Dear All,
i would request you that pls clarify the below matter.
what if some one doesnt have medical leaves in balance, can those leaves be adjusted into PL/CL account.
we follow a policy where leaves are defined as PL/CL/ML, and goes into that specific account.
Pls help me out on the same.
regards,
From India, New Delhi
5i would request you that pls clarify the below matter.
what if some one doesnt have medical leaves in balance, can those leaves be adjusted into PL/CL account.
we follow a policy where leaves are defined as PL/CL/ML, and goes into that specific account.
Pls help me out on the same.
regards,
From India, New Delhi
Dear Take a request letter for adjustment of leaves from the employee & allow him the adjustment as a special case if you do not have this type of leave policy. R.N.Khola
From India, Delhi
From India, Delhi
Dear Mr. Khola,
we are making few changes in our leave policy from next year, w.e.f coming january. I want to know wether companies have that practices where if medical leaves got utilized in full and PL and CL are left, so further medical leaves can be adjusted in PL and CL account.
how organisations maintain leaves disbursement in general. is it like if we dont defiene what type of leave it is, so what it should be assumed (as CL, PL or ML),i mean which leave first to be deducted from leave account, if there is no seperate account for every leave.
pls answer............
regards,
From India, New Delhi
we are making few changes in our leave policy from next year, w.e.f coming january. I want to know wether companies have that practices where if medical leaves got utilized in full and PL and CL are left, so further medical leaves can be adjusted in PL and CL account.
how organisations maintain leaves disbursement in general. is it like if we dont defiene what type of leave it is, so what it should be assumed (as CL, PL or ML),i mean which leave first to be deducted from leave account, if there is no seperate account for every leave.
pls answer............
regards,
From India, New Delhi
Dear
If your establishment is covered under the Industrial Disputes act, 1947 & if your leave policy will effect the workmen employed by you then in my opinion you are required to give 21 days notice for such change. This attracts section 9A of this Act. For more details you may go through section 9A & schedule IV of this Act. Even if this change is going to affect other employees of the establishment then go through their terms & condition of employment & the service rules applicable to these employees.
As far as practice of adjustment of different leaves is concerned you may take the help of your HR friend circle. Different types of leaves are given under different enactments. We do not find any Act which allows us to grant leaves under any un-named head of account. In my opinion leaves should be granted under the specific head as provided under the specific Act for statutory compliance. It is up to the workman/employee concerned which type of leaves he first applies. Formats are provided in different enactments / rules for maintenance of different types of leave records.
Opinion / comments submitted as requested.
R.N.Khola
From India, Delhi
If your establishment is covered under the Industrial Disputes act, 1947 & if your leave policy will effect the workmen employed by you then in my opinion you are required to give 21 days notice for such change. This attracts section 9A of this Act. For more details you may go through section 9A & schedule IV of this Act. Even if this change is going to affect other employees of the establishment then go through their terms & condition of employment & the service rules applicable to these employees.
As far as practice of adjustment of different leaves is concerned you may take the help of your HR friend circle. Different types of leaves are given under different enactments. We do not find any Act which allows us to grant leaves under any un-named head of account. In my opinion leaves should be granted under the specific head as provided under the specific Act for statutory compliance. It is up to the workman/employee concerned which type of leaves he first applies. Formats are provided in different enactments / rules for maintenance of different types of leave records.
Opinion / comments submitted as requested.
R.N.Khola
From India, Delhi
Thanks Mr. Khola. Surly we will intimate this in advance. even it hardly affect the leave status of employees as number of leaves will remain same. thanks again....... regards,
From India, New Delhi
From India, New Delhi
Dear Khola last month i had taken 7 days leave for my sister marriage but they have put CL from 3 months i hve not any leave,, my question whether salary is deducted for CL or Not....
From India, Bangalore
From India, Bangalore
Dear
If you do not have C L to your credit & you have applied for grant of C L then the management will deduct wages considering your unauthorized absence for this period.
R.N.Khola
From India, Delhi
If you do not have C L to your credit & you have applied for grant of C L then the management will deduct wages considering your unauthorized absence for this period.
R.N.Khola
From India, Delhi
Dear Mr. Khola
i am working in a pharma co. our VP-Mkt applied for EL after he enjoyed it for his cardiac operation. My qusstion is that can it be granted as EL? is there any statute under Shops & Establishment Act or it is upto company' policy??
Regards
Anupam
From India, Calcutta
i am working in a pharma co. our VP-Mkt applied for EL after he enjoyed it for his cardiac operation. My qusstion is that can it be granted as EL? is there any statute under Shops & Establishment Act or it is upto company' policy??
Regards
Anupam
From India, Calcutta
Dear All,
Bifurcation of various Leave is done , first to take care of legislative requirment in each state and secondly to bring parity on account of indutry practice .
Generally , Each type of Leave has significance and hence prescribed . For example , CL is meant for attending to urgent and unforeseen casual nature of work which may not require long leave and it can be taken without permission on some occasion , not always . Whereas PL is meant for planned long Leave with permission in advance as may have been fixed as per rules .
With this background and normal pratice in the industry , combination of PL with CL is discouraged and at times not permitted whereas SL ( Medical Leave ) may be permitted with PL provided you donnot have balance of SL . Similarly , ML may be permitted with PL after 84 days of ML leave is over provided lady staff is still not ready to join for the reasons related to confinement .
Above all , these rules are said and done formulated to bring in uniformity and some amount of discipline among employees . The management does have right to relax and make an exception in very deserving case which should not become precedent .
One of my friend has mentioned evoking section 9 A of ID Act . In my opinion , unless it relates to reduction in quantum of Levae , this would not invite this section , to best of my knowledge of law and experience in the indutry .
Hope, this shall provide some guidance to concerned citehr members .
Thanks,
Rajpal
Destination ,
HR Consultancy Services ,
Mumbai
022-66994552 ( Direct) Mobile - 09821133027
From India, Mumbai
Bifurcation of various Leave is done , first to take care of legislative requirment in each state and secondly to bring parity on account of indutry practice .
Generally , Each type of Leave has significance and hence prescribed . For example , CL is meant for attending to urgent and unforeseen casual nature of work which may not require long leave and it can be taken without permission on some occasion , not always . Whereas PL is meant for planned long Leave with permission in advance as may have been fixed as per rules .
With this background and normal pratice in the industry , combination of PL with CL is discouraged and at times not permitted whereas SL ( Medical Leave ) may be permitted with PL provided you donnot have balance of SL . Similarly , ML may be permitted with PL after 84 days of ML leave is over provided lady staff is still not ready to join for the reasons related to confinement .
Above all , these rules are said and done formulated to bring in uniformity and some amount of discipline among employees . The management does have right to relax and make an exception in very deserving case which should not become precedent .
One of my friend has mentioned evoking section 9 A of ID Act . In my opinion , unless it relates to reduction in quantum of Levae , this would not invite this section , to best of my knowledge of law and experience in the indutry .
Hope, this shall provide some guidance to concerned citehr members .
Thanks,
Rajpal
Destination ,
HR Consultancy Services ,
Mumbai
022-66994552 ( Direct) Mobile - 09821133027
From India, Mumbai
hii....we in our company has system..wherein we maintain leaves for each quarter ..like we total up the leaves one can take in whole quarter period eg: a Cl/b EL/ c ML...now this is upto the employee how he manages his leaves over 3 months. And deduct the salary for extra leaves against the provided.
hope this wud help you
Regards
Swati Gupta
Hr Executive
From India, Lucknow
hope this wud help you
Regards
Swati Gupta
Hr Executive
From India, Lucknow
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Karnataka Leave.xlsx
LEAVE APPLICATION.doc