Dear all,
I have been newly appointed as HR Executive in one of the MNC and unfortunately there is no one to guide me on this, which is why I look forward to the members of CiteHR to help in this regard. Need advice on Leave Encashment process. It's a lengthy one so please bare with me. :)
Before I position my question here's a little background, which will help you guys to help me.
As per my company's leave policy there are total 27 General Leaves in a calendar year(Jan to Dec). No bifurcation of CL, SL or PL as in other companies. All 27 of them are termed as General Leaves. 15 are mandatory to consume and rest 12 can be carried forward. The leaves get accumulated every month for an employee to be able to consume. So for e.g. an employee has worked for 6 months he is entitled for 13.5 GLs.
The probation period is for 6 months and apparently no paid leaves during this period. However the employee will keep earning the leaves at the rate of 2.25 Leaves p.m. in his Leave Kitty, which he can consume after 6 months.
So here's the situation:-
Employee:- XYZ
DOJ:-01-May-2013
DOR:- 10th-Jul-2014
I have a confusion regarding the leaves to be carried forward from FY2013 to FY2014 as opening balance.
As per the leave policy since he has worked for 8 months, he is entitled for 2.25*8 = 18 Leaves for 2013. However while carrying forward to next year we'll have to deduct the mandatory leaves on a prorata basis too, which is 1.25*8 = 10 Leaves. But since for the first 6 months he was on a probation period and could not avail any of the GLs, would it be really fair to deduct 10 leaves while carrying forward to next year as opening balance.
The situation will be worse if he'd have joined on 01-Jul-14'. Working for 6 months, earned 13.5 leaves, but couldn't consume a single one before carry forward takes place.
The FnF of this employee is pending since long, just due to lack of information on same.
A prompt answer would be highly appreciated. Really. Please suggest.
Best Regds
HR Executive
I have been newly appointed as HR Executive in one of the MNC and unfortunately there is no one to guide me on this, which is why I look forward to the members of CiteHR to help in this regard. Need advice on Leave Encashment process. It's a lengthy one so please bare with me. :)
Before I position my question here's a little background, which will help you guys to help me.
As per my company's leave policy there are total 27 General Leaves in a calendar year(Jan to Dec). No bifurcation of CL, SL or PL as in other companies. All 27 of them are termed as General Leaves. 15 are mandatory to consume and rest 12 can be carried forward. The leaves get accumulated every month for an employee to be able to consume. So for e.g. an employee has worked for 6 months he is entitled for 13.5 GLs.
The probation period is for 6 months and apparently no paid leaves during this period. However the employee will keep earning the leaves at the rate of 2.25 Leaves p.m. in his Leave Kitty, which he can consume after 6 months.
So here's the situation:-
Employee:- XYZ
DOJ:-01-May-2013
DOR:- 10th-Jul-2014
I have a confusion regarding the leaves to be carried forward from FY2013 to FY2014 as opening balance.
As per the leave policy since he has worked for 8 months, he is entitled for 2.25*8 = 18 Leaves for 2013. However while carrying forward to next year we'll have to deduct the mandatory leaves on a prorata basis too, which is 1.25*8 = 10 Leaves. But since for the first 6 months he was on a probation period and could not avail any of the GLs, would it be really fair to deduct 10 leaves while carrying forward to next year as opening balance.
The situation will be worse if he'd have joined on 01-Jul-14'. Working for 6 months, earned 13.5 leaves, but couldn't consume a single one before carry forward takes place.
The FnF of this employee is pending since long, just due to lack of information on same.
A prompt answer would be highly appreciated. Really. Please suggest.
Best Regds
HR Executive