If an employee has 12 CL pending and he wants to use 12 CL as they are going on a vacation what is the policy for that any deduction is there?
From India, New Delhi
From India, New Delhi
If you feel that the employee deserves taking such a long casual leave you can approve it considering that for the last 10 months he has not taken any leave.
Note that casual leave is for 12 months starting from January and the same will get lapsed on 31st December (2023) if not availed. If one is keeping 12 CL, naturally, he should not have taken any leave during this current year. Then let him take it. There is no legal objection for taking the entire leaves at once.
From India, Kannur
4239Note that casual leave is for 12 months starting from January and the same will get lapsed on 31st December (2023) if not availed. If one is keeping 12 CL, naturally, he should not have taken any leave during this current year. Then let him take it. There is no legal objection for taking the entire leaves at once.
From India, Kannur
Service Rules consider Casual Leave to be period spent on duty, not leave. Authorities/supervisory officers are delegated powers specifying the number of CL that could be sanctioned in a single stretch. Generally, it is the Head of Office who is competent to sanction the entire leave in one bunch.
From India, Kochi
From India, Kochi
Conventionally CL is for the purposes 'not planned' in advance like leisure trips etc. It's normally meant for contingencies & emergency situations. However there is no ban as such. Many establishments discourages employees availing long CL, say 4-5 days at a stretch. And there is a hitch-CL cannot be combined with EL/PL and hence hardly any chance of utilising CL for many days continuously. Many a time, by the end of the calendar year there remains almost all 12 days unutilised. That's why we used to see 'exhausting leave' requests during December by many with a view to complete the CL Credit as it cannot be carried over to the new year hence elapses. It's prudent for anyone to utilise CL first and after exhaustion of CL completely seek EL/PL.
From India, Bangalore
From India, Bangalore
What Mr. Kumar. S has been mentioned, over and above I would like to add that many organizations have policy to sanction CL maximum up to 4 days at a stretch including Govt. Organization ( Bank etc.) . In those cases it is not possible to enjoy CL what ever in the credit of the employee. In absence of any policy it may be.
S K Bandyopadhyay ( WB, Howrah )
CEO-USD HR Solutions
+91 98310 81531
skb@usdhrs.in
www.usdhrs.in
From India, New Delhi
S K Bandyopadhyay ( WB, Howrah )
CEO-USD HR Solutions
+91 98310 81531
skb@usdhrs.in
www.usdhrs.in
From India, New Delhi
Leave Policy varies from company to company. How the Leave Policy is framed in the organization is the point of thought. If the organization is allowing all the casual leaves at a time then the employee is surely eligible for the 12 days of casual leave. Usually in the policy, the CL is given not more than three days, and at the same, it should not be clubbed with any other leave. No legal framework is available for any leaves except for Earn Leave and Factories Act under the Factories Act and of course the Medical leave under ESI. So giving at a stretch 12 CL is the Policy Discretion. This is my point of view. Further when CL lapses at the end of the year and if the employee has not taken any CL to date, you may allow. It may depend on Employee Leave Discipline also.
Dr Y Nagendra Kumar
HR Consultant and CEO
MIND TREAT KKD
KAKINADA
From India, Hyderabad
Dr Y Nagendra Kumar
HR Consultant and CEO
MIND TREAT KKD
KAKINADA
From India, Hyderabad
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Leave Policy.doc