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Monica_p
Consultant
Deepak_medekar@yahoo.co.in
H.r Manager At Vasai.
Akmathur13
Engineering Services - Qa&i
Santhoshi
Hr Manager
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• Difference between LWP and sabbatical leave? i want to know the difference between the two
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Leave Without Pay (LWOP) is unpaid leave of absence from employment, authorised or consented to by the employer.
Sabbatical leave is defined as a time period in which a person does not report to his regular job but who remains employed with that company.
Thanks
Deepa
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Dear Sandeep,
You already know what LWP is, so not getting in to it.
Sabbatical leave concept is mostly in western countries where people usually take up to 1 year leave to pursue higher education or any other personal goal, the employee stays on the Company's rolls but may OR may not get paid salary for that duration, this decision depends on the Co. (usually a profit focused Co. does not give paid sabbatical). Once the sabbatical leave is over the employee can resume full time employment with the Co.
Regards,
Ritesh Shah
Hi Sandeep
LWP usually connotes a discipline or a deviation from organizational accepted norms. For e.g Leave taken in excess of the leave norms. Late coming beyond the acceptable no of instances may invite LWP. While Sabbatical is an authorized long leave for the purposes of pursuing education and the employee reserves his job with the employer in as much as the employer wishes the employee to revert back. As the durations in a sabbatical are long, there is no salary paid for this break in service. Hope this clarifies.
Hi,
Can someone clarify about unauthorised absence with loss of pay. The concerned workman is habitual of absent without information and with no leave in credit. Their department is not granting him leave without pay. Being a big organisation and workman being SC, only casual letters are issued by HR. The employee is due to superannuate next year in March with around 380 unauthorised absence, without pay in last five years. How to calculate his Gratuity.
AK Mathur
Dear Mr. Mathur.
There are two type of Leave without pay . One is authorized leave without pay and other is unauthorized leave without pay . in both the cases employee does not receive any payment.
Leave without pay start when employee has finish all his leave to his credit .
Authorized leave without pay means the employee has followed all the procedures for availing leave. his leave is granted but leave without pay since he do not have any leave to his credit. ( Leave with intimation to authority )
However unauthorized leave without pay means person remain absent from duty without intimating to his dept. head and H.R. Department. unauthorized leave can lead for disciplinary action. ( Leave without approval )
About payment of gratuity again the formula for 240 days present in a year is applicable . if a employees has not completed 240 days in a year he will not be entitled for gratuity .
Hope this will clarify your doubt .
Thanks.
Deepak M.
Thanks Mr. Deepak,
I will further request to clarify about the period for calculating gratuity.
Is loss of pay without sanction may be considered as break in service?
The person has worked for around thirty years in the company and
leave without sanction exist from last five years.
Regards
AK Mathur
In most organization to be eligible for Sabbatical leave one should have a good rating in the past and also there is a minimum tenure which an employee should have completed with the company.
In my organization one can apply for Sabbatical Leave if he is with the company for 5 year or more and has A rating for the past 3 years (consecutive). The leave is for 3 months paid, wherein one gets paid 100% of his salary in the first month, 80% in second month and 60% in third month.
After the leave is completed, employee is back to his normal payroll cycle.
Well in short term I would say both of them are same things but the circumstances are different. Regards, Monica
Hi
Please share your views
we are paying PF for the employee who has been working for our parent company. he is in parent company role. whereas we pay PF for the employee, since he might come back to our role in future.
Is the above case dealt properly in HR as well as statutory point of view.
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