Dear All,
At present i am working with an IT company as a HR Admin,
Company is providing "Casual leaves" and "Privilege leaves".
Let me know how to carry forward PL and is there any chance to convert this PL in to cash.
If it is possible to convert, how many leaves i can and how much money i need to give per one PL.
From India, Hyderabad
At present i am working with an IT company as a HR Admin,
Company is providing "Casual leaves" and "Privilege leaves".
Let me know how to carry forward PL and is there any chance to convert this PL in to cash.
If it is possible to convert, how many leaves i can and how much money i need to give per one PL.
From India, Hyderabad
Dear Govind Singh Negi,
Thank you for giving such information.
If employee leaving organisation after 2 years of joining, how can i calculate PL?
is there any chance to convert that leaves in to cash?
From India, Hyderabad
Thank you for giving such information.
If employee leaving organisation after 2 years of joining, how can i calculate PL?
is there any chance to convert that leaves in to cash?
From India, Hyderabad
Dear friends
Accumulated PL or Earned Leave need not lapse.
There are no laws that says so.
EL or PL can always be converted to cash or encashed. However, there may be some restriction on it like once in a year or up to a month's leave at a time.
Any rules or policy related to Leave should not be framed in such a way as to exploit the employee and put the employer at an advantage every time. Rather, they should be fair and employee-friendly/.
Warm regards.
From India, Delhi
1426Accumulated PL or Earned Leave need not lapse.
There are no laws that says so.
EL or PL can always be converted to cash or encashed. However, there may be some restriction on it like once in a year or up to a month's leave at a time.
Any rules or policy related to Leave should not be framed in such a way as to exploit the employee and put the employer at an advantage every time. Rather, they should be fair and employee-friendly/.
Warm regards.
From India, Delhi
Dear Raj,
Thank you for information.
I am working with very start up company and i am also MBA fresher with experience in recruitment.
Hear we dont have any particular hr rules. Let me know what i need to do for starting hr rules.
Please tell me particular hr polices need to be implement.
From India, Hyderabad
Thank you for information.
I am working with very start up company and i am also MBA fresher with experience in recruitment.
Hear we dont have any particular hr rules. Let me know what i need to do for starting hr rules.
Please tell me particular hr polices need to be implement.
From India, Hyderabad
Dear Govind
It would be appreciated if instead of pointing members to your site; the information can be put in the pages of CiteHR itself, so that members do not have to look elsewhere. Since it is your own site, you can copy paste material from there and post it without any copyright violations.
This appears to be the case in all your threads; and it hampers discussions. Since it would not appear APPROPRIATE to comment on What Is written elsewhere (i.e. your website) and discuss the matter here in this forum.
You are requested to restrict the discussion on these pages only, rather than making members to go back and forth to your website and putting up queries here; for reference to which one has to go once again back and forth to your website.
It is perfect for Traffic Generation to your site; but very annoying for others and diminishes User Experience.
It has been noticed a number of times; that instead of replying to the query, the members quote the link to their own web-sites. Such efforts should be restricted only to a line under the signature.
Warm regards.
From India, Delhi
It would be appreciated if instead of pointing members to your site; the information can be put in the pages of CiteHR itself, so that members do not have to look elsewhere. Since it is your own site, you can copy paste material from there and post it without any copyright violations.
This appears to be the case in all your threads; and it hampers discussions. Since it would not appear APPROPRIATE to comment on What Is written elsewhere (i.e. your website) and discuss the matter here in this forum.
You are requested to restrict the discussion on these pages only, rather than making members to go back and forth to your website and putting up queries here; for reference to which one has to go once again back and forth to your website.
It is perfect for Traffic Generation to your site; but very annoying for others and diminishes User Experience.
It has been noticed a number of times; that instead of replying to the query, the members quote the link to their own web-sites. Such efforts should be restricted only to a line under the signature.
Warm regards.
From India, Delhi
Dear Swathi
You will find several discussions on CiteHR on - Setting Up HR system.
Please do a RESEARCH on the "Find Information" button at the Top of This Page.
For example, as the link given below :
Setting Up HR system
Do revert back, with further queries and clarifications.
Warm regards.
From India, Delhi
You will find several discussions on CiteHR on - Setting Up HR system.
Please do a RESEARCH on the "Find Information" button at the Top of This Page.
For example, as the link given below :
Setting Up HR system
Do revert back, with further queries and clarifications.
Warm regards.
From India, Delhi
Swati,
There is rule for PL. As per Shops and Establishment Act, the eligibility of PL is 21 days which will be earned quarterly i.e. first 3 quorter 5 days last 6 days. It can be accumulated upto 42 PL i.e. 2 years. The employee has to work 240 days in a year to get full 21 days PL. If employee has more than 42 days PL earned, the remaining PL can encash(Y= X-42) in the formula of ((Basic+ DA)/25).If the employee leaves company, you have to encash the full earned leave. For details you can refer shops and establishment act/ factory act
The HR policy should benefitial to employee and should comply with labour laws. You cannot frame the HR policy as you wish. The polcy should cover all rules and benefits prescribed by the Labour Laws which will help to avoid any Industrail dispute.
If you have any more queries , contact me
Renjini
From China
There is rule for PL. As per Shops and Establishment Act, the eligibility of PL is 21 days which will be earned quarterly i.e. first 3 quorter 5 days last 6 days. It can be accumulated upto 42 PL i.e. 2 years. The employee has to work 240 days in a year to get full 21 days PL. If employee has more than 42 days PL earned, the remaining PL can encash(Y= X-42) in the formula of ((Basic+ DA)/25).If the employee leaves company, you have to encash the full earned leave. For details you can refer shops and establishment act/ factory act
The HR policy should benefitial to employee and should comply with labour laws. You cannot frame the HR policy as you wish. The polcy should cover all rules and benefits prescribed by the Labour Laws which will help to avoid any Industrail dispute.
If you have any more queries , contact me
Renjini
From China
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