Dear All, Please help me regarding leave i.e CL AND SL . If an employee join us on 18/03/2013. Can he is eligible for CL AND SL in the month of MARCH 2013 OR When he is eligible for CL AND SL.
From India, Delhi
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2From India, Delhi
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Dear Satish,
The CL and SL depend on your HR policy. In the above-mentioned case, CL can only be given after one month completion of the period, and EL can be given only after completion of the probation period. For this situation, neither CL nor EL is eligible. I need more clarification. Please get in touch with me.
Laxmi
9866917232
From India, Hyderabad
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The CL and SL depend on your HR policy. In the above-mentioned case, CL can only be given after one month completion of the period, and EL can be given only after completion of the probation period. For this situation, neither CL nor EL is eligible. I need more clarification. Please get in touch with me.
Laxmi
9866917232
From India, Hyderabad
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dear sathish, it is depends on organization policy. for example we implemented in our organization as totally 23days leave includes CL, ML & EL.
From India, Chennai
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From India, Chennai
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hi Please Find attach herewith the leave policy for your information Thanks & Regards Kanchan Verma
From India, Chandigarh
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From India, Chandigarh
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Hi Satish,
The leave issue is as per individual company policy and it varies from company to company. As per the factory laws, you have to give one leave for every 20 days worked by an employee. However, almost all companies give certain days of CL, SL, and PL as part of their employee welfare and derive certain policies for availing these leaves. Certain companies do not allow employees to take any leave during their probation period, while certain companies like ours allow CL & SL on a proportionate basis to any employee from day one of their joining. However, PL is given only after completion of probation. As such, I suggest giving CL or SL on a proportionate basis to employees who join from day one. This is one of the best HR practices.
From India, Ahmadabad
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The leave issue is as per individual company policy and it varies from company to company. As per the factory laws, you have to give one leave for every 20 days worked by an employee. However, almost all companies give certain days of CL, SL, and PL as part of their employee welfare and derive certain policies for availing these leaves. Certain companies do not allow employees to take any leave during their probation period, while certain companies like ours allow CL & SL on a proportionate basis to any employee from day one of their joining. However, PL is given only after completion of probation. As such, I suggest giving CL or SL on a proportionate basis to employees who join from day one. This is one of the best HR practices.
From India, Ahmadabad
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Hi,
Leave policies depend on the individual company. If there is any settlement reached between the Management and the Employee Union, then based on that, you have to grant leave to the employee. Sick leave (SL) and Casual leave (CL) are granted every year depending on the calendar year or financial year of the company. If an employee joins the company in the middle of the year, they are entitled to the same on a prorated basis. CL cannot be carried forward and will automatically lapse at the year-end. However, in some companies, unavailed SL can be carried forward; however, the employee is not entitled to any encashment at the time of superannuation.
By Sudhakar
From India
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Leave policies depend on the individual company. If there is any settlement reached between the Management and the Employee Union, then based on that, you have to grant leave to the employee. Sick leave (SL) and Casual leave (CL) are granted every year depending on the calendar year or financial year of the company. If an employee joins the company in the middle of the year, they are entitled to the same on a prorated basis. CL cannot be carried forward and will automatically lapse at the year-end. However, in some companies, unavailed SL can be carried forward; however, the employee is not entitled to any encashment at the time of superannuation.
By Sudhakar
From India
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Dear Sathish.
Please find the below.
Personal Days – Casual Leaves / Restricted Holidays
Employees are eligible for 4 Paid Personal days per calendar year. New employees will accrue 1 personal day for every 3 months worked in the hired calendar year.
Personal days may be used at the employee’s discretion for religious holidays and personal matters. Personal days not used by the end of the year will be paid out of the employee in the final paycheck for that year.
Sick Days
Sick days are provided for the illness of the employee, their spouse or children. Employees should use their personal days or vacation day’s non illness related time off. All full time employees will receive sick days according to the following schedule.
Employees will eligible for paid sick days after 6 months of employment. After 6 months of employment employees will be eligible for one sick days for every two months worked for date of hire, with a maximum of 6 days in their first year of employment.
Every succeeding calendar year, employees will be eligible for 6 sick days.
Sick days may accumulate and carried over from year to year to a maximum 12 days. All other unused sick days by the end of the year is forfeited.
Regards
Bindu M
From India, Bangalore
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Please find the below.
Personal Days – Casual Leaves / Restricted Holidays
Employees are eligible for 4 Paid Personal days per calendar year. New employees will accrue 1 personal day for every 3 months worked in the hired calendar year.
Personal days may be used at the employee’s discretion for religious holidays and personal matters. Personal days not used by the end of the year will be paid out of the employee in the final paycheck for that year.
Sick Days
Sick days are provided for the illness of the employee, their spouse or children. Employees should use their personal days or vacation day’s non illness related time off. All full time employees will receive sick days according to the following schedule.
Employees will eligible for paid sick days after 6 months of employment. After 6 months of employment employees will be eligible for one sick days for every two months worked for date of hire, with a maximum of 6 days in their first year of employment.
Every succeeding calendar year, employees will be eligible for 6 sick days.
Sick days may accumulate and carried over from year to year to a maximum 12 days. All other unused sick days by the end of the year is forfeited.
Regards
Bindu M
From India, Bangalore
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Dear Satish,
Please find below the links to your query. There have been numerous discussions on this topic. I suggest you go to the research toolbar at the top of the page and search for your query. I assure you that you will find numerous articles and discussions related to your query.
- [Leave Policy](https://www.citehr.com/results.php?q=Leave+Policy&submit=RESEARCH )
- [Leave Policy](https://www.citehr.com/results.php?q=Leave+Policy&submit=RESEARCH )
- [Leave Policy India](https://www.citehr.com/2068-leave-policy-india.html)
Thank you.
From India, Mumbai
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Please find below the links to your query. There have been numerous discussions on this topic. I suggest you go to the research toolbar at the top of the page and search for your query. I assure you that you will find numerous articles and discussions related to your query.
- [Leave Policy](https://www.citehr.com/results.php?q=Leave+Policy&submit=RESEARCH )
- [Leave Policy](https://www.citehr.com/results.php?q=Leave+Policy&submit=RESEARCH )
- [Leave Policy India](https://www.citehr.com/2068-leave-policy-india.html)
Thank you.
From India, Mumbai
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Leave Policy.doc