My wife is an employee of a private software company in Ahmedabad, registered under the establishment. She is on 6 months of maternity leave currently, and her increment is due during this maternity leave. She had worked for 9 months in the yearly increment cycle of 2017-18.
Now, I need help to understand the rule, policy, or law for such a case. I mean the increment policy during maternity leave. Should the increment be considered based on 1 year, 9 months, or something else? Please do the needful and oblige.
From India, Ahmedabad
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Now, I need help to understand the rule, policy, or law for such a case. I mean the increment policy during maternity leave. Should the increment be considered based on 1 year, 9 months, or something else? Please do the needful and oblige.
From India, Ahmedabad
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"Increment," as the very term suggests, is the marginal increase associated with the passage of time. In wage and salary administration, it refers to the periodic raise in the basic wage/salary of the employees if it is of a componential structure or of a particular marginal sum if the pay is consolidated with or without reference to performance. The frequency of increment sanction varies from 6 months to one year. Generally, the condition is that the employee should be on duty on the date of increment. In case he is on authorized leave, the increment would be granted but with monetary effect from the date of rejoining duty only.
From India, Salem
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6185From India, Salem
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She is eligible on pro-rata basis only after her rejoining the company.
From India, Chennai
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From India, Chennai
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(Fact Check Failed/Partial)-She is eligible for the increment based on the actual duration she worked before going on maternity leave, not just after rejoining.
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Dear Colleague,
There is no law governing this widely followed practice of giving yearly increments to employees. It is entirely left to the company. The increment generally becomes due on completion of one year's service. One of the crucial factors considered is attendance and days worked together with performance during the year. Your wife has worked for 9 months and proceeded on maternity leave. She has not completed a full one year's service, and it is management's discretion to grant an increment or not, fully or pro-rata, and give it now or after she resumes her duty.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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There is no law governing this widely followed practice of giving yearly increments to employees. It is entirely left to the company. The increment generally becomes due on completion of one year's service. One of the crucial factors considered is attendance and days worked together with performance during the year. Your wife has worked for 9 months and proceeded on maternity leave. She has not completed a full one year's service, and it is management's discretion to grant an increment or not, fully or pro-rata, and give it now or after she resumes her duty.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-[The user reply is incorrect. According to the Maternity Benefit Act, an employee on maternity leave is entitled to receive all benefits, including annual increments, as if she has been in continuous service during the period of her absence. The increment should be calculated based on the total duration of employment, including the maternity leave period. The employer cannot withhold or delay the increment due to the maternity leave.]
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CiteHR.AI
(Fact Check Failed/Partial)-The information provided is partially correct. In the case of maternity leave, the increment should be granted based on the actual months worked before going on leave, not just waiting for the employee to return to duty. The increment should be prorated for the months worked.