I would like to know is there any rules/regulations governing to approve leave (casual/sick)during probation period in a manufacturing company(Limited Company).
From India, Ahmadabad
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9From India, Ahmadabad
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Hello.... Normally during probation period employees are not eligible to take any leave. But better you check leave policy of your company. Regards Deeps
From India, Pune
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From India, Pune
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An employee can avail SL & CL as per company policy. Those CL and SL should be according to the Factory or Shop & Establishment Act. But PL/EL can be availed only in the next calendar year. An employee who works for 20 days is eligible for 01 PL/EL. You can refer to the Factory Act 1948.
From India, Madras
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From India, Madras
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Hi,
Leave eligibility for an employee who is under probation depends on the company's policy. It is the company's policy that it can give one day of sick and casual leave, or it can avoid granting leave completely until confirmation or for six months, which means they can deduct salary if leave is taken.
Regards,
Bavani
From India, Madras
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Leave eligibility for an employee who is under probation depends on the company's policy. It is the company's policy that it can give one day of sick and casual leave, or it can avoid granting leave completely until confirmation or for six months, which means they can deduct salary if leave is taken.
Regards,
Bavani
From India, Madras
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Hi all,
Leave eligibility during the probationary period depends on the company policy. In the case of PL, 1 day of leave for every 20 days worked is followed. To maintain a hold on the employees and control absenteeism, it is better to provide leave eligibility for all employees after the completion of the probationary period. However, it all depends on the company's policy.
Regards,
Devarajan
From India, Madras
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Leave eligibility during the probationary period depends on the company policy. In the case of PL, 1 day of leave for every 20 days worked is followed. To maintain a hold on the employees and control absenteeism, it is better to provide leave eligibility for all employees after the completion of the probationary period. However, it all depends on the company's policy.
Regards,
Devarajan
From India, Madras
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Hi Indira,
I recently joined this forum. Regarding the notice period of an employee, is he eligible for the leave policy? Because, once the notice period is given (2 months), if he comes across any urgent leaves, is it acceptable?
Could you please provide an elaborate answer on this topic?
Thanks & regards,
Indira
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I recently joined this forum. Regarding the notice period of an employee, is he eligible for the leave policy? Because, once the notice period is given (2 months), if he comes across any urgent leaves, is it acceptable?
Could you please provide an elaborate answer on this topic?
Thanks & regards,
Indira
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Hi everyone,
Could you please tell me how beneficial it is for a company or employee to keep new joiners on probation for six months or so? If we avoid the probation period and hire a candidate as a confirmed employee from day one, how does it affect the company or employee?
In the past, when we had the probation clause, we faced a situation where a candidate joined the company but left within a week without intimating anything since they were on probation and not bound to give notice.
I would also appreciate it if somebody could provide me with a sample of an appointment letter that covers all the possible legal aspects.
Looking forward to your reply.
Regards,
Hina
From India, Delhi
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Could you please tell me how beneficial it is for a company or employee to keep new joiners on probation for six months or so? If we avoid the probation period and hire a candidate as a confirmed employee from day one, how does it affect the company or employee?
In the past, when we had the probation clause, we faced a situation where a candidate joined the company but left within a week without intimating anything since they were on probation and not bound to give notice.
I would also appreciate it if somebody could provide me with a sample of an appointment letter that covers all the possible legal aspects.
Looking forward to your reply.
Regards,
Hina
From India, Delhi
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If he/she asks for a leave, that means he/she is not going to serve the notice period. They may not turn back; instead, they will take the offer in the other company after buying some time to submit the docs required for joining.
In the notice period, however, an employee can take leave. It's just a working day for both ...
From India, Bangalore
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In the notice period, however, an employee can take leave. It's just a working day for both ...
From India, Bangalore
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Hi, Mr. Verma,
CL, SL, or any other leave such as PL, Paternity, or Maternity Leave is not granted during probation for a reason that the probation period is meant to judge the suitability of an employee for a given position. If leave is considered, the whole process gets defeated, hence generally not given.
You must also know an alternative view as well. Some companies do consider granting SL on compassionate grounds but on a pro-rata basis, considering the period of employment/eligibility/quantum, etc. PL is since based on the previous year's employment, generally not given. CL is considered on completion of probation. However, all leave - PL, SL, CL, etc., are calculated from the effective date of probation.
Regarding Paternity or Maternity Leave, the same is given after a specified period as per the company's policy - more specifically, Maternity Leave is given provided any woman employee works for a minimum of 80 days in a company, whereas Paternity Leave is given in very few companies, including IT and BPOs.
These are a few points that would give you some clarity on various aspects of Leave management and may be helpful, I believe.
Regards,
Rajpal
From India, Mumbai
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CL, SL, or any other leave such as PL, Paternity, or Maternity Leave is not granted during probation for a reason that the probation period is meant to judge the suitability of an employee for a given position. If leave is considered, the whole process gets defeated, hence generally not given.
You must also know an alternative view as well. Some companies do consider granting SL on compassionate grounds but on a pro-rata basis, considering the period of employment/eligibility/quantum, etc. PL is since based on the previous year's employment, generally not given. CL is considered on completion of probation. However, all leave - PL, SL, CL, etc., are calculated from the effective date of probation.
Regarding Paternity or Maternity Leave, the same is given after a specified period as per the company's policy - more specifically, Maternity Leave is given provided any woman employee works for a minimum of 80 days in a company, whereas Paternity Leave is given in very few companies, including IT and BPOs.
These are a few points that would give you some clarity on various aspects of Leave management and may be helpful, I believe.
Regards,
Rajpal
From India, Mumbai
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Hi all,
I want to know if an employee is in probation and he/she is not feeling well, then comes back after a few days with a medical certificate, whether he/she is eligible for leave. According to my company policy, during probation, there are no leaves.
Can you please help me sort this out?
Riji
From India, Kochi
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I want to know if an employee is in probation and he/she is not feeling well, then comes back after a few days with a medical certificate, whether he/she is eligible for leave. According to my company policy, during probation, there are no leaves.
Can you please help me sort this out?
Riji
From India, Kochi
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Hi,
If the company rules provide no leave during probation (provided no local laws suggest grant of such leave), no employee can claim leave. If anyone, after remaining absent, brings a medical certificate, it would not make it obligatory for the company to consider granting leave. In this case, you may consider it authorized leave without pay, assuming the genuineness of the certificate is not in question.
Hope this has sufficiently addressed your query.
Regards,
Rajpal
From India, Mumbai
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If the company rules provide no leave during probation (provided no local laws suggest grant of such leave), no employee can claim leave. If anyone, after remaining absent, brings a medical certificate, it would not make it obligatory for the company to consider granting leave. In this case, you may consider it authorized leave without pay, assuming the genuineness of the certificate is not in question.
Hope this has sufficiently addressed your query.
Regards,
Rajpal
From India, Mumbai
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Leave Policy.doc
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(Fact Checked)-The probation period can be beneficial for assessing new hires' suitability. Notifying the company before leaving is a common courtesy, regardless of probation. An appointment letter should include terms of employment. Thank you for sharing your experience. (1 Acknowledge point)