Dear Friend,
(a) A "Probationer" is also a regular employee undergoing an initial phase of his service of a definite duration as fixed in the contract of employment only for the purpose of assessment of his suitability to the job by the employer. Therefore, so far as eligibility and entitlement of statutory service benefits like leave, holidays etc., are concerned, no law applicable to the establishment makes any differentiation in respect of employees as probationer, confirmed, contractual and the like. If there is no statutory condition in the establishment-specific law as to availment of E.L after the lapse of a particular period, the refusal to grant E.L to an employee solely on the ground of his probation is certainly illegal. In any case of termination of employment, the E.L at the credit of the concerned employee's leave a/c should be included in his/her F&F settlement of dues. It is mandatory.
(b) Whatever the working pattern of the establishment like 5-Day week or 6-Day week, the holidays are paid holidays only. Therefore, for the sake of calculation of cash value of unavailed E.L, dive the Gross salary by 30.