Hi,
We have a person working as a data entry operator in our co.
He was working as a temp staff since he joined- July 2010. But now it has been decided to take him on company pay rolls, with effect from 1st April 2012.
Will he be applicable to PL from the day he joined or should PL be given from the day his services have been confirmed as Permanent.
Kindly advice.
Thanks.
Regards,
Mini
From India, Mumbai
4We have a person working as a data entry operator in our co.
He was working as a temp staff since he joined- July 2010. But now it has been decided to take him on company pay rolls, with effect from 1st April 2012.
Will he be applicable to PL from the day he joined or should PL be given from the day his services have been confirmed as Permanent.
Kindly advice.
Thanks.
Regards,
Mini
From India, Mumbai
All the employees are elegible for PL from the day he/she joins. Labour Department doesn’t differentiate between probation or permanent.
From India, Bangalore
From India, Bangalore
Mr.Minigem
What I understand is that the employee in question was working as a temporary employee from July 2010 to April 2012 and you took him on company's pay roll w.e.f April 2012. however, it is not understood as to why he was excluded from being made eligible for P.L even during the period of his temporary service of almost two years as the law does not differentiate between a temporary employee or a permanent employee, once he puts in 240 days of servcie.
B.Saikumar
Mumbai
From India, Mumbai
What I understand is that the employee in question was working as a temporary employee from July 2010 to April 2012 and you took him on company's pay roll w.e.f April 2012. however, it is not understood as to why he was excluded from being made eligible for P.L even during the period of his temporary service of almost two years as the law does not differentiate between a temporary employee or a permanent employee, once he puts in 240 days of servcie.
B.Saikumar
Mumbai
From India, Mumbai
Hi to all,
I have one question??????//
In ur company their is no PF facility but soon they are going to start it. I have one query regarding same ie from when should be the PF be calculated ie The date we have join company or from the date the PF facility will be started.
Pls reply
Thanks & Regard
Smita
From India, Mumbai
I have one question??????//
In ur company their is no PF facility but soon they are going to start it. I have one query regarding same ie from when should be the PF be calculated ie The date we have join company or from the date the PF facility will be started.
Pls reply
Thanks & Regard
Smita
From India, Mumbai
HI Smita
I am not clear with your question.
Where is your office located?
What is the nature of your organisation?
Tell me since when you are planning to enroll for PF. You should calculate PF from the day it is enrolled for existing employees and for new employees from the day he/she joins.
From India, Bangalore
I am not clear with your question.
Where is your office located?
What is the nature of your organisation?
Tell me since when you are planning to enroll for PF. You should calculate PF from the day it is enrolled for existing employees and for new employees from the day he/she joins.
From India, Bangalore
Dear Mini,
You have not used the correct nomenclature for the leave . During British days, basically, EL was termed as PL (Privillege leave). In later days it is not a privilege leave but leave earned by the employee as such Earned Leave. Under provisions of the Factories Act/Shops & Commercial Establishment Act one day leave is earned on completion of 20 days work in the subsequent calendar year,subject to the maximum of 20 days.Earned leave, accordingly, is admissible to every employee . However, in case your organisation is following govt. rules, earned/PL is admissible to only regular employees. In industry today 50% of Earned leave is credited to the employee's account in the beginning (if the employee joins in Jan.) and the rest 50% in June.
Hope you are able to reconcile with the situation as per the pattern being followed in your organisation.
Regards
S.K.Johri
From India, Delhi
You have not used the correct nomenclature for the leave . During British days, basically, EL was termed as PL (Privillege leave). In later days it is not a privilege leave but leave earned by the employee as such Earned Leave. Under provisions of the Factories Act/Shops & Commercial Establishment Act one day leave is earned on completion of 20 days work in the subsequent calendar year,subject to the maximum of 20 days.Earned leave, accordingly, is admissible to every employee . However, in case your organisation is following govt. rules, earned/PL is admissible to only regular employees. In industry today 50% of Earned leave is credited to the employee's account in the beginning (if the employee joins in Jan.) and the rest 50% in June.
Hope you are able to reconcile with the situation as per the pattern being followed in your organisation.
Regards
S.K.Johri
From India, Delhi
Dear All ,
Kindly suggest me ..
I am working as an Admin Executive in a good company , but want to change my job from Admin Executive to HR executive ( Recruitment) . Actual i have 5 years exp in Admin , i completed my MBA in HR .
i ahve good knowledge about Attendence & some HR activities.
that,s why would like to change my job from Admin to HR.
Kindly ...suggest what is best way to change my job & can get excellent salary pkg.
From India, Delhi
Kindly suggest me ..
I am working as an Admin Executive in a good company , but want to change my job from Admin Executive to HR executive ( Recruitment) . Actual i have 5 years exp in Admin , i completed my MBA in HR .
i ahve good knowledge about Attendence & some HR activities.
that,s why would like to change my job from Admin to HR.
Kindly ...suggest what is best way to change my job & can get excellent salary pkg.
From India, Delhi
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