Excellent answer !!
This is what GOOD companies should do.
I also wish to correct a few MISCONCEPTION :
- Generally, CL should not be carried forward, nor should be made en-cashable; as the purpose is to allow for unforeseen and unfortunate incidents which the employee has to attend to, during the year.
- All PSU's allow the carry forward of "Sick Leaves".
- To be precise, not exactly in the form of SICK LEAVES, but "HALF PAY LEAVES".
- Generally, apart from EL, there is a provision of 20 HPL per year, debited at the end of the Calendar Year, which can be used for sickness; in which case for each ONE DAY SICK LEAVE, 2 HPL are credited from the accumulated HPL account.
- HPLs are generally allowed to accumulate upto 500 HPL-days, beyond which they do not accrue till the balance comes down from 500.
- HPL's are generally not encashable, except at the time of cessation of service.
Hope the above information will add to everyone's knowledge about the nature of HPL and Sick Leave, in general.
As far as welfare policy is concerned, no company can dare to match the PSU's whose primary core value is 'Concern for People'.
Warm regards.