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Hi,
We follow a leave system of non-encashment with at yearly eligibility of 24..
There is no other separation in these 24 leaves additionally matenity leaves of 3 months and 7 working days of paternity leaves.
Employee will have all 24 in their leave account in the staring of the year.
Our's is a Multinational Market Research firm.
Regards,
Sunitha

From India, Bangalore
Thanks a lot Sunitha,
Any particular reason that you have kept only one type of the leave i.e. 24 non-encashable leave?
I had similar kind of system i.e. PL was not encashable in the past organisation. It was due to following reason:
1. In the past people misused it in that organisation. They took leave but with the nexus of Accounts head (HR was handled by Accounts head) the leave was taken but not shown and finally encashed so management decided to withdrew it.
2. The organisation wanted that people should have proper work life balance so they should utilise their entire leave.
So the organisation kept it as not encashable (It was against shops and establishment Act, still was in practice)
I will be happy if you can throw light on this.
Regards
Govind

From India, Mumbai
hello this is nikitha working as hr exe,
i would like to know about the leaves (CL's SL's, PL's) for confirmed employee. how should we calculate leaves for confirmed staff?
As per the labour law, an employee is eligible for PL's after the completion of 240 days in an organisation.shall we have to caluculate these PL's from the date of joining or from the date of confirmation.
Regards,
Nikitha

From India, Hyderabad
Hi Nikitha,
first of all the statement that an employee is eligible for PL after completing is not correct. Please go through your state's Shops and Establishment Act.
In Maharashtra, 1 PL for 20 days work is mandatory and there is no provision for CL and SL. Hence company can decide how much CL and SL they want to give.
The Delhi has different rule.
In Delhi, 15 PL and 12 SL is mandatory for 1 year. Means to every employee in a year you have to give 15 PL and 12 SL. for this you should not wait employee to complete 1 year. It starts as soon as employee joins the company.
I do not think in any state CL is mandatory.
You have to calculate leave from day 1 of employees joining.

From India, Mumbai
Hi All, In our company we deduct salary for sunday if an employee is absent for saturday & sunday. So just wanted to check whether this is fair enough as per the law. Regards, Abdul
From India, Mumbai
Hi friends! Well, as far as I know and the logic is concerned, If an employee is on Medical Leave/Sick Leave on Saturday and Monday, or for that purpose any Holiday falling in between two working days and the employee is on medical leave on both days then that employee is deemed to be on medical leave for that Sunday/Intervening day. This is what the Law says I suppose. If it is wrong please let me know.
As far as the Leave system of my company is concerned, we give 7 Sick Leave/ML, 7 Casual Leave and 23 Earned/Paid Leave. All these leaves are paid leaves without any limitation, as they are the part/components of our CTC. This helps us a lot in reducing the habit of availing nu-necessary Leaves as a matter of right as the employee takes it as wastage of his own money/part of CTC.
Amarjeet Singh
DGM HR & Legal
Ambala
09415000573

From India, Mumbai
Dear amarjeet,
Logically whatever you have said is correct only in case of sick leave but the same rule should not be applied to PL.
Further, the leave deduction should not be used as a punishment/ deter to employee taking leaves
Regards
Govind

From India, Mumbai
Yes! Of-course, it is only in case of the medical/sick leave as the employee producing a Medical Certificate for Saturday and Monday or is on sick leave for these two days for an illness is surely ill on Sunday also. This is the logic and Law as well.

Again I agree that the leave deduction should not be used as a punishment for employees to avail the leave, but as an HR you have to put an effective check on the trend of availing all the pending/balance leaves that are going to lapse in December of any year. So what better than making the leave a component of the CTC that is given above the salary to which an employee agrees to work at the time of interview. This has been successfully adopted by me and no one has objected because they are being rewarded in cash in lieu of their pending leaves whenever they are in a state of emergency or what ever. Also in a genuine need of an leave they do sacrifice the leave(cash) as it is not the actual/expected part of their CTC, irrespective of the Earned Leave/PL.



Thanks & Regards

Amarjeet Singh

DGM HR & Legal

From India, Mumbai
Hi Dear Gobind, it is fair in all the fronts mentioned by you if the employee is on Medical/Sick Leave. Thanks & Regards, Amarjeet Singh DGM HR & Legal
From India, Mumbai
Hi Friends,
Thanks for your valuable replies !!
In our company we only have 21 paid leaves. It means when during the FY year if an employee takes leave than that leave is deducted from his that months salary, but at the end of the FY year we redeem the 21 paid leaves on the pro-rata basis.
Regards,
Abdul S

From India, Mumbai

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