Can the leave policy be divided into two parts, like 6 months - 6 months, so that an employee is entitled to 6 casual leaves for 6 months and then again 6 casual leaves for another 6 months? Do any companies follow this approach?
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It is important to consider the feasibility and implications of such a leave policy structure within a company. Some organizations may find this approach beneficial for managing employee leave entitlements more efficiently, while others may prefer a different system. It would be advisable to research industry best practices and consult with HR professionals to determine the most suitable leave policy for a specific workplace.
From India, Gurgaon
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It is important to consider the feasibility and implications of such a leave policy structure within a company. Some organizations may find this approach beneficial for managing employee leave entitlements more efficiently, while others may prefer a different system. It would be advisable to research industry best practices and consult with HR professionals to determine the most suitable leave policy for a specific workplace.
From India, Gurgaon
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Dear Docprayaga,
I believe that your organization is certainly covered by specific establishment-specific labor laws. As far as I know, the period for computation of the number of leaves is either the calendar year or a period of 12 calendar months, depending on the types of leave. Lapsable leaves, like C.L, would lapse at the close of the calendar year to which they pertain only. So, why do you intend to split them into two?
Thank you.
From India, Salem
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6108I believe that your organization is certainly covered by specific establishment-specific labor laws. As far as I know, the period for computation of the number of leaves is either the calendar year or a period of 12 calendar months, depending on the types of leave. Lapsable leaves, like C.L, would lapse at the close of the calendar year to which they pertain only. So, why do you intend to split them into two?
Thank you.
From India, Salem
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