Hi All,
I have joined as HR Executive in a small software company, in this company i am the only HR. Till now there is no any policies implemented related to HR. Recently i have faced a big problem in my organization, as i failed to implement a leave policy. Please help me to implement a leave policy and how to implement it ? And can you make me to understand -
1. What is Comp Off
2. How many paid leaves will be given to an employee per annum
I request you all to please help me out.
From India, Hyderabad
I have joined as HR Executive in a small software company, in this company i am the only HR. Till now there is no any policies implemented related to HR. Recently i have faced a big problem in my organization, as i failed to implement a leave policy. Please help me to implement a leave policy and how to implement it ? And can you make me to understand -
1. What is Comp Off
2. How many paid leaves will be given to an employee per annum
I request you all to please help me out.
From India, Hyderabad
Dear Friend,
It all depends upon your Management's views, Settlement arrived with the Employees Rep. if any etc. etc.
Generally Casual Leave (C/L), Sick Leave (S/L), Privilege Leave (P/L) will be allowed.
Ex. C/L=4 Days in a Year ; S/L-8 Days ; P/L-28 Days or P/L = 1 Day for every 20 days (Working Days) etc.
Some companies have more of C/L and Less S/L.
C/L. is generally availed leave on emergencies, not exceeding 2 days in continuity as the prior permission is generally not obtained... Leave due to emergency Ex. Relative Dies, Met with accident on the way etc. etc.
Sick Leave not more than 3 days at a stretch ; Morethan 3 days, medical certificate a must for availing this facility (No Statutory rule) ; just a check for the cap of above 3 days.
Sick Leave - Permission in advance is also possible ... Ex. Planned Surgery next week etc.
P/L. - Advance intimation and planning ; Can be accumulated and can be encashed once in a year or totally during retirement (Tax Free during retirement) ; Every Year your accounts have to give provision for the notional value against the leave days in safe.
Compensatory Off : Off against a day where the employee worked more than actual requirement. Generally try to offset this against another leave day ; Do not allow accumulating this after 2 / 3 months.
As soon as additional work is over, take a credit slip and give credit and subsequently offset this against off within 2/3 months.
C/L should not be clubbed with any other Leave Type as this very casual and instant in nature.
S/L and P/L can be combined for leave utilisation.
Comp. Off is like a Joker Card.... You can fix this on Friday Working if Sat and Sun is Weekly Off.
Then Eg. Mon-Next Tues Leave... then Mon-Thurs=4 Days P/L. Fri-Comp.Off ; Sat-Sun=Weekly Off; Mon-Tues= 2 days P/L. again. This is very specific benefit of Comp. Off. Two days saved for the Ee to his account.
Additionally Maternity Leave, ESI Leave etc. etc. on grounds of Statutory norms have to be followed.
Hope this is enough to being on Leave Basics.
Regards,
From India, Chennai
9It all depends upon your Management's views, Settlement arrived with the Employees Rep. if any etc. etc.
Generally Casual Leave (C/L), Sick Leave (S/L), Privilege Leave (P/L) will be allowed.
Ex. C/L=4 Days in a Year ; S/L-8 Days ; P/L-28 Days or P/L = 1 Day for every 20 days (Working Days) etc.
Some companies have more of C/L and Less S/L.
C/L. is generally availed leave on emergencies, not exceeding 2 days in continuity as the prior permission is generally not obtained... Leave due to emergency Ex. Relative Dies, Met with accident on the way etc. etc.
Sick Leave not more than 3 days at a stretch ; Morethan 3 days, medical certificate a must for availing this facility (No Statutory rule) ; just a check for the cap of above 3 days.
Sick Leave - Permission in advance is also possible ... Ex. Planned Surgery next week etc.
P/L. - Advance intimation and planning ; Can be accumulated and can be encashed once in a year or totally during retirement (Tax Free during retirement) ; Every Year your accounts have to give provision for the notional value against the leave days in safe.
Compensatory Off : Off against a day where the employee worked more than actual requirement. Generally try to offset this against another leave day ; Do not allow accumulating this after 2 / 3 months.
As soon as additional work is over, take a credit slip and give credit and subsequently offset this against off within 2/3 months.
C/L should not be clubbed with any other Leave Type as this very casual and instant in nature.
S/L and P/L can be combined for leave utilisation.
Comp. Off is like a Joker Card.... You can fix this on Friday Working if Sat and Sun is Weekly Off.
Then Eg. Mon-Next Tues Leave... then Mon-Thurs=4 Days P/L. Fri-Comp.Off ; Sat-Sun=Weekly Off; Mon-Tues= 2 days P/L. again. This is very specific benefit of Comp. Off. Two days saved for the Ee to his account.
Additionally Maternity Leave, ESI Leave etc. etc. on grounds of Statutory norms have to be followed.
Hope this is enough to being on Leave Basics.
Regards,
From India, Chennai
Dear Mr. Manjunath Reddy,
The details are given by Mr. Suresh, for extra knowledge you can go tho the state level High Court. Near about that on the street you will find persons selling books on different aspects of law. Get a book on the said topic. e.g. Leave Policy - H.L.Kumar
You can search the book on Book Boon website or in Jain Book Agency website.
From India, Kolkata
The details are given by Mr. Suresh, for extra knowledge you can go tho the state level High Court. Near about that on the street you will find persons selling books on different aspects of law. Get a book on the said topic. e.g. Leave Policy - H.L.Kumar
You can search the book on Book Boon website or in Jain Book Agency website.
From India, Kolkata
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Leave policies.doc
Karnataka Leave.xlsx