No Divya. They are working casually, what is the purpose of giving them leave.
They are not eligible to have any type of leave. If they work, for that period only you are going to make payment to the casual worker. Where you are having the doubt of Leave eligibility to Casual Worker.
Even for permanent employee till some period the company will not allow for any type of leave as per the company procedure.
Please think it over
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
1166They are not eligible to have any type of leave. If they work, for that period only you are going to make payment to the casual worker. Where you are having the doubt of Leave eligibility to Casual Worker.
Even for permanent employee till some period the company will not allow for any type of leave as per the company procedure.
Please think it over
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
If you give leave then it cannot be paid because you are giving leave/permission to ensure that on his back from leave he can be taken back by the company. that's all value for leave. If he went without informing, then we can deny him for engaging on duties. So giving leave is only for the purpose of engaging him after back from leave.
That's all
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
That's all
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
Dear Baskar,
When the CL working in your concern, you are their principal employer. So if you have declared leave (in National & Festival Holidays list), they also eligible for leave. You can not deny it. And moreover, If a CL Working 240 days, you need to givel EL or Pay EL for the eligible days.
From India, Madras
When the CL working in your concern, you are their principal employer. So if you have declared leave (in National & Festival Holidays list), they also eligible for leave. You can not deny it. And moreover, If a CL Working 240 days, you need to givel EL or Pay EL for the eligible days.
From India, Madras
Hi Divya. If any worker 3 days continue absent from his duty without informing then we can not allow to his duty and we can released from his duty. Regards, Rajender Bora
From India, Lucknow
From India, Lucknow
Hi Divya. If any worker 3 days continue absent from his duty without informing then we can not allow to his duty and we can released from his duty. Regards, Rajender Bora
From India, Lucknow
From India, Lucknow
Dear All,
Greetings....!!!
I agree with the point given as Casual labours are eligble for Fstival & Natinal Holidays when they directly paid by principal employr and also they are eligible to claim Earned leaves after 240 days i.e we have to give them confirmation to regular employment after 240 days if they worked with us.
This is the details as per the act. Please give your comments if anything wrong in my words.
From India, Hyderabad
Greetings....!!!
I agree with the point given as Casual labours are eligble for Fstival & Natinal Holidays when they directly paid by principal employr and also they are eligible to claim Earned leaves after 240 days i.e we have to give them confirmation to regular employment after 240 days if they worked with us.
This is the details as per the act. Please give your comments if anything wrong in my words.
From India, Hyderabad
divya,
casual employee is the one engaged in job which is arising out of casual nature. He may be paid daily / weekly / monthly basis, but this job is only casual and not a permanent one. If he attends job, he gets paid, else he loses his wages for the day. So, system of 'No work, No pay" is adopted.
However, if you continue to engage him for more than 240 days, then you are required to extend leave as per statutes.
Balaji
From India, Madras
casual employee is the one engaged in job which is arising out of casual nature. He may be paid daily / weekly / monthly basis, but this job is only casual and not a permanent one. If he attends job, he gets paid, else he loses his wages for the day. So, system of 'No work, No pay" is adopted.
However, if you continue to engage him for more than 240 days, then you are required to extend leave as per statutes.
Balaji
From India, Madras
Hi Friends,
After receiving employee’s salary, hr keeps any track for that. We have salary statement, after that we are issuing the salary slip to all regular employees. Apart of this, employee needs to sign in any register, or else we need to collect signed salary payslip from them. For our reference we have salary statement and bank statement, every month original copies are giving to our accounts department, again our audit department told us that, you have to put one more column in salary statement for employee signature otherwise every month you should collect signed copy of payslip from all regular employees. We are not agreed to add one more column in salary statement because it is a very confidential document, am I right? Then signed pay slip I never heard about that. So kindly advice me what is the solution for that…………..
I hope u will immediately give your valuable suggestions.
Thanks & Regards
Jagan
From India, Bangalore
After receiving employee’s salary, hr keeps any track for that. We have salary statement, after that we are issuing the salary slip to all regular employees. Apart of this, employee needs to sign in any register, or else we need to collect signed salary payslip from them. For our reference we have salary statement and bank statement, every month original copies are giving to our accounts department, again our audit department told us that, you have to put one more column in salary statement for employee signature otherwise every month you should collect signed copy of payslip from all regular employees. We are not agreed to add one more column in salary statement because it is a very confidential document, am I right? Then signed pay slip I never heard about that. So kindly advice me what is the solution for that…………..
I hope u will immediately give your valuable suggestions.
Thanks & Regards
Jagan
From India, Bangalore
Divya, Try to understand the difference between Holidays and Leave.
Holidays are to be paid, no doubt in it. Even you are making payment for Sundays
Government is fixing the wages rate according to cost of living points from time to time for complete month. Whereas we are dividing the whole amount by 26 working days and not by No of days in the month. Hence we are making the payment for sundays. In case of national / festival holidays obviously making payment for those days if the worker is working on previous day or next day of Holiday.
In Andhra Pradesh the Government is insisting for 1 day for every completed 20 working days leave wages to be paid. So we are making the payment for leave wages for the No of days worked/20 * wages rate.
Here I would like to inform you that the name is CASUAL labour means the labour is engaged for casual work. and if the workmen is engaged continuously for some specific task for specific period then you can tell he is temporary workmen.
Please try to avoid using the word Labour or Labourer and always use Worker or Workmen, which gives some good effect in the minds of workmen too.
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
Holidays are to be paid, no doubt in it. Even you are making payment for Sundays
Government is fixing the wages rate according to cost of living points from time to time for complete month. Whereas we are dividing the whole amount by 26 working days and not by No of days in the month. Hence we are making the payment for sundays. In case of national / festival holidays obviously making payment for those days if the worker is working on previous day or next day of Holiday.
In Andhra Pradesh the Government is insisting for 1 day for every completed 20 working days leave wages to be paid. So we are making the payment for leave wages for the No of days worked/20 * wages rate.
Here I would like to inform you that the name is CASUAL labour means the labour is engaged for casual work. and if the workmen is engaged continuously for some specific task for specific period then you can tell he is temporary workmen.
Please try to avoid using the word Labour or Labourer and always use Worker or Workmen, which gives some good effect in the minds of workmen too.
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Regularisation- of-Casual-Worke r WB.pdf
Average annual hours actually worked per worker.rar