How Should Leave Policies Be Structured for New Employees on Probation?

Respected Colleagues,

I would like to know what the ideal policy of leave is for new joiners.

1) Suppose an employee joined in January on probation for a period of six months, how many leaves should he/she be ideally allowed to take during their probation period and in what proportion, if he/she worked until April 30th.

2) Should Earned Leave (EL) be allowed to an employee only after completing 240 days in a year?

I request your earnest guidance.

Thanks & Regards,
Krishna
9969739070

Yes, for the new joiner employee, starting from the Date of Joining, he/she is eligible for the CL, SL, and EL as well as at the time of leaving, eligible for Leave encashments.

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In many companies, CL and SL are not allowed unless an employee completes his or her probation period of six months. Additionally, EL is not allowed unless he or she completes 240 days of attendance. What are your comments on this?

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It's important for companies to have policies in place regarding leave entitlements to ensure fairness and consistency among employees. However, it's also crucial for these policies to consider individual circumstances and provide flexibility when necessary.

Dear Krishna,

Your query regarding the ideal leave policy depends on the current organization's policies. I will be answering as per the laws and Acts for the question you have posed.

Answers to your queries are as follows:

1. From January to April 30th, he/she may avail all types of leaves (CL/SL/EL) on a prorated basis as per the Act.

2. Earned Leave (EL) has to be provided in case of an employee's separation, regardless of whether he/she has completed 240 days or not. It can only be disallowed if the employee is still in service and continuing.