Dear All,
Hi! I wud like to clarify a few basic HR concepts with all of you:-
1) Is PL given on company discretion or is it necessary for a ltd. company with a staff of 15 to compulsarily give PL.
2) What should be the minimum no. of PL that has to be given by a company. Our company gives 7 CL's & 8 SL's. Is it Ok.
3) Can sick leave be accumulated to a maximum of 21 days?
4) If a confirmed employee is terminated from reasons is it necessary for the company to pay one month's salary or can it be only 15 days? Is there any law governing it?
If the company pays salary in lieu of notice, should the employee be paid his gross salary or only basic salary.
Pls help out.
Regards,
Tittli
From India, Bharuch
16Hi! I wud like to clarify a few basic HR concepts with all of you:-
1) Is PL given on company discretion or is it necessary for a ltd. company with a staff of 15 to compulsarily give PL.
2) What should be the minimum no. of PL that has to be given by a company. Our company gives 7 CL's & 8 SL's. Is it Ok.
3) Can sick leave be accumulated to a maximum of 21 days?
4) If a confirmed employee is terminated from reasons is it necessary for the company to pay one month's salary or can it be only 15 days? Is there any law governing it?
If the company pays salary in lieu of notice, should the employee be paid his gross salary or only basic salary.
Pls help out.
Regards,
Tittli
From India, Bharuch
Hi Tittli,
Generally in practice while preparing HR policy company do give at least 30 days of leaves in a calender year in the form of Casual, Sick and paid leaves.
Generally in practice it is been divided in
Casual - 8
Sick - 8 and
Paid or earned - 16
But you may put it 30 too.. and accordingly design as
Casual - 8
Sick - 7 and
Paid - 15
Paid leaves are supposed to carried forward for the next year too.. but CL and SL can't be carried forward.. it will be lapsed at the end of the year if any there in the account..
generally PLs are encashed at the time of separation from the company but some company encash it at the end of the year also..
Sick leaves can be accumulated but on the grounds of medical certificate and it will be clubbed with CLs or PLs. Because one can't avail leaves more than 30 in a year.
Yes if it is been mentioned in the appointment letter that the company will pay one month salary in lieu of Notice period tehn company has to pay the same..
and if it is also mentioned that he will be terminated from the same date if he is found of his involvement in any activities against the company rules, then notice period will not be required and company will not be liable for payment of one month salary..
Hope it has helped you to solve your query on the same..
Regards,
Amit Seth.
From India, Ahmadabad
Generally in practice while preparing HR policy company do give at least 30 days of leaves in a calender year in the form of Casual, Sick and paid leaves.
Generally in practice it is been divided in
Casual - 8
Sick - 8 and
Paid or earned - 16
But you may put it 30 too.. and accordingly design as
Casual - 8
Sick - 7 and
Paid - 15
Paid leaves are supposed to carried forward for the next year too.. but CL and SL can't be carried forward.. it will be lapsed at the end of the year if any there in the account..
generally PLs are encashed at the time of separation from the company but some company encash it at the end of the year also..
Sick leaves can be accumulated but on the grounds of medical certificate and it will be clubbed with CLs or PLs. Because one can't avail leaves more than 30 in a year.
Yes if it is been mentioned in the appointment letter that the company will pay one month salary in lieu of Notice period tehn company has to pay the same..
and if it is also mentioned that he will be terminated from the same date if he is found of his involvement in any activities against the company rules, then notice period will not be required and company will not be liable for payment of one month salary..
Hope it has helped you to solve your query on the same..
Regards,
Amit Seth.
From India, Ahmadabad
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