Just a small query. Is there any limitations in the number of casual leave that can be given to an employee? I read across in few of the discussions where one says 7CL and one says 10CL is mandatory. Can there be possibilities where the organization can exceed this number? Is there any such rules?
Also, I read that employee who has completed 240 days of work is eligible for EL. Is there any limitations on EL as well?
From India, Bengaluru
10Also, I read that employee who has completed 240 days of work is eligible for EL. Is there any limitations on EL as well?
From India, Bengaluru
Please refer link below:
https://www.stacowiki.in/en/acts/st-karnataka/
In general, CL can be awarded a day per month. Above is acceptable as long as sick and earned leaves also adhere to the state's leave rules.
From India, Chennai
https://www.stacowiki.in/en/acts/st-karnataka/
In general, CL can be awarded a day per month. Above is acceptable as long as sick and earned leaves also adhere to the state's leave rules.
From India, Chennai
Perusal of the Shops and Establishment Act of the state where your company is situated and Factories Act etc will make you aware of the type of leaves to be granted and certain conditions governing the entitlement and treatment of leave.
E.g 79-82 of Factories Act 1948 deals with leave
Chapter 4 of the Karnataka Shops and Establishment deals with leave entitlements
Establishments have to adhere to the minimum leave entitlements, but nothing stops them from giving more leave.
From India, Pune
E.g 79-82 of Factories Act 1948 deals with leave
Chapter 4 of the Karnataka Shops and Establishment deals with leave entitlements
Establishments have to adhere to the minimum leave entitlements, but nothing stops them from giving more leave.
From India, Pune
Dear Ms.Aishwarya,
In continuation of the discussion, I would like to add further as follows:
Leave is a welfare benefit extended to employees under the establishment -specific labor legislations. The types and the number of such leave vary according to the type of the establishment. For instance, the workers of a factory under the Factories Act,1948 are entitled to only one type of statutory leave called Annual Leave with Wages. No statutory provisions for other kinds of leave like casual leave, sick leave etc., because of shift working pattern and 7th day compulsory off following 6 days work. Under the Shops and Establishments Acts, the employees are entitled to 3 kinds of leave viz., Casual Leave, Sick Leave and Privilege Leave. However, there are factory managements granting C.L to their factory workers also either as per the Standing Orders or under collective bargaining agreements. Therefore, what a statue prescribes is only the minimum and it is for the employers to decide suo motu or under the process of collective bargaining the grant of any extra leave or in excess of the statutory minimum of the existing leave.
Coming to the aspect of availment of leave ie., the types of various leave to be combined at a stretch, pro rata sanction to employees of certain status like probationars, FTC employees, facility of encashment over and above the statutory provisions etc., are matters to be included in the Leave Policy of the individual organization.
From India, Salem
In continuation of the discussion, I would like to add further as follows:
Leave is a welfare benefit extended to employees under the establishment -specific labor legislations. The types and the number of such leave vary according to the type of the establishment. For instance, the workers of a factory under the Factories Act,1948 are entitled to only one type of statutory leave called Annual Leave with Wages. No statutory provisions for other kinds of leave like casual leave, sick leave etc., because of shift working pattern and 7th day compulsory off following 6 days work. Under the Shops and Establishments Acts, the employees are entitled to 3 kinds of leave viz., Casual Leave, Sick Leave and Privilege Leave. However, there are factory managements granting C.L to their factory workers also either as per the Standing Orders or under collective bargaining agreements. Therefore, what a statue prescribes is only the minimum and it is for the employers to decide suo motu or under the process of collective bargaining the grant of any extra leave or in excess of the statutory minimum of the existing leave.
Coming to the aspect of availment of leave ie., the types of various leave to be combined at a stretch, pro rata sanction to employees of certain status like probationars, FTC employees, facility of encashment over and above the statutory provisions etc., are matters to be included in the Leave Policy of the individual organization.
From India, Salem
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