Dear
Hi,
Why are you bothering about contract emplyees.
As per provision, laid in Factory act -1948, provision is given to ascertain the eligibilty of leave for various type of worker, male/female & child.
In case worker is contracted under specific term of contract, which must be elaborated on the provision of type of leaves with numbers alongwith eligibility cretaria than leave can be granted as per T & C of appointment.
Howver different organisation have different ruling on numbers. whereas application eligibility aspect is concern the term of contract may not be important but provision of FA & S & E act will prevailed.
person hired through contractor or subcontracted , than individual who is taken on daily roster he will be provided weekly off compulsorly, and case individual complete continuous 90 days of work including his weekly off may claim restoration of permanancy.
Therefore most organisation whenever ask contractor labour the leave of the worker is managed by the contractor supervisors and will be given leave unpaid in case he required as per the provision of FA/S & E act by defining his position, confirmed or casual.
In case standard you ask from me . Foe permanent emplyee in any establishment earn PL on his confirmation first after his probabation period go over , in few organisation probationary period is 6 month in few is 3 month. On completion of prob. period individual is eligible.
say in case PL or EL quota laid for tehcalander year - 30 days now per month working have got 30/12=2.5 days per month will be eligible on confirmation.
Howver in extrem case leave on prorata basis is given.
Leave law is just not a small law. it will depend upon company to company but provision is applicable for all type of emplyees.
read first factory defition / establishment definition and than read the scop and applicability.
In case you required solution on any concernd problem related to leave approach at my e-ID.
Regards
vijay S Pundir