Hi, Friends.
I would like to share information about Six Sigma as a career. The number of job opportunities available to Six Sigma professionals has increased manifold in recent years. Qualified and experienced professionals also have the option of starting their own Six Sigma consultancy business. As for job opportunities, they are available both within the organization and outside the organization. I would like to receive your feedback to update this article.
Shiromoney
The Novice Expert
From India, Mumbai
1I would like to share information about Six Sigma as a career. The number of job opportunities available to Six Sigma professionals has increased manifold in recent years. Qualified and experienced professionals also have the option of starting their own Six Sigma consultancy business. As for job opportunities, they are available both within the organization and outside the organization. I would like to receive your feedback to update this article.
Shiromoney
The Novice Expert
From India, Mumbai
Hi all,
I want to prepare a leave policy for my company. Currently, the management has only provided one leave for 20 working days (1 and a half days' leave per month) and they have not given any sick leave, earned leave, etc., and they are not interested in providing anything in the future either.
So, how should I prepare the leave policy? Are there any statutory requirements to be followed in the leave policy?
Please, could anyone provide information on that?
Regards,
Kavitha
From India, Bangalore
I want to prepare a leave policy for my company. Currently, the management has only provided one leave for 20 working days (1 and a half days' leave per month) and they have not given any sick leave, earned leave, etc., and they are not interested in providing anything in the future either.
So, how should I prepare the leave policy? Are there any statutory requirements to be followed in the leave policy?
Please, could anyone provide information on that?
Regards,
Kavitha
From India, Bangalore
Annual / Privileged / Earned Leave:
1 day for every 20 days of work, i.e., 1.5 days per month, totaling 18 days per annum.
Carry forward: Can be carried forward to a maximum of 30 days to the next year, with the rest lapsing.
Encashment: Unavailed privileged leave can be encashed in the next calendar year but is not stipulated under law.
Sick/Medical Leave:
1 day per month, equal to 12 days of sick leave per annum upon submission of a medical certificate.
Carry forward: Unavailed medical leave will lapse by the end of 31st December.
Encashment: No encashment is allowed.
Casual Leave:
Not applicable for Karnataka as per the law.
Maternity Leave:
A female employee, after being employed by the employer for a period of not less than 80 days, is entitled to 12 weeks of maternity leave - 6 weeks before the expected delivery and 6 weeks post-delivery. An additional one month of leave and benefits are available for women facing pregnancy-related illnesses, delivery issues, premature birth, miscarriage, termination of pregnancy, and tubectomy, provided medical evidence is provided.
From Singapore, Singapore
1 day for every 20 days of work, i.e., 1.5 days per month, totaling 18 days per annum.
Carry forward: Can be carried forward to a maximum of 30 days to the next year, with the rest lapsing.
Encashment: Unavailed privileged leave can be encashed in the next calendar year but is not stipulated under law.
Sick/Medical Leave:
1 day per month, equal to 12 days of sick leave per annum upon submission of a medical certificate.
Carry forward: Unavailed medical leave will lapse by the end of 31st December.
Encashment: No encashment is allowed.
Casual Leave:
Not applicable for Karnataka as per the law.
Maternity Leave:
A female employee, after being employed by the employer for a period of not less than 80 days, is entitled to 12 weeks of maternity leave - 6 weeks before the expected delivery and 6 weeks post-delivery. An additional one month of leave and benefits are available for women facing pregnancy-related illnesses, delivery issues, premature birth, miscarriage, termination of pregnancy, and tubectomy, provided medical evidence is provided.
From Singapore, Singapore
Hi,
Thank you for your response. Is there any condition or law that only allows 30 days of leave to be carried forward to the next year? Some of our employees have a leave balance of more than 90 days.
Is sick leave strictly enforced by law, or are there other options available? We do not provide any sick leave facility in our organization. However, women who are covered under the ESI scheme are entitled to sick leave and maternity leave, receiving compensatory amounts from the ESI. Employees not covered by the ESI scheme do not have sick leave provided by the company.
In that case, how should we create a leave policy? Please provide me with a response.
Regards,
Kavitha
From India, Bangalore
Thank you for your response. Is there any condition or law that only allows 30 days of leave to be carried forward to the next year? Some of our employees have a leave balance of more than 90 days.
Is sick leave strictly enforced by law, or are there other options available? We do not provide any sick leave facility in our organization. However, women who are covered under the ESI scheme are entitled to sick leave and maternity leave, receiving compensatory amounts from the ESI. Employees not covered by the ESI scheme do not have sick leave provided by the company.
In that case, how should we create a leave policy? Please provide me with a response.
Regards,
Kavitha
From India, Bangalore
Hi Kavitha,
Yes, the law allows you to carry forward a maximum of 30 days. Any unavailed balance above 30 days will lapse. It again depends on the company whether or not to keep a limit on carry forward. You could also encash the leave so that you could carry it forward.
With respect to sick leave for employees under ESI, there is no limit on sick leave. Sick leave of 12 days is applicable to non-ESI employees and should be given as per the law. If you are not giving it, you are violating the law.
Hope this helps.
Regards,
Bharathi
From Singapore, Singapore
Yes, the law allows you to carry forward a maximum of 30 days. Any unavailed balance above 30 days will lapse. It again depends on the company whether or not to keep a limit on carry forward. You could also encash the leave so that you could carry it forward.
With respect to sick leave for employees under ESI, there is no limit on sick leave. Sick leave of 12 days is applicable to non-ESI employees and should be given as per the law. If you are not giving it, you are violating the law.
Hope this helps.
Regards,
Bharathi
From Singapore, Singapore
Dear Friends, Regarding the quarry my article in Form member "Leave Procedures". Please go through. Regards, :D PBS KUMAR
From India, Kakinada
From India, Kakinada
Hi Bharathi,
Thank you for your reply. You mentioned that 12 days of sick leave should be given as per the law. However, our management is not prepared to accept this criteria. They only provide 1.5 days per month as a privilege leave to all levels of employees. This leave can be carried forward and accumulated without any limitation.
In this scenario, how should I prepare a leave policy? If I include only privilege leave in my document, will it cause any issues? Please shed some light on this matter.
Regards,
Kavitha
From India, Bangalore
Thank you for your reply. You mentioned that 12 days of sick leave should be given as per the law. However, our management is not prepared to accept this criteria. They only provide 1.5 days per month as a privilege leave to all levels of employees. This leave can be carried forward and accumulated without any limitation.
In this scenario, how should I prepare a leave policy? If I include only privilege leave in my document, will it cause any issues? Please shed some light on this matter.
Regards,
Kavitha
From India, Bangalore
Hi Bharathi,
Thank you for your reply. You mentioned that 12 days of sick leave should be given as per the law. However, our management is not ready to accept this criteria. They are only providing 1.5 days per month as privilege leave to all levels of employees. This privilege leave can be carried forward and will keep accumulating without any limitation.
In this scenario, how should I prepare a leave policy? If I only include privilege leave in my document, will it create any problems? Please shed some light on this issue.
Regards,
Kavitha
From India, Bangalore
Thank you for your reply. You mentioned that 12 days of sick leave should be given as per the law. However, our management is not ready to accept this criteria. They are only providing 1.5 days per month as privilege leave to all levels of employees. This privilege leave can be carried forward and will keep accumulating without any limitation.
In this scenario, how should I prepare a leave policy? If I only include privilege leave in my document, will it create any problems? Please shed some light on this issue.
Regards,
Kavitha
From India, Bangalore
Dear Sir/Madam,
I am working in a construction company as a personnel manager. Regarding how to maintain the employees' leave records, CL (Casual Leave) is 12 days and PL (Paid Leave) is 15 days.
If an employee takes leave on Saturday and Monday, do we calculate it as 2 days or 3 days?
If Saturday falls on a national holiday and the employee takes leave on Sunday and Monday, how should we calculate this?
Kindly advise me on the correct approach.
Prasanna
From India
I am working in a construction company as a personnel manager. Regarding how to maintain the employees' leave records, CL (Casual Leave) is 12 days and PL (Paid Leave) is 15 days.
If an employee takes leave on Saturday and Monday, do we calculate it as 2 days or 3 days?
If Saturday falls on a national holiday and the employee takes leave on Sunday and Monday, how should we calculate this?
Kindly advise me on the correct approach.
Prasanna
From India
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Leave procedure.doc
Karnataka Leave.xlsx
CiteHR.AI
(Fact Checked)-[response] (1 Acknowledge point)