Hi,
I want to know that accumulated SL can be lapsed or not ? is this would be illegal if we lapse all the SL of employees in coming year ?
for example : if an employee have 15 SL as balance of year 2009, can it be lapsed or we have to carry forward these leave in next year?
From India, Gurgaon
I want to know that accumulated SL can be lapsed or not ? is this would be illegal if we lapse all the SL of employees in coming year ?
for example : if an employee have 15 SL as balance of year 2009, can it be lapsed or we have to carry forward these leave in next year?
From India, Gurgaon
Hi! Only PL are the leaves which have to be carry forwarded. CL & SL are normally not carry forwarded by many companys. These leaves get lapsed every year. Chitra
From India, Mumbai
24From India, Mumbai
Normally SL wil carry forward to the next year as per the factories Act.pls go through the leave Rules
From India, Hyderabad
From India, Hyderabad
There are different rules of every organisation. It's depends upon the HR manual of the particulare organisation that which rules thery are following. But normaly EL is the only leave which carry forward and encash as well. In some of the organisation SL do carry forward but it is quite sure that CL never carry forwards....Ashok (HR & Payroll Executive)
From India, New Delhi
From India, New Delhi
Dear doll Actually it depend upon the company policy. As per the labour laws neighter it has carry forwarded in next year nor encash. Thanx Bala Panmand
From India, Mumbai
From India, Mumbai
Actually it depends on the company's policy. In our company SL & EL are carried forward and can be accumilated upto 60 days beyond which it lapses and unavailed CLs are encashed at the end of the year.
From India, Hyderabad
From India, Hyderabad
Dear Friends
Sl can be carry forward as per company policy and the leave will not be reimbursed on the date of leaving. It also depend upon the nature of the job. If the management cannot able to give leave (CL+SL=PL) within a calander period (Jan to Dec) the leave can be extended to next year that too some limitation.
Any how it purly depends upon the policy of the company/organisation.
regards
alphonse
9443625359
From India, Madras
Sl can be carry forward as per company policy and the leave will not be reimbursed on the date of leaving. It also depend upon the nature of the job. If the management cannot able to give leave (CL+SL=PL) within a calander period (Jan to Dec) the leave can be extended to next year that too some limitation.
Any how it purly depends upon the policy of the company/organisation.
regards
alphonse
9443625359
From India, Madras
Dear
Usually these sick leaves are to be granted under either of Acts whichever is applicable to the establishment i.e. State Industrial Establishment ( National & Festival and Casual & Sick Leaves) Act & the State Shops & Establishment Act.These Acts provides bare minimum leaves which are compulsorily to be granted in compliance of the law & thereafter you may make leave policy in better terms for your employees. If you make policy then you are to adhere to that policy for such leaves.
R.N.Khola
From India, Delhi
Usually these sick leaves are to be granted under either of Acts whichever is applicable to the establishment i.e. State Industrial Establishment ( National & Festival and Casual & Sick Leaves) Act & the State Shops & Establishment Act.These Acts provides bare minimum leaves which are compulsorily to be granted in compliance of the law & thereafter you may make leave policy in better terms for your employees. If you make policy then you are to adhere to that policy for such leaves.
R.N.Khola
From India, Delhi
Normally, the company would have the practise of carry-forward the SICK leave and allows to encash the CL at the end of calender year. This is in view to restrict the employees from taking often unwanted CL. More over, leave should be granted on medical grounds, so SL carry forward is encouraged. This is the true ER welfare policy.
From India, Tiruchchirappalli
From India, Tiruchchirappalli
Excellent answer !!
This is what GOOD companies should do.
I also wish to correct a few MISCONCEPTION :
Hope the above information will add to everyone's knowledge about the nature of HPL and Sick Leave, in general.
As far as welfare policy is concerned, no company can dare to match the PSU's whose primary core value is 'Concern for People'.
Warm regards.
From India, Delhi
This is what GOOD companies should do.
I also wish to correct a few MISCONCEPTION :
- Generally, CL should not be carried forward, nor should be made en-cashable; as the purpose is to allow for unforeseen and unfortunate incidents which the employee has to attend to, during the year.
- All PSU's allow the carry forward of "Sick Leaves".
- To be precise, not exactly in the form of SICK LEAVES, but "HALF PAY LEAVES".
- Generally, apart from EL, there is a provision of 20 HPL per year, debited at the end of the Calendar Year, which can be used for sickness; in which case for each ONE DAY SICK LEAVE, 2 HPL are credited from the accumulated HPL account.
- HPLs are generally allowed to accumulate upto 500 HPL-days, beyond which they do not accrue till the balance comes down from 500.
- HPL's are generally not encashable, except at the time of cessation of service.
Hope the above information will add to everyone's knowledge about the nature of HPL and Sick Leave, in general.
As far as welfare policy is concerned, no company can dare to match the PSU's whose primary core value is 'Concern for People'.
Warm regards.
From India, Delhi
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