Dear friends, Can we club the casual and sick leaves whjile framing the leave policy. Regards, Kavuri
From India, Visakhapatnam
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From India, Visakhapatnam
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Hi,
The leave policy must cover both the mentioned types of leaves - entitlements, eligibilities, and the rules. However, if by clubbing, you mean that a given quantum of leave may be utilized either as Casual Leave or as Sick Leave, that is not advisable for the following reasons:
1) While no law requires an employer to provide for Sick Leave, The Industrial Employment (Standing Orders) Act 1946 through the Model Standing Orders provided therein require an employer to grant Casual Leave in conformity with stipulations made therein. The law, however, has NOT provided the quantum of Casual Leave that must be provided by an employer.
2) Therefore, the quantum of Casual Leave is a question to be decided by the employer as his prerogative.
3) Sick Leave is NOT provided under any law, and therefore an employer is NOT obliged to grant any Sick Leave. Even under the Employees State Insurance Act and the Scheme thereunder, when an employee remains absent by producing a sick certificate from the panel doctor, etc., in the employer's books, his absence is treated and marked as "without pay" (albeit as authorized absence), and the employee gets "sickness benefit(!)" from the ESC corporation.
4) On other types of leaves, the law is clear and gives an employer limited leeway!
5) It is best, therefore, to maintain an "account" for each type of leave separately and not club them! Also, when you examine the causes of absenteeism of an employee, it is easy to compile data for each type of leave for objective analysis.
I suppose your questions are answered.
Regards,
Samvedan
January 6, 2006
From India, Pune
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321The leave policy must cover both the mentioned types of leaves - entitlements, eligibilities, and the rules. However, if by clubbing, you mean that a given quantum of leave may be utilized either as Casual Leave or as Sick Leave, that is not advisable for the following reasons:
1) While no law requires an employer to provide for Sick Leave, The Industrial Employment (Standing Orders) Act 1946 through the Model Standing Orders provided therein require an employer to grant Casual Leave in conformity with stipulations made therein. The law, however, has NOT provided the quantum of Casual Leave that must be provided by an employer.
2) Therefore, the quantum of Casual Leave is a question to be decided by the employer as his prerogative.
3) Sick Leave is NOT provided under any law, and therefore an employer is NOT obliged to grant any Sick Leave. Even under the Employees State Insurance Act and the Scheme thereunder, when an employee remains absent by producing a sick certificate from the panel doctor, etc., in the employer's books, his absence is treated and marked as "without pay" (albeit as authorized absence), and the employee gets "sickness benefit(!)" from the ESC corporation.
4) On other types of leaves, the law is clear and gives an employer limited leeway!
5) It is best, therefore, to maintain an "account" for each type of leave separately and not club them! Also, when you examine the causes of absenteeism of an employee, it is easy to compile data for each type of leave for objective analysis.
I suppose your questions are answered.
Regards,
Samvedan
January 6, 2006
From India, Pune
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Dear,
The question asked here is whether we can club CL with Sick Leave. It all depends upon the policy of the Company.
In some places, maternity leave cannot be combined with any other leave. In some places, CL cannot be combined with Annual Leave.
According to me, CL and Sick Leave can be combined. Normally, the accepted number of days of casual leave is 12 days and the Sick leave is 20 days with half pay (a facility exists for employees to avail 10 full days).
In some companies, the unavailed sick leave beyond 60 days is being converted to Annual Leave. Some places allow Sick leave to be accumulated up to 300 days.
Any queries.
Regards,
A. Ratna Sekhar
Manager - IR&W
919448205687
From India, Hyderabad
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The question asked here is whether we can club CL with Sick Leave. It all depends upon the policy of the Company.
In some places, maternity leave cannot be combined with any other leave. In some places, CL cannot be combined with Annual Leave.
According to me, CL and Sick Leave can be combined. Normally, the accepted number of days of casual leave is 12 days and the Sick leave is 20 days with half pay (a facility exists for employees to avail 10 full days).
In some companies, the unavailed sick leave beyond 60 days is being converted to Annual Leave. Some places allow Sick leave to be accumulated up to 300 days.
Any queries.
Regards,
A. Ratna Sekhar
Manager - IR&W
919448205687
From India, Hyderabad
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Dear Reddy,
It is the company's policy to control absenteeism, but there is no statute that prescribes sick leave cannot be combined with any other type of leave. I hope you appreciate this. If there are any such rules or laws, kindly let me know.
Regards,
(A. RATNA SEKHAR)
MANAGER-IR&W
From India, Hyderabad
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It is the company's policy to control absenteeism, but there is no statute that prescribes sick leave cannot be combined with any other type of leave. I hope you appreciate this. If there are any such rules or laws, kindly let me know.
Regards,
(A. RATNA SEKHAR)
MANAGER-IR&W
From India, Hyderabad
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HI, Depends upon the State Laws. Mostly no. Generaly Casual leaves are encashed while Sick Leaves are not.
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"Casual leave" and "Sick Leave" should be not clubbed while framing policy. Minimun of SL-12, CL- 12, PL-18 should be granted to every employee & no wages should be deducted for the said leaves.
From India, Tiruchchirappalli
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From India, Tiruchchirappalli
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Leave Policy.doc