How Should Pro-Rata Leave Be Handled for New Employees in Emergencies?

My company provides 21 days as Earned Leave + 7 days as CL, which are combined as 28 days, and 7 days SL in a year. Leave is considered on a calendar year basis, i.e., Jan-Dec. If a person joined in February '11 and took 3 days' leave in the same month, 1 day as SL in March, 1 day as PL in April, and now 2 days in May.

According to our company's rules, we provide leave on a pro-rata basis in case of emergencies before confirmation. Please advise whether it should be considered as LWP.

Thanks and Regards,

As the employee has joined recently, he can avail himself of the benefits of Earned Leave (EL). However, he can also avail himself of the benefits of Sick Leave (SL) and Casual Leave (CL), but these leaves are for a year. You can count this as two days' leave per month and consider the other leaves as Leave Without Pay (LWP).

Please let me know if you need any further clarification or assistance.

Pro-Rata Leave Sanctioning

Leaves can be sanctioned on a pro-rata basis. Be flexible towards employees who need to go on leave due to inevitable circumstances. If they avail more leave than the eligibility accrued from the pro-rata calculation, then those leave periods may be treated as Leave Without Pay (LWP).