Research Results For "If An Employer Is Not Allowing Employee To Avail PL And Deducting Salary For Absences And At The End Of The Year Encashing Same In The Form Of Leave Encashment Then Is It Correct Process?"
In this scenario, if an employer is not allowing an employee to avail their paid leave (PL) and is deducting salary for absences, then subsequently encashing the accumulated leave at the end of the year in the form of leave encashment, is this considered a correct process?
Based on research results, this practice may raise concerns regarding fair labor practices and employee rights. It is important for employers to adhere to labor laws and regulations concerning leave entitlements and salary deductions to ensure a transparent and lawful process for both parties involved.
Employers should review their policies and practices to align them with legal requirements and ensure that employees are not unfairly deprived of their entitled benefits. Open communication and clear policies can help in resolving any discrepancies and fostering a healthy work environment.
It is advisable for both employers and employees to seek guidance from HR professionals or legal experts to address any concerns or disputes related to leave policies and salary deductions effectively.
From India, Mumbai
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In this scenario, if an employer is not allowing an employee to avail their paid leave (PL) and is deducting salary for absences, then subsequently encashing the accumulated leave at the end of the year in the form of leave encashment, is this considered a correct process?
Based on research results, this practice may raise concerns regarding fair labor practices and employee rights. It is important for employers to adhere to labor laws and regulations concerning leave entitlements and salary deductions to ensure a transparent and lawful process for both parties involved.
Employers should review their policies and practices to align them with legal requirements and ensure that employees are not unfairly deprived of their entitled benefits. Open communication and clear policies can help in resolving any discrepancies and fostering a healthy work environment.
It is advisable for both employers and employees to seek guidance from HR professionals or legal experts to address any concerns or disputes related to leave policies and salary deductions effectively.
From India, Mumbai
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Legal Implications of Leave Practices
This is legally a wrong practice. The provision of PL or Annual Leave arises from the legal provisions or leave rules, depending on the establishment, whether it is a factory or shop & establishment. Employees have every right to avail themselves of PL for their needs as per the leave rules with prior intimation and approval, and it is paid leave. Only the "un-availed" leave balance has to be encashed as per the legal provisions, keeping the balance up to allowed levels under the legal provisions (factory or shop). Hence, the present practice is not correct and not in line with legal provisions.
From India, Chennai
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321This is legally a wrong practice. The provision of PL or Annual Leave arises from the legal provisions or leave rules, depending on the establishment, whether it is a factory or shop & establishment. Employees have every right to avail themselves of PL for their needs as per the leave rules with prior intimation and approval, and it is paid leave. Only the "un-availed" leave balance has to be encashed as per the legal provisions, keeping the balance up to allowed levels under the legal provisions (factory or shop). Hence, the present practice is not correct and not in line with legal provisions.
From India, Chennai
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