In our organization we have allotted 21 days as PL . Can any of the group members please clarify
1) Can the employee avail one or two days of leave as PL ( EXCLUSIVE OF CL AND SL)
2) What are the slabs for encashment and carry forward

From India, Madras
It all depends on the company policies. in my org. min 6 days PL to be availed in one stroke. Encashment & carry forward is as per the policies of the companies. Pon
From India, Lucknow

Dear Kalpana
Yes, the employee can avail 1 or 2 days PL as like CL and SL. It is as per the requirement of the employee.
Normally the encashment of PL will be done whenever the employees leave the job/company. But if the encashment of leave (Maximum of 300 days) then the employee can apply for encashment of leave while availing the PL for LTA.

From India, Kumbakonam
Dear kalpana
It all depends up on comany's leave policy. Some companies may prescribe minimum number of days like four or six to avail P.L, since casual leave is framed to avail leave for one or two days even on grounds of brief indisposition.To me this ploicy appears reasonable otherwise, P.L will be reduced to the status of C.L, if allowed for one or two days also.
HR & Labour LAw Advisor

From India, Mumbai
Can any body suggest PL Calculation as per factories act. Whether it should be 15 or 18.75 ?
What is difference in wages if paid considering full month working or actual working. It's urgent !!!

From India, Mumbai
As per factory act 1948, One day leave is mandatory on working of 20 days. so if number of days in year is 365 than pl comes 18.25 ? If not than whether pl should be 300/20 = 15 or 16 days.
But is this mandatory to make payment on actual days worked to calculate pl of 15 days.

From India, Mumbai

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR.Comô

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server