I have joined a company on Jun 2013. It was 6 months probation. But after the completion of 6 months, I was not given a confirmation letter. I had CL / SL during probation of 6 months. After that all my leaves are treated as loss of pay. I am in the level of AGM in the company and included in payroll etc.
I have still not got confirmation letter.
Please let me know that what is the rule on leave eligibility in this period ?
From India, Pune
I have still not got confirmation letter.
Please let me know that what is the rule on leave eligibility in this period ?
From India, Pune
Hi,
1.As per factories act and shops and establishment act if employee worked not less than 240 days in year shall be allowed 21 days of leaves.
2. There is no bifurcation like CL/SL in any law.
3. Leave policy will be different from company to company.
From India, Mumbai
4271.As per factories act and shops and establishment act if employee worked not less than 240 days in year shall be allowed 21 days of leaves.
2. There is no bifurcation like CL/SL in any law.
3. Leave policy will be different from company to company.
From India, Mumbai
You are in Sr.position. Ask your HR for confirmation. Normally, if no confirmation letter is given after the expiry of probation period, it may be construed as confirmed employee unless there was no intimation about extension of probation period. You should be eligible for all applicable leaves as per your company leave policies.
Pon
From India, Lucknow
Pon
From India, Lucknow
Dear Friend
If you were taken on probation for 6 months, it would have been lapsed by December,13. If management did not terminate your services on the lapse of such date, they are not having any intention to terminate your services. But your services could not be treated as confirmed by the act of your management in allowing you to work even after the lapse of probation period. Some time in appointment letter itself, the provision will be made by inserting clause stating that if management has neither terminate the probationer on expiry of probation period nor extend the said period for further period, it is to be construed as still he is on probation. Therefore, until and unless your services are confirmed in writing by the employer, you could not come to the conclusion that your services are confirmed. So suggested by our friends, you should meet your HR dept so that they can tell you about this. Generally, the employee who is on probation should also eligible for EL as per Factories Act.
Regards
From India, Hyderabad
If you were taken on probation for 6 months, it would have been lapsed by December,13. If management did not terminate your services on the lapse of such date, they are not having any intention to terminate your services. But your services could not be treated as confirmed by the act of your management in allowing you to work even after the lapse of probation period. Some time in appointment letter itself, the provision will be made by inserting clause stating that if management has neither terminate the probationer on expiry of probation period nor extend the said period for further period, it is to be construed as still he is on probation. Therefore, until and unless your services are confirmed in writing by the employer, you could not come to the conclusion that your services are confirmed. So suggested by our friends, you should meet your HR dept so that they can tell you about this. Generally, the employee who is on probation should also eligible for EL as per Factories Act.
Regards
From India, Hyderabad
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