We have started a Catering business.
We plan to have a corporate setup.. so we have registered it as a company and also we have registered our brand and trademarked our Logo.. as per Indian Law..
Now, we are in process of creating the HR policies and HR manual.. we need to know the Leave Policy for Hotel industry in India..
Is the leave policy common for all the industries or is there any particular policy for Hotel industry. If so, kindly guide us..
email:
From India, Madras
We plan to have a corporate setup.. so we have registered it as a company and also we have registered our brand and trademarked our Logo.. as per Indian Law..
Now, we are in process of creating the HR policies and HR manual.. we need to know the Leave Policy for Hotel industry in India..
Is the leave policy common for all the industries or is there any particular policy for Hotel industry. If so, kindly guide us..
email:
From India, Madras
18
dear
as you are planning to go for hotel industry and this industry is covered under shop and establishment act of particular state.
if u want to start business in tamil nadu and as per tamil nadu shop and establishment act 1947, privilege leave 12,cl 12 ,sl 12in a year.
pls refer the above act for all queries.
j s malik
From India, Delhi
as you are planning to go for hotel industry and this industry is covered under shop and establishment act of particular state.
if u want to start business in tamil nadu and as per tamil nadu shop and establishment act 1947, privilege leave 12,cl 12 ,sl 12in a year.
pls refer the above act for all queries.
j s malik
From India, Delhi
Hi, Our company is under shop and establishment act only. And our leace balance for the year will be as: CL - 12 SL - 8 EL - 15
From India, Hyderabad
From India, Hyderabad
Dear
From your query, it appears that you are covered under the Shop & Establishment Act. Pl go through the provisions of Shop & Establishment Act of the state. If you are registered under the Factories Act, than EL Shall be as per Section 79 of the Factories Act i.e. one day leave for every 20 days of working. Regarding Casual & Sick Leave; you have to go through the National Festival Holidays (Casual & Sick Leave Rules) of the State. Every state has a different quantum of CL and SL
ak malhotra
From India, Guwahati
From your query, it appears that you are covered under the Shop & Establishment Act. Pl go through the provisions of Shop & Establishment Act of the state. If you are registered under the Factories Act, than EL Shall be as per Section 79 of the Factories Act i.e. one day leave for every 20 days of working. Regarding Casual & Sick Leave; you have to go through the National Festival Holidays (Casual & Sick Leave Rules) of the State. Every state has a different quantum of CL and SL
ak malhotra
From India, Guwahati
Hi,
I am into the HR department of a high end restaurant chain and our company policy is to give 7 CL and 5 SL, i.e. 12 leaves per calender year. Apart from that we give 16 Privilige Leaves (which can be carried fwd in case they remain unutilized during the year) and 4 Festival Holidays....However, the PLs can only be availed after completion of four months in the co.
So, in all we give 12(CL+SL)+16(PL)+4(FH)+3 (NH) leaves to the staff....It may vary from hotel to hotel. However, since Hotels/ restaurants work 365 days, people can take comp off against any choosen Festival Holiday
Lemme know if you need more details......
Regards
Nidhi
From India, Delhi
I am into the HR department of a high end restaurant chain and our company policy is to give 7 CL and 5 SL, i.e. 12 leaves per calender year. Apart from that we give 16 Privilige Leaves (which can be carried fwd in case they remain unutilized during the year) and 4 Festival Holidays....However, the PLs can only be availed after completion of four months in the co.
So, in all we give 12(CL+SL)+16(PL)+4(FH)+3 (NH) leaves to the staff....It may vary from hotel to hotel. However, since Hotels/ restaurants work 365 days, people can take comp off against any choosen Festival Holiday
Lemme know if you need more details......
Regards
Nidhi
From India, Delhi
As you lay down various HR policies and processes in your organization, you will need a powerful HRIS to drive compliance. 'EmpXtrack' has helped many organizations to strengthen the foundations of their HR. You may plan to be one amongst them.
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B K Bhatia
From India, Delhi
Reach 'EmpXtrack' through Google search.
B K Bhatia
From India, Delhi
HI......Shikha Jain
Please prepared Accordingly
GENERAL PRINCIPLES
1.Leave cannot be claimed as a matter of right.
2. Leave sanctioning authority may refuse or revoke leave of any kind.
3. It is not open to the sanctioning authority to alter the kind of leave due and applied for.
4. Leave of one kind taken earlier may be converted into leave of different kind at the later date at the request of the official and at discretion of the authority who granted the leave.
5. Conversion of one kind of leave to another is permissible when applied by the official in service and not after quitting service.
6. An employee who is on leave on medical certificate will be permitted to return to duty only on the production of a medical certificate of fitness.
7. Employee should not take up any service / employment elsewhere without obtaining prior permission of the competent authority.
8. Absence from duty after the expiry of leave renders an employee liable to disciplinary action.
1. EARNED LEAVE/PRIVILEGE LEAVE:
Eligibility for the Earned Leave:- Anybody who joins the company on any day of calendar year are eligible for Privilege leave. But the same employee can avail only after the completion of three months of continuous service.
Quantum of Leave:- Every employee will be allowed to take leave with wages at the rate of one day for every 20 days of work performed by him during the year. In a complete calendar year an employee can maximum earned 15 days of leave.
Accumulation and encashment of leave:- If an employee does not take any leave allowed to him in a calendar year then it will be added to the leave, allowed to him in the succeeding year. Maximum leave accumulation is 45 days.
Leave not availed will be carried forward for three years. If an employee does not avail his /her leave then the amount of leave will be paid in lieu of accumulated leave up to 45 days.
If an employee discharged or dismissed from service or quits or is superannuated or dies while in service during the course of calendar year, he shall be entitled to wages in lieu of quantum of leave to which he is entitled.
Procedure for availing and grant of leave:-
An employee, who has become entitled to privilege leave, should apply in writing in advance, at least 15 days before availing the leave.
The management should grant or reject the leave application within 7 days of its receipt. The management may normally not reject the leave application, without a valid cause to disentitle the employee of his right to accumulate privilege leave.
2. CASUAL /SICK LEAVE:-
The object of ‘casual leave’ is to enable an employee to attend to some urgent or unforeseen contingencies.
Eligibility for the Earned Leave:- employee who has completed a period of one month in continuous employment shall be entitled to not less than one day causal leave with pay for every month in a calendar year.
Quantum of Leave:- an employee may be granted casual leave for a maximum of 12 days during the course of the year. In case of any official joining in the middle of a year, the limit may be proportionately reduced at the discretion of the competent authority. It will not be granted for more then 3 days at a time. In the following exceptional cases it may be granted up to six days at a time:
Non- Accumulation of Leave:- Leave not availed at the end of the calendar year will be lapsed & can’t be carried over to the next leave year.
Procedure for availing and grant of leave:-
3. NATIONAL AND FESTIVAL HOLIDAYS:
National and Festival holidays shall be granted in accordance with the provisions of Laws prevailing. All employees shall be granted a total of ten (10) national and festival holidays respectively in each calendar year
Three of them shall be national holidays namely 26th January, 15th August and 2nd October.
4. COMPENSATORY LEAVE:
Compulsory attendance on Sundays or other public holidays justifies the grant of compensatory leave for the number of days an employee is directed to attend the office, unless it is imposed on him/her as a penalty or it is required to clear arrears for which he/she is personally responsible. The attendance in such cases should be under prior orders of the Competent Authority.
Compensatory leave should be treated like Casual Leave. However, the compensatory leave to the extent actually earned may be availed within one month of the entitlement otherwise the same will be treated as lapsed.
From India, Delhi
Please prepared Accordingly
GENERAL PRINCIPLES
1.Leave cannot be claimed as a matter of right.
2. Leave sanctioning authority may refuse or revoke leave of any kind.
3. It is not open to the sanctioning authority to alter the kind of leave due and applied for.
4. Leave of one kind taken earlier may be converted into leave of different kind at the later date at the request of the official and at discretion of the authority who granted the leave.
5. Conversion of one kind of leave to another is permissible when applied by the official in service and not after quitting service.
6. An employee who is on leave on medical certificate will be permitted to return to duty only on the production of a medical certificate of fitness.
7. Employee should not take up any service / employment elsewhere without obtaining prior permission of the competent authority.
8. Absence from duty after the expiry of leave renders an employee liable to disciplinary action.
1. EARNED LEAVE/PRIVILEGE LEAVE:
Eligibility for the Earned Leave:- Anybody who joins the company on any day of calendar year are eligible for Privilege leave. But the same employee can avail only after the completion of three months of continuous service.
Quantum of Leave:- Every employee will be allowed to take leave with wages at the rate of one day for every 20 days of work performed by him during the year. In a complete calendar year an employee can maximum earned 15 days of leave.
Accumulation and encashment of leave:- If an employee does not take any leave allowed to him in a calendar year then it will be added to the leave, allowed to him in the succeeding year. Maximum leave accumulation is 45 days.
Leave not availed will be carried forward for three years. If an employee does not avail his /her leave then the amount of leave will be paid in lieu of accumulated leave up to 45 days.
If an employee discharged or dismissed from service or quits or is superannuated or dies while in service during the course of calendar year, he shall be entitled to wages in lieu of quantum of leave to which he is entitled.
Procedure for availing and grant of leave:-
An employee, who has become entitled to privilege leave, should apply in writing in advance, at least 15 days before availing the leave.
The management should grant or reject the leave application within 7 days of its receipt. The management may normally not reject the leave application, without a valid cause to disentitle the employee of his right to accumulate privilege leave.
2. CASUAL /SICK LEAVE:-
The object of ‘casual leave’ is to enable an employee to attend to some urgent or unforeseen contingencies.
Eligibility for the Earned Leave:- employee who has completed a period of one month in continuous employment shall be entitled to not less than one day causal leave with pay for every month in a calendar year.
Quantum of Leave:- an employee may be granted casual leave for a maximum of 12 days during the course of the year. In case of any official joining in the middle of a year, the limit may be proportionately reduced at the discretion of the competent authority. It will not be granted for more then 3 days at a time. In the following exceptional cases it may be granted up to six days at a time:
- Accident or illness or death of a member of the employee’s family.
- To attend to any legal matters which could not be foreseen in advance. Such leave may only be taken with the previous sanctions of the Competent Authority.
- Illness of the employee. He/she will, however, have to produce Medical Certificate for Casual Leave of more than 3 days.
Non- Accumulation of Leave:- Leave not availed at the end of the calendar year will be lapsed & can’t be carried over to the next leave year.
Procedure for availing and grant of leave:-
- An employee, who has become entitled on leave, should intimate to the Competent Authority in advance, at least 7 days in advance before an employee goes on leave.
- In case of any unforeseen circumstances, one or half day Casual Leave may be availed without prior permission of competent authority but the same should be informed by phone or any other ways.
- Sundays & holidays falling during a period of Casual leave are not counted as a part of Casual Leave.
- If an employee remains absent continuously for more than eight (8) working days without obtaining sanction of leave, he/shall be deemed to have thereafter voluntarily abandoned his abandoned his job. It will be deemed that the service of the employee has come to an end by his own conduct.
- Grant of any kind of leave to an employee shall depend on the exigencies of work and shall be at the sole discretion of the Management.
3. NATIONAL AND FESTIVAL HOLIDAYS:
National and Festival holidays shall be granted in accordance with the provisions of Laws prevailing. All employees shall be granted a total of ten (10) national and festival holidays respectively in each calendar year
Three of them shall be national holidays namely 26th January, 15th August and 2nd October.
4. COMPENSATORY LEAVE:
Compulsory attendance on Sundays or other public holidays justifies the grant of compensatory leave for the number of days an employee is directed to attend the office, unless it is imposed on him/her as a penalty or it is required to clear arrears for which he/she is personally responsible. The attendance in such cases should be under prior orders of the Competent Authority.
Compensatory leave should be treated like Casual Leave. However, the compensatory leave to the extent actually earned may be availed within one month of the entitlement otherwise the same will be treated as lapsed.
From India, Delhi
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