Hi All ,
Iam working with a software company as an HR.In our organisation we have 21 leaves which are All purpose leaves.Now i want to categorize these leave as CL,SL,EL ,and we have the policy of leave encashment.
we want to remove the policy of leave encashment.
Can any one suggest how this 21 leaves have to be categorized and instead of encashment i want to have carry forward ,so in that case how many leaves can be carry forwarded.
From India, Hyderabad
Iam working with a software company as an HR.In our organisation we have 21 leaves which are All purpose leaves.Now i want to categorize these leave as CL,SL,EL ,and we have the policy of leave encashment.
we want to remove the policy of leave encashment.
Can any one suggest how this 21 leaves have to be categorized and instead of encashment i want to have carry forward ,so in that case how many leaves can be carry forwarded.
From India, Hyderabad
Hi Pranavi : Did you research this topic on citehr. There is lot of info already available. Type your query in the reSearch tab above. Hope you get the info. Best regards,
From India, Pune
95From India, Pune
Hi,
yes i have researched but full of confusion,there are different views from different people ,most of them gave 12 Cl,,12 Sland 10 PL,but i dont want to increase our leaves more than 21 days .so want to know how different leaves can be in diviede among this 21.
From India, Hyderabad
yes i have researched but full of confusion,there are different views from different people ,most of them gave 12 Cl,,12 Sland 10 PL,but i dont want to increase our leaves more than 21 days .so want to know how different leaves can be in diviede among this 21.
From India, Hyderabad
There are two types of Leave policies followed by the IT companies that I am aware of.
Type 1
The conventional style of 21 earned Leaves (EL), 6 Casual Leaves (CL) and 6 Sick Leaves (SL).
In some organizations this 6 CL and 6 SL are clubbed to 12 CL or 12 SL
By the year-end the EL and SL are carried forward and the CL lapses.
You can accumulate at the max 42 EL and then get them enchased. SL is not enchased.
If you are taking an EL any holiday or weekends falling in between are added to it. In case of CL and SL it’s not the case. You cannot club CL with any of the leaves.
In this there is 90 days maternity leave and 3 days paternity leaves.
Apart from this there are 10 declared holidays and some organizations also have the funda of 5 restricted holidays (RH)
Type 2
It’s a very simple policy were there is no CL, SL or EL but just a 30 business days holidays in the year.
What it means that you can take 30 working days in a year as leaves in one go or in intervals.
No holidays or weekends falling in between are added.
At the year-end 15 leaves get lapsed and 15 gets carried forward.
It simple to calculate and easy to administer and understand.
Maternity and paternity leaves remain the same.
10 declared holidays remain the same.
Hope this helps. You can decide the distribution using this info. BTW the total leaves applicable in your organisation is less if you go to bifercate them. It depends in which location you are based and as per shop act the minimum leaves applicable.
From India, Pune
Type 1
The conventional style of 21 earned Leaves (EL), 6 Casual Leaves (CL) and 6 Sick Leaves (SL).
In some organizations this 6 CL and 6 SL are clubbed to 12 CL or 12 SL
By the year-end the EL and SL are carried forward and the CL lapses.
You can accumulate at the max 42 EL and then get them enchased. SL is not enchased.
If you are taking an EL any holiday or weekends falling in between are added to it. In case of CL and SL it’s not the case. You cannot club CL with any of the leaves.
In this there is 90 days maternity leave and 3 days paternity leaves.
Apart from this there are 10 declared holidays and some organizations also have the funda of 5 restricted holidays (RH)
Type 2
It’s a very simple policy were there is no CL, SL or EL but just a 30 business days holidays in the year.
What it means that you can take 30 working days in a year as leaves in one go or in intervals.
No holidays or weekends falling in between are added.
At the year-end 15 leaves get lapsed and 15 gets carried forward.
It simple to calculate and easy to administer and understand.
Maternity and paternity leaves remain the same.
10 declared holidays remain the same.
Hope this helps. You can decide the distribution using this info. BTW the total leaves applicable in your organisation is less if you go to bifercate them. It depends in which location you are based and as per shop act the minimum leaves applicable.
From India, Pune
Dear Pranavi,
So as to get the accurate number of minimum leaves that can be granted under CL, SL and EL/PL, you need to check the act under which your organization is registered in a particular state.
If your organization is registered under the shops and establishment act, then the act applicable to your state shall specify the minimum number of CL, EL and PL's that can be granted along with the guidelines for encashment.
Regards,
Rahul Chhabra
From India, Delhi
So as to get the accurate number of minimum leaves that can be granted under CL, SL and EL/PL, you need to check the act under which your organization is registered in a particular state.
If your organization is registered under the shops and establishment act, then the act applicable to your state shall specify the minimum number of CL, EL and PL's that can be granted along with the guidelines for encashment.
Regards,
Rahul Chhabra
From India, Delhi
Dear Pranavi
Mr.Rahul Chahabra is absolutely right. Your company's leave policy has to in consonance with the provisions of the Act regulating working conditions in your establishment. As your establishment is a software compnay the Shops and Establishments Act in force in your State is applicable. However your Company can confer on its employees more than what is specified under the Shops and Establishments Act.
With regards
From India, Madras
Mr.Rahul Chahabra is absolutely right. Your company's leave policy has to in consonance with the provisions of the Act regulating working conditions in your establishment. As your establishment is a software compnay the Shops and Establishments Act in force in your State is applicable. However your Company can confer on its employees more than what is specified under the Shops and Establishments Act.
With regards
From India, Madras
plz let me know about what is diffrant between conveyance allowance & city compensatory alowance
From India, Pune
From India, Pune
HI IM ROSHANI
I AM WORKING WITH PHARMA COMPANY. SO I WANT TO KNOW THAT HOW TO CALCULATE LEAVE FOR MRs.
THEY HAVE 52 LEAVE AFTER CONFIRMATION 15 CL, 10 SL & 27 PL. SO TELL ME HOW MUCH LEAVE
THEY WILL GET AFTER CONFIRMATION. ONE THING IF THERE IS OFFICE STAFF, HOW THERE LEAVE WILL BE CALCULATED.
AFTER THERE CONFIRMATION OR FROM THERE JOINING. PLZ PLY ME SOON
From India, Mumbai
I AM WORKING WITH PHARMA COMPANY. SO I WANT TO KNOW THAT HOW TO CALCULATE LEAVE FOR MRs.
THEY HAVE 52 LEAVE AFTER CONFIRMATION 15 CL, 10 SL & 27 PL. SO TELL ME HOW MUCH LEAVE
THEY WILL GET AFTER CONFIRMATION. ONE THING IF THERE IS OFFICE STAFF, HOW THERE LEAVE WILL BE CALCULATED.
AFTER THERE CONFIRMATION OR FROM THERE JOINING. PLZ PLY ME SOON
From India, Mumbai
Dear All,
I am working in construction company and I’m new in HR. Due to crisis management decide instead of termination to grant our employees long vacation up to 90 days and if will be necessary we can ask them to join immediately.
Please suggest how to issue a memo regarding above subject
Regards,
Sara
From United Arab Emirates, Abu Dhabi
I am working in construction company and I’m new in HR. Due to crisis management decide instead of termination to grant our employees long vacation up to 90 days and if will be necessary we can ask them to join immediately.
Please suggest how to issue a memo regarding above subject
Regards,
Sara
From United Arab Emirates, Abu Dhabi
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