Hi All
ours is a software company where we have below leave structure.
SL-12
CL-12
PL-12
we would like to reduce this 36 leaves to 18 paid leave without any segregation between SL,PL and CL.
any statutory implications in doing so? Please share leave structure of your company if you are from software company.
please help me
Aravind
From India, Kochi
ours is a software company where we have below leave structure.
SL-12
CL-12
PL-12
we would like to reduce this 36 leaves to 18 paid leave without any segregation between SL,PL and CL.
any statutory implications in doing so? Please share leave structure of your company if you are from software company.
please help me
Aravind
From India, Kochi
Dear Aravind,
I am also working in IT company.
1. CL leave - 12 days monthly one day with pay. More than one day leave LOP.
2. SL / ML (Medical Leave) - 6 days per year - If medical certificate is given this is eligble with pay.
So years 18 days leave ( 12 CL + 6 ML ) available.
regards,
Shanshen
From India, Bangalore
5I am also working in IT company.
1. CL leave - 12 days monthly one day with pay. More than one day leave LOP.
2. SL / ML (Medical Leave) - 6 days per year - If medical certificate is given this is eligble with pay.
So years 18 days leave ( 12 CL + 6 ML ) available.
regards,
Shanshen
From India, Bangalore
Hi Arvind,
We have following leave structure
1. 4 Mandatory holidays and 5 optional holidays out of 7 listed.
2. 10 days of paid leave. It comprises of both CL as well as SL.
3. No carry forward, no encashment.
Regards,
Smitaa
From India, Mumbai
We have following leave structure
1. 4 Mandatory holidays and 5 optional holidays out of 7 listed.
2. 10 days of paid leave. It comprises of both CL as well as SL.
3. No carry forward, no encashment.
Regards,
Smitaa
From India, Mumbai
Thank you Shanshen and Smitaa for your response. this is very useful information for me. I need similer information from few more companies so that i can convince my people. Please help Aravind
From India, Kochi
From India, Kochi
Hi Aravind,
What is the flat minimum number which any IT company is supposed to pay to its emplyees as per statutory demand ?
Please help me in this regard, since I am in the proces of framing our Leave Policy.
Thanks,
Shalini
What is the flat minimum number which any IT company is supposed to pay to its emplyees as per statutory demand ?
Please help me in this regard, since I am in the proces of framing our Leave Policy.
Thanks,
Shalini
please do not rob ur hardworking employees of their PAID LEAVES in any category it will only provoke them to get more leaves out of "INVENTED" reasons medical problems etc...... CIAO
From India, Pune
From India, Pune
Sorry I dont intend to rub any body by any means. Just go back to the original quarry. The employees are alredy enjoing some leaves and the company wants to reduce them just by half. How can you deprove a benefit once you have extended?
Secondly, the company is follwing the pattern of leave which do not comply with any act. Also let me know which law in India tell you to lapse the leave at the end of the leave year. As per The Factories act, leave can be accrued upto 30 days. and as per Shops and and commercial establishment act ( reference to Andhra pradesh) leave can be accrued upto 60 days. Even it is allowed to encah leave upto 7 days as per S&E Act.( ref- AP)
My concern is whether we the HR professoinals depriving the leagal rights of the employees provided in the relevant statutes. If they are not applicable in case of soft ware companies please enlighten me as to under which law they are exempted.
Once again I am reiterating that my intention is to trouble any segment of the companies. I am asking as per my academic interest.
Thanks
L N Murty
Secondly, the company is follwing the pattern of leave which do not comply with any act. Also let me know which law in India tell you to lapse the leave at the end of the leave year. As per The Factories act, leave can be accrued upto 30 days. and as per Shops and and commercial establishment act ( reference to Andhra pradesh) leave can be accrued upto 60 days. Even it is allowed to encah leave upto 7 days as per S&E Act.( ref- AP)
My concern is whether we the HR professoinals depriving the leagal rights of the employees provided in the relevant statutes. If they are not applicable in case of soft ware companies please enlighten me as to under which law they are exempted.
Once again I am reiterating that my intention is to trouble any segment of the companies. I am asking as per my academic interest.
Thanks
L N Murty
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Delhi - Minimum Wages w.e.f. 01.10.2012 (1).pdf
Minimum Wages in Maharashtra for the period January 2018 to June 2018.xls