Hi All, What should be the leave policy for employees who go for a long break from work for a month or more
1. Should their leave be deducted and marked as negative balance leave ?
or
2. Should there be salary deduction and retain the leave ?
or
3. Should the company have a policy of break from work?
Regards,
Anita
From India, New Delhi
51. Should their leave be deducted and marked as negative balance leave ?
or
2. Should there be salary deduction and retain the leave ?
or
3. Should the company have a policy of break from work?
Regards,
Anita
From India, New Delhi
Hi Anita,
Well the question regarding long leaves policy is different in each firm.
Most of the firms, allow leaves which they have accumulated and then deduct for the excess days taken.
Huge Corporates maintain negative balance leaves
Ideally even in Call Centers, BPO where the attrition rate is too high, employees are not terminated, the genuine leaves are taken into consideration like exams, wedding, sick, death etc.
But if the employee has leaves accumulated in his account you cannot deduct the long leaves to the extend of the balance leaves he has.
Hope the above answers your query.
Best Regards, Tina
From India, Mumbai
Well the question regarding long leaves policy is different in each firm.
Most of the firms, allow leaves which they have accumulated and then deduct for the excess days taken.
Huge Corporates maintain negative balance leaves
Ideally even in Call Centers, BPO where the attrition rate is too high, employees are not terminated, the genuine leaves are taken into consideration like exams, wedding, sick, death etc.
But if the employee has leaves accumulated in his account you cannot deduct the long leaves to the extend of the balance leaves he has.
Hope the above answers your query.
Best Regards, Tina
From India, Mumbai
Hi, Thanks for your prompt response. What if the employee is willing to take leave in the early financial year? When the employee doesn’t have enough leave balance in his kitty? Regards, Anita
From India, New Delhi
From India, New Delhi
Hi Anita,
If the employee wants to take a long leave early and does not have enough leaves balance in his account, then there are two options.
1) Many firms deduct the extra leaves: for Eg An employee has 5 days leave in his account and he has taken 7 days holiday. Only 2 days salary will be deducted coz he has 5 days privilege leave in his account.
2) While some other firms prefer not to deduct any salary: Take the same eg. In this case, his salary will not be deducted and his account will show (-2) days leave. Now the HR has to decide the maximum nox of negative leaves that can be availed.
Mostly the negative balance system of leaves are implemented by those firms where privilege leave of 2.5 days are credited in the employee's account every month (annually 30 days) instead of offering total 30 days at the start of the financial year. So the negative balance holidays can be compensated easily. But you cannot carry forward negative balance leaves for the next financial year.
Best Regards, Tina
From India, Mumbai
If the employee wants to take a long leave early and does not have enough leaves balance in his account, then there are two options.
1) Many firms deduct the extra leaves: for Eg An employee has 5 days leave in his account and he has taken 7 days holiday. Only 2 days salary will be deducted coz he has 5 days privilege leave in his account.
2) While some other firms prefer not to deduct any salary: Take the same eg. In this case, his salary will not be deducted and his account will show (-2) days leave. Now the HR has to decide the maximum nox of negative leaves that can be availed.
Mostly the negative balance system of leaves are implemented by those firms where privilege leave of 2.5 days are credited in the employee's account every month (annually 30 days) instead of offering total 30 days at the start of the financial year. So the negative balance holidays can be compensated easily. But you cannot carry forward negative balance leaves for the next financial year.
Best Regards, Tina
From India, Mumbai
Dear Anita, Please clarify leave with prior permission or leave without permission G S Rajgor
From India, Ahmadabad
From India, Ahmadabad
Hi Tina,
I am designing the leave policy for my company. Intially i had designed as 24days as General leave but my CEO wants me to segregate the general leave into Priveledge Leave, CL and SL, Maternity leave. Kindly let me know is there any fixed rule for PL how should i segregate the same so that in case the employees want to take long levaes it should be deduted from L which is encashed.
Looking for a prompt response.
Regards,
Anita
From India, New Delhi
I am designing the leave policy for my company. Intially i had designed as 24days as General leave but my CEO wants me to segregate the general leave into Priveledge Leave, CL and SL, Maternity leave. Kindly let me know is there any fixed rule for PL how should i segregate the same so that in case the employees want to take long levaes it should be deduted from L which is encashed.
Looking for a prompt response.
Regards,
Anita
From India, New Delhi
Dear Anita,
Regarding your 24 days General Leave
You can segregate into 18days Privilege Leave, 3 days Casual Leave & 3 days Sick Leave.
Terms for Availing the Leave
Casual Leave
1. Casual leave entitlement is from April – March – 3 days in a financial year
2. Casual leave should be ordinarily be taken for one day, but in no case for more than 2 days at a time.
3. Prior sanction must be taken by filling in the leave form before availing of casual leave. If it is not possible, the Dept. head should be informed by telephone or in writing, as soon as possible. Leave form should be filled immediately on resuming duty. If the application is not filled within two days of resuming, it will be treated as absence.
4. Unavailed casual leave at the end of the year will be treated automatically lapsed.
Sick Leave
1. Sick leave entitlement is from April – March – 3 days in a financial year
2. Sick leave should be taken only for sickness for self. Sick leave for period exceeding 3 days should be supported by certificate from a Registered Medical Practioner.
3. Unavailed sick leave at the end of the year should be availed within the first 15 days of the new financial year. If the same is not taken, the same would lapse.
Privilege Leave
1. Privilege leave entitlement is from April – March – 18 days in a financial year
2. PL will be permitted to be availed of maximum two times in a year. The leave period should be for a minimum of 4 days.
3. PL should be applied; minimum 15 days in advance and employees can proceed on leave only after having their leave duly sanctioned by Dept. Head and HRD/Admin.
4. Clubbing of PL with maternity leave will be permissible subject to approval of Dept. Head and HRD / Admin.
5. PL balance at the beginning of the year (April) will be carried forward to the next year. PL entitlement not availed for 24 months will be automatically encashed in April of the following year
Maternity Leave
Married Female employee is entitled for maternity leave as per Maternity Benefit Act 1961 or The Employee State Insurance Act 1948 as per the provisions of the Act whichever is applicable to her.
1. Make sure the salary is more than 10000 pm. if less than this you can avail the maternity benefit only under employee state insurance act 1948
2. To be eligible for the Maternity benefit, the employee should work for a period of not less than 80 days in the twelve months immediately preceding the date of her expected delivery.
3. The employee should give a notice before 8 weeks in advance for maternity leave supported by a medical certificate
4. Maternity leave is an additional leave other then the usual leaves/ facilities existing
5. The Employee will be paid full pay up to 12 weeks approximately 6 weeks before delivery and 6 weeks after, provided that she undertakes not to take up with any job during these 12 weeks.
6. If this leave is extended, then the payment will be done to the extend of credit balance leaves in her account else it would be leave without pay.
7. No pay shall be due or payable in lieu of unavailed maternity leave
I hope the above will help you design your Leave Policy.
Best Regards,
Tina
From India, Mumbai
Regarding your 24 days General Leave
You can segregate into 18days Privilege Leave, 3 days Casual Leave & 3 days Sick Leave.
Terms for Availing the Leave
Casual Leave
1. Casual leave entitlement is from April – March – 3 days in a financial year
2. Casual leave should be ordinarily be taken for one day, but in no case for more than 2 days at a time.
3. Prior sanction must be taken by filling in the leave form before availing of casual leave. If it is not possible, the Dept. head should be informed by telephone or in writing, as soon as possible. Leave form should be filled immediately on resuming duty. If the application is not filled within two days of resuming, it will be treated as absence.
4. Unavailed casual leave at the end of the year will be treated automatically lapsed.
Sick Leave
1. Sick leave entitlement is from April – March – 3 days in a financial year
2. Sick leave should be taken only for sickness for self. Sick leave for period exceeding 3 days should be supported by certificate from a Registered Medical Practioner.
3. Unavailed sick leave at the end of the year should be availed within the first 15 days of the new financial year. If the same is not taken, the same would lapse.
Privilege Leave
1. Privilege leave entitlement is from April – March – 18 days in a financial year
2. PL will be permitted to be availed of maximum two times in a year. The leave period should be for a minimum of 4 days.
3. PL should be applied; minimum 15 days in advance and employees can proceed on leave only after having their leave duly sanctioned by Dept. Head and HRD/Admin.
4. Clubbing of PL with maternity leave will be permissible subject to approval of Dept. Head and HRD / Admin.
5. PL balance at the beginning of the year (April) will be carried forward to the next year. PL entitlement not availed for 24 months will be automatically encashed in April of the following year
Maternity Leave
Married Female employee is entitled for maternity leave as per Maternity Benefit Act 1961 or The Employee State Insurance Act 1948 as per the provisions of the Act whichever is applicable to her.
1. Make sure the salary is more than 10000 pm. if less than this you can avail the maternity benefit only under employee state insurance act 1948
2. To be eligible for the Maternity benefit, the employee should work for a period of not less than 80 days in the twelve months immediately preceding the date of her expected delivery.
3. The employee should give a notice before 8 weeks in advance for maternity leave supported by a medical certificate
4. Maternity leave is an additional leave other then the usual leaves/ facilities existing
5. The Employee will be paid full pay up to 12 weeks approximately 6 weeks before delivery and 6 weeks after, provided that she undertakes not to take up with any job during these 12 weeks.
6. If this leave is extended, then the payment will be done to the extend of credit balance leaves in her account else it would be leave without pay.
7. No pay shall be due or payable in lieu of unavailed maternity leave
I hope the above will help you design your Leave Policy.
Best Regards,
Tina
From India, Mumbai
Dear Tina,
Thanks a ton for the prompt response and your valuable inputs. It has really helped me in designing the policy and making it meaningful.
I have even incorporated paternity leave for 4 days.
This forum has helped me to a large extent in grooming my skills, i thanks all the senior members of this forum who started this cite and who share their views and experience on this forum.
Thanks Tina.
Regards,
Anita :)
From India, New Delhi
Thanks a ton for the prompt response and your valuable inputs. It has really helped me in designing the policy and making it meaningful.
I have even incorporated paternity leave for 4 days.
This forum has helped me to a large extent in grooming my skills, i thanks all the senior members of this forum who started this cite and who share their views and experience on this forum.
Thanks Tina.
Regards,
Anita :)
From India, New Delhi
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