Hello everyone! I am taking care of the HR Department of my organization.
My organization has the following practices:
1. Probation period of 6 months.
2. Sick Leaves and Casual Leaves of 10 days each in a year (Jan to Dec); pro rata for those joining in between.
3. Sick Leave can be carried forward to the next year but Casual Leave gets lapsed if not availed.
4. Sick Leave is permissible from day one (immediately on joining).
5. Casual Leave is permissible to be availed after the probation, with eligibility from the retrospective date of joining.
Now, the query/difference of opinion with the Management arose due to the following case:
(a) An employee joined on 14th June and was confirmed on 14th December. As such, he became eligible for 5 days of Casual Leave on a pro-rata basis.
(b) Due to self-illness, the employee was forced to take Leave without Pay (LWP) for 12 days in November (after he had already availed 5 days of Sick Leave).
(c) In December, he has 3 days going as LWP. However, against the credit of 5 days Casual Leave, he didn't avail ANY Casual Leave.
As such, I opined to the management that we can consider adjusting 3 days of Casual Leave against the LWP and not deduct salary. The remaining 2 days of Casual Leave can also be compensated against the LWP of the last month (Adjustment is permissible). However, the management consulted one of the "HR experts" who advised that as the employee availed Leaves-LWP before his date of confirmation, i.e. 14.12.2024, Casual Leave cannot be adjusted! My contention was if Casual Leave is authorized retrospectively, why can it not be adjusted?
I will be happy to receive valuable opinions/feedback, please.
Thanks and regards,
Rushabh Pandya
From India, Ahmedabad
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My organization has the following practices:
1. Probation period of 6 months.
2. Sick Leaves and Casual Leaves of 10 days each in a year (Jan to Dec); pro rata for those joining in between.
3. Sick Leave can be carried forward to the next year but Casual Leave gets lapsed if not availed.
4. Sick Leave is permissible from day one (immediately on joining).
5. Casual Leave is permissible to be availed after the probation, with eligibility from the retrospective date of joining.
Now, the query/difference of opinion with the Management arose due to the following case:
(a) An employee joined on 14th June and was confirmed on 14th December. As such, he became eligible for 5 days of Casual Leave on a pro-rata basis.
(b) Due to self-illness, the employee was forced to take Leave without Pay (LWP) for 12 days in November (after he had already availed 5 days of Sick Leave).
(c) In December, he has 3 days going as LWP. However, against the credit of 5 days Casual Leave, he didn't avail ANY Casual Leave.
As such, I opined to the management that we can consider adjusting 3 days of Casual Leave against the LWP and not deduct salary. The remaining 2 days of Casual Leave can also be compensated against the LWP of the last month (Adjustment is permissible). However, the management consulted one of the "HR experts" who advised that as the employee availed Leaves-LWP before his date of confirmation, i.e. 14.12.2024, Casual Leave cannot be adjusted! My contention was if Casual Leave is authorized retrospectively, why can it not be adjusted?
I will be happy to receive valuable opinions/feedback, please.
Thanks and regards,
Rushabh Pandya
From India, Ahmedabad
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First of all, you cannot restrict any leave for the reason that the employee is on probation. If your establishment is a shop coming under the Shops and Commercial Establishments Act (state Act), then there are three types of leaves: sick leave, casual leave, and earned or privileged leave. Both CL and SL are available right from joining, whereas the EL will accrue after 12 months of service.
Nowhere is it mentioned that CL or SL can be availed only after the employee is confirmed. Therefore, refusing an employee any leave on a technical ground is bad in law. Certainly, any leave which is over and above the leaves admissible as per law can be restricted according to your/management decisions and policies.
If your establishment is a manufacturing undertaking coming under the scope of the Factories Act, and you give CL and SL during the initial one year of an employee's joining, then you can restrict the leave according to your policy because as per the Factories Act, the only leave admissible is EL, which will accrue only after 12 months of joining.
From India, Kannur
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4483Nowhere is it mentioned that CL or SL can be availed only after the employee is confirmed. Therefore, refusing an employee any leave on a technical ground is bad in law. Certainly, any leave which is over and above the leaves admissible as per law can be restricted according to your/management decisions and policies.
If your establishment is a manufacturing undertaking coming under the scope of the Factories Act, and you give CL and SL during the initial one year of an employee's joining, then you can restrict the leave according to your policy because as per the Factories Act, the only leave admissible is EL, which will accrue only after 12 months of joining.
From India, Kannur
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Dear Rushabh Pandya,
The "HR expert's advice seems to be confused and not valid. You need to follow the Leave Rule of your organization; it gives an impression that your company has no policy for the management of leave.
In this crisis, the management can take a decision to approve because your policy is faulty and wrong. How can your policy make one's leave lapse without giving an opportunity to use, as has happened in this case? Think of a person who is joining the company after June; they would not be able to see the CL in their leave book because CL will lapse prior to crediting at the end of the calendar year. You should talk to your top management for a change in policy, as your present policy is lopsided and against the employees' welfare.
From India, Mumbai
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The "HR expert's advice seems to be confused and not valid. You need to follow the Leave Rule of your organization; it gives an impression that your company has no policy for the management of leave.
In this crisis, the management can take a decision to approve because your policy is faulty and wrong. How can your policy make one's leave lapse without giving an opportunity to use, as has happened in this case? Think of a person who is joining the company after June; they would not be able to see the CL in their leave book because CL will lapse prior to crediting at the end of the calendar year. You should talk to your top management for a change in policy, as your present policy is lopsided and against the employees' welfare.
From India, Mumbai
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In case the organization is covered under the Shops and Establishments Act, kindly check the leaves covered under it. It differs from state to state. Casual Leave (CL) is not covered under the Factories Act. However, no one stops you from creating additional benefits of carrying forward any type of leave. It is prudent to understand what the Acts state, and then you may seek approval for additional benefits. No Act states that CL or SL can be carried forward. Only Earned Leave (EL) can be carried forward and accumulated up to the limit mentioned in the Factories Act or the Shops and Establishments Act of the state.
From India, Delhi
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From India, Delhi
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(Fact Checked)-Your input is greatly appreciated. Indeed, leave rules can vary by state and organisational policy. It's crucial to align company policy with applicable laws. Keep sharing your insights! (1 Acknowledge point)
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Generally speaking, many of the establishments follow a combination of CL, EL/PL, and SL. While CL can be availed proportionately for the service rendered, even during the probation period, other types get credited only for the service rendered for the full or part of the year. The number of days varies from establishment to establishment as most of these establishments follow past practices and local needs.
As we know, CL is normally availed for half or a full day at a time in cases of immediate requirement. Sometimes more than one day is also granted when no other leave is available in the credit. There is a need to tackle some emergency of sickness or personal tragedy when there is no leave available in the credit. Here comes into play the discretion of the HOD or CEO who, considering the gravity of the situation, agrees, as a special case, to come to the rescue of the probationer by allowing leave against the future accrual of EL/SL.
I won't say this type of discretionary power shall be used as a routine, but in deserving employees and in helpless circumstances. I support the stand of HR in willingness to 'help in need' (and with a view to avoid LWP early in the career of a fresher, money is immaterial but the entry in his/her record book). But the rider is, 'this accommodation can't be claimed as a matter of right' or quoted as a precedent.
From India, Bangalore
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As we know, CL is normally availed for half or a full day at a time in cases of immediate requirement. Sometimes more than one day is also granted when no other leave is available in the credit. There is a need to tackle some emergency of sickness or personal tragedy when there is no leave available in the credit. Here comes into play the discretion of the HOD or CEO who, considering the gravity of the situation, agrees, as a special case, to come to the rescue of the probationer by allowing leave against the future accrual of EL/SL.
I won't say this type of discretionary power shall be used as a routine, but in deserving employees and in helpless circumstances. I support the stand of HR in willingness to 'help in need' (and with a view to avoid LWP early in the career of a fresher, money is immaterial but the entry in his/her record book). But the rider is, 'this accommodation can't be claimed as a matter of right' or quoted as a precedent.
From India, Bangalore
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(Fact Checked)-Your reply aligns with many practices. Discretionary power does exist in leave management, but it should be used judiciously to maintain fairness. Keep contributing! (1 Acknowledge point)
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Hi,
In the Industrial Employment Standing Orders Act of 1946, it's very clearly written that the probation period is 3 months. Relying on the Honorable Supreme Court judgment in the case of Western India Match Limited in 1973, the probation period can be extended to a maximum of twice the original probation period.
Under the Bombay Standing Orders Act, the employer is required to confirm the status of a probationary employee at the end of the probation period within 7 days.
Companies are drafting rules shrewdly with the probation clause "deemed to be in probation unless it's confirmed in writing." This clause is often misused as it hangs indefinitely.
Companies cannot overrule the guidelines of the standing orders Act and cannot make rules that go against what is permissible in the Government's Standing Orders Act of 1946.
Companies expect results from day one of an employee's joining but draft rules to benefit their interests only. The long probation period for an experienced employee is not justified and unreasonable.
The guidelines are already in place but sadly not enforced.
There are companies that do not have the standing orders certified by the authorities.
From India, Pune
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In the Industrial Employment Standing Orders Act of 1946, it's very clearly written that the probation period is 3 months. Relying on the Honorable Supreme Court judgment in the case of Western India Match Limited in 1973, the probation period can be extended to a maximum of twice the original probation period.
Under the Bombay Standing Orders Act, the employer is required to confirm the status of a probationary employee at the end of the probation period within 7 days.
Companies are drafting rules shrewdly with the probation clause "deemed to be in probation unless it's confirmed in writing." This clause is often misused as it hangs indefinitely.
Companies cannot overrule the guidelines of the standing orders Act and cannot make rules that go against what is permissible in the Government's Standing Orders Act of 1946.
Companies expect results from day one of an employee's joining but draft rules to benefit their interests only. The long probation period for an experienced employee is not justified and unreasonable.
The guidelines are already in place but sadly not enforced.
There are companies that do not have the standing orders certified by the authorities.
From India, Pune
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(Fact Checked)-Your insights are mostly correct. Probation period varies by company policy, but should adhere to labor laws. The misuse of 'deemed probation' is noted. Good job! (1 Acknowledge point)
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Hello,
Your approach is logical and employee-friendly, considering that CL is granted retrospectively from the date of joining.
- The policy states that CL is credited retrospectively upon confirmation, meaning the employee had already "earned" those 5 days from June to December.
- Since CL is not a post-confirmation benefit but rather a deferred right, there is no reason why it cannot be used for prior LWP days.
- Since the CL is earned from the date of joining, adjusting against LWP is fair and prevents unnecessary salary deductions.
- Adjusting CL would boost employee morale and show that HR is acting in good faith.
- Discuss with Management Again, Present the argument logically.
- Propose a Written Clarification on CL Usage, If management insists on their stance, get a documented rule for future consistency.
From India, Pune
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Your approach is logical and employee-friendly, considering that CL is granted retrospectively from the date of joining.
- The policy states that CL is credited retrospectively upon confirmation, meaning the employee had already "earned" those 5 days from June to December.
- Since CL is not a post-confirmation benefit but rather a deferred right, there is no reason why it cannot be used for prior LWP days.
- Since the CL is earned from the date of joining, adjusting against LWP is fair and prevents unnecessary salary deductions.
- Adjusting CL would boost employee morale and show that HR is acting in good faith.
- Discuss with Management Again, Present the argument logically.
- Propose a Written Clarification on CL Usage, If management insists on their stance, get a documented rule for future consistency.
From India, Pune
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Your reply supports an employee-friendly approach and aligns with the principle of earned leave being retroactive. Good insight on seeking written clarification for future consistency. (1 Acknowledge point)
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Form 25 - Nomination for payment of wages due for period of leave with wages in the event of dea.pdf
Karnataka Leave.xlsx
LEAVE APPLICATION.doc
CiteHR.AI
(Fact Checked)-Your understanding of leave laws under the Shops and Commercial Establishments Act and Factories Act is accurate. Appreciate your insightful contribution! Keep sharing. (1 Acknowledge point)Arunjain.ncl
I agree with what Mr Madhu has mentioned except for what has been mentioned against EL which according to him will be credited only after 12 months of service. I am also a HR personnel retired from one of the largest PSUs in India after Railways, i.e. Coal. EL is credited on prorata basis for the intial year if the employee joins on any day in between the calender year. Thereafter, his EL will be credited @ 1 day for every 20 days of attendance subject to a minimum of 240 days in a calender year. However if the attendance falls short of 240, the authorized paid leave shall be taken into calculation for qualifying. Even if the count falls short of 240, no EL will be credited and if it meets the figure, EL will be credited for actual attendance only not on 240. Further, rightly said, there is no restriction that CL will be granted only after closure of probation period. Had it been so, it would not have been credited on prorata. So the employee concerned is entitled to get paid leave upto the number of days CL credited to his leave account, thereafter the absence period shall be treated as LWP.