Leave Policy Query
I have a query regarding the Leave Policy at my company. Currently, employees are entitled to a total of 36 leaves per calendar year, comprising 24 Privilege Leave days, 6 Casual Leave days, and 6 Sick/Medical Leave days from January to December. According to the policy, Privilege Leave can be taken for a minimum period of 3 days.
My question pertains to a scenario where an employee has exhausted all their Sick Leave (SL) and Casual Leave (CL) entitlements but still has a sufficient balance of Privilege Leave (PL). In the event of an emergency requiring 1 or 2 days of leave, can the employee utilize 1 or 2 days of Privilege Leave, or would this be considered as Leave Without Pay (LWP)?
Thank you for your assistance in clarifying this matter.
Regards
From India, Calcutta
Acknowledge(0)
Amend(0)
89I have a query regarding the Leave Policy at my company. Currently, employees are entitled to a total of 36 leaves per calendar year, comprising 24 Privilege Leave days, 6 Casual Leave days, and 6 Sick/Medical Leave days from January to December. According to the policy, Privilege Leave can be taken for a minimum period of 3 days.
My question pertains to a scenario where an employee has exhausted all their Sick Leave (SL) and Casual Leave (CL) entitlements but still has a sufficient balance of Privilege Leave (PL). In the event of an emergency requiring 1 or 2 days of leave, can the employee utilize 1 or 2 days of Privilege Leave, or would this be considered as Leave Without Pay (LWP)?
Thank you for your assistance in clarifying this matter.
Regards
From India, Calcutta
Acknowledge(0)Amend(0)
Clarification on Leave Policy Usage
I have a query regarding the Leave Policy in my company. We are allowed 36 leaves in a calendar year from January to December, comprising 24 Privileged Leave, 6 Casual Leave, and 6 Sick/Medical Leave. The policy specifies that Privilege Leave can be availed for a minimum period of 3 days.
My question is if someone exhausts all their Sick Leave (SL) and Casual Leave (CL) but still has enough Privilege Leave (PL) balance. In case of an emergency requiring a leave of 1 or 2 days, can they utilize 1 or 2 days of PL, or would it be considered as Leave Without Pay (LWP)?
As per the policy, if you have PL to carry forward, then all your PLs would be carried forward, provided you use at least 3 PL days within the calendar year. You can use your 1 or 2 PL days as needed now and take 1 more towards the year-end. This approach resolves your issue.
Do not worry; it will not be considered as LWP. Your policy does not mandate taking a minimum of 3 PL days at a stretch. Chill!
I hope this clarifies your doubts.
Regards,
From India, Mumbai
Acknowledge(0)Amend(0)
I have a query regarding the Leave Policy in my company. We are allowed 36 leaves in a calendar year from January to December, comprising 24 Privileged Leave, 6 Casual Leave, and 6 Sick/Medical Leave. The policy specifies that Privilege Leave can be availed for a minimum period of 3 days.
My question is if someone exhausts all their Sick Leave (SL) and Casual Leave (CL) but still has enough Privilege Leave (PL) balance. In case of an emergency requiring a leave of 1 or 2 days, can they utilize 1 or 2 days of PL, or would it be considered as Leave Without Pay (LWP)?
As per the policy, if you have PL to carry forward, then all your PLs would be carried forward, provided you use at least 3 PL days within the calendar year. You can use your 1 or 2 PL days as needed now and take 1 more towards the year-end. This approach resolves your issue.
Do not worry; it will not be considered as LWP. Your policy does not mandate taking a minimum of 3 PL days at a stretch. Chill!
I hope this clarifies your doubts.
Regards,
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you, Ankita, for the reply. My company policy states that employees cannot take 1 or 2 days of PL; instead, they can use CL or SL for such instances. However, an employee can utilize their PL at any time during the year, provided that it is for a minimum period of 3 days.
From India, Calcutta
Acknowledge(0)Amend(0)
From India, Calcutta
Acknowledge(0)Amend(0)
Thanks, Ankita, for the reply. My company policy states that one cannot take 1 or 2 days of Privilege Leave (PL); instead, they can take Casual Leave (CL) or Sick Leave (SL) for that purpose. Yes, one can avail of their PL at any time in a year, but it must be for a minimum period of 3 days.
I still am unable to understand... Most companies do have such clauses, but it is like you're supposed to avail a minimum of x leaves by the end of the year. If it is mentioned that you're supposed to take a minimum of 3 days PL and if they're forcing you to take a 3-day PL even when you need 1 or 2, be that... it won't be Leave Without Pay (LWP).
From India, Mumbai
Acknowledge(0)Amend(0)
I still am unable to understand... Most companies do have such clauses, but it is like you're supposed to avail a minimum of x leaves by the end of the year. If it is mentioned that you're supposed to take a minimum of 3 days PL and if they're forcing you to take a 3-day PL even when you need 1 or 2, be that... it won't be Leave Without Pay (LWP).
From India, Mumbai
Acknowledge(0)Amend(0)
However, my view is that if an employee has some kind of leave credit, you cannot treat him on Leave Without Pay (LWP) because LWP is resorted to only when an employee has exhausted all kinds of leave.
Policy Interpretation of Privilege Leave
The policy regarding Privilege Leave (P.L.), as to its restriction on the minimum number of P.L. to be utilized, can be interpreted to be in force under normal circumstances, i.e., when an employee can have recourse to other kinds of leave such as Casual Leave (CL) or Sick Leave (SL), etc., but not under special circumstances like the one you have explained. Further, P.L. is earned by an employee by putting in actual service for a prescribed number of days and thus is expected to have more liberty in utilizing it under special or compelling circumstances.
The policy can be interpreted in a manner beneficial to the employee as well as to the company. This is in addition to the suggestion which Ankita gave, which I find practicable.
Regards,
B. Saikumar
HR & labor law advisor
Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
Policy Interpretation of Privilege Leave
The policy regarding Privilege Leave (P.L.), as to its restriction on the minimum number of P.L. to be utilized, can be interpreted to be in force under normal circumstances, i.e., when an employee can have recourse to other kinds of leave such as Casual Leave (CL) or Sick Leave (SL), etc., but not under special circumstances like the one you have explained. Further, P.L. is earned by an employee by putting in actual service for a prescribed number of days and thus is expected to have more liberty in utilizing it under special or compelling circumstances.
The policy can be interpreted in a manner beneficial to the employee as well as to the company. This is in addition to the suggestion which Ankita gave, which I find practicable.
Regards,
B. Saikumar
HR & labor law advisor
Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Leave Policy.doc