Understanding Leave Allocation
I am unable to understand why you want to divide EL month-wise. If you divide it, it would be 1.25 per month. Fortunately, the quantum of CL is 12. If it is 9, then it would be 0.75 days per month. If you are an HR professional, understand what the leave eligibility of the employee is as per your company's leave rule or any document related to leave.
In most companies, casual leave can be availed for half a day to a maximum of 3 days in a month; intervening holidays/weekly offs are considered part of leave. No employee can avail more than 50% of casual leaves before June 30th, and the remaining after 1st July of every year. CL cannot be clubbed with any other type of leave. Balance CLs are neither encashed nor carried forward. CL needs to be availed with prior permission/intimation. In extraordinary cases, the employee must communicate with their immediate superior over the phone or by other means and should get approval upon their return for duty. Failing to do so shall be presumed that the employee is absent on those particular/all the days they are away from duty, and suitable disciplinary action shall be initiated.
Regarding Earned Leave (EL)
A maximum of 3 times an employee can avail, and balance leaves can be encashed at the time of their separation from services. In general, granting a minimum of 4 days is the practice across industries. Fifteen days advance permission is required, and this varies from industry to industry. Based on the exigencies, the employee is allowed to avail the total number of ELs to their credit. Balance ELs can be carried forward. Intervening holidays and weekly offs are not considered part of EL. In some organizations, EL encashment will be available.
All the above are general and vary from industry to industry based on their rules, policies, understandings, and agreements, etc.
I hope this clarifies things.
Regards,
Kamesh