Dear all
We have a wrong notion as if we could sanction leave beyond what is mentioned in the Standing orders or appointment letter.
In my opinion, we don't have power or authority to sanction leave beyond the eligible leave for an employee such as CL, earned leave as per Factories Act or Shop Act and Sick leave. In case if the absence of an employee is permitted then he could be marked as on authorised absence (AA) and in case of absence without permission he has to be marked as on unauthorised absence (UA). In case of absence on medical grounds with ESI certificate, he may be marked as on medical grounds (AM).

From India, Bangalore
Factory Act / Shop & Establishment provides for leave after working for 240 days, meaning that you will be able to do this after one year of working.
Here the company is allowing leaves after 6 months
Nothing in the law stops the employer from giving more than what the law mandates.

From India, Mumbai
In that case, enforcing a Pro-Rate rule makes sense. In normal cases, you will be getting leave only after you complete one year
From India, Mumbai
Can the pro rata be done away if we credit only CL and SL pro rata and credit PL after 1 year of service?
From India, Mumbai

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