Hi friends...
We are a company with 30 employees. We are planning to implement leave policy this year onwards....
I am a bit confused...
We have decided to have 28 total leaves annually. There are 2 options for this:
Option 1: (18 PL + 10 CL / SL); Option 2: (15 PL + 13 CL / SL)
Can i know which is more better?
I also have the following doubts..
1) Employees on probation should be allowed which kind of leave for the initial 6 months - PL or CL???
2) We have decided to give accumulation / encashment for PL. What is the max allowed accumulation limit and on what basis should it be encashed?
I am really getting confused...
Can anybody guide me?
Regards
Rashmi
From India, Vadodara
1We are a company with 30 employees. We are planning to implement leave policy this year onwards....
I am a bit confused...
We have decided to have 28 total leaves annually. There are 2 options for this:
Option 1: (18 PL + 10 CL / SL); Option 2: (15 PL + 13 CL / SL)
Can i know which is more better?
I also have the following doubts..
1) Employees on probation should be allowed which kind of leave for the initial 6 months - PL or CL???
2) We have decided to give accumulation / encashment for PL. What is the max allowed accumulation limit and on what basis should it be encashed?
I am really getting confused...
Can anybody guide me?
Regards
Rashmi
From India, Vadodara
Hi Rashmi,
The (18 PL + 10 CL / SL) combination looks better. Employees are not required to give an advance notice for availing CL, so its better to keep the numbers low. It would even be better to further bifurcate CL and SL.
And as far as your query no. 1) is concerned, employees on probation are permitted CL.
Regards,
Leena
From India, Delhi
The (18 PL + 10 CL / SL) combination looks better. Employees are not required to give an advance notice for availing CL, so its better to keep the numbers low. It would even be better to further bifurcate CL and SL.
And as far as your query no. 1) is concerned, employees on probation are permitted CL.
Regards,
Leena
From India, Delhi
Hi
Rashmi
General we give 10 official leaves and 16 to 18 earned leave in a year a total of 26 to 28 days is what is given.
Only earned leaves can be encashed to do so first of all they should have more then 30days of leave balance and when they want to encash there leave it can be done only once a year that is at the end of the fincial year (march) they have to give an application stating how many days of leave they would like to encash and in the month of April that is the beginning of the next finicial year
For people who are on probation period they are given the official leave and till the time of probation period they are given one day leave per month and these leaves cannot be carried on to the next month and they cannot be encashed also
Rashmi
General we give 10 official leaves and 16 to 18 earned leave in a year a total of 26 to 28 days is what is given.
Only earned leaves can be encashed to do so first of all they should have more then 30days of leave balance and when they want to encash there leave it can be done only once a year that is at the end of the fincial year (march) they have to give an application stating how many days of leave they would like to encash and in the month of April that is the beginning of the next finicial year
For people who are on probation period they are given the official leave and till the time of probation period they are given one day leave per month and these leaves cannot be carried on to the next month and they cannot be encashed also
Hi,
I understand that your company/office is covered by Shops & Commercial Establishments Act applicable to your state. Since the question of "earned leave" is covered by that act, you should first comply with the provisions of the act and then think of anything else!
While you must check the provisions as stipulated in the act applicable to your state, it it a general provision that for every 60 (sixty) days worked, an employee is entitled to 5 (five) days of earned leave. There are other provisions that I could narrate, but it is in your own long term interest that you should study these and then raise doubts or seek explanation from others!
No law, including the Shops act provides for and leave other than, earned leave. So it will have to be your organizational policy to decide quantum and rules of administration of other leaves.
After your study of relevant provisions you may not even need assistance, but if you do, raise a query and we will be glad to help!
regards,
samvedan
January 2, 2006
From India, Pune
I understand that your company/office is covered by Shops & Commercial Establishments Act applicable to your state. Since the question of "earned leave" is covered by that act, you should first comply with the provisions of the act and then think of anything else!
While you must check the provisions as stipulated in the act applicable to your state, it it a general provision that for every 60 (sixty) days worked, an employee is entitled to 5 (five) days of earned leave. There are other provisions that I could narrate, but it is in your own long term interest that you should study these and then raise doubts or seek explanation from others!
No law, including the Shops act provides for and leave other than, earned leave. So it will have to be your organizational policy to decide quantum and rules of administration of other leaves.
After your study of relevant provisions you may not even need assistance, but if you do, raise a query and we will be glad to help!
regards,
samvedan
January 2, 2006
From India, Pune
Dear..... May I suggest to have only one type of leave and also fix a minimum percentage of that leave which would lapse unless one avails it. No need to have multiple types of leave and adding to the burden of keeping different accounts. All your statutory requirements, be it Shops & Establishment Act or the Standing orders can be met in this way. We should encourage people to avail leave. Otherwise they keeping on taking short leaves (Say 2-3 hours) and accumulate their leaves making it really difficult to enforce discipline. I am told international practice these days is to keep all the leave under one head :wacko: Regards Nair K K
From India, Bhopal
From India, Bhopal
Dear all,
Earned Leave in India is goverened by statute so we do not have the option to explore and exercise various permutations.
I would suggest you to go through the local shop & commercial Establishment Act for Earned Leave. as far as other leave are concerned organisation can decide their own. However the bench marks are
SL 7-10 day
CL 7-10 days
Please feel free to revert back in case of any query
Dhole
From India, Delhi
Earned Leave in India is goverened by statute so we do not have the option to explore and exercise various permutations.
I would suggest you to go through the local shop & commercial Establishment Act for Earned Leave. as far as other leave are concerned organisation can decide their own. However the bench marks are
SL 7-10 day
CL 7-10 days
Please feel free to revert back in case of any query
Dhole
From India, Delhi
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