Dear All,
We are revisiting our Leave policy and plan to club Privilege Leave, Sick Leave & Casual Leave.
I need inputs on below lines.
1. Is it a fair idea to club the leaves ?
2. Does our Law permit such clubbing (as a special case can we take permission from the judiciary system)
Look forward for valuable inputs from all.
Thanking you in adavance
Regards,
Bhavin Vahia
From India, Ahmadabad
5We are revisiting our Leave policy and plan to club Privilege Leave, Sick Leave & Casual Leave.
I need inputs on below lines.
1. Is it a fair idea to club the leaves ?
2. Does our Law permit such clubbing (as a special case can we take permission from the judiciary system)
Look forward for valuable inputs from all.
Thanking you in adavance
Regards,
Bhavin Vahia
From India, Ahmadabad
Its a welcome move. Make a single leave policy 'All purpose Leave'. Even we follow it.
From India, Mumbai
From India, Mumbai
Hi, You can club Casual Leave and Sick Leave. We have option to do this so. both put together its 12 days. but you can’t add privilege leave with this.
From India, Madurai
From India, Madurai
Dear Bhavin,
I have got different opinion.
As you are aware that HR department plays vital role (Tool) to get such leave sanctioned. If not sanctioned, It constitute leave without pay.
To feel seriousness of such leave and to have HR Control we need to have an example :
Case 1 : Employee taking leave of shorter duration for which phone call would be sufficient. But How to contradict if someone goes on leave of more than 5 days on short notice (without any prior intimation)
Why not in such case we stick with old formula of intimation required for particular leave.
PL - intimation of 1 Month in advance, (Vary from Department to department viz marketing, Production, Accounts)
CL - Intimation on mobile
SL - Intimation on mobile but with Medical proof.
Such procedure would give seriousness in utilizing leave and maintain discipline in the organization. Trust, I have seen organization where Sr. Person went on PL (Short Leave) oftenly without proper intimation.
For healthy environment, we make it compulsory for employee to exhaust CL &SL otherwise it would be lapse. (It will put monetory control over HR Fund as well)
Arjun Pandav
From India, Mumbai
I have got different opinion.
As you are aware that HR department plays vital role (Tool) to get such leave sanctioned. If not sanctioned, It constitute leave without pay.
To feel seriousness of such leave and to have HR Control we need to have an example :
Case 1 : Employee taking leave of shorter duration for which phone call would be sufficient. But How to contradict if someone goes on leave of more than 5 days on short notice (without any prior intimation)
Why not in such case we stick with old formula of intimation required for particular leave.
PL - intimation of 1 Month in advance, (Vary from Department to department viz marketing, Production, Accounts)
CL - Intimation on mobile
SL - Intimation on mobile but with Medical proof.
Such procedure would give seriousness in utilizing leave and maintain discipline in the organization. Trust, I have seen organization where Sr. Person went on PL (Short Leave) oftenly without proper intimation.
For healthy environment, we make it compulsory for employee to exhaust CL &SL otherwise it would be lapse. (It will put monetory control over HR Fund as well)
Arjun Pandav
From India, Mumbai
Dear Bhavin,
You can club CL & SL. The new system should be called as CS (Casual & Sick Leave) which should be maximum 12 days per annum. Apart from this, there should be Paid Leave or Earned Leave which should be maximum 24 days per annum. Hope these leave structure will help to sort out your issue.
As Mr. Arjun Pandav said we have to make it compulsory for employees to exhaust CS otherwise it will be lapse.
Regards,
P K Sudarsan
Senior Executive HR
From India, Chennai
You can club CL & SL. The new system should be called as CS (Casual & Sick Leave) which should be maximum 12 days per annum. Apart from this, there should be Paid Leave or Earned Leave which should be maximum 24 days per annum. Hope these leave structure will help to sort out your issue.
As Mr. Arjun Pandav said we have to make it compulsory for employees to exhaust CS otherwise it will be lapse.
Regards,
P K Sudarsan
Senior Executive HR
From India, Chennai
The answer with reference to legal requirement depends on whether you are a factory or come under shop and establishment act, which state and whether the standing orders apply to you
From India, Mumbai
From India, Mumbai
As Mr. Banerjee rightly said, before hand it is advisable to check the relevant Act/Rule of your state.
From India, Ahmadabad
From India, Ahmadabad
Dear Bhavin
While making the leave rules the following points may can be included
1)The sanctioning of leave is as per descretion of immedeate superior except in the case of SL.
2)CL and PL needs prior sanctioning and Sick leave does not
3) More than 3 days SL needs documentory proof.
4) CL cannot be clubbed with any other leave under any circumstance and maximum one can avail at a time is 3 days only.
5) If all SL is exhausted, EL can be sanctioned as SL and the same can be combined with SL if the same is exhausted in the leave period.
These are only guide lines -and being followed in my company and approved by RLC
regards
santosh
From India, Kannur
While making the leave rules the following points may can be included
1)The sanctioning of leave is as per descretion of immedeate superior except in the case of SL.
2)CL and PL needs prior sanctioning and Sick leave does not
3) More than 3 days SL needs documentory proof.
4) CL cannot be clubbed with any other leave under any circumstance and maximum one can avail at a time is 3 days only.
5) If all SL is exhausted, EL can be sanctioned as SL and the same can be combined with SL if the same is exhausted in the leave period.
These are only guide lines -and being followed in my company and approved by RLC
regards
santosh
From India, Kannur
Dear Mr Saswat, We are a Factory based at Gujarat and Model standing orders are applicable to us Regards, Bhavin Vahia
From India, Ahmadabad
From India, Ahmadabad
In that case, the only rule that directly applies as a limiter is off providing one day of leave for every 20 days work (including weekly off, Paid holiday and approve leave). Higher leave and better provisions are of course allowed. In view of this, the suggestions given by members are of course correct.
You will need to make the changes in the standing orders and get the same certified to implement your new / proposed leave rules.
From India, Mumbai
You will need to make the changes in the standing orders and get the same certified to implement your new / proposed leave rules.
From India, Mumbai
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