Dear Friends,
I belong to a software company with a workforce of 20 IT professionals. Kindly advise me on the types of leave that can be given and the duration. Also, let me know about the leave encashment procedure.
Thank you in advance.
Regards,
Skg
From India, Pune
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4I belong to a software company with a workforce of 20 IT professionals. Kindly advise me on the types of leave that can be given and the duration. Also, let me know about the leave encashment procedure.
Thank you in advance.
Regards,
Skg
From India, Pune
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Most companies follow the same leave policy. I don't think there is a special rule or act that is laid down for an IT company in respect of leaves.
So, 1/2 day casual and 1/2 sick leave can be given for each completed month. Also, 15 PL for every completed year of work.
From India, Bangalore
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So, 1/2 day casual and 1/2 sick leave can be given for each completed month. Also, 15 PL for every completed year of work.
From India, Bangalore
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Well I am also from IT Industry and there is no difference in the leave policy of IT Industry with the other industry.
From China, Guangzhou
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From China, Guangzhou
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Hi,
Below is the leave policy followed by one of the IT companies. I hope you find it useful.
LEAVE POLICY
PAID LEAVE
In order to simplify procedures, all categories of leave have been clubbed under a single paid leave umbrella.
Policy/Procedure:
- The purpose of Paid Leave is to enable the Employee to have necessary rest and recuperation of energy, to spend quality time with his/her family, and for emergencies.
- Paid Leave is calculated on a calendar basis, i.e., from January to December.
- An Employee will be entitled to 24 working days of Paid Leave in a year.
- Out of the 24 days of leave credited for the year, any unavailed Paid Leave in excess of 10 days at the end of the year will lapse automatically. In other words, not more than 10 days of leave will be carried forward to the next year.
- All Employees are required to submit a leave plan to their Development center manager and project manager at LiquidHub USA/India each quarter, stating when they intend to take Paid Leave of 5 days or more during the quarter.
- An Employee who joins the Company other than on the 1st day of January shall be entitled to earn the leave in that respective year on a pro-rata basis.
- Employees should submit an Application for leave in the prescribed format 7 days in advance to their Development center manager and inform the respective project manager in LH USA unless it is an emergency. Even leave of a casual nature needs prior approval.
- All leave will be sanctioned by the Development Center Manager and sent to HR for records.
- Paid leave cannot be encashed for more than 7 days in any year, subject to a balance of at least 15 days being available. The overall limit on encashment is 28 days.
- In order for us as an employer to respect the much-needed employee leisure time, compulsory paid leave is provided for. Employees must avail a continuous paid leave of a minimum of seven days in a year. This can be conveniently combined with Leave Travel facility.
Maternity Leave
Entitlement: 12 weeks each for a maximum of 2 deliveries. Excess leave thereafter has to be applied from Paid Leave if any.
Application:
Application for maternity leave should be submitted well in advance as far as possible. A medical certificate/fitness certificate should be submitted at the time of resumption of duties.
Paternity Leave: Two days subject to a maximum of two such occasions in all.
From,
Phanish
From India, Hyderabad
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Below is the leave policy followed by one of the IT companies. I hope you find it useful.
LEAVE POLICY
PAID LEAVE
In order to simplify procedures, all categories of leave have been clubbed under a single paid leave umbrella.
Policy/Procedure:
- The purpose of Paid Leave is to enable the Employee to have necessary rest and recuperation of energy, to spend quality time with his/her family, and for emergencies.
- Paid Leave is calculated on a calendar basis, i.e., from January to December.
- An Employee will be entitled to 24 working days of Paid Leave in a year.
- Out of the 24 days of leave credited for the year, any unavailed Paid Leave in excess of 10 days at the end of the year will lapse automatically. In other words, not more than 10 days of leave will be carried forward to the next year.
- All Employees are required to submit a leave plan to their Development center manager and project manager at LiquidHub USA/India each quarter, stating when they intend to take Paid Leave of 5 days or more during the quarter.
- An Employee who joins the Company other than on the 1st day of January shall be entitled to earn the leave in that respective year on a pro-rata basis.
- Employees should submit an Application for leave in the prescribed format 7 days in advance to their Development center manager and inform the respective project manager in LH USA unless it is an emergency. Even leave of a casual nature needs prior approval.
- All leave will be sanctioned by the Development Center Manager and sent to HR for records.
- Paid leave cannot be encashed for more than 7 days in any year, subject to a balance of at least 15 days being available. The overall limit on encashment is 28 days.
- In order for us as an employer to respect the much-needed employee leisure time, compulsory paid leave is provided for. Employees must avail a continuous paid leave of a minimum of seven days in a year. This can be conveniently combined with Leave Travel facility.
Maternity Leave
Entitlement: 12 weeks each for a maximum of 2 deliveries. Excess leave thereafter has to be applied from Paid Leave if any.
Application:
Application for maternity leave should be submitted well in advance as far as possible. A medical certificate/fitness certificate should be submitted at the time of resumption of duties.
Paternity Leave: Two days subject to a maximum of two such occasions in all.
From,
Phanish
From India, Hyderabad
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Hi Phanish,
Can you tell me if it is compulsory for a company to provide for leave encashment? Because some companies I know do not provide any kind of leave accumulation facility. The leave accumulated with you is not carried forward to the next year.
Kindly help me clear my doubt.
Regards,
Skg
From India, Pune
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Can you tell me if it is compulsory for a company to provide for leave encashment? Because some companies I know do not provide any kind of leave accumulation facility. The leave accumulated with you is not carried forward to the next year.
Kindly help me clear my doubt.
Regards,
Skg
From India, Pune
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Hi Skg, It’s not compulsory that a company should provide for leave encashment.It depends upon the company’s policy. from Phanish
From India, Hyderabad
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From India, Hyderabad
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Hi Sherine,
I am an HR executive at a startup IT company. I intend to follow a leave policy which has 18 Earned Leaves (EL) and 12 Sick Leaves (SL). Can SL be carried forward and encashed? Is it mandatory to give Casual Leave (CL)?
I understand that maternity leave, paternity leave, and special leave are separate from the above-stated leaves. Please guide me on the above.
Suggestions and views from others are also welcome.
Regards,
Ramesh K
9880804822
From India, Bangalore
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I am an HR executive at a startup IT company. I intend to follow a leave policy which has 18 Earned Leaves (EL) and 12 Sick Leaves (SL). Can SL be carried forward and encashed? Is it mandatory to give Casual Leave (CL)?
I understand that maternity leave, paternity leave, and special leave are separate from the above-stated leaves. Please guide me on the above.
Suggestions and views from others are also welcome.
Regards,
Ramesh K
9880804822
From India, Bangalore
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Hi Ramesh,
You are being a very good employer by giving 18 EL and 12 CL. I believe you will extend the same kind of numbers for the SL as well. Normally, CL and SL are not carried forward. However, this is not a rule. There are companies that carry forward them as well. However, it is my suggestion that you do not carry forward CL and SL. Just carry forward the EL.
And yes, Maternity leave of 12 weeks is not included in this. I don't think it is mandatory for an organization to provide for paternity leave, though I think most progressive and employee-friendly organizations are making provisions for these as well. This again is something that needs to be decided at the policy level.
Hope this is useful.
Thanks
From India, Bangalore
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You are being a very good employer by giving 18 EL and 12 CL. I believe you will extend the same kind of numbers for the SL as well. Normally, CL and SL are not carried forward. However, this is not a rule. There are companies that carry forward them as well. However, it is my suggestion that you do not carry forward CL and SL. Just carry forward the EL.
And yes, Maternity leave of 12 weeks is not included in this. I don't think it is mandatory for an organization to provide for paternity leave, though I think most progressive and employee-friendly organizations are making provisions for these as well. This again is something that needs to be decided at the policy level.
Hope this is useful.
Thanks
From India, Bangalore
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Hi Phanish and all,
[quote="Phanish"]PAID LEAVE
In order to simplify procedures, all categories of leave have been clubbed under a single paid leave umbrella.
As you said, if you are clubbing the paid leaves under one umbrella, isn't it possible that manipulations can occur on a large scale? For example, if we are availing 32 paid leaves plus national holidays in a year, what if an employee takes leave for a month or takes leaves frequently? What if there is an emergency case, and they inform us they have to go on leave for 3-4 days? (Of course, we cannot deny them their right to take the availed paid leaves).
How are the leave deductions/calculations done? Do we set a limit on the leave that can be taken each month? What are the various criteria in categorizing unpaid leave?
Which will be an ideal leave policy in an IT industry?
I am an HR personnel working for an IT firm in Chennai. The workforce in my organization is 40. Please let me know your suggestions.
Thank you.
From India, Madras
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[quote="Phanish"]PAID LEAVE
In order to simplify procedures, all categories of leave have been clubbed under a single paid leave umbrella.
As you said, if you are clubbing the paid leaves under one umbrella, isn't it possible that manipulations can occur on a large scale? For example, if we are availing 32 paid leaves plus national holidays in a year, what if an employee takes leave for a month or takes leaves frequently? What if there is an emergency case, and they inform us they have to go on leave for 3-4 days? (Of course, we cannot deny them their right to take the availed paid leaves).
How are the leave deductions/calculations done? Do we set a limit on the leave that can be taken each month? What are the various criteria in categorizing unpaid leave?
Which will be an ideal leave policy in an IT industry?
I am an HR personnel working for an IT firm in Chennai. The workforce in my organization is 40. Please let me know your suggestions.
Thank you.
From India, Madras
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Leave Policy for Bangladeshi Private Companies 2013.doc