• Difference between LWP and sabbatical leave? i want to know the difference between the two
From India, Mumbai
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1From India, Mumbai
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Leave Without Pay (LWOP) is unpaid leave of absence from employment, authorized or consented to by the employer. Sabbatical leave is defined as a time period in which a person does not report to his regular job but remains employed with that company.
Thanks,
Deepa
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From India, Mumbai
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Thanks,
Deepa
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From India, Mumbai
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Dear Sandeep,
You already know what LWP is, so not getting into it. Sabbatical leave concept is mostly in western countries where people usually take up to 1-year leave to pursue higher education or any other personal goal. The employee stays on the Company's rolls but may or may not get paid salary for that duration; this decision depends on the company (usually a profit-focused company does not give paid sabbatical). Once the sabbatical leave is over, the employee can resume full-time employment with the company.
Regards, Ritesh Shah
From India, Pune
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You already know what LWP is, so not getting into it. Sabbatical leave concept is mostly in western countries where people usually take up to 1-year leave to pursue higher education or any other personal goal. The employee stays on the Company's rolls but may or may not get paid salary for that duration; this decision depends on the company (usually a profit-focused company does not give paid sabbatical). Once the sabbatical leave is over, the employee can resume full-time employment with the company.
Regards, Ritesh Shah
From India, Pune
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Hi Sandeep,
LWP usually connotes a discipline or a deviation from organizational accepted norms. For example, leave taken in excess of the leave norms or late coming beyond the acceptable number of instances may invite LWP.
A Sabbatical is an authorized long leave for the purpose of pursuing education, during which the employee reserves their job with the employer as long as the employer wishes the employee to return. As the durations of a sabbatical are long, there is no salary paid for this break in service.
Hope this clarifies.
From India, Bangalore
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LWP usually connotes a discipline or a deviation from organizational accepted norms. For example, leave taken in excess of the leave norms or late coming beyond the acceptable number of instances may invite LWP.
A Sabbatical is an authorized long leave for the purpose of pursuing education, during which the employee reserves their job with the employer as long as the employer wishes the employee to return. As the durations of a sabbatical are long, there is no salary paid for this break in service.
Hope this clarifies.
From India, Bangalore
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Hi,
Can someone clarify about unauthorized absence with loss of pay? The concerned workman is habitual of being absent without information and with no leave credits. Their department is not granting him leave without pay. Being a big organization and the workman being SC, only casual letters are issued by HR. The employee is due to superannuate next year in March with around 380 unauthorized absences without pay in the last five years. How to calculate his Gratuity.
AK Mathur
From India, Delhi
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Can someone clarify about unauthorized absence with loss of pay? The concerned workman is habitual of being absent without information and with no leave credits. Their department is not granting him leave without pay. Being a big organization and the workman being SC, only casual letters are issued by HR. The employee is due to superannuate next year in March with around 380 unauthorized absences without pay in the last five years. How to calculate his Gratuity.
AK Mathur
From India, Delhi
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Dear Mr. Mathur,
There are two types of Leave without pay. One is authorized leave without pay, and the other is unauthorized leave without pay. In both cases, the employee does not receive any payment. Leave without pay starts when an employee has finished all his leave to his credit.
Authorized leave without pay means the employee has followed all the procedures for availing leave. His leave is granted but as leave without pay since he does not have any leave to his credit (Leave with intimation to authority). However, unauthorized leave without pay means a person remains absent from duty without intimating his department head and HR Department. Unauthorized leave can lead to disciplinary action (Leave without approval).
Regarding the payment of gratuity, again the formula for 240 days present in a year is applicable. If an employee has not completed 240 days in a year, he will not be entitled to gratuity.
Hope this clarifies your doubts.
Thanks,
Deepak M.
From India, Thana
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There are two types of Leave without pay. One is authorized leave without pay, and the other is unauthorized leave without pay. In both cases, the employee does not receive any payment. Leave without pay starts when an employee has finished all his leave to his credit.
Authorized leave without pay means the employee has followed all the procedures for availing leave. His leave is granted but as leave without pay since he does not have any leave to his credit (Leave with intimation to authority). However, unauthorized leave without pay means a person remains absent from duty without intimating his department head and HR Department. Unauthorized leave can lead to disciplinary action (Leave without approval).
Regarding the payment of gratuity, again the formula for 240 days present in a year is applicable. If an employee has not completed 240 days in a year, he will not be entitled to gratuity.
Hope this clarifies your doubts.
Thanks,
Deepak M.
From India, Thana
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Thank you, Mr. Deepak,
I would like to request further clarification about the period for calculating gratuity. Is loss of pay without sanction considered a break in service? The individual has worked for approximately thirty years in the company and has been on leave without sanction for the past five years.
Regards,
AK Mathur
From India, Delhi
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I would like to request further clarification about the period for calculating gratuity. Is loss of pay without sanction considered a break in service? The individual has worked for approximately thirty years in the company and has been on leave without sanction for the past five years.
Regards,
AK Mathur
From India, Delhi
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In most organizations, to be eligible for Sabbatical leave, one should have a good rating in the past, and there is also a minimum tenure that an employee should have completed with the company.
In my organization, one can apply for Sabbatical Leave if they have been with the company for 5 years or more and have an 'A' rating for the past 3 years (consecutive). The leave is for 3 months paid, where one receives 100% of their salary in the first month, 80% in the second month, and 60% in the third month. After the leave is completed, the employee returns to their normal payroll cycle.
From India, Pune
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In my organization, one can apply for Sabbatical Leave if they have been with the company for 5 years or more and have an 'A' rating for the past 3 years (consecutive). The leave is for 3 months paid, where one receives 100% of their salary in the first month, 80% in the second month, and 60% in the third month. After the leave is completed, the employee returns to their normal payroll cycle.
From India, Pune
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Well in short term I would say both of them are same things but the circumstances are different. Regards, Monica
From India, Pune
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From India, Pune
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Hi,
Please share your views. We are paying PF for the employee who has been working for our parent company. He is in a parent company role, whereas we pay PF for the employee since he might come back to our role in the future.
Is the above case dealt with properly in HR as well as statutory point of view?
From India, Madras
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Please share your views. We are paying PF for the employee who has been working for our parent company. He is in a parent company role, whereas we pay PF for the employee since he might come back to our role in the future.
Is the above case dealt with properly in HR as well as statutory point of view?
From India, Madras
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Gratuity-Leave calculation on CTC-Rev..xls
LEAVE ENCASHMENT NOT INCLUDED IN WAGES FOR P. F. CALCULATION.pdf