Leaves As Per Kerala Shops And Commerical Establishment Act - CiteHR
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I hope my earlier post is very clear and you may follow that. Very, short, you are entitled to casual leaves at the rate of 12 days, SL at the rate of 12 days and EL of 12 days (once you complete 12 months of service). Since you have only 10 employees, the employer is not under any obligation to follow the National and Festival holidays provisions.
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Hi Sir,
We are given off on all sundays,2nd saturday and on last saturday of every month.Are we eligible for casual leaves at the rate of 12 days, SL at the rate of 12 days and EL of 12 days (once you complete 12 months of service).
Regards
Mithun
Whether your organisation work for 5 days or 6 days is immaterial. If your establishment is a commercial establishment as per Kerala Shops and Commercial Establishments Act, you should get 12 +12+12 leaves
Dear Mr Madhu,
As per Kerala SCE Act, an employee should be given MAXIMUM of 12 casual leaves and MAXIMUM of 12 sick leaves, besides earned leaves. It doesn't say MINIMUM or EXACTLY 12 Casual/Sick Leaves. Read Section 13 of the Act: http://lc.kerala.gov.in/images/pdf/ksce.pdf
Arunanand T A
I agree that it is the maximum leave admissible.But you should see the beauty of the sentence first. It is like, every employee is ENTITLED to CL/SL NOT EXCEEDING 12 days. It is not that an employer shall give a maximum of 12 days CL. If that is the wording, it is upto the employer to decide how many CL or SL should be given and he can even give 1 day CL or SL. But when it becomes an entitlement of employee and when he is entitled to 12 days CL/SL or PL, he CAN certainly demand for 12 days CL/SL/PL. AND He WILL demand for that. His demand for leave, however, should be restricted to a maximum of 12 days of casual leave/ sick leave or earned leave.
Our company is a Private Limited firm with 8 employees. We are allowed 12 CL & 12PL (those who are completed 12 months of service. Public holidays (13) and all Sundays are also off. My question: Is it possible to carry forward unused PL/EL to next year? If employee resigns, is it possible to get the salary against unused PL/EL??
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