Dear All,
Is there any rule to carry forward the balance Casual Leave to the next year until a certain period? In general, as per the leave rule, the balance CL lapses at the end of the calendar year. However, our management is proposing to carry forward the CL until March 2012.
I need your expert suggestion on the above.
Regards,
Vijay Kumar
Silvassa
From India, Silvassa
Acknowledge(0)
Amend(0)
9Is there any rule to carry forward the balance Casual Leave to the next year until a certain period? In general, as per the leave rule, the balance CL lapses at the end of the calendar year. However, our management is proposing to carry forward the CL until March 2012.
I need your expert suggestion on the above.
Regards,
Vijay Kumar
Silvassa
From India, Silvassa
Acknowledge(0)Amend(0)
Dear Vijay It’s right to cl leaves lapses of calender year ending. nice support your management to leaves are forward to till march-12.. Pravin Patil Bhilad
From India, Surat
Acknowledge(0)Amend(0)
From India, Surat
Acknowledge(0)Amend(0)
Dear silvassa, it good that you company management is employee friendly. You can make this by putting up leave system from april to march as a financial year . Regards sunil sharma
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Vijay,
Subject: Casual Leave - Carry Forward
Casual leave is meant to meet an emergency or unforeseen circumstance and thus has no long-standing purpose to serve like annual leave/earned leave. Therefore, it is not allowed to accumulate and be carried forward under statutory leave policies, such as Model Standing Orders/Sales Promotion Employees Act or Apprentices Act, or even under the leave policies within a contract of service.
However, I understand that in public sector banks, unavailed casual leave is permitted to be carried forward to the next year as special sick leave, to be availed on sickness grounds only. Nonetheless, if such unavailed casual leave is not utilized in the following year, it will lapse.
Thus, your management's decision to provide this facility for casual leave benefits the employees and is, therefore, commendable.
Regards,
B. Saikumar
HR & Labour Law Consultant
Chipinbiz Consultancy Pvt. Ltd
Mumbai
Tel: 022-28324234
From India, Mumbai
Acknowledge(0)Amend(0)
Subject: Casual Leave - Carry Forward
Casual leave is meant to meet an emergency or unforeseen circumstance and thus has no long-standing purpose to serve like annual leave/earned leave. Therefore, it is not allowed to accumulate and be carried forward under statutory leave policies, such as Model Standing Orders/Sales Promotion Employees Act or Apprentices Act, or even under the leave policies within a contract of service.
However, I understand that in public sector banks, unavailed casual leave is permitted to be carried forward to the next year as special sick leave, to be availed on sickness grounds only. Nonetheless, if such unavailed casual leave is not utilized in the following year, it will lapse.
Thus, your management's decision to provide this facility for casual leave benefits the employees and is, therefore, commendable.
Regards,
B. Saikumar
HR & Labour Law Consultant
Chipinbiz Consultancy Pvt. Ltd
Mumbai
Tel: 022-28324234
From India, Mumbai
Acknowledge(0)Amend(0)
It is nice that your management is carrying forward CL for next year; but as per the Factory Act - 1948, CL is for emergencies or some casual purposes that come under urgent cadre, it has a short purpose. So, it will lapse at the year-end. CL cannot be carried forward to the next year.
Tejas Chikshe
Asst. Manager - HR & Admin
BSc, MBA - HR, DLL
From India, Mumbai
Acknowledge(0)Amend(0)
Tejas Chikshe
Asst. Manager - HR & Admin
BSc, MBA - HR, DLL
From India, Mumbai
Acknowledge(0)Amend(0)
Dear All,
Leave rules in non-government organizations are generally based on what is minimum prescribed as per law. There is no problem, legal or otherwise, to carry forward CL to the next year. It has correctly been pointed out that generally CL is not carried forward for the basic reason that it is meant to cater for an emergency or unforeseen circumstances. But in case an organization wishes to allow it to be carried forward, then why not—it certainly is a wise step.
Regards,
Col. Suresh Rathi
From India, Delhi
Acknowledge(0)Amend(0)
Leave rules in non-government organizations are generally based on what is minimum prescribed as per law. There is no problem, legal or otherwise, to carry forward CL to the next year. It has correctly been pointed out that generally CL is not carried forward for the basic reason that it is meant to cater for an emergency or unforeseen circumstances. But in case an organization wishes to allow it to be carried forward, then why not—it certainly is a wise step.
Regards,
Col. Suresh Rathi
From India, Delhi
Acknowledge(0)Amend(0)
Casual Leave - this term is borrowed from the Colonial era.
British citizens working in India (and elsewhere out from UK) had Earned Leave (or Annual Leave) when they visited Britain. Annual/Earned Leave used to start once they landed in Britain and end when they boarded the ship back. This leave is for once a year (hence 'Annual' leave). This practice still exists in Indian Govt/companies, usually coupled with the LTA/LTC. Part/Full of this leave is encashable because it is an 'earned' leave.
Casual Leave was taken when the families of the employees visited them during school vacations from Britain. The employees took this leave to entertain their families for a short duration - accompanying them on a trip to nearby tourist places which involved more days than the weekly offs. Sometimes, this leave was taken for urgent/non-planned events like a family/friend's wedding, bereavement, etc., near the employment location. Obviously, this leave is for the calendar year and lapses at the end of the year.
'Earned' Leave per year should be dictated by the laws of the land. There should be compensation in case it is not availed. Many companies have a cap on the encashable days of the Earned leave in a year (if not full - like in the Central Govt, but there is a cap on the encashable days upon retirement/premature retirement of 300 days).
Rajusiachen
From India, Coimbatore
Acknowledge(0)Amend(0)
British citizens working in India (and elsewhere out from UK) had Earned Leave (or Annual Leave) when they visited Britain. Annual/Earned Leave used to start once they landed in Britain and end when they boarded the ship back. This leave is for once a year (hence 'Annual' leave). This practice still exists in Indian Govt/companies, usually coupled with the LTA/LTC. Part/Full of this leave is encashable because it is an 'earned' leave.
Casual Leave was taken when the families of the employees visited them during school vacations from Britain. The employees took this leave to entertain their families for a short duration - accompanying them on a trip to nearby tourist places which involved more days than the weekly offs. Sometimes, this leave was taken for urgent/non-planned events like a family/friend's wedding, bereavement, etc., near the employment location. Obviously, this leave is for the calendar year and lapses at the end of the year.
'Earned' Leave per year should be dictated by the laws of the land. There should be compensation in case it is not availed. Many companies have a cap on the encashable days of the Earned leave in a year (if not full - like in the Central Govt, but there is a cap on the encashable days upon retirement/premature retirement of 300 days).
Rajusiachen
From India, Coimbatore
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.