HI,
I am working as HR in an IT co. I have started the HR department here.
I need to revise the Leave Policy here. The existing leave policy is as follows:
- No Paid leaves during Probation Period (6 months)
- After completion of Probation - 16 paid leaves, divided as follows:
- 8 CL divided on Monthly prorata basis: Can be Carried Fwd or Re-imbursed at the end of the year.
- 8 ML divided on Quarterly prorata basis: Cannot be carried fwd or re-imbursed at the end of the year. ML can be availed only if an employee submits a Medical Certificate.
** Compensatory Offs for people who work on any Holiday.
** I wish to introduce Privleged Leaves (PL) for employees who have completed 1 year of service with the organisation. Kindly suggest calculations based on the working days of last year.
kindly suggest improvements in the existing policy and calculations for PL / EL leaves.
Regards
Bhavna
From India, Delhi
33I am working as HR in an IT co. I have started the HR department here.
I need to revise the Leave Policy here. The existing leave policy is as follows:
- No Paid leaves during Probation Period (6 months)
- After completion of Probation - 16 paid leaves, divided as follows:
- 8 CL divided on Monthly prorata basis: Can be Carried Fwd or Re-imbursed at the end of the year.
- 8 ML divided on Quarterly prorata basis: Cannot be carried fwd or re-imbursed at the end of the year. ML can be availed only if an employee submits a Medical Certificate.
** Compensatory Offs for people who work on any Holiday.
** I wish to introduce Privleged Leaves (PL) for employees who have completed 1 year of service with the organisation. Kindly suggest calculations based on the working days of last year.
kindly suggest improvements in the existing policy and calculations for PL / EL leaves.
Regards
Bhavna
From India, Delhi
Hi,
You can credit 6 CL & 6 SL for a employee on starting of every year. suppose an emplyee joins on march then ypu can credit on pro data basis i.e. counting from march - Dec = 10 days. 5 CL and 5 SL. if they join on April, then it would be April - Dec = 9 days. you can diveide it as 4 CL and 5 SL. usually sick leaves are given more preferance. and after completion of one year you can credit 12 EL.
Hope this information will be usefull. Any clarification get back to me
Regards,
Kavitha
From India, Madras
You can credit 6 CL & 6 SL for a employee on starting of every year. suppose an emplyee joins on march then ypu can credit on pro data basis i.e. counting from march - Dec = 10 days. 5 CL and 5 SL. if they join on April, then it would be April - Dec = 9 days. you can diveide it as 4 CL and 5 SL. usually sick leaves are given more preferance. and after completion of one year you can credit 12 EL.
Hope this information will be usefull. Any clarification get back to me
Regards,
Kavitha
From India, Madras
Hi
Some questions:
1) What is ML?
Is it Maternity Leave? This is my understanding of the term ML. You will need to build in a provision for this Leave in your policy. Similarly, some companies offer 5 days Paternity leave. You may want to create this in the policy too.
2) What is the logic for giving PL after 1 year of service if your probation period is 6 months?
I think you can do leave encashment on Basic Salary. Others may please suggest alternatives.
Regards
Ryan
From India, Mumbai
Some questions:
1) What is ML?
Is it Maternity Leave? This is my understanding of the term ML. You will need to build in a provision for this Leave in your policy. Similarly, some companies offer 5 days Paternity leave. You may want to create this in the policy too.
2) What is the logic for giving PL after 1 year of service if your probation period is 6 months?
I think you can do leave encashment on Basic Salary. Others may please suggest alternatives.
Regards
Ryan
From India, Mumbai
Hi,
You may amend you leave policy by giving:
6 sick leaves
6 casual leaves
24/18 earned leaves
in a calender year.
And if suppose an employee joins in between, it can calculated on prorate basis.
And the earned leave can be availed by the employee only in the next calender year.
Earned leave can be calculated on basic and DA.
The SL/CL can be availed after completion of xx days in the organization.
Suggestions are welcome by cite HR members.
Sashmita
From India, Delhi
You may amend you leave policy by giving:
6 sick leaves
6 casual leaves
24/18 earned leaves
in a calender year.
And if suppose an employee joins in between, it can calculated on prorate basis.
And the earned leave can be availed by the employee only in the next calender year.
Earned leave can be calculated on basic and DA.
The SL/CL can be availed after completion of xx days in the organization.
Suggestions are welcome by cite HR members.
Sashmita
From India, Delhi
Dear Ryan,
Thanks for replying.
ML means Medical Leave. Yes, I will be including the Maternity and Fraternity Leaves as well.
PL i.e. Privileged Leaves - I wanted to assign this after a year as an incentive of completing a year. That as soon as an employee completes a year, he starts getting extra leaves and thus reduces salary deduction.
Suggest, if this can be a good idea.
Regards
Bhavna
From India, Delhi
Thanks for replying.
ML means Medical Leave. Yes, I will be including the Maternity and Fraternity Leaves as well.
PL i.e. Privileged Leaves - I wanted to assign this after a year as an incentive of completing a year. That as soon as an employee completes a year, he starts getting extra leaves and thus reduces salary deduction.
Suggest, if this can be a good idea.
Regards
Bhavna
From India, Delhi
Dear Bhavna,
Refering to the discusion held in the thread, i could understand that 12 EL in a year would mean 1 leave per month. This HAS to be awarded on a pro rata basis, since the name is priviledged leave (or earned leave). This means that we can avail of these leaves only if we earn them by working in the company. So if any employee leaves during the tenure of 1 year, he may be awarded leaves on pro rata basis.
Another method of awarding PL cud be:
You can start accumulating PL or EL (12 in a year) for the employee right from the day he joins the org, but the employee can avail of it only after their probation (6 months) OR after one yaer of completed services in the compny. This wud craete a good balance in the employees leave account. If u may want u may arrange such leaves only to be carried fwd and not encashed at the close of the year.
Regards,
Parul
From India, Delhi
Refering to the discusion held in the thread, i could understand that 12 EL in a year would mean 1 leave per month. This HAS to be awarded on a pro rata basis, since the name is priviledged leave (or earned leave). This means that we can avail of these leaves only if we earn them by working in the company. So if any employee leaves during the tenure of 1 year, he may be awarded leaves on pro rata basis.
Another method of awarding PL cud be:
You can start accumulating PL or EL (12 in a year) for the employee right from the day he joins the org, but the employee can avail of it only after their probation (6 months) OR after one yaer of completed services in the compny. This wud craete a good balance in the employees leave account. If u may want u may arrange such leaves only to be carried fwd and not encashed at the close of the year.
Regards,
Parul
From India, Delhi
Hi Bhavna,
for example if an employee joins in the month of May'07. we will credit him 12 EL's once he completed one year thats on May'08. And on Jan'09 starting we can credit him the El's on prodata basis that is from June - Dec = 7 days . so on Jan'09 we will credit him 7 EL's. So from Jan'2010 he will be part of our regular credting. hereafter every Jan we can credit him 12 EL's
if you would require any clarification let me know
Regards,
Kavitha
From India, Madras
for example if an employee joins in the month of May'07. we will credit him 12 EL's once he completed one year thats on May'08. And on Jan'09 starting we can credit him the El's on prodata basis that is from June - Dec = 7 days . so on Jan'09 we will credit him 7 EL's. So from Jan'2010 he will be part of our regular credting. hereafter every Jan we can credit him 12 EL's
if you would require any clarification let me know
Regards,
Kavitha
From India, Madras
Bhavna,
CLs are encashable in good cos. use this point as a REAL incentive for industrious staff who don't take leaves.
added plus would be not to encourage unneccasary leaves.
Don't hold back employee benefits like leaves, its not a good strategy. if people are happy working with you theye will turn up every single dsay.
Add FLEXI offs ie if your organisation or certain dept work all 7days then give them freedom to pick thgeir weekly off.
This will reduce any form to leave to bare minimum/zero in majority cases.
surya
From India, Delhi
CLs are encashable in good cos. use this point as a REAL incentive for industrious staff who don't take leaves.
added plus would be not to encourage unneccasary leaves.
Don't hold back employee benefits like leaves, its not a good strategy. if people are happy working with you theye will turn up every single dsay.
Add FLEXI offs ie if your organisation or certain dept work all 7days then give them freedom to pick thgeir weekly off.
This will reduce any form to leave to bare minimum/zero in majority cases.
surya
From India, Delhi
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Leave Policy.doc