Hi all,
I am in dilemma:confused:. As per our our organization, we give 35 annual leaves to the employees podt confirmation on pro rata basis.
Now I want to change to CL, SL and PL format. Also Since as an organization we do not give cash or kind priveledges to our employees, I suggested alternate saturdays off to employees.
But the hinch is that the directors feel that it will be too much and want to reduce the same from the annual leaves, which means 24 saturdays to be reduced from 35!!.Sounds too demotivating, isn't it?:(
Kindly suggest as to how should I convinvce them.
From India, Mumbai
80I am in dilemma:confused:. As per our our organization, we give 35 annual leaves to the employees podt confirmation on pro rata basis.
Now I want to change to CL, SL and PL format. Also Since as an organization we do not give cash or kind priveledges to our employees, I suggested alternate saturdays off to employees.
But the hinch is that the directors feel that it will be too much and want to reduce the same from the annual leaves, which means 24 saturdays to be reduced from 35!!.Sounds too demotivating, isn't it?:(
Kindly suggest as to how should I convinvce them.
From India, Mumbai
Hi,
May be you can keep 20 days PL, 10 days SL. This is the general practice in most of the Companies. A few Companies have 7 CL as well.
This is at the Company's chioce how they want to provide it.
It is unethical to substitute Annual leave for Saturdays. I think you should candidly explain it to the Management and try and convince them.
rgds,
Smita
May be you can keep 20 days PL, 10 days SL. This is the general practice in most of the Companies. A few Companies have 7 CL as well.
This is at the Company's chioce how they want to provide it.
It is unethical to substitute Annual leave for Saturdays. I think you should candidly explain it to the Management and try and convince them.
rgds,
Smita
Hi Jhuma!
Leave is not a matter of right and it is a privilege. Your employees are already enjoying the same and if you want to provide something to your employees, you may consider other means of staff welfare. Moreover, I’m also agree with Smita for not substituting annual leave with Saturdays.
Rgds,
Prodyut
From India, Calcutta
Leave is not a matter of right and it is a privilege. Your employees are already enjoying the same and if you want to provide something to your employees, you may consider other means of staff welfare. Moreover, I’m also agree with Smita for not substituting annual leave with Saturdays.
Rgds,
Prodyut
From India, Calcutta
Jhuma,
You may like to consider the following before you make your proposal -
1. What is the legal requirement for the number of days leave that needs to be given based on your type of Industry and location
2. Providing CL, SL and PL is a good idea
3. In these current times of recession, what will bring you the competitive edge... productivity / absence from work.
4. Based on your current set up and business needs you may choose to provide a little more than what is required as minimum by law.
Hope this helps... Cheers,
Neetal
You may like to consider the following before you make your proposal -
1. What is the legal requirement for the number of days leave that needs to be given based on your type of Industry and location
2. Providing CL, SL and PL is a good idea
3. In these current times of recession, what will bring you the competitive edge... productivity / absence from work.
4. Based on your current set up and business needs you may choose to provide a little more than what is required as minimum by law.
Hope this helps... Cheers,
Neetal
In my point of view u can classify the leaves as follows; 6 - cl’s 6 - sl’s 24 - Saturday off’s (or) PL’s It could help u a bit.
From India, Hyderabad
From India, Hyderabad
Hi Jhuma
All suggestions are very good & may be implementable also. But what we are practicing in our company is:
1. CL per year 12 on prorata basis.
2. SL - ESI exempted employees - 7 days in a year also prorata basis.
3. EL - More than 240 days working / 17 (Stutotory is 20). We are giving slightly more.
In this regards we are maintaining statutory also & as a manufacturing sector we are not getting any complaint from Staff & workmen.
Regards
Sanjay
Sr. Exctv - HR
Lokesh Machines Ltd. - Hyderabad
From India, Hyderabad
All suggestions are very good & may be implementable also. But what we are practicing in our company is:
1. CL per year 12 on prorata basis.
2. SL - ESI exempted employees - 7 days in a year also prorata basis.
3. EL - More than 240 days working / 17 (Stutotory is 20). We are giving slightly more.
In this regards we are maintaining statutory also & as a manufacturing sector we are not getting any complaint from Staff & workmen.
Regards
Sanjay
Sr. Exctv - HR
Lokesh Machines Ltd. - Hyderabad
From India, Hyderabad
In case of min leave you should provide leaves as per following details:
Casual :7
Sick: 7 (if not covered under ESI)
PL/EL: 15.
In case you reduce 24 from your current 35 leaves it will remain only 11 which is very less.
You should let your boss know the Mim leaves under Factories Act.
Also for getting the alternate saturday's off you can conduct a benchmarking study from your region/ industry and present it to management. Keep it as a employee engagement initiaive. i suuggestion don mix it with leaves as per the act.
regards
ila
From India, Ambala
Casual :7
Sick: 7 (if not covered under ESI)
PL/EL: 15.
In case you reduce 24 from your current 35 leaves it will remain only 11 which is very less.
You should let your boss know the Mim leaves under Factories Act.
Also for getting the alternate saturday's off you can conduct a benchmarking study from your region/ industry and present it to management. Keep it as a employee engagement initiaive. i suuggestion don mix it with leaves as per the act.
regards
ila
From India, Ambala
All the leaves in a company except Maternity Leave are given on pro rata basis for those who join/ resign during the year. Usually the following leaves are given to employees:
CL - 10 (unavailed CLs lapse at the end of the year)
SL - 10 (can be accumulated but may not be encashable)
EL/PL - 4-8 for each quarter (can be accumulated & encashed)
You can give 10 CL, 10 SL & 16 EL/PL to your employees.
Regards,
Sachin Jayaswal
CL - 10 (unavailed CLs lapse at the end of the year)
SL - 10 (can be accumulated but may not be encashable)
EL/PL - 4-8 for each quarter (can be accumulated & encashed)
You can give 10 CL, 10 SL & 16 EL/PL to your employees.
Regards,
Sachin Jayaswal
If your company is working as per factories act, shops and commercial establishments act etc... there are some guidelines to provide Privilege leave/Annual Leave to confirmed employees. Casual Leave and Sick Leave, company can decide.
Reducing non-working Saturdays from Annual Leave is not practical
PL/AL- 18 days ( 4.5 for a quarter), SL- 9 days (3 for a quarter) would be fine
From India, Bangalore
Reducing non-working Saturdays from Annual Leave is not practical
PL/AL- 18 days ( 4.5 for a quarter), SL- 9 days (3 for a quarter) would be fine
From India, Bangalore
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