Internship is a period of training as part of curriculum of the college/ university. It is usually unpaid, and as such no leave is admissible, and even if it is admissible, it will not make any difference because it is unpaid. Suppose, that the company has offered a stipend during internship, certainly, the company can treat th leave as unpaid only because leave is applicable only to the employees of the organisation, and an intern is not an employee but a student of some college doing on the job training as part of the curriculum.
Now if you have just replaced the designation of Trainee by intern, and the person is not doing it as per the curriculum, then he should be an employee for all statutory benefits. He should also be given the leaves as are available to any other employee of the same service. I have used the word "service" because there are some eligibility criterion for different types of leave. As such earned leave is given to those who have completed 12 months service whereas CL or Sick leave is governed by different service conditions as per the state law.
From India, Kannur
4250Now if you have just replaced the designation of Trainee by intern, and the person is not doing it as per the curriculum, then he should be an employee for all statutory benefits. He should also be given the leaves as are available to any other employee of the same service. I have used the word "service" because there are some eligibility criterion for different types of leave. As such earned leave is given to those who have completed 12 months service whereas CL or Sick leave is governed by different service conditions as per the state law.
From India, Kannur
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LEAVE RULES.doc