Greetings,
I am working as an intern at a consultancy firm in Panchkula, Haryana. I am looking into the company's leave policy to ensure it complies with the applicable rules and regulations. I have a few questions regarding the leave policy:
1. Do consultancies in Haryana and Punjab come under the Shops and Commercial Establishments Act?
2. Do we calculate earned leave for the whole year or only for the number of days worked?
3. Can the casual and sick leave be decreased?
Hoping for a prompt reply.
Thank you,
Jaiwardhan Singh
From India, New Delhi
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I am working as an intern at a consultancy firm in Panchkula, Haryana. I am looking into the company's leave policy to ensure it complies with the applicable rules and regulations. I have a few questions regarding the leave policy:
1. Do consultancies in Haryana and Punjab come under the Shops and Commercial Establishments Act?
2. Do we calculate earned leave for the whole year or only for the number of days worked?
3. Can the casual and sick leave be decreased?
Hoping for a prompt reply.
Thank you,
Jaiwardhan Singh
From India, New Delhi
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I will answer 2 questions, i.e., 2 and 3.
2. We are calculated for the whole year (that is every January). This will carry forward for the next year also. The maximum limit is 24 days; excess leave would be automatically elapsed! It will be credited after the probation period but will be calculated only in January.
3. No, it can't be decreased. Casual Leave is max - 12 and sick leave max - 60. Each and every employee is eligible for CL and SL. EL is awarded only after probation, but it will be calculated only in January. Suppose, if you can't take any CL for the whole year, it will be automatically elapsed. Sick leave carries forward to the next year.
CL - rest leaves elapsed
SL - Carried forward to the next year
EL - Carried forward to the next year
Thanks,
Jagan:-P
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2. We are calculated for the whole year (that is every January). This will carry forward for the next year also. The maximum limit is 24 days; excess leave would be automatically elapsed! It will be credited after the probation period but will be calculated only in January.
3. No, it can't be decreased. Casual Leave is max - 12 and sick leave max - 60. Each and every employee is eligible for CL and SL. EL is awarded only after probation, but it will be calculated only in January. Suppose, if you can't take any CL for the whole year, it will be automatically elapsed. Sick leave carries forward to the next year.
CL - rest leaves elapsed
SL - Carried forward to the next year
EL - Carried forward to the next year
Thanks,
Jagan:-P
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Hello,
I hope my answers will be helpful to you.
1. Earned leaves are for the whole year.
2. Yes, they can be decreased depending on the joining of the employee. It also varies with the policy existing in the company.
From India
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14I hope my answers will be helpful to you.
1. Earned leaves are for the whole year.
2. Yes, they can be decreased depending on the joining of the employee. It also varies with the policy existing in the company.
From India
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Can Anyone Give Me Provide The Rules For Cl El And Ml. 1. Whether Anyone Is Liable To Get Cl In Probation?
From India, Bhubaneswar
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From India, Bhubaneswar
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The Provision of Casual and Sick Leaves is under the Following Act
The Punjab Industrial Establishment (national & festival holidays, casual & sick leave) Act, 1965 and the Rules made thereunder have been enforced in the National Capital Territory of Delhi w.e.f. 1.1.1974.
As per the provisions of this Act, every employer is required to allow three National holidays and a minimum of four festival holidays in a year.
There is also a provision in this Act for seven days' casual Leave and 14 days Sick Leave at half pay in a year. However, the workers entitled to sickness benefit under the Employees State Insurance Act, 1948 are not entitled to sick leave. Since most of the factories are covered under the Employees State Insurance Act, 1948, the sick leave provisions are generally not applicable to workers employed in factories. It has also been clarified in Section 14 of this Act that nothing contained in this Act shall affect any right or privileges that any worker is entitled to receive under any other law, contract, custom, or usage if such rights or privileges are more favorable to him than those to which he would be entitled under this Act.
This Act requires the maintenance of a Register containing details of Casual and Sick leave availed by the workers.
There is also a provision for mutual consultation between the management and the workers under this Act and Rules made thereunder for deciding the days to be observed as festival holidays in a factory.
From India, Delhi
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The Punjab Industrial Establishment (national & festival holidays, casual & sick leave) Act, 1965 and the Rules made thereunder have been enforced in the National Capital Territory of Delhi w.e.f. 1.1.1974.
As per the provisions of this Act, every employer is required to allow three National holidays and a minimum of four festival holidays in a year.
There is also a provision in this Act for seven days' casual Leave and 14 days Sick Leave at half pay in a year. However, the workers entitled to sickness benefit under the Employees State Insurance Act, 1948 are not entitled to sick leave. Since most of the factories are covered under the Employees State Insurance Act, 1948, the sick leave provisions are generally not applicable to workers employed in factories. It has also been clarified in Section 14 of this Act that nothing contained in this Act shall affect any right or privileges that any worker is entitled to receive under any other law, contract, custom, or usage if such rights or privileges are more favorable to him than those to which he would be entitled under this Act.
This Act requires the maintenance of a Register containing details of Casual and Sick leave availed by the workers.
There is also a provision for mutual consultation between the management and the workers under this Act and Rules made thereunder for deciding the days to be observed as festival holidays in a factory.
From India, Delhi
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Hi, Rajeev,
Thank you for the post on the Factories Act. I am looking to revise my company's leave policy and I am interested in aligning it with the government regulations. Could you kindly provide information on Casual Leave (CL) and Sick Leave (SL) as per The Maharashtra Industrial Establishment (National & Festival Holidays, Casual & Sick Leave) Act, 1965?
Your assistance in this matter is greatly appreciated.
Thank you.
From India, Gurgaon
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Thank you for the post on the Factories Act. I am looking to revise my company's leave policy and I am interested in aligning it with the government regulations. Could you kindly provide information on Casual Leave (CL) and Sick Leave (SL) as per The Maharashtra Industrial Establishment (National & Festival Holidays, Casual & Sick Leave) Act, 1965?
Your assistance in this matter is greatly appreciated.
Thank you.
From India, Gurgaon
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Hello all,
Could you please help me with the matter of leave? If someone joins the company on the 1st of July, according to government rules, when will they be entitled to Sick Leave (SL), Earned Leave (EL), and Casual Leave (CL)? How many leaves should be allotted to them?
Raj Kumar
From India, Panipat
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Could you please help me with the matter of leave? If someone joins the company on the 1st of July, according to government rules, when will they be entitled to Sick Leave (SL), Earned Leave (EL), and Casual Leave (CL)? How many leaves should be allotted to them?
Raj Kumar
From India, Panipat
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Dear Raj Kumar,
The new joinee will get the SL and CL straightaway from the day they join the organization. For EL, they are eligible only after completing one year of continuous service with the organization, where their working days in the year should not be less than 240.
From the 1st of July, they are eligible for 3.5 days of SL and CL on a pro-rata basis. Regarding EL, they are eligible only after the 1st of July the following year.
From India, Delhi
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The new joinee will get the SL and CL straightaway from the day they join the organization. For EL, they are eligible only after completing one year of continuous service with the organization, where their working days in the year should not be less than 240.
From the 1st of July, they are eligible for 3.5 days of SL and CL on a pro-rata basis. Regarding EL, they are eligible only after the 1st of July the following year.
From India, Delhi
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Hi people,
Can anyone help me in understanding the leave policy under the Haryana Shop and Establishment Act? Or please refer me to a book where I can find this information.
- Minimum number of CLs required
- Minimum number of SLs required
- Minimum number of PL/AL/EL required
Thanks in advance.
Mamta
Email: frndsclub@gmail.com
From India, Gurgaon
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Can anyone help me in understanding the leave policy under the Haryana Shop and Establishment Act? Or please refer me to a book where I can find this information.
- Minimum number of CLs required
- Minimum number of SLs required
- Minimum number of PL/AL/EL required
Thanks in advance.
Mamta
Email: frndsclub@gmail.com
From India, Gurgaon
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Dear Mamta,
For casual and sick leave, you can refer to "The Punjab Industrial Establishment (national & festival holidays, casual & sick leave) Act, 1965 and the Rules made thereunder have been enforced in the National Capital Territory of Delhi w.e.f. 1.1.1974."
For earned leave, the reference is the Factory Act Rules, 1948. However, this information was already provided in a previous post by me; you can check the same.
From India, Delhi
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For casual and sick leave, you can refer to "The Punjab Industrial Establishment (national & festival holidays, casual & sick leave) Act, 1965 and the Rules made thereunder have been enforced in the National Capital Territory of Delhi w.e.f. 1.1.1974."
For earned leave, the reference is the Factory Act Rules, 1948. However, this information was already provided in a previous post by me; you can check the same.
From India, Delhi
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Will an employee be eligible for leave after completing one year even if he/she has not be confirmed i.e. their probation period has been extended?
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Hi Rajeev,
If the factory was closed down under the section that you have mentioned above, then any days of lay off, by agreement or contract, or as permissible under the standing orders, how can we allocate the earned leaves? Please let me know.
From India, Bangalore
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If the factory was closed down under the section that you have mentioned above, then any days of lay off, by agreement or contract, or as permissible under the standing orders, how can we allocate the earned leaves? Please let me know.
From India, Bangalore
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Leave Policy.doc