Dear Seniors,
My CEO has asked me to revise the leave policy in terms of we are a 5 day working company with very small strength we have sat sun offs and 10 days other holidays off, currently we have 5 Cl 5 SL and 12PL, he wants me to reduce these leaves to the minimum,
please tell me how many can i reduce according to the act and welfare of the employees also, how many minimum leaves after confirmation can we give the employees??
From India, Mumbai
My CEO has asked me to revise the leave policy in terms of we are a 5 day working company with very small strength we have sat sun offs and 10 days other holidays off, currently we have 5 Cl 5 SL and 12PL, he wants me to reduce these leaves to the minimum,
please tell me how many can i reduce according to the act and welfare of the employees also, how many minimum leaves after confirmation can we give the employees??
From India, Mumbai
The existing structure of leave you explained seems OK.
Rather to reduce the existing leave, you may revise the structure, which will be beneficial to the organization.
Like, If any employee will get 12 PL, he will be eligible for 3 CL & 3 SL
If any employee will get 14 PL, he will be eligible for 4 CL & 4 SL
In this way, you may also curtail some leave as well as employees gets benefited who works more
From India, Sholapur
24Rather to reduce the existing leave, you may revise the structure, which will be beneficial to the organization.
Like, If any employee will get 12 PL, he will be eligible for 3 CL & 3 SL
If any employee will get 14 PL, he will be eligible for 4 CL & 4 SL
In this way, you may also curtail some leave as well as employees gets benefited who works more
From India, Sholapur
Sonal,
Then, you may check the % of availing total leaves by all employees in a years.
Check the % of total CL availed against total CL allotted to all the employees and the same in case of SL also, during last year.
Then you will find the ratio of availing CL / SL in a year and average nos of CL and SL avails an employee in a year, excess the leaves than the average leaves can be reduced, if possible.
Based on this assumption, you may have a certain nos of leaves for CL / SL and propose the reduction in the nos of leaves.
In case of PL, you need to follow the Factories rules, hence it would be as per the law only.
Otherwise, in other case you can have sufficient statistical data to propose reduciton in existing leaves,
Hope, this will work
Atul S Malve
Manager- HR & Admin
From India, Sholapur
Then, you may check the % of availing total leaves by all employees in a years.
Check the % of total CL availed against total CL allotted to all the employees and the same in case of SL also, during last year.
Then you will find the ratio of availing CL / SL in a year and average nos of CL and SL avails an employee in a year, excess the leaves than the average leaves can be reduced, if possible.
Based on this assumption, you may have a certain nos of leaves for CL / SL and propose the reduction in the nos of leaves.
In case of PL, you need to follow the Factories rules, hence it would be as per the law only.
Otherwise, in other case you can have sufficient statistical data to propose reduciton in existing leaves,
Hope, this will work
Atul S Malve
Manager- HR & Admin
From India, Sholapur
Dear Sonal
As for PL is concerned you will have to go with Factories Act which lay down one pl for every 20 physical working days. If your company fall into factories act then you will have to abide it.
Col Rathore
From India, Indore
As for PL is concerned you will have to go with Factories Act which lay down one pl for every 20 physical working days. If your company fall into factories act then you will have to abide it.
Col Rathore
From India, Indore
Dear Sonal, I would add to the discussion, please see the standing orders applicable to you and follow the provision thereof. As already pointed out the minimum statutory liability is as provided under the Factories Act, 1 day for every 20 days after working for more than 240 days in the previous year. (Section 79). If you are small concern with no applicability of Standing Orders give one kind of leave, there is no need for for seperate CL/Optional Leave/Previlege leave or annual leave or Earned leave/Sick leave etc Simiplify into a single item and keep it straight. As regards your boss's concern to save working days you can think of introducing leave encashment policy allowing a fixed percentage of leave to be encashed every year out of the accumulated leave.
Regards
KK Nair
From India, Bhopal
Regards
KK Nair
From India, Bhopal
Dear Sonal,
You need to disclose how many employees are working. Apart from already pointed out by Col Rathore and Mr Atul. It is also necessary to disclose the type of work/services/manufacturing carried out in your company. In any case you will have to depend on following Act apart from Model Standing Order and State Notifications on the subject.
Model Standing Order with Notification of States (In Gujarat, textile looms employing more than 4 workmen fall under Factories Act.
Bombay Shop & Establishment Act and State rules.PF & ESI
Factories Act 1948 (Appear from information provided does not apply)
Minimum Wage Act,Payment of Gratuity Act, Payment of Bonus Act, Payment of Wages Act and CLRA act and finally ID Act (When any dispute arises for lowering the CL as it would attract para 9A
If you provide more details, more inputs can be given.
Thanks,
Exiafsergeant
From India, New Delhi
You need to disclose how many employees are working. Apart from already pointed out by Col Rathore and Mr Atul. It is also necessary to disclose the type of work/services/manufacturing carried out in your company. In any case you will have to depend on following Act apart from Model Standing Order and State Notifications on the subject.
Model Standing Order with Notification of States (In Gujarat, textile looms employing more than 4 workmen fall under Factories Act.
Bombay Shop & Establishment Act and State rules.PF & ESI
Factories Act 1948 (Appear from information provided does not apply)
Minimum Wage Act,Payment of Gratuity Act, Payment of Bonus Act, Payment of Wages Act and CLRA act and finally ID Act (When any dispute arises for lowering the CL as it would attract para 9A
If you provide more details, more inputs can be given.
Thanks,
Exiafsergeant
From India, New Delhi
Dear Sonal
You cannot reduce leaves as Mumbai shop & Estt Act will be applicable to you. As per Act, leave admissible are as follows :
3 Months service : 5 days leave for every 60 days service.
240 days service : 01 day for every 21 days service
(for counting service days on which establishment remains closed are to be considered as service)
Hope its clear,
From India, New Delhi
You cannot reduce leaves as Mumbai shop & Estt Act will be applicable to you. As per Act, leave admissible are as follows :
3 Months service : 5 days leave for every 60 days service.
240 days service : 01 day for every 21 days service
(for counting service days on which establishment remains closed are to be considered as service)
Hope its clear,
From India, New Delhi
Dear Sonal,
It is important to know: 1) whether yours is an establishment or a factory; 2) It is a media company all right, but does it have a printing press? Some of the opinions given herein are incorrect.
In case you are going to reduce the existing quantum of leave, you will need to follow certain procedure.
With warm regards,
Shrikant Prabhudesai, Mumbai
shrikant_pra@yahoo.com
m 7738665045
From India, Mumbai
It is important to know: 1) whether yours is an establishment or a factory; 2) It is a media company all right, but does it have a printing press? Some of the opinions given herein are incorrect.
In case you are going to reduce the existing quantum of leave, you will need to follow certain procedure.
With warm regards,
Shrikant Prabhudesai, Mumbai
shrikant_pra@yahoo.com
m 7738665045
From India, Mumbai
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