Hi Gurus,
I have framed a leave policy for my company. I want your feedback on the same, since i have done it for the first time without any senior guidance.
Also i have doubts about maternity leave.
How many months of services should the employee must have completed to avail to maternity leave. And is it necessary to pay the salary before employee goes on ML.
Please help.
Regards,
Neeta.
M: 9892754905.
From India, Mumbai
1I have framed a leave policy for my company. I want your feedback on the same, since i have done it for the first time without any senior guidance.
Also i have doubts about maternity leave.
How many months of services should the employee must have completed to avail to maternity leave. And is it necessary to pay the salary before employee goes on ML.
Please help.
Regards,
Neeta.
M: 9892754905.
From India, Mumbai
Hi!
The policy seems to be good but u missed out the following:
1. Types of leaves i.e sick leave,maternity leave etc.
2. Eligibility and Applicability of leaves - ie to probationary employees, trainees and employees on the payrolls.
In my opinion, an employee should serve a minimum of 3 months to avail the maternity leave and benefits. Salary could be issued on the date of disbursement of salaries to employees and no special consideration is required unless requested. ie U need not pay before they go on leave. It could be credited to their account when it is done to all employees.
Hope I communicated and answered ur query.
Regards,
Vasudha.
From India, Madras
The policy seems to be good but u missed out the following:
1. Types of leaves i.e sick leave,maternity leave etc.
2. Eligibility and Applicability of leaves - ie to probationary employees, trainees and employees on the payrolls.
In my opinion, an employee should serve a minimum of 3 months to avail the maternity leave and benefits. Salary could be issued on the date of disbursement of salaries to employees and no special consideration is required unless requested. ie U need not pay before they go on leave. It could be credited to their account when it is done to all employees.
Hope I communicated and answered ur query.
Regards,
Vasudha.
From India, Madras
Hi,
Thanks so much for your feedback.
As you mentioned sick leaves is not included the reason is that i wanted to make the policy simpler. And i believe thats the trend followed internationally also to club all the leaves together. And as per our old policy only 14 leaves were given to employees so i think they will be any ways happy abt the increased number.
I am gonna add maternity leave too. I holded it bcoz i had some doubts which u have cleared now.
I hav newly joined this company, there are employees who have completed over 6 mths of probation period but no confirmation has been given to them. So in this case how should i consider difference in confirmed employees and not confirmed employees while giving leaves. Now in such a senario to avoid confusion i thought it would be better to have leaves from DOJ itself.
Please give your views.
Regards,
Neeta.
M- 9892754905.
From India, Mumbai
Thanks so much for your feedback.
As you mentioned sick leaves is not included the reason is that i wanted to make the policy simpler. And i believe thats the trend followed internationally also to club all the leaves together. And as per our old policy only 14 leaves were given to employees so i think they will be any ways happy abt the increased number.
I am gonna add maternity leave too. I holded it bcoz i had some doubts which u have cleared now.
I hav newly joined this company, there are employees who have completed over 6 mths of probation period but no confirmation has been given to them. So in this case how should i consider difference in confirmed employees and not confirmed employees while giving leaves. Now in such a senario to avoid confusion i thought it would be better to have leaves from DOJ itself.
Please give your views.
Regards,
Neeta.
M- 9892754905.
From India, Mumbai
Hi Neeta, Vasudha
One thing I'd like to point out is that I believe that maternity leave can be granted if that particular female employee is not pregnant at the time of joining the organisation (which probably means 9 months).
Please cross check that. If I'm wrong then please correct me too since I'm not much into personnel work
Tania
From India, Gurgaon
One thing I'd like to point out is that I believe that maternity leave can be granted if that particular female employee is not pregnant at the time of joining the organisation (which probably means 9 months).
Please cross check that. If I'm wrong then please correct me too since I'm not much into personnel work
Tania
From India, Gurgaon
Hi Tania, Vasundha,
This is Ali.
Condition of Eligibility
As per the Maternity Benefit Act 1961 Women indulging temporary are eligible for meternity benefit when she is expecting a chinld and has worked for her employer 80 days in the 12 months immediately preceding the date of her expected delivery.
Coverage
Upon all women emplyees iether employed directly or through contractor except domestic women employees employed in mines, factories, plantations and also in other establishments if the state goverment decides to apply this Act t women employee in shops and commercial establishments, they also will get the benefit of this act. Presently Bihar, Punjab, Haryana, WB, UP, AP and Orrisa has done so.
Condition for claiming Benefits.
Ten weeks before the date of her expected delivery. She may ask the employer to give her light work for a month. At that time she should produce a certificate that she is pregnant.
She should give written notice to the employer about seven weeks before the date of her delivery that she will be absent for six week before and after her delivery. she should also name the person to whom payment will be made in case she cannot take it herself.
She should take the payment for the first six weeks before she goes on leave.
She will get payment for the six weeks after child birth within 48 hours of giving proof that she has had a child.
She will be entitled to two nursing breaks of feefteen minutes each in the course o her daily work till her child is fifteen months old.
Her employer connot dischage her or change her conditions of service while she is on maternity leave.
Exception : Women dismissed for gross miscunduct loss their right under the Act fot Maternity Benefit.
Leaves for Miscarriage & Tubectomy Operation
Leave with wages at the rate of maternity benefit for a period of six weeks immediately fllowing the day of her miscarriage or her medical termination of pregnancy.
Entitled to leave with wages at the rate of maternity benefit for a period of two weeks immediately following the day of her tubectomy operation.
Hope you have cleared the matter now..
Regards,
Ali
From India, Hyderabad
This is Ali.
Condition of Eligibility
As per the Maternity Benefit Act 1961 Women indulging temporary are eligible for meternity benefit when she is expecting a chinld and has worked for her employer 80 days in the 12 months immediately preceding the date of her expected delivery.
Coverage
Upon all women emplyees iether employed directly or through contractor except domestic women employees employed in mines, factories, plantations and also in other establishments if the state goverment decides to apply this Act t women employee in shops and commercial establishments, they also will get the benefit of this act. Presently Bihar, Punjab, Haryana, WB, UP, AP and Orrisa has done so.
Condition for claiming Benefits.
Ten weeks before the date of her expected delivery. She may ask the employer to give her light work for a month. At that time she should produce a certificate that she is pregnant.
She should give written notice to the employer about seven weeks before the date of her delivery that she will be absent for six week before and after her delivery. she should also name the person to whom payment will be made in case she cannot take it herself.
She should take the payment for the first six weeks before she goes on leave.
She will get payment for the six weeks after child birth within 48 hours of giving proof that she has had a child.
She will be entitled to two nursing breaks of feefteen minutes each in the course o her daily work till her child is fifteen months old.
Her employer connot dischage her or change her conditions of service while she is on maternity leave.
Exception : Women dismissed for gross miscunduct loss their right under the Act fot Maternity Benefit.
Leaves for Miscarriage & Tubectomy Operation
Leave with wages at the rate of maternity benefit for a period of six weeks immediately fllowing the day of her miscarriage or her medical termination of pregnancy.
Entitled to leave with wages at the rate of maternity benefit for a period of two weeks immediately following the day of her tubectomy operation.
Hope you have cleared the matter now..
Regards,
Ali
From India, Hyderabad
hi u can add maternity leave applicable to female employees as per the Maternity Act, 1962, which will give a meaning to the leave policy.
From India, Bangalore
From India, Bangalore
Hi,
The Leaves can be segr. into:
Casual Leaves: applicable to everyone(it can be encashable or not, depends on the company policy.
Sick Leaves: applicable to everyone
Privelege Leaves: to the confirmed employees.
Following points should be very clearly mentioned in every leave types:
Holidays exclusive/inclusive
Encashable or not
Leave credited Quarterly / monthly.
Advance credit of the leaves, which is generallydone in the exceptional circ. and depends on the company policy.
Leaves can be combined or not.
Generally P.L cannot be combined with any other type of Leaves.
Regards
Gunjan
From India, Delhi
The Leaves can be segr. into:
Casual Leaves: applicable to everyone(it can be encashable or not, depends on the company policy.
Sick Leaves: applicable to everyone
Privelege Leaves: to the confirmed employees.
Following points should be very clearly mentioned in every leave types:
Holidays exclusive/inclusive
Encashable or not
Leave credited Quarterly / monthly.
Advance credit of the leaves, which is generallydone in the exceptional circ. and depends on the company policy.
Leaves can be combined or not.
Generally P.L cannot be combined with any other type of Leaves.
Regards
Gunjan
From India, Delhi
Sorry to interrupt but i think you guys hav diverted from my leave policy
As mentioned by vasudha sick leave is not included the reason is that i wanted to make the policy simpler. And i believe thats the trend followed internationally also to club all the leaves together. And as per our old policy only 14 leaves were given to employees so i think they will be any ways happy abt the increased number.
I have included maternity leave and attached the new policy.
I hav newly joined this company, we are only 20 at this point there are employees who have completed over 6 mths of probation period but no confirmation has been given to them. So in this case how should i consider difference in confirmed employees and not confirmed employees while giving leaves.Now in such a senario to avoid confusion i thought it would be better to have leaves from DOJ itself.
Please give your views.
Regards,
Neeta.
From India, Mumbai
As mentioned by vasudha sick leave is not included the reason is that i wanted to make the policy simpler. And i believe thats the trend followed internationally also to club all the leaves together. And as per our old policy only 14 leaves were given to employees so i think they will be any ways happy abt the increased number.
I have included maternity leave and attached the new policy.
I hav newly joined this company, we are only 20 at this point there are employees who have completed over 6 mths of probation period but no confirmation has been given to them. So in this case how should i consider difference in confirmed employees and not confirmed employees while giving leaves.Now in such a senario to avoid confusion i thought it would be better to have leaves from DOJ itself.
Please give your views.
Regards,
Neeta.
From India, Mumbai
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Leave Policy.doc