In employee’s leave account EL & CL (leaves) would be add on while serving notice period or these leaves would be stop adding in leave balance when he/she give their notice period. Thanks Khushboo
From India, Faridabad
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1From India, Faridabad
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They are part of the agreement with employee’s hence they can avail there benefits irrespective whether they are continuing or leaving your employment. So they can avail them.
From India, Kolkata
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From India, Kolkata
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Dear Madam,
NP is an established provision to intimate in advance to either party of the intended separation. While leave (of any type) is being accrued and due to avail and encase permissible balance for the purpose - during the serving period or could be adjusted in lieu of NP while leaving, as per the leave policy established in any organization. However, any type of such leave is being accrued and due (can be earned) during NP also, as the period of notice also construed as continuity of master and servant relations until the date of relieving or last working day. I hope it is clear.
Thanks with sincere regards,
Devdatta Yagnik
NARMADA BIO-CHEM LIMITED
m: 97277 00495
From India, Ahmedabad
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NP is an established provision to intimate in advance to either party of the intended separation. While leave (of any type) is being accrued and due to avail and encase permissible balance for the purpose - during the serving period or could be adjusted in lieu of NP while leaving, as per the leave policy established in any organization. However, any type of such leave is being accrued and due (can be earned) during NP also, as the period of notice also construed as continuity of master and servant relations until the date of relieving or last working day. I hope it is clear.
Thanks with sincere regards,
Devdatta Yagnik
NARMADA BIO-CHEM LIMITED
m: 97277 00495
From India, Ahmedabad
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Since you will be working during the notice period, pro-rata leave for the notice period should be added to your balance. The entire leave wages should include the opening balance, pro-rata leave on the broken period prior to issuing notice, and pro-rata leave for the notice period worked. These components should be included in your Full and Final (F&F) settlement.
Guys, please explain clearly and directly, without beating around the bush.
From India, Mumbai
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Guys, please explain clearly and directly, without beating around the bush.
From India, Mumbai
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Khushboo,
First, you must always explain what type of organization you are working for and where it is located, as the answer to your question depends on that. It also depends on the kind of employee you are talking about, your internal HR rules, and your standing orders.
Under the Factory Act, you are required to update the leave records in January of each year with the number of days credited depending on the number of days worked. So if your notice period was any time after January, there is no question of leaves added to the record for the notice period. If your notice period was partly in December, then it would count, as the number of leave credited would depend on the number of days worked in the previous year and notice period days are also a part of "days worked."
However, you need to check if your standing orders have any specific requirements on this matter.
From India, Mumbai
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First, you must always explain what type of organization you are working for and where it is located, as the answer to your question depends on that. It also depends on the kind of employee you are talking about, your internal HR rules, and your standing orders.
Under the Factory Act, you are required to update the leave records in January of each year with the number of days credited depending on the number of days worked. So if your notice period was any time after January, there is no question of leaves added to the record for the notice period. If your notice period was partly in December, then it would count, as the number of leave credited would depend on the number of days worked in the previous year and notice period days are also a part of "days worked."
However, you need to check if your standing orders have any specific requirements on this matter.
From India, Mumbai
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