Dear friends,
I am working with a software company and we are in the process of reframing our leave policy. Can you please let me know if there is something like that casual leave cannot be combined with any other kind of leave.
Regards,
Deepika
From India, Delhi
I am working with a software company and we are in the process of reframing our leave policy. Can you please let me know if there is something like that casual leave cannot be combined with any other kind of leave.
Regards,
Deepika
From India, Delhi
Dear Deepika, Unless specifically stated in any of the State/Local Laws there is no bar in combining CL with EL. Regards, SC
From India, Thane
45From India, Thane
Hi Deepika,
SC has rightly stated and as per my knowledge there is no act which stops from doing so.
But if it so then why we have CL and EL, where the nature of leave (these are other than sick leaves) is also not different.
One difference that I understand is the length of the leaves. In case of CL it is normally upto 2 days, where as in case of EL it is normally a long leave.
Since an employee wanting to avail EL will impact the productivity of the organisation that is why the application is to be moved atleast 15 days in advance so that adequate planning may be done to make sure that there is no loss in terms of productivity.
In case of CL the productivity may be managed by making some/ few adjustments.
I hope this will of some help to you.
Best wishes,
Sunil Joshi
From United States, Bedford
SC has rightly stated and as per my knowledge there is no act which stops from doing so.
But if it so then why we have CL and EL, where the nature of leave (these are other than sick leaves) is also not different.
One difference that I understand is the length of the leaves. In case of CL it is normally upto 2 days, where as in case of EL it is normally a long leave.
Since an employee wanting to avail EL will impact the productivity of the organisation that is why the application is to be moved atleast 15 days in advance so that adequate planning may be done to make sure that there is no loss in terms of productivity.
In case of CL the productivity may be managed by making some/ few adjustments.
I hope this will of some help to you.
Best wishes,
Sunil Joshi
From United States, Bedford
Hi, Yes, as per my knowlesge, it is not mentioned in any act, but if you have certified standing orders for your company then you have to do according to the certified standing orders. Abhishek
From India, Delhi
From India, Delhi
Hi Deepika,
As rightly stated by our other friends law does not forbid combining of CL and EL unless it is prohibited in Standing Orders. Inspite of this most of the Companies do not allow combining. Why -
First why CL and EL seprately. Why not just leaves? Because nature and purpose is different. CL or Casual Leave means leave which is meant for sudden casual purposes. It can not be planned in advance whereas Earned Leave has to be planned in advance. So if you look at nature of these two types of leaves, combining them does not make sense.
K K Tyagi
From India, Delhi
As rightly stated by our other friends law does not forbid combining of CL and EL unless it is prohibited in Standing Orders. Inspite of this most of the Companies do not allow combining. Why -
First why CL and EL seprately. Why not just leaves? Because nature and purpose is different. CL or Casual Leave means leave which is meant for sudden casual purposes. It can not be planned in advance whereas Earned Leave has to be planned in advance. So if you look at nature of these two types of leaves, combining them does not make sense.
K K Tyagi
From India, Delhi
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