Hi all,
Please suggest how to make changes to the Earned Leave policy. It is already documented in the employees' handbook, but now the company wants to modify it. Who determines whether the revised policy is appropriate or not?
Please help.
Regards,
Tavisha
From India, Pune
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1Please suggest how to make changes to the Earned Leave policy. It is already documented in the employees' handbook, but now the company wants to modify it. Who determines whether the revised policy is appropriate or not?
Please help.
Regards,
Tavisha
From India, Pune
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It should be as per the EL rule laid down in the Factory/Shop & Commercial Establishment Act. That should be fair and aligned with the regulations.
The Act states that every employee who has completed 240 days in an organization without any break is entitled to 1 day of EL for every 20 working days. Some organizations do not allow employees to take EL if they have not completed their probation period, i.e., one year or less than one year. The entitlement would commence from the employee's Date of Joining. Based on this criteria, every year an employee would be entitled to 15 EL days (if any availed). The maximum accumulation could be 300 days. It depends on the company policy whether the leave cycle will be treated as a Financial Year or Calendar Year.
You may draft your EL policy by considering the above factors.
Regards,
Jitender
From India, New Delhi
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The Act states that every employee who has completed 240 days in an organization without any break is entitled to 1 day of EL for every 20 working days. Some organizations do not allow employees to take EL if they have not completed their probation period, i.e., one year or less than one year. The entitlement would commence from the employee's Date of Joining. Based on this criteria, every year an employee would be entitled to 15 EL days (if any availed). The maximum accumulation could be 300 days. It depends on the company policy whether the leave cycle will be treated as a Financial Year or Calendar Year.
You may draft your EL policy by considering the above factors.
Regards,
Jitender
From India, New Delhi
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Hi Jitender, Thanks for the reply. But what if the company needs to change it? For example, earlier all the EL would be credited at once, but now on a monthly basis, and that too for those who are leaving the job. So, is it valid to do so? Regards, Tavisha
From India, Pune
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From India, Pune
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Hi,
What rule binds your company, whether it is the ID Act, the S&E Act, or the Negotiable Instruments Act? Based on this, the rest can be done. You can make a few alterations and implement what I read in your post above; communication is the key (effective communication). This also needs to be updated at all locations that have the leave policy.
Best regards
From India, Mumbai
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What rule binds your company, whether it is the ID Act, the S&E Act, or the Negotiable Instruments Act? Based on this, the rest can be done. You can make a few alterations and implement what I read in your post above; communication is the key (effective communication). This also needs to be updated at all locations that have the leave policy.
Best regards
From India, Mumbai
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You can change the policy to provide leaves monthly instead of one time. As Adeb mentioned above, effective communication is key. Plan and prepare employees, explain how the change will benefit both employees and employers, and publish the policy. This approach can help you gain acceptance from the majority of employees.
From United States, Ogden
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From United States, Ogden
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Dear Tavisha,
It is okay to credit the ELs on a monthly basis as long as the annual rules laid down by the Factory Act are met. It is easier to manage for the HR and also beneficial for the employees to plan their leaves. In my opinion, it is a win-win condition.
Regards,
Sunil
From India, Mumbai
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It is okay to credit the ELs on a monthly basis as long as the annual rules laid down by the Factory Act are met. It is easier to manage for the HR and also beneficial for the employees to plan their leaves. In my opinion, it is a win-win condition.
Regards,
Sunil
From India, Mumbai
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