Kindly help me out with the following queries :
IF any employee's PL is 30 for the year 2017-2018 and for the current year 2018-2019 , again 18 PL s is added , total PL would be 48.
Now tell me , that how much PLs can be encashed as per Labour Law, there:
a. Only Half of PLs which are accumulated upto the last year. like Half of 30
b. Half of Full Pls which are accumulated to the current period also. like half of 48
c. the leaves encashment are based on Basics or Gross . if salary is increased in the current month, will it be included for the leave encashment or the same will be done on the last year Gross salary.
kindly answer the above queries asap.

From India, Delhi
The leaves encashment are based on Basics or Gross it is depends on company's leave policy
Some Organization give on (basic+DA+Other benefit) which is similar / near about Gross pay & some org give on Gross
As per rules which we follow, will pay on Gross as well will give 25 Pl of year & SL can transfer & merge with PL by end of the year.
Up to 36 PL accumulated & rest of PL can en-cash by employee during his service. Time of F&F there is only available PL can en-cash as a part of F&F

From India, Mumbai
if f & f is not the case, the employee wants to en cash the leaves in emergency then what is the policy and how many leaves will be en cashed.
From India, Delhi
and one more query if the gross salary is increased after the annual increment , the en cashment will takes place on the last salary or new salary
From India, Delhi
Encashment of leaves is purely on the basis of company policies, in our company we are doing encashment on the basis of basic salary. Also if employee get appraisal than encashment would be according to the new salary . Employee can en-cash the balance leaves at the time of FNF (only PL). If in case on any emergency if company policy is allowing than half of the leaves can en-cash.

From India, Delhi
Leave encasement is stipulated in Factories Act as well as Shop and Establishment Acts of respective states.
Employer may frame rules to provide more than stipulated but Min is what is mandated.
Kindly check same for your state.
Col.Suresh Rathi

From India, Delhi

It is high time we take a relook on the leave policy. Why have multiple types of leaves and detailed rules and procedure? In earlier days there used to be timekeepers who used to enter the attendance data, leave calculation etc. But with the advent of modern organisations with more user-friendly provisions and IT based software, it is high time we forgo the old notion and embrace the newer perspective of simplified rules, by having only one kind of leave with set limits of annual accretion, accumulation & encashment. I know it is impossible to change over in the existing organisations and could only be tried in the newer organisations springing up. Also, there is a variety of legislation like Factory Act 1948 speaking of Annual leave, ESI Act speaking of sickness benefit, Certified Standing Orders speaking of a variety of admissible leaves, the Contract Labour standard conditions as per Section 12 thereof all have to be reckoned. So that is why I am suggesting for a review of this cumbersome provision.
From India, Mumbai
Leave Encashment is always processed at the time of full and final settlement. However,some companies also choose to encash it at the end of each year. It depends on how employee centric the company is. As per Delhi - Shops & Establishment Act, Leave encashment is done on Basic Salary and a maximum of 45 leave can be accumulated in 3 years. Beyond 45 days PL's also will lapse.
Shweta Gehlot

From India, Delhi
Though the Law allowed EL leaves to employees.
There is no Provision in the Factory Act about Leave encashment on Gross or Basic +DA.
Factory Act says about Leaves 30 Leave can be accumulated more than that can be encashed.
But leave rules are decided by employer for workers During the Negotiation and fix in the settlement which will be practice for henceforth.
Nanasaheb Kolage

From India, Pune
Shweta, What is base for 45 days I mean to provision in the Law?
From India, Pune

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR.Comô

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server