Dear friends,
I am working with a software company, and we are in the process of reframing our leave policy. Can you please let me know if there is a rule stating that casual leave cannot be combined with any other kind of leave?
Regards,
Deepika
From India, Delhi
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I am working with a software company, and we are in the process of reframing our leave policy. Can you please let me know if there is a rule stating that casual leave cannot be combined with any other kind of leave?
Regards,
Deepika
From India, Delhi
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Dear Deepika, Unless specifically stated in any of the State/Local Laws there is no bar in combining CL with EL. Regards, SC
From India, Thane
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47From India, Thane
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Hi Deepika,
SC has rightly stated, and as per my knowledge, there is no act which stops from doing so. But if it is so, then why do we have CL and EL, where the nature of leave (other than sick leaves) is also not different? One difference that I understand is the length of the leaves. In the case of CL, it is normally up to 2 days, whereas in the case of EL, it is normally a long leave. Since an employee wanting to avail EL will impact the productivity of the organization, that is why the application is to be submitted at least 15 days in advance so that adequate planning may be done to ensure there is no loss in terms of productivity. In the case of CL, productivity may be managed by making some/few adjustments.
I hope this will be of some help to you.
Best wishes,
Sunil Joshi
From United States, Bedford
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SC has rightly stated, and as per my knowledge, there is no act which stops from doing so. But if it is so, then why do we have CL and EL, where the nature of leave (other than sick leaves) is also not different? One difference that I understand is the length of the leaves. In the case of CL, it is normally up to 2 days, whereas in the case of EL, it is normally a long leave. Since an employee wanting to avail EL will impact the productivity of the organization, that is why the application is to be submitted at least 15 days in advance so that adequate planning may be done to ensure there is no loss in terms of productivity. In the case of CL, productivity may be managed by making some/few adjustments.
I hope this will be of some help to you.
Best wishes,
Sunil Joshi
From United States, Bedford
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Hi, Yes, as per my knowlesge, it is not mentioned in any act, but if you have certified standing orders for your company then you have to do according to the certified standing orders. Abhishek
From India, Delhi
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From India, Delhi
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Hi Deepika,
As rightly stated by our other friends, the law does not forbid the combining of CL and EL unless it is prohibited in Standing Orders. Despite this, most companies do not allow combining. Why?
Firstly, why CL and EL separately? Why not just leaves? Because the nature and purpose are different. CL, or Casual Leave, means leave that is meant for sudden casual purposes. It cannot be planned in advance, whereas Earned Leave has to be planned in advance. So, if you look at the nature of these two types of leaves, combining them does not make sense.
K. K. Tyagi
From India, Delhi
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As rightly stated by our other friends, the law does not forbid the combining of CL and EL unless it is prohibited in Standing Orders. Despite this, most companies do not allow combining. Why?
Firstly, why CL and EL separately? Why not just leaves? Because the nature and purpose are different. CL, or Casual Leave, means leave that is meant for sudden casual purposes. It cannot be planned in advance, whereas Earned Leave has to be planned in advance. So, if you look at the nature of these two types of leaves, combining them does not make sense.
K. K. Tyagi
From India, Delhi
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Leave Policy.doc
Leave Application.pdf