Hi all,
I've prepared a very simple and easy leave record format for my company.
There has been a change in the leave policy with the start of this financial year, which states that all employees shall be entitled to 18 (eighteen) days of leave in each calendar year adjusted on a pro-rata basis as per the duration of his/her service. At the end of the leave period (31st Dec), a maximum of 7 days of leave can be carried forward to the next leave calendar. Subject to availability, a maximum of 7 days of leave will then be encashed based on Basic salary and HRA.
Earlier, we used to get 2.5 leaves every month, making it 7.5 for three months (Jan, Feb, Mar).
So the calculation for April onwards is 13.5 + 7.5 - total leaves availed in Jan, Feb, and Mar.
Hope this will be of some use, especially for those who are new to HR.
From India, Delhi
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37I've prepared a very simple and easy leave record format for my company.
There has been a change in the leave policy with the start of this financial year, which states that all employees shall be entitled to 18 (eighteen) days of leave in each calendar year adjusted on a pro-rata basis as per the duration of his/her service. At the end of the leave period (31st Dec), a maximum of 7 days of leave can be carried forward to the next leave calendar. Subject to availability, a maximum of 7 days of leave will then be encashed based on Basic salary and HRA.
Earlier, we used to get 2.5 leaves every month, making it 7.5 for three months (Jan, Feb, Mar).
So the calculation for April onwards is 13.5 + 7.5 - total leaves availed in Jan, Feb, and Mar.
Hope this will be of some use, especially for those who are new to HR.
From India, Delhi
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Hi Ditti, It is really very simple and useful. I want to use your Leave Record Format to maintain our leave record. Regards, Subhra
From India, Mumbai
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From India, Mumbai
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Dear Diti,
As per your leave policy, an employee can forward a maximum of 7 days' leave to his credit at the end of the year. You must be aware that an employee can have a maximum of 30 days of leave to his credit under the Factories Act. According to the Factories Act, earned leaves are calculated on a calendar year basis. Previously, you were granting 30 days of leave per year, i.e., 2.5 days per month, but now you will only allow 18 days of leave. It appears that you are altering the service conditions without prior notice to the employees. It is also unclear whether your unit is covered under the Shop Act or the Factories Act, 1948. If your unit falls under the Industrial Disputes Act, 1947, then a notice period of 21 days is required for such changes. Please look into this matter and examine it.
Submitted for information only.
Regards,
R.N. Khola
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
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As per your leave policy, an employee can forward a maximum of 7 days' leave to his credit at the end of the year. You must be aware that an employee can have a maximum of 30 days of leave to his credit under the Factories Act. According to the Factories Act, earned leaves are calculated on a calendar year basis. Previously, you were granting 30 days of leave per year, i.e., 2.5 days per month, but now you will only allow 18 days of leave. It appears that you are altering the service conditions without prior notice to the employees. It is also unclear whether your unit is covered under the Shop Act or the Factories Act, 1948. If your unit falls under the Industrial Disputes Act, 1947, then a notice period of 21 days is required for such changes. Please look into this matter and examine it.
Submitted for information only.
Regards,
R.N. Khola
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
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Hello Mr. Khola,
My company is covered under the Shops and Establishment Act and is based in Noida, Uttar Pradesh. I am well aware that in that case (coverage), legally an employee should get 40 days of leave in one calendar year (15 EL, 15 SL, and 10 CL). All the employees were informed in March '09 about the changes and were communicated through meetings and conference calls (the meeting was headed by the Head of HR). Also, the decision to shorten leaves has been made by the management; I am just following that. :neutral::neutral: Anyway, thanks for the suggestion.
Regards
From India, Delhi
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My company is covered under the Shops and Establishment Act and is based in Noida, Uttar Pradesh. I am well aware that in that case (coverage), legally an employee should get 40 days of leave in one calendar year (15 EL, 15 SL, and 10 CL). All the employees were informed in March '09 about the changes and were communicated through meetings and conference calls (the meeting was headed by the Head of HR). Also, the decision to shorten leaves has been made by the management; I am just following that. :neutral::neutral: Anyway, thanks for the suggestion.
Regards
From India, Delhi
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Hi Ditti, thanx a lot. it is indeed very useful. let us share some more such best practices Neil 9013005529
From India, New Delhi
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From India, New Delhi
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Hi Akram,
Leave is governed by different laws and is also determined based on working days. For example, under the Factories Act 1948, the calculation is as follows:
- Earned Leave: Working days / 20
- Casual Leave: Working days / 40
Working days should be counted excluding holidays.
Regards,
Santosh
From India, New Delhi
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Leave is governed by different laws and is also determined based on working days. For example, under the Factories Act 1948, the calculation is as follows:
- Earned Leave: Working days / 20
- Casual Leave: Working days / 40
Working days should be counted excluding holidays.
Regards,
Santosh
From India, New Delhi
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Dear Mr. R.N. Khola,
I would be very grateful and thankful if you could clarify the following:
1) If an employee takes leave on LOP on Saturday and Monday, does Sunday also count as LOP? If so, is it legally correct?
2) If an employee leaves the job after completing the probation period of one year, having waited for more than 3 months and is yet to receive written confirmation from Management regarding the extension or confirmation of service, is the employee entitled to SL and EL when receiving the full and final settlement?
3) Is it mandatory to serve one month's notice given that the validity of the appointment order expired 3 months ago, and there has been no communication from the management after the completion of probation?
Kindly provide clarification.
Thank you, and I remain,
K.C. Seshadri
From India, Madras
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I would be very grateful and thankful if you could clarify the following:
1) If an employee takes leave on LOP on Saturday and Monday, does Sunday also count as LOP? If so, is it legally correct?
2) If an employee leaves the job after completing the probation period of one year, having waited for more than 3 months and is yet to receive written confirmation from Management regarding the extension or confirmation of service, is the employee entitled to SL and EL when receiving the full and final settlement?
3) Is it mandatory to serve one month's notice given that the validity of the appointment order expired 3 months ago, and there has been no communication from the management after the completion of probation?
Kindly provide clarification.
Thank you, and I remain,
K.C. Seshadri
From India, Madras
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Hi,
I went through the leave format, and it's really good. Could you please tell me if it can be used in a public school? How many standard leaves should be there as we are a new school and planning to provide all leaves to our staff? Please help me determine how many leaves should be allocated for ad hoc, probationary, and confirmed staff in teaching and non-teaching roles.
Parulamar
From India, Lucknow
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I went through the leave format, and it's really good. Could you please tell me if it can be used in a public school? How many standard leaves should be there as we are a new school and planning to provide all leaves to our staff? Please help me determine how many leaves should be allocated for ad hoc, probationary, and confirmed staff in teaching and non-teaching roles.
Parulamar
From India, Lucknow
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HI Ditti It is very needfull format thank you so much. i want tell one thing today i create new login in citehr. it is very helpfull side.. once again thank you so much B.L.Sharma Hr. & Admin Exe.
From India, Gurgaon
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From India, Gurgaon
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Dear All I Want one information how many leaves in one year EL,SL,CL? Regards B.L.Sharma HR & Admin Executive
From India, Gurgaon
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From India, Gurgaon
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Dear Mr.Khola Which i asked one question i want to know that how many type of leaves which can be use our establishment as per low, With Regards B.L.Sharma HR & Admin Executive
From India, Gurgaon
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From India, Gurgaon
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Mr. Khohla would like to understand from you that in my company, we have a policy that employees are required to consume their PL & CL in the entire year, or it will get lapsed. Please guide me, can this be illegal? Thanks, Raj
From India
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From India
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Dear B.L. Sharma,
You are responsible for granting earned, casual, and sick leaves to the employees/workers. If your unit is covered under the Maternity Benefit Act, 1961, then you are also required to grant maternity benefits/leaves as per this Act.
Regards,
R.N. Khola
From India, Delhi
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You are responsible for granting earned, casual, and sick leaves to the employees/workers. If your unit is covered under the Maternity Benefit Act, 1961, then you are also required to grant maternity benefits/leaves as per this Act.
Regards,
R.N. Khola
From India, Delhi
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Dear Raj,
In my opinion, we are not allowed to ask the employees to consume PL during the year as they can accumulate their EL up to a certain limit as allowed under the law applicable to your company. First, see which of the Acts relating to the grant of PL is applicable and see up to what extent an employee can accumulate their PL to their credit. In general, the law relating to the grant of CL says that CL, if not availed, will lapse at the end of the year. Therefore, see which of the Acts is applicable to you and then go through provisions relating to the grant of casual leaves.
R.N.Khola
Mr. Khohla,
I would like to understand from you that in my company, we have a policy that employees are required to consume their PL and CL in the entire year, or it will get lapsed. Please guide me, can this be illegal?
Thanks,
Raj
From India, Delhi
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In my opinion, we are not allowed to ask the employees to consume PL during the year as they can accumulate their EL up to a certain limit as allowed under the law applicable to your company. First, see which of the Acts relating to the grant of PL is applicable and see up to what extent an employee can accumulate their PL to their credit. In general, the law relating to the grant of CL says that CL, if not availed, will lapse at the end of the year. Therefore, see which of the Acts is applicable to you and then go through provisions relating to the grant of casual leaves.
R.N.Khola
Mr. Khohla,
I would like to understand from you that in my company, we have a policy that employees are required to consume their PL and CL in the entire year, or it will get lapsed. Please guide me, can this be illegal?
Thanks,
Raj
From India, Delhi
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Hi all, I’ve prepared a leave record format for my company. Hope this will be of some use especially to HR. Rajasekhar
From India
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