go with that bad professional ............ if she does not know ask her it keep it confidential .....
From India, Bangalore
Yes payal plz follow the Roopa’s advise ......... since she explained you very nicely ......... Ha Roopa it is nice explanation .......Thanks. By Chandru Executi - HR
From India, Bangalore
From India, Bangalore
Hi Gulshan,
You are not very clear about your question.. I understand from your qstn that whether we (the employees are supposed to pay to the company for the leave we take) is it so?? is this your qstn??
EL Earned Leave means where an employee can avail leave which is paid for him, no deductions from his/her salary. The company will pay his /her salary though he/she has taken leave.
We earn our money(salary)though we do not work for that particular day or days that's why it is called as earned leave. But this can not be taken for granted it is based on rules / policy.
Hope your doubt is clear.. kindly reply.
Regards,
Roopa
From India, Bangalore
You are not very clear about your question.. I understand from your qstn that whether we (the employees are supposed to pay to the company for the leave we take) is it so?? is this your qstn??
EL Earned Leave means where an employee can avail leave which is paid for him, no deductions from his/her salary. The company will pay his /her salary though he/she has taken leave.
We earn our money(salary)though we do not work for that particular day or days that's why it is called as earned leave. But this can not be taken for granted it is based on rules / policy.
Hope your doubt is clear.. kindly reply.
Regards,
Roopa
From India, Bangalore
Hi, Payal,
In posted leave policy you have not mentioned that how many CL can an employee avail during calander year.
As per Factory act HLD / W.off b/w leaves will not be treat as part of that.
As your front office exe. is handling HR function, you have full right to cleare your quires with her.
Reg. accumalation of CL plz go through with the certified standing orders of your company.
Thanx
Vishal
From India, Delhi
In posted leave policy you have not mentioned that how many CL can an employee avail during calander year.
As per Factory act HLD / W.off b/w leaves will not be treat as part of that.
As your front office exe. is handling HR function, you have full right to cleare your quires with her.
Reg. accumalation of CL plz go through with the certified standing orders of your company.
Thanx
Vishal
From India, Delhi
1.Definition of Earned Leave given by Ms. Roopa is not correct.
2. Earned Leave (EL) is a Leave you earn as you work. Very commonly followed norm is you earn 2.5 days EL after working for a month. EL earned is either credited to your leave account at the end of the month or at the end of the year.
3. In case of Ms. Payal, her company should have proper Leave Policy & Rules in place and it should be clearly communicated to all the employees. May be Ms. Payal can take a initiative and do it herself.
4. One should always think of what is in the larger interest of the company and one should be eyes and ear of the company. If you notice anything wrong happening, then you should report it to appropriate authority. But you should not be biased to anybody.
Thanks & Regards
From India, Pune
2. Earned Leave (EL) is a Leave you earn as you work. Very commonly followed norm is you earn 2.5 days EL after working for a month. EL earned is either credited to your leave account at the end of the month or at the end of the year.
3. In case of Ms. Payal, her company should have proper Leave Policy & Rules in place and it should be clearly communicated to all the employees. May be Ms. Payal can take a initiative and do it herself.
4. One should always think of what is in the larger interest of the company and one should be eyes and ear of the company. If you notice anything wrong happening, then you should report it to appropriate authority. But you should not be biased to anybody.
Thanks & Regards
From India, Pune
Dear
In my opinion probationers & confirmed employees/workers are entitled to avail EL at the same rate under the Factories Act.1948. Some of the members are of the opinion that probationers are not entitled to EL during probation period. Which of the proviso debar the probationer to become entitled for EL.
Regards,
R.N.Khola
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
In my opinion probationers & confirmed employees/workers are entitled to avail EL at the same rate under the Factories Act.1948. Some of the members are of the opinion that probationers are not entitled to EL during probation period. Which of the proviso debar the probationer to become entitled for EL.
Regards,
R.N.Khola
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
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