The Factories Act (India) has provided annual/earned leave of 12 working days for all the workers who have worked at least 240 days in a year.
Simple calculation: 1 leave earned for every 20 days worked by an employee.
Employees earn these leaves after 240 days of working (which make new joiners not eligible for ELs) thus Sick Leaves and Casual Leaves are provided to facilitate employees before completing 240 days of working.
Not a mandate but some organizations don't allow any additional leaves (other than weekly off and holidays defined by the government) till completion of Probation Period, which could be for 3-6 months after the date of joining. Leaves during probation in the mentioned scenario can be Leave without pay.
The above mentioned information is based on my own understanding, so please do cross check the info before drafting any policy.
28th March 2018 From India, New Delhi
Leave policy need to be framed as per Factory act or Shop & Establishment Act.
Both the acts have defined leave provisions. EL/ CL/ SL has to be provided as per the acts. As per Karnataka shop & Establishment, every employee who work for 20 working days is eligible for 1 EL and 1 CL/SL for a month. He can carry forward up to 30 days CL. Encashment need to be given, once employee is leaving the organization. You need to maintain required registers (Leave register and Leave book).
For more clarity request you to kindly go through the act (Factory Act or Shop & Establishment) which is applicable to your company.
Feel free to call or revert for any assistance.
28th March 2018 From India, Bangalore
It seems from your post that you need to update your staff members on the Leave Policy.
Seniors have already replied you on the applicable leaves w.r.t. your state. I suggest, you prepare an informative circular on Leaves and put it up on your notice board or circulate to your staff, so that you need not have to deal with them individually.
Since new joiners are not eligible for EL (Earned leave) OR PL (Privilege leave) as well as CL and SL on probation, few companies allow them to take CL or SL as advance leave on probation. The leaves taken on probation will be deducted from their leave balance they will become eligible once they are confirmed. It is beneficial as employees are saved from without pay leave and they can at least take a couple of leaves to meet urgent needs.
As an HR, you may initiate such practice with due approval of management.
29th March 2018 From India, Pune