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Search for "Entitlement Earned Leave Matrernity Leave"


Leave
We have a doubt which we need you to help us with. to tackle the issue of paid/earned leave we have thought of deducting leave when taken but paying the leave salary at the end of every 3 months. considering the person is entitled for 30 days leave his leave and leave salary will be split 8886 every quarter. salary slip will be modified to show 8 leave per quarter with 0 leave availed. so in this case every leave taken during the year will be deducted in each salary but we are paying leave salary every quarter. if we proceed as such do you forsee a problem from any legal angel? do we fulfill 1 leave entitlement 2 leave encashment 3 monthly salary
Leave policy in it companies??# any special consideration for senior employees??
Leave policy casual leave / earned leave/ sick leave adopted in major it companies?? we have leave policy which covers the following leave types casual leave 12 days :eligibility : to all employees. it will be credited after the first payroll and their entitlement will be prorated based on date of joining. earned leave 12 days eligibility all full time employees who have completed their 1 year of service are eligible. sick leave 12 days eligibility all full time employees who have completed their 1 year of service are eligible. my queries are 1 i get feedback from experience new joinee that earned leave & sick leave eligibility was not fair for experience members there should be earned & sick leave. they quote other companies / industries standards. 2 did the number of leave granted in our leave policy is matching to industry standards. please advice & comment.
Challenging issue for hr experts
Hi so here is the situation for your consideration 1. a company has a policy for leave that every year on 31 march all "entitlement" leave of the employees will lapse. 2.annual leave is termed as "entitlement" in the rules and regulation of the company there is no head as earned leave. 3. an employee resigns on 20 march with 10 annual leave still pending at his end. 4. upon resignation the employee loses all entitled leaves. 5. employee has to serve 2 months notice period. as an hr person what should i do? option1. allow employee to use 10 leaves. option2 do not allow employee to take leave but allow him to encash pending leaves. option3 do not allow employee to take leave and do not allow encashment of leave are there any legal repercussions of this? if yes please cite the rules with ref. to maharashtra state laws
Earned leave policy - eligible for accumulated earned leave next year?
Our company credits 15days' of earned leave to an employee after the completion of one year from the date to joining. the calculation is that for every 20days' worked the employee earns one day earned leave. my question is that if he avails only paid leave in a year is he still eligible for 15days' of earned leave next year?
Leave entitlement as per shops and establishment - karnataka - jan 2023
Dear members need guidance : as per shops and establishment karnataka jan 2023 leave entitlement leave accrual process leave encashment provision if an employee is in probation period will it effect his leave entitlement as per s&d guidelines. thank you..
Leave rules - minimum no of leaves to be considered as earned leave?
Hello everyone please let me know if there is any rule regarding the minimum no of leaves to be availed to be considered as earned leave. if the employee goes for 2 days leave and do not have any sick leave or casual leave in his/her account then in that case is he/she eligible to take earned leave or will that be considered as lop. thanks shweta