Thread Started by #charanjeet kaur khosa

Hello All,
My boss want annual leaves for our employees
please help me with what will be the annual leaves as per the rules. Annual El ,SL , PL
Waiting for Reply
Thanks
Charanjeet@nordickandiemagic.com

30th April 2014 From India, Mumbai
Dear Mr. Chandrajeet,
if you company falls under the Shops & Establishment, then you need to give minimum 21 days as paid leave for year, for CL, SL & any other leave is as per company policy, there is nothing bind with law, the company choice.
30th April 2014 From India, Mumbai
Dear Chandrajit,

above said leaves (21 days) are paid leave, employee will eligible to get when is worked for minimum 240 days & in case of not no utilization by employee, it should be leave encashment.

This is as per Bombay Shops & Establishment act. 1948, i belive you company is located in mumbai & fall under the same.\

For more details please refer the below clause.



Chapter: Leave with Pay and Payment of Wages

Section 35: Leave

[(1) (a) Subject to the provisions of clause (b), every employee who has been employed for not less than three months in any year, shall for every 60 days on which he has worked during the year be allowed leave, consecutive or otherwise, for a period of not more than five days.

(b) every employee who has worked for not less than two hundred and forty days during a year [irrespective of the date of commencement of his service,] shall be allowed leave, consecutive or otherwise, for a period of not less than twenty-one days : Provided that such leave may be accumulated up to a maximum period of forty-two days. Explanation : The leave allowed to an employee under clauses (a) and (b) shall be inclusive of the day or days

during the period of such leave, on which a shop, or commercial establishment remains closed under sub-section

(1) of section 18, or on which he is entitled to a holiday under sub-section (1) of section 24 or section 31.]

(2) If an employee entitled to leave under sub-section (1) [or (1-A)] is discharged by his employer before he has been allowed the leave, or if, having applied for and having been refused the leave, he quits his employment before he has been allowed the leave, the employer shall pay him the amount payable under section 36 in respect of the leave.

(3) If an employee entitled to leave under sub-section (1) [or (1-A)] is refused the leave, he may give intimation to the Inspector or any other officer authorised in this behalf by the [State] Government regarding such refusal. The Inspector shall enter such intimation in a register kept in such form as may be prescribed. [The employee shall also send a copy of such intimation to his employer and , thereupon, the employee shall be entitled to carry forward the unavailed leave without any limit.]

(4) Notwithstanding anything contained in this section, every employee, irrespective of his period of employment , shall be entitled to additional holiday on the 26th January, [1st May, 15th August and 2nd October every year. For holiday on these days, he shall be paid wages at a rate equivalent to the daily average of his wages (excluding overtime), which he earns during the month in which such compulsory holiday falls. Provided that the employer may require any employee to work in the establishment on all or any of these days, subject to the conditions that for such work the employee shall be paid double the amount of the daily average wages and also leave on any other day in lieu of the compulsory holiday.]

Chapter: Leave with Pay and Payment of Wages

Section 36: Pay during leave

Every employee shall be paid for the period of his leave at a rate equivalent to the daily average of his wages for the days on which he actually worked during the preceding three months, exclusive of any earnings in respect of overtime.

Chapter: Leave with Pay and Payment of Wages

Section 37: Payment when to be made

An employee who has been allowed leave under section 35 shall, before his leave begins, be paid half the total amount due to him for the period of such leave.

Chapter: Leave with Pay and Payment of Wages

Section 38: Application and amendment of the Payment of Wages Act

(1) Notwithstanding anything contained in the Payment of Wages Act, 1936, (V of 1936) herein referred to as "the said Act", the [State] Government may, by notifications published in the Official Gazette, direct that subject to the provisions of sub-sections (2) of the said Act [shall, in such local areas as may be specified in the notification, apply] to all or any class of establishments or to all or any class of employees to which or whom this Act for the time being

applies.

(2) On the application of the provisions of the said Act to any establishment or to any employees under sub-section

(1), the Inspector appointed under this Act shall be deemed to be the Inspector for the purpose of the enforcement of the provisions of the said act within the local limits of his jurisdiction.

Chapter: Leave with Pay and Payment of Wages

Section 38A: Application of Act VIII of 1923 to employees of establishment

The provisions of the Workmens compensation Act, 1923 (VIII of 1923), and the rules made from time to time thereunder, shall, mutatis mutandis, apply to employees of an establishment to which this act applies, as if they were workmen within the meaning of the Workmens Compensation Act, 1923.

Chapter: Leave with Pay and Payment of Wages

Section 38B: Application of Industrial Employment (Standing Orders) Act to establishments The provisions of the Industrial Employment (Standing Orders) Act,1946, in its application to the State of Maharashtra [(hereinafter in this section referred to as "the said Act"), and the rules and standing orders (including model standing orders) made thereunder from time to time, shall, mutatis mutandis, apply to [all establishments wherein fifty or more employees are employees are employed are employed and] to which this Act applies, as if they were industrial establishment within the meaning of the said Act.

Chapter: Leave with Pay and Payment of Wages

Section 38C: Application of Maternity Benefit Act of women employees in establishment Notwithstanding anything contained in the Maternity Benefit Act, 1961 (hereinafter in this section referred to as "the said Act", the State Government may, by notification in the Official Gazette, direct that all or any of the provisions of the said Act or the rules made thereunder shall apply to women employed for wages in all or any of the establishments to which his Act applies. For that purpose, such women employees shall be deemed to be women within the meaning of the said Act. On such application of the provisions of the said Act, an Inspector appointed under this Act shall be deemed to be the Inspector for the purpose of the enforcement of the provisions of the said Act also within the limits of his jurisdiction.]
2nd May 2014 From India, Mumbai
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