AnonymousMy wife is an employee of private software company in Ahmedabad, registered under the establishment.
She is on 6 months maternity leave right now and her increment is due, during this maternity leave.
She had worked for 9 months in yearly increment cycle 2017-18.
Now, I need help to know the rule or policy or law for such case. I mean Increment policy during maternity leave.
Should increment be considered based on 1 year or 9 months or something else?
Please do needful and oblige.
From India, Ahmedabad
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Labour Law & Hr Consultant
Nagarkar Vinayak L
Hr And Employee Relations Consultant
umakanthan53"Increment", as the very term suggests, is the marginal increase associated with the efflux of time. In wage and salary administration, it refers to the periodical hike in the basic wage/salary of the employees if it is of componential structure or of a particular marginal sum if the pay is consolidated with or without reference to performance. The periodicity of increment sanction varies from 6 months to one year. As far as I know, the general condition is that the employee should be on duty on the date of increment. In case if he is on authorised leave, the increment would be sanctioned but with monetary effect from the date of rejoining duty only.
From India, Salem
JudeGRShe is eligible on pro-rata basis only after her rejoining the company.
From India, Chennai
Nagarkar Vinayak LDear Colleague,
There is no law governing this widely followed practice of giving yearly increment to employees. It is entirely left to the company.
The increment generally becomes due on completion of one year's service .
One of the crucial factors considered is attendance and days worked together with performance during the year. Your wife has worked for 9 months and proceeded on ML.
She has not completed full one year's service and it is management's discretion to grant increment or not , fully or pro-rata and give now or after resuming her duty.
From India, Mumbai