Hi everyone,
I am new here. I work in a private company. My company has a system of 1 casual leave and 1 sick leave a month. So, this means that it is 24 leaves a year. If we don't take them, they will be accumulated, and we can take them later but before the financial year ends. After that, those leaves would lapse.
My case is that I joined in February, and the next financial year started in April. I took no leave in April, but in May, I worked until the 10th and fell severely ill, so I took leave for the whole of May and resumed work in June. In May, I received a salary for 14 days. I worked for 10 days and used 4 days of accumulated leaves from April and May. For the remaining days of May, I didn't receive a salary. This means it was Leave Without Pay (LWP) and not Paid leave. After that, I took no leave in June, 1 in July, 1 and a half in August, and none in September. Then, I took 4 leaves in October. However, my company is deducting my salary for 2 days, claiming that all my leaves were exhausted in May. I informed them that I didn't receive any paid leave, but they are not agreeing to it. Can anyone tell me where it's going wrong?
Thanks
From India, Gurgaon
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3I am new here. I work in a private company. My company has a system of 1 casual leave and 1 sick leave a month. So, this means that it is 24 leaves a year. If we don't take them, they will be accumulated, and we can take them later but before the financial year ends. After that, those leaves would lapse.
My case is that I joined in February, and the next financial year started in April. I took no leave in April, but in May, I worked until the 10th and fell severely ill, so I took leave for the whole of May and resumed work in June. In May, I received a salary for 14 days. I worked for 10 days and used 4 days of accumulated leaves from April and May. For the remaining days of May, I didn't receive a salary. This means it was Leave Without Pay (LWP) and not Paid leave. After that, I took no leave in June, 1 in July, 1 and a half in August, and none in September. Then, I took 4 leaves in October. However, my company is deducting my salary for 2 days, claiming that all my leaves were exhausted in May. I informed them that I didn't receive any paid leave, but they are not agreeing to it. Can anyone tell me where it's going wrong?
Thanks
From India, Gurgaon
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AnushreeSrivastava you may ask for pay slip from your company or leave records for the year from that you will be able understand it easily. Dinesh
From India, Gurgaon
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From India, Gurgaon
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if they are saying that your leaves are exhausted then, they shouldn’t have cut your salary. i would say that you need to talk to them and clarify on why this is done. Regards, Archana
From India, Hyderabad
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From India, Hyderabad
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(Fact Check Failed/Partial)-The user reply is incorrect. The company can deduct salary for exceeding leave entitlement. The user should refer to the company's leave policy for clarity.
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Hi,
We don't get any salary slip. Salary is transferred to our savings account through NEFT. I have also asked them whether at that time they would have given leave with pay or now they should provide it, as I am entitled to 24 paid leaves. However, they are saying this situation occurs in every organization.
Now, the issue is if I take any leave before April, it would result in a deduction, which I find really unfair.
From India, Gurgaon
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We don't get any salary slip. Salary is transferred to our savings account through NEFT. I have also asked them whether at that time they would have given leave with pay or now they should provide it, as I am entitled to 24 paid leaves. However, they are saying this situation occurs in every organization.
Now, the issue is if I take any leave before April, it would result in a deduction, which I find really unfair.
From India, Gurgaon
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(Fact Checked)-The company must provide paid leave as per your entitlement. Request a detailed salary slip and review your leave policy to ensure fair treatment. (1 Acknowledge point)
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Hi,
You are not allowed to utilize all your leaves at one time. Every 20 days, you will have one day of leave. You joined in February, and you met with an accident; it seems your HR department covered your attendance with a 4-day leave.
Leaves = number of leaves / 12 * number of months of service.
From India, Hyderabad
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You are not allowed to utilize all your leaves at one time. Every 20 days, you will have one day of leave. You joined in February, and you met with an accident; it seems your HR department covered your attendance with a 4-day leave.
Leaves = number of leaves / 12 * number of months of service.
From India, Hyderabad
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(Fact Check Failed/Partial)-The user reply contains incorrect information regarding leave utilization and calculation. The calculation provided is inaccurate and does not align with standard leave policies.
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Hi Ashok,
At that time, I didn't receive my salary, and I understand that taking consecutive leaves may not be allowed. However, now, whenever I take any leave, it results in a deduction from my salary. I am unable to comprehend why this is happening. If you have any insight, could you please explain it to me in detail?
Thanks
From India, Gurgaon
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At that time, I didn't receive my salary, and I understand that taking consecutive leaves may not be allowed. However, now, whenever I take any leave, it results in a deduction from my salary. I am unable to comprehend why this is happening. If you have any insight, could you please explain it to me in detail?
Thanks
From India, Gurgaon
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(Fact Checked)-The company should not be deducting your salary for taking leaves as long as you have accumulated leave balance. Request HR to clarify and resolve this issue promptly. Thank you for seeking clarification on this matter. (1 Acknowledge point)
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Dear Mr. Srivastava,
I have gone through your comment and I found that you have joined your organization in February, and after three months, you fell ill. As per my understanding, CL (Casual Leave) and SL (Sick Leave) are paid after six months of joining or according to the company norms. Your company has paid you for 10 working days and for four weekly offs, totaling to 14 days.
If there is any discrepancy, please review your salary slip to see how many working days they have mentioned. I recommend checking your company policy or your appointment letter for further clarification.
I hope this information will be helpful to you.
Thanks and Regards,
Atul Singh
From India, Jaipur
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I have gone through your comment and I found that you have joined your organization in February, and after three months, you fell ill. As per my understanding, CL (Casual Leave) and SL (Sick Leave) are paid after six months of joining or according to the company norms. Your company has paid you for 10 working days and for four weekly offs, totaling to 14 days.
If there is any discrepancy, please review your salary slip to see how many working days they have mentioned. I recommend checking your company policy or your appointment letter for further clarification.
I hope this information will be helpful to you.
Thanks and Regards,
Atul Singh
From India, Jaipur
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(Fact Check Failed/Partial)-The user's reply contains inaccuracies. Casual leave and sick leave accruals typically start from the date of joining, not after 6 months. The user should refer to labor laws for accurate information.
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Dear Mr. Srivastava,
I have gone through your comment and I found that you joined your organization in February. After three months, you fell ill. As per my knowledge, CL (Casual Leave) and SL (Sick Leave) are paid after six months of joining or according to the company's norms. Your company has paid you for ten working days and for four weekly offs, totaling fourteen days. If you are facing any issues, please review your salary slip to see the number of working days mentioned. Refer to your company policy or your appointment letter for further clarification.
I hope this information is helpful to you.
Atul Singh
From India, Jaipur
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I have gone through your comment and I found that you joined your organization in February. After three months, you fell ill. As per my knowledge, CL (Casual Leave) and SL (Sick Leave) are paid after six months of joining or according to the company's norms. Your company has paid you for ten working days and for four weekly offs, totaling fourteen days. If you are facing any issues, please review your salary slip to see the number of working days mentioned. Refer to your company policy or your appointment letter for further clarification.
I hope this information is helpful to you.
Atul Singh
From India, Jaipur
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(Fact Check Failed/Partial)-The user reply contains incorrect information. Casual leave and sick leave entitlements can be provided as per company policy and are not limited to after 6 months. The company's deduction may not align with the actual leave policy. Check the company's leave policy and payslip for clarity.
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Since you received your May salary after deducting 16 days of absence, you are eligible for regular leave at 2 days per month, as per your organization's policy that you mentioned. This entitlement continues until the current fiscal year ends.
In this fiscal year, you have utilized 10.5 days (May: 1 day, July: 1 day, August: 1.5 days, October: 4 days, April & May: 2 days each). While 16 days in May were Leave Without Pay (LWP), resulting in a total deduction of 2.5 days from your leave balance.
Even if your salary is directly credited to your bank account via NEFT, ensure you receive a monthly salary slip for your records. This slip should detail the total number of days payable, days paid, days absent in the month, PF & ESI numbers, etc. Some companies provide this information in digital format, which can also be beneficial.
If your relevant authority is not providing the salary slip, they may be trying to conceal an error. In such a situation, consider escalating the matter to your Head of Department or other senior members following your organization's conflict resolution procedure.
Regardless of the circumstances, make sure to insist on receiving your monthly salary slip. I hope this clarifies your situation for further action.
Regards,
Suresh
From India, Pune
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In this fiscal year, you have utilized 10.5 days (May: 1 day, July: 1 day, August: 1.5 days, October: 4 days, April & May: 2 days each). While 16 days in May were Leave Without Pay (LWP), resulting in a total deduction of 2.5 days from your leave balance.
Even if your salary is directly credited to your bank account via NEFT, ensure you receive a monthly salary slip for your records. This slip should detail the total number of days payable, days paid, days absent in the month, PF & ESI numbers, etc. Some companies provide this information in digital format, which can also be beneficial.
If your relevant authority is not providing the salary slip, they may be trying to conceal an error. In such a situation, consider escalating the matter to your Head of Department or other senior members following your organization's conflict resolution procedure.
Regardless of the circumstances, make sure to insist on receiving your monthly salary slip. I hope this clarifies your situation for further action.
Regards,
Suresh
From India, Pune
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Hi Anushree,
Based on the facts mentioned in your email, according to your company's leave policy, you are entitled to 20 days of leave for the period June-March. The Leave-Without-Pay (LOP) deduction for this period is likely a result of a misunderstanding. If the manager in question remains adamant, consider escalating the matter to a higher authority in the hierarchy whom you believe will comprehend the reasoning behind the issue.
Thanks,
Robin
From India, Kochi
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Based on the facts mentioned in your email, according to your company's leave policy, you are entitled to 20 days of leave for the period June-March. The Leave-Without-Pay (LOP) deduction for this period is likely a result of a misunderstanding. If the manager in question remains adamant, consider escalating the matter to a higher authority in the hierarchy whom you believe will comprehend the reasoning behind the issue.
Thanks,
Robin
From India, Kochi
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(Fact Check Failed/Partial)-The user reply contains inaccuracies regarding the leave entitlement calculation. The correct calculation based on the original post is different. Please refer to the labor laws for accurate information.
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(Fact Check Failed/Partial)-The user reply is incorrect. In this case, the company is not providing paid leave correctly as per the labor laws. The user needs to address this issue with HR or escalate it further.