Can you please help me out with something? If an employee is entitled to 12 CLs and 15 ELs annually, how should we divide them for each month?
I understand that CLs will be divided as 1 per month, but how should ELs be allocated?
From India, Noida
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I understand that CLs will be divided as 1 per month, but how should ELs be allocated?
From India, Noida
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Dear Friend,
I am unable to understand why you want to divide EL month-wise. If you divide it, it would be 1.25 per month. Fortunately, the quantum of CL is 12. If it is 9, then it would be 0.75 days per month. If you are an HR professional, understand what the leave eligibility of the employee is as per your company's leave rule or any document related to leave. In most companies, casual leave can be availed for half a day to a maximum of 3 days in a month; intervening holidays/weekly offs are considered part of leave. No employee can avail more than 50% of casual leaves before June 30th, and the remaining after 1st July of every year. CL cannot be clubbed with any other type of leave. Balance CLs are neither encashed nor carried forward. CL needs to be availed with prior permission/intimation. In extraordinary cases, the employee must communicate with their immediate superior over the phone or by other means and should get approval upon their return for duty. Failing to do so shall be presumed that the employee is absent on those particular/all the days they are away from duty, and suitable disciplinary action shall be initiated.
Regarding EL, a maximum of 3 times an employee can avail, and balance leaves can be encashed at the time of their separation from services. In general, granting a minimum of 4 days is the practice across industries. Fifteen days advance permission is required, and this varies from industry to industry. Based on the exigencies, the employee is allowed to avail the total number of ELs to their credit. Balance ELs can be carried forward. Intervening holidays and weekly offs are not considered part of EL. In some organizations, EL encashment will be available.
All the above are general and vary from industry to industry based on their rules, policies, understandings, and agreements, etc.
I hope this clarifies things.
Regards,
Kamesh
From India, Hyderabad
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212I am unable to understand why you want to divide EL month-wise. If you divide it, it would be 1.25 per month. Fortunately, the quantum of CL is 12. If it is 9, then it would be 0.75 days per month. If you are an HR professional, understand what the leave eligibility of the employee is as per your company's leave rule or any document related to leave. In most companies, casual leave can be availed for half a day to a maximum of 3 days in a month; intervening holidays/weekly offs are considered part of leave. No employee can avail more than 50% of casual leaves before June 30th, and the remaining after 1st July of every year. CL cannot be clubbed with any other type of leave. Balance CLs are neither encashed nor carried forward. CL needs to be availed with prior permission/intimation. In extraordinary cases, the employee must communicate with their immediate superior over the phone or by other means and should get approval upon their return for duty. Failing to do so shall be presumed that the employee is absent on those particular/all the days they are away from duty, and suitable disciplinary action shall be initiated.
Regarding EL, a maximum of 3 times an employee can avail, and balance leaves can be encashed at the time of their separation from services. In general, granting a minimum of 4 days is the practice across industries. Fifteen days advance permission is required, and this varies from industry to industry. Based on the exigencies, the employee is allowed to avail the total number of ELs to their credit. Balance ELs can be carried forward. Intervening holidays and weekly offs are not considered part of EL. In some organizations, EL encashment will be available.
All the above are general and vary from industry to industry based on their rules, policies, understandings, and agreements, etc.
I hope this clarifies things.
Regards,
Kamesh
From India, Hyderabad
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Dear Sir. Thank you so much for your help. I am all clear with the fundamentals from your post. Thank you again for your help.
From India, Noida
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From India, Noida
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Sirs,
Workers proceed on a longer leave period compared to staff category. If a worker goes on a 7-day EL and, for various domestic reasons, extends his leave and comes back to join after a total absence of 1 month, that is when the HR/HOD are to decide how to appropriate his absence. Some particular workers are habitual defaulters because they know that an application for a long leave will not be sanctioned; hence, they resort to their time-tested antics of going on short leave and then inform for its extension on domestic problems.
In such cases, Leave Without Pay (LWP) has to be sanctioned per force, with the only other option being to appropriate different types of leaves i.e., EL/SL/CL for the period of absence - which is the last resort in some special cases only.
From India, Khargone
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Workers proceed on a longer leave period compared to staff category. If a worker goes on a 7-day EL and, for various domestic reasons, extends his leave and comes back to join after a total absence of 1 month, that is when the HR/HOD are to decide how to appropriate his absence. Some particular workers are habitual defaulters because they know that an application for a long leave will not be sanctioned; hence, they resort to their time-tested antics of going on short leave and then inform for its extension on domestic problems.
In such cases, Leave Without Pay (LWP) has to be sanctioned per force, with the only other option being to appropriate different types of leaves i.e., EL/SL/CL for the period of absence - which is the last resort in some special cases only.
From India, Khargone
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In case an employee receives a sanction for a leave of 7 days and does not report for duty, the HR needs to send a communication asking him/her to report for duty. On completion of 10 days, a show cause notice should be sent instead of waiting for months together. Please note that leave is not a right of the employee; hence, the management has every right to initiate disciplinary action against the employee who has not fulfilled their duties. If the HR/HOD start to accept such practices, there will be no end to them, leading to a situation where no question of Loss of Pay (LOP) arises. The absence should be treated as absconding without prior permission/information, and disciplinary action should be taken.
Regards,
Kamesh
From India, Hyderabad
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Regards,
Kamesh
From India, Hyderabad
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