Thread Started by #Anonymous

Company has decided to implement leave policy under Shop and Eshtablishment Act.
20th August 2018 From India, New Delhi
You must have registered under Shops and Establishment Act. Please go through the Delhi Shops and Establishment Act.
20th August 2018 From India, Madras
#Anonymous
already done that but problem is that the company does not want to give such long leave. want to get an idea that how many minimum leave should be given to employees.
20th August 2018 From India, New Delhi
Sec 22 of Delhi Shop & establishment mentions that every employee who has completed 12 months in an organization is eligible for 15 EL , 6 CL and 6 SL.
20th August 2018 From India, Delhi
If your establishment is covered under Factories Act, leave shall be granted @ one leave for 20 days working. If it is covered under Shops and Establishment Act, leave prescribed under the Act has to be given to eligible employee.
R R Kapoor
Vadodar
21st August 2018 From India, Vadodara
#Anonymous
I have a specific question regarding companies registered under Delhi Shops and Establishment Act. It is clear that an employee is to be given 15 PL.
My question is if the employees are to be credited with PL after every four months even in the first year of joining or they become eligible for PL after completion of one year with the company.
Thanks
28th August 2018 From India, Delhi
Hi
Crediting of leaves against the employees account takes place either at the time of joining [CL and SL] while the Earned/Privilege leaves are credited after completion of one year service. If someone joins in the middle of the year, pro-rata basis is taken into account for the first two while EL may be proportioned at the end of the year and credited accordingly.
Not sure how or why four months period has come into picture.
Thanks and Regards
31st August 2018 From India, Hyderabad
There is no question of giving minimum leaves i.e. reducing leaves than statutory provisions. You can provide better benefits than statute, but not lower. This will become illegal.
Please understand statutory provisions can not be implemented at the whims of employers, but bound by rules. Need to enlighten employers to consequences of not following them.
1st September 2018 From India, Hyderabad
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