Hi, I'm currently working with one of the US recruitment companies based in India. So, I want to introduce a Leave Policy here for Indian employees. Please suggest how much PL, CL, and SL are credited.
Regards, Ankita S
From India, Mumbai
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Regards, Ankita S
From India, Mumbai
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Rules of Leave Management
For Employees / Consultants / Apprentice
1. All employees/consultants are entitled to the following paid leaves during the course of the year from January to December.
• Privilege Leave (PL) – Employees/Consultants are entitled to 21 days of privilege leave (at the rate of 1.75 leave for the period of one month working, which includes CL and SL but not Leave Without Pay). These leaves will be earned and added every month for each employee. Continuous employment of twelve months grants privilege leave of __ days with full pay, but PL will be sanctioned proportionate to the period of employment in the current year. During the period of twelve months, sickness, accident, declared holidays, and sanctioned leave will be treated as continuous employment. In a year, one has to take a minimum of one lot of 10 PL, and the rest can be shorter. Unused PLs will be carried forward to the next year as per company rules and regulations. For the accumulated leave before lapses, employees will be informed one month in advance in writing. He/She will be required to inform the immediate supervisor of his/her intention to go on leave and also provide information about which part of the year he/she would like to avail leave. If he/she has not informed well in advance as required and not utilized his/her leave, he/she will not be entitled to the excess of __. The employee/consultant is entitled to receive basic pay for unused privileged leave over __ days. Employees can accumulate privilege leave up to a maximum of __ days. All leave in excess of 42 will be lapsed. However, at the end of 3 years of service, the employee is entitled to receive basic pay for the unused PL leaves.
• Sick Leave (SL) – Employees/Consultants are entitled to 7 days of sick leave per year. These leaves have to be utilized within one year and will not be carried forward to the next fiscal year. Such leave for more than 2 days needs to be supported by a certificate from a valid medical professional (Doctor).
• Casual Leave – Employees/Consultants are entitled to 7 days of casual leave. These leaves have to be utilized within one year and will not be carried forward to the next fiscal year. One can avail a maximum of 3 such leaves simultaneously.
2. All apprentices are entitled to 12 CL & 15 ML during their apprenticeship. Apprentices are not entitled to any PL.
3. Clubbing of leave with PL and CL or CL and SL is not permitted.
4. All the holidays and weekly offs between the start date and end date of leave will be treated as leave.
5. All employees/consultants/apprentices should inform their immediate managers regarding their utilization of PL and CL at least 15 days in advance if they are going on leave for more than 3 days, so that proper workload management is planned by the authority. In case of sick leave, employees should inform their immediate managers about the number of days they will not be able to come to work and should regularly update them if the sickness prolongs beyond expected.
6. In normal circumstances, no leave is to be availed during the period of probation. However, in case there are valid reasons requiring an employee to be on leave on account of personal exigencies or sickness, the same may be sanctioned on a pro-rata basis by the concerned supervisor.
7. An employee who has completed 2 years with the organization can avail 12 weeks of maternity leave for her first child. In case of any illness or complications arising out of pregnancy, the employee is entitled to a maximum of one month leave over and above the 12 weeks of maternity leave on producing required medical certificates. In case of delivery of the second child, the employee can avail 12 weeks of maternity leave, but it will be treated as "Leave Without Pay."
8. Employees/Consultants/Apprentices are supposed to apply for leave through an application form as per Form No XXXX.
9. Employees/Consultants/Apprentices will be given a Leave Application Card, which has to be filled prior to or immediately after taking leave. This Leave Application Card has to be up to date, as it has to be submitted to the HR Department for monthly salary processing.
10. Any employee/consultant/apprentice who is on leave without informing his supervisor for more than 3 days will be treated as a termination case.
11. Any employee/consultant/apprentice who is late to the office more than 3 times in a month will have it treated as half-day PL or "Leave Without Pay" in the absence of PL.
12. The In/Out Register has to be signed while leaving the office during office hours for personal/official work.
13. Any person who is out of the office for more than 4 hours in a day for any personal work will have it considered as half-day for him/her.
From India, Bengaluru
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2For Employees / Consultants / Apprentice
1. All employees/consultants are entitled to the following paid leaves during the course of the year from January to December.
• Privilege Leave (PL) – Employees/Consultants are entitled to 21 days of privilege leave (at the rate of 1.75 leave for the period of one month working, which includes CL and SL but not Leave Without Pay). These leaves will be earned and added every month for each employee. Continuous employment of twelve months grants privilege leave of __ days with full pay, but PL will be sanctioned proportionate to the period of employment in the current year. During the period of twelve months, sickness, accident, declared holidays, and sanctioned leave will be treated as continuous employment. In a year, one has to take a minimum of one lot of 10 PL, and the rest can be shorter. Unused PLs will be carried forward to the next year as per company rules and regulations. For the accumulated leave before lapses, employees will be informed one month in advance in writing. He/She will be required to inform the immediate supervisor of his/her intention to go on leave and also provide information about which part of the year he/she would like to avail leave. If he/she has not informed well in advance as required and not utilized his/her leave, he/she will not be entitled to the excess of __. The employee/consultant is entitled to receive basic pay for unused privileged leave over __ days. Employees can accumulate privilege leave up to a maximum of __ days. All leave in excess of 42 will be lapsed. However, at the end of 3 years of service, the employee is entitled to receive basic pay for the unused PL leaves.
• Sick Leave (SL) – Employees/Consultants are entitled to 7 days of sick leave per year. These leaves have to be utilized within one year and will not be carried forward to the next fiscal year. Such leave for more than 2 days needs to be supported by a certificate from a valid medical professional (Doctor).
• Casual Leave – Employees/Consultants are entitled to 7 days of casual leave. These leaves have to be utilized within one year and will not be carried forward to the next fiscal year. One can avail a maximum of 3 such leaves simultaneously.
2. All apprentices are entitled to 12 CL & 15 ML during their apprenticeship. Apprentices are not entitled to any PL.
3. Clubbing of leave with PL and CL or CL and SL is not permitted.
4. All the holidays and weekly offs between the start date and end date of leave will be treated as leave.
5. All employees/consultants/apprentices should inform their immediate managers regarding their utilization of PL and CL at least 15 days in advance if they are going on leave for more than 3 days, so that proper workload management is planned by the authority. In case of sick leave, employees should inform their immediate managers about the number of days they will not be able to come to work and should regularly update them if the sickness prolongs beyond expected.
6. In normal circumstances, no leave is to be availed during the period of probation. However, in case there are valid reasons requiring an employee to be on leave on account of personal exigencies or sickness, the same may be sanctioned on a pro-rata basis by the concerned supervisor.
7. An employee who has completed 2 years with the organization can avail 12 weeks of maternity leave for her first child. In case of any illness or complications arising out of pregnancy, the employee is entitled to a maximum of one month leave over and above the 12 weeks of maternity leave on producing required medical certificates. In case of delivery of the second child, the employee can avail 12 weeks of maternity leave, but it will be treated as "Leave Without Pay."
8. Employees/Consultants/Apprentices are supposed to apply for leave through an application form as per Form No XXXX.
9. Employees/Consultants/Apprentices will be given a Leave Application Card, which has to be filled prior to or immediately after taking leave. This Leave Application Card has to be up to date, as it has to be submitted to the HR Department for monthly salary processing.
10. Any employee/consultant/apprentice who is on leave without informing his supervisor for more than 3 days will be treated as a termination case.
11. Any employee/consultant/apprentice who is late to the office more than 3 times in a month will have it treated as half-day PL or "Leave Without Pay" in the absence of PL.
12. The In/Out Register has to be signed while leaving the office during office hours for personal/official work.
13. Any person who is out of the office for more than 4 hours in a day for any personal work will have it considered as half-day for him/her.
From India, Bengaluru
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Dear Ankita,
In short, any foreign company having its operations in India has to comply with the provisions of Indian labor laws in respect of employees recruited from India for its operations in India. Therefore, your leave policy has to be formulated in tune with the establishment-specific labor law applicable to the company. I think Maheswaran has dealt with it exhaustively.
From India, Salem
Acknowledge(1)Amend(0)
In short, any foreign company having its operations in India has to comply with the provisions of Indian labor laws in respect of employees recruited from India for its operations in India. Therefore, your leave policy has to be formulated in tune with the establishment-specific labor law applicable to the company. I think Maheswaran has dealt with it exhaustively.
From India, Salem
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Leave Policy for different sectors in India.doc