Dear Seniors,
I have one question. How many casual leaves can be availed at a time? Is it possible to avail casual leave in advance? If an employee applies for casual leave three times in a month and only has two casual leaves in their account, can the third leave be adjusted from earned leave (EL) or will it be considered as leave without pay (LWP)?
Thanks in advance
From India, New Delhi
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3I have one question. How many casual leaves can be availed at a time? Is it possible to avail casual leave in advance? If an employee applies for casual leave three times in a month and only has two casual leaves in their account, can the third leave be adjusted from earned leave (EL) or will it be considered as leave without pay (LWP)?
Thanks in advance
From India, New Delhi
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I think you have your Leave Policy in vogue. Is there any stipulation on this? Commonly, CL is on an average of 1 day per month to be credited.
CL can be applied for in advance or on the day as per the extant procedure followed in your firm. Mostly availing CL is resorted for an unexpected event at short notice. Therefore, there is no compulsion if it's applied for in advance as well. Applying for the grant of any leave in advance should be encouraged. This will only enable the HoD to plan for alternate arrangements in his/her absence.
Again, there is no hard and fast rule for CL availed without sufficient credit in the leave account and adjusting the same against EL credit. There is no illegality if adjusted thus in EL credit. Again, if there is no credit in EL account also, then only LWP will arise.
From India, Bangalore
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CL can be applied for in advance or on the day as per the extant procedure followed in your firm. Mostly availing CL is resorted for an unexpected event at short notice. Therefore, there is no compulsion if it's applied for in advance as well. Applying for the grant of any leave in advance should be encouraged. This will only enable the HoD to plan for alternate arrangements in his/her absence.
Again, there is no hard and fast rule for CL availed without sufficient credit in the leave account and adjusting the same against EL credit. There is no illegality if adjusted thus in EL credit. Again, if there is no credit in EL account also, then only LWP will arise.
From India, Bangalore
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You should have your own company HR policy in place. The leave policy in any company is developed to address questions that are raised by you. When you refer to the leave HR policy of any reputable company, you will invariably find the following:
1) CL is credited to employees at the beginning of every calendar year - it can be 7 days, 10 days, or 12 days. For new joiners, prorated CL can be credited.
2) CL can be taken even for half a day, and the maximum duration is 2 days at a stretch (this practice is observed in some companies).
3) The combination of CL with any other leave must be examined by you, and you may devise it according to your company rules.
4) CL cannot be carried forward nor encashed. The unavailed portion of CL shall automatically lapse at the end of the calendar year.
5) CL can be availed on short notice. Sometimes, employees may inform via phone and then regularize by submitting the necessary leave application.
From India, Aizawl
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1) CL is credited to employees at the beginning of every calendar year - it can be 7 days, 10 days, or 12 days. For new joiners, prorated CL can be credited.
2) CL can be taken even for half a day, and the maximum duration is 2 days at a stretch (this practice is observed in some companies).
3) The combination of CL with any other leave must be examined by you, and you may devise it according to your company rules.
4) CL cannot be carried forward nor encashed. The unavailed portion of CL shall automatically lapse at the end of the calendar year.
5) CL can be availed on short notice. Sometimes, employees may inform via phone and then regularize by submitting the necessary leave application.
From India, Aizawl
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In the matter of CL, the mandatory aspect is the Standing Orders/Shop & Establishment Act as is applicable. Subject to the said provisions, every organisation has its own rules regarding availing CL continuously. Some have three days, some have seven days, some even have all the days provided.
Progressive organisations are not attaching much importance in providing a ceiling to such availment, but the traditional organisations have not been so liberal. By making such an artificial ceiling, we are only rendering it cumbersome and procedural.
From India, Mumbai
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Progressive organisations are not attaching much importance in providing a ceiling to such availment, but the traditional organisations have not been so liberal. By making such an artificial ceiling, we are only rendering it cumbersome and procedural.
From India, Mumbai
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Thank you, everyone. This year, we have bifurcated our leaves. We allow 7 casual leaves in a year which cannot be carried forward or encashed at the end of the year. Our company falls under the Shops and Establishment Act. The company states that there is a rule that casual leaves cannot be taken in advance. Furthermore, after availing 2 casual leaves, the third will be considered as Leave Without Pay (LWP) even if we have enough Earned leaves in our account.
From India, New Delhi
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From India, New Delhi
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Hi Archna,
Your approach is okay. However, the last one, "availing 2 CL, the 3rd will be LWP despite we are having enough EL in our a/c" is a bit harsh. I would suggest you revisit this stipulation to be fairer. This stipulation, when implemented, shall render "7 days" as redundant, non-existent as one can't avail the 3rd CL. Which means effectively one can avail only two CL in a year? Maybe you meant to say "3 days of CL continuously" isn't so?! Of course, employees will have the option of applying straight EL when they have already availed 2 CL in a year (calendar year?).
But many units have their leave policy that CL and EL/PL cannot be combined, meaning 2 days of CL followed by a few days of EL continuously, which is not permissible.
From India, Bangalore
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Your approach is okay. However, the last one, "availing 2 CL, the 3rd will be LWP despite we are having enough EL in our a/c" is a bit harsh. I would suggest you revisit this stipulation to be fairer. This stipulation, when implemented, shall render "7 days" as redundant, non-existent as one can't avail the 3rd CL. Which means effectively one can avail only two CL in a year? Maybe you meant to say "3 days of CL continuously" isn't so?! Of course, employees will have the option of applying straight EL when they have already availed 2 CL in a year (calendar year?).
But many units have their leave policy that CL and EL/PL cannot be combined, meaning 2 days of CL followed by a few days of EL continuously, which is not permissible.
From India, Bangalore
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Having seen such type of leave policies and the frustration arising therefrom, I would suggest you to have a simple policy of merging all the leaves into one account and have only simple rules. By creating various categories of leave and each with its own rules and regulations regarding availment, we are only creating clerical job without any value addition to the enterprise. It is high time corporate India makes a radical departure from the existing leave policy.
From India, Mumbai
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From India, Mumbai
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As per my understanding, if we apply consecutively for 2 leaves, it can be deducted from Casual leaves if we have them in our account. If it is more than 2, it will go directly into earned leaves.
The question now is if we avail leave on different dates in a month and we don't have too many CL in our account, can we take it in advance or can we deduct it from Earned leave.
Up to last year, our leave policy was simple. We had annual leaves without any bifurcation, but from this year, it was a management decision to bifurcate it.
From India, New Delhi
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The question now is if we avail leave on different dates in a month and we don't have too many CL in our account, can we take it in advance or can we deduct it from Earned leave.
Up to last year, our leave policy was simple. We had annual leaves without any bifurcation, but from this year, it was a management decision to bifurcate it.
From India, New Delhi
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Bifurcation is required for the proper administration of leaves.
1) EL/PL - This type of leave is earned by an employee; in other words, it is accrued based on his tenure of service in the company. This leave could be utilized for LTA purposes or for encashment. Additionally, if an employee is involved in an accident or faces prolonged illness requiring rest, EL can assist in receiving salary after sick leave expires. Therefore, to address the casual needs of employees, EL should not be allowed for general use.
2) CL can be taken by an employee even during the probation period. However, a rule should be established that no CL can be taken by an employee during the first 2-3 months of the probation period.
From India, Aizawl
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1) EL/PL - This type of leave is earned by an employee; in other words, it is accrued based on his tenure of service in the company. This leave could be utilized for LTA purposes or for encashment. Additionally, if an employee is involved in an accident or faces prolonged illness requiring rest, EL can assist in receiving salary after sick leave expires. Therefore, to address the casual needs of employees, EL should not be allowed for general use.
2) CL can be taken by an employee even during the probation period. However, a rule should be established that no CL can be taken by an employee during the first 2-3 months of the probation period.
From India, Aizawl
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Hi Archna,
I hope it's a bit clearer now. Building on what Rkn61 has clarified, I'm unsure how Archna is positioned or empowered to suggest modifications. Nevertheless, I want to present this for her consideration in the right perspective.
1. I agree that Casual Leave (CL) can be credited in advance, even for a fresher, and can be availed proportionately based on the service rendered. I would like to propose a deviation from point 2 of Rkn61's post. A fresher who is on probation should also be allowed one or two days of CL, perhaps after completing a minimum of one month of service. This is particularly essential for freshers who have just graduated, especially when they are posted in a distant location and need to arrange for their accommodation. With a couple of days' leave, how will it be possible to settle into a new job? This is especially important as no joining time will be granted after joining, unlike what is provided to an already serving employee transferred to other locations.
2. I understand the rationale behind limiting CL to 2 days to discourage the habit of seeking leave on short notice. However, debiting from Earned Leave (EL) once all CL is exhausted is acceptable; in fact, many units may already be following this practice. Availing CL on a pro-rata basis is also acceptable.
I hope this helps clarify the points further. Thank you for considering these suggestions.
Best regards,
[User's Name]
From India, Bangalore
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I hope it's a bit clearer now. Building on what Rkn61 has clarified, I'm unsure how Archna is positioned or empowered to suggest modifications. Nevertheless, I want to present this for her consideration in the right perspective.
1. I agree that Casual Leave (CL) can be credited in advance, even for a fresher, and can be availed proportionately based on the service rendered. I would like to propose a deviation from point 2 of Rkn61's post. A fresher who is on probation should also be allowed one or two days of CL, perhaps after completing a minimum of one month of service. This is particularly essential for freshers who have just graduated, especially when they are posted in a distant location and need to arrange for their accommodation. With a couple of days' leave, how will it be possible to settle into a new job? This is especially important as no joining time will be granted after joining, unlike what is provided to an already serving employee transferred to other locations.
2. I understand the rationale behind limiting CL to 2 days to discourage the habit of seeking leave on short notice. However, debiting from Earned Leave (EL) once all CL is exhausted is acceptable; in fact, many units may already be following this practice. Availing CL on a pro-rata basis is also acceptable.
I hope this helps clarify the points further. Thank you for considering these suggestions.
Best regards,
[User's Name]
From India, Bangalore
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Thank you once again sir for clarifying my doubts. Again there is one rule that new joinee is not applicable for earned leaves for one year. They are entitled for 7 casual leaves only. Is it ok.
From India, New Delhi
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From India, New Delhi
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Obviously. EL shall be given (credited) to employees account, after completion of one year only.
From India, Aizawl
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From India, Aizawl
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Yes, I know. As per the rule EL/PL and sick leave have to be credited after completing one year of service. However, for example, a fresher or newly joined employee who faces an unfortunate illness or accident requiring complete rest or hospitalization and is unable to attend duty for many days, what should be done? They would have to face LWP, isn't it? This is the general rule. Nonetheless, when discretion is vested in the HoD or any authorized person, they can relax this stipulation and apply it in exceptional instances. In deserving cases, they might authorize either proportionate credit or advance credit subject to adjustment against future accrual. This practice is in place in some firms that I am aware of; it may not be feasible in larger units. However, I can affirm that it is certainly possible based on my own experience.
I suggest that managers have certain enabling provisions so that employees can return to duty promptly, in good health, and to ensure that operations do not suffer.
From India, Bangalore
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I suggest that managers have certain enabling provisions so that employees can return to duty promptly, in good health, and to ensure that operations do not suffer.
From India, Bangalore
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