Hi Everyone,
Currently I am given the responsibility of making the Leave POlicy for the Sotware Company. As I am working in a Software Company, I will be thankful if any onr could provide me the details for leave policy.
Regards,
Aarti Rai
From India, Vadodara
Currently I am given the responsibility of making the Leave POlicy for the Sotware Company. As I am working in a Software Company, I will be thankful if any onr could provide me the details for leave policy.
Regards,
Aarti Rai
From India, Vadodara
Dear,
I hope the below details will be of help to you.....
[.0 Leave Eligibility
1.1 Casual Leave / Sick Leave
1.2 Earned Leave
1.3 Maternity Leave
1.4 Modalities
1.5 Clubbing of Leave
1.6 Order of Debit of Leave
1.7 Leave during notice period
1.8 Calculation of leave on Separation
1.9 Leave Application Process
Leave Eligibility
Employees on permanent rolls of the company are eligible to avail leave as per policy. Leave is credited to your individual account, on 1st of January each year. Leave eligibility for the year is calculated on a pro-rata basis, from the date of joining.
TYPE OF LEAVE
Casual leave / Sick Leave Earned leave n
AVAILMENT AND ELIGIBILITY OF THE LEAVE 10 days 20 days
Cannot be carried forward Can be carried forward
Can be taken upto a maximum of 2 days To avail EL one needs to take a minimum of 3 days of leave
Cannot be clubbed with EL Cannot be clubbed with CL
Cannot be encashed Can encash 30 days on accumulation of 60 days
Casual Leave / Sick Leave
• An employee is eligible for 10 working days per calendar year or the pro rata equivalent from the date of joining during the first year of service.
• An employee should inform his/ her immediate superior in advance.
• CL can be taken up to a maximum of two consecutive days at a time.
• Unused CL at the end of the year would lapse and cannot be accumulated.
Earned Leave
• Employees are eligible for 20 working days of EL per year or the pro rata equivalent during the first year of service.
• EL can be availed only upon the completion of six months of service in the company. Within the first six months, EL can be availed only upon personal contingency and must be approved by the functional head.
• EL can be accumulated up to a maximum of 60 working days, and any amount in excess of this can be encashed. EL can be encashed to a maximum extent of 30 days provided earned leave had been availed for a minimum of 10 days in that current year.
• For the purpose of encashment, the basic salary only is taken for computation. Encashment of leave can be done only in the December Salary.
• Prefix and suffix holidays are not to be included for leave accounting.
Addendum : This leave policy is applicable to all employee's who have joined us effective 1st –January-2002. For all employee’s who have been on the roll of the organization till 31st –December-2001, this policy would be effective from 1st –Januray-2003.
Top
Maternity Leave
Women employees are eligible for Maternity leave upon completion of a minimum of 80 days of service at the Organization , as defined in The Maternity Benefit Act, 1961. This facility will be available for the birth of the first two children only.
Maternity leave would be granted for a maximum of 90 days including all the weekly offs and holidays falling in between.Maternity Leave can be taken along with EL. In this case, EL may be availed for a maximum of 30 days, subject to availability and rules. CL/ SL cannot be clubbed along with Maternity Leave.
Modalities
• The concerned Project Managers must approve any leave taken.
• Leave applications are available with the HR help desk of the respective departments.
• The application must be filled, approval obtained and submitted to the HR Function for updating individual leave records.
Clubbing of Leave
Except where specifically provided for, clubbing together of different types of leave is not allowed.
Top
Order of Debit of Leave
For extended periods of leave, debit of leave will be made in the order of CL/ SL, followed by EL. After all the leave to the credit or an employee have been exhausted, leave taken by an employee will be treated as “Leave Without Pay” (LWP).
For this purpose the employee’s Basic salary, Special allowance and conveyance reimbursement for that month will be reduced proportionately for the days of leave without pay.
If an employee absents from work without prior approval of leave or even after an application for leave has been declined, their absence will be treated, as LWP and they will be liable for disciplinary action.
Leave during notice period
During the notice period an employee is expected to spend adequate time to hand over responsibilities to another assigned employee. In view of this, he or she cannot avail of earned leave during the notice period. CL/SL could be taken, subject to eligibility and rules during the entire notice period. Any leave taken without prior approval will be treated as LWP.
Calculation of leave on Separation
EL will be credited up to the date of separation from the organization . Effective April 1, 2004, only a maximum of 30 days of leave will be encashable.
Top
LEAVE APPLICATION PROCESS
Earned Leave
Every employee is eligible to take earned leave only on confirmation on pro-rata basis. On confirmation, every employee is eligible to take 20 days of earned leave in a calendar year.
Step 1: The employee needs to plan for their leave well in advance.
Step 2: Before availing the leave the employee needs to inform the Project Manager and the HR desk about the leave.
Step 3: The leave should be approved by the project Manager / team manager, and only the same should be forwarded to the HR desk. Non-availability of the approval would be treated as un-authorized leave, and attract LWP.
Step 4: If the employee is traveling out of the station, then the contact number and address should be provided to the HR function representative before proceeding on leave.
Casual Leave
During probation every employee is eligible for 6 days of casual leave on pro-rata basis. On confirmation, every employee is eligible to take 10 days of casual leave in a calendar year.
Step 1: If an employee wants to take leave for short duration then the above mentioned process should be followed.
Leave taken without informing the necessary authorities, would be treated as Leave without Pay.
Step 2: In case of emergency, where the necessity to take leave arises without prior approval, the employee needs to call and inform their respective managers.
Step 3: In case you are not able to inform the Project Manager or the HR representative, please inform the front desk and request them to send the mail to your respective Project Manager/ HR Manager.
From Taiwan, Taipei
I hope the below details will be of help to you.....
[.0 Leave Eligibility
1.1 Casual Leave / Sick Leave
1.2 Earned Leave
1.3 Maternity Leave
1.4 Modalities
1.5 Clubbing of Leave
1.6 Order of Debit of Leave
1.7 Leave during notice period
1.8 Calculation of leave on Separation
1.9 Leave Application Process
Leave Eligibility
Employees on permanent rolls of the company are eligible to avail leave as per policy. Leave is credited to your individual account, on 1st of January each year. Leave eligibility for the year is calculated on a pro-rata basis, from the date of joining.
TYPE OF LEAVE
Casual leave / Sick Leave Earned leave n
AVAILMENT AND ELIGIBILITY OF THE LEAVE 10 days 20 days
Cannot be carried forward Can be carried forward
Can be taken upto a maximum of 2 days To avail EL one needs to take a minimum of 3 days of leave
Cannot be clubbed with EL Cannot be clubbed with CL
Cannot be encashed Can encash 30 days on accumulation of 60 days
Casual Leave / Sick Leave
• An employee is eligible for 10 working days per calendar year or the pro rata equivalent from the date of joining during the first year of service.
• An employee should inform his/ her immediate superior in advance.
• CL can be taken up to a maximum of two consecutive days at a time.
• Unused CL at the end of the year would lapse and cannot be accumulated.
Earned Leave
• Employees are eligible for 20 working days of EL per year or the pro rata equivalent during the first year of service.
• EL can be availed only upon the completion of six months of service in the company. Within the first six months, EL can be availed only upon personal contingency and must be approved by the functional head.
• EL can be accumulated up to a maximum of 60 working days, and any amount in excess of this can be encashed. EL can be encashed to a maximum extent of 30 days provided earned leave had been availed for a minimum of 10 days in that current year.
• For the purpose of encashment, the basic salary only is taken for computation. Encashment of leave can be done only in the December Salary.
• Prefix and suffix holidays are not to be included for leave accounting.
Addendum : This leave policy is applicable to all employee's who have joined us effective 1st –January-2002. For all employee’s who have been on the roll of the organization till 31st –December-2001, this policy would be effective from 1st –Januray-2003.
Top
Maternity Leave
Women employees are eligible for Maternity leave upon completion of a minimum of 80 days of service at the Organization , as defined in The Maternity Benefit Act, 1961. This facility will be available for the birth of the first two children only.
Maternity leave would be granted for a maximum of 90 days including all the weekly offs and holidays falling in between.Maternity Leave can be taken along with EL. In this case, EL may be availed for a maximum of 30 days, subject to availability and rules. CL/ SL cannot be clubbed along with Maternity Leave.
Modalities
• The concerned Project Managers must approve any leave taken.
• Leave applications are available with the HR help desk of the respective departments.
• The application must be filled, approval obtained and submitted to the HR Function for updating individual leave records.
Clubbing of Leave
Except where specifically provided for, clubbing together of different types of leave is not allowed.
Top
Order of Debit of Leave
For extended periods of leave, debit of leave will be made in the order of CL/ SL, followed by EL. After all the leave to the credit or an employee have been exhausted, leave taken by an employee will be treated as “Leave Without Pay” (LWP).
For this purpose the employee’s Basic salary, Special allowance and conveyance reimbursement for that month will be reduced proportionately for the days of leave without pay.
If an employee absents from work without prior approval of leave or even after an application for leave has been declined, their absence will be treated, as LWP and they will be liable for disciplinary action.
Leave during notice period
During the notice period an employee is expected to spend adequate time to hand over responsibilities to another assigned employee. In view of this, he or she cannot avail of earned leave during the notice period. CL/SL could be taken, subject to eligibility and rules during the entire notice period. Any leave taken without prior approval will be treated as LWP.
Calculation of leave on Separation
EL will be credited up to the date of separation from the organization . Effective April 1, 2004, only a maximum of 30 days of leave will be encashable.
Top
LEAVE APPLICATION PROCESS
Earned Leave
Every employee is eligible to take earned leave only on confirmation on pro-rata basis. On confirmation, every employee is eligible to take 20 days of earned leave in a calendar year.
Step 1: The employee needs to plan for their leave well in advance.
Step 2: Before availing the leave the employee needs to inform the Project Manager and the HR desk about the leave.
Step 3: The leave should be approved by the project Manager / team manager, and only the same should be forwarded to the HR desk. Non-availability of the approval would be treated as un-authorized leave, and attract LWP.
Step 4: If the employee is traveling out of the station, then the contact number and address should be provided to the HR function representative before proceeding on leave.
Casual Leave
During probation every employee is eligible for 6 days of casual leave on pro-rata basis. On confirmation, every employee is eligible to take 10 days of casual leave in a calendar year.
Step 1: If an employee wants to take leave for short duration then the above mentioned process should be followed.
Leave taken without informing the necessary authorities, would be treated as Leave without Pay.
Step 2: In case of emergency, where the necessity to take leave arises without prior approval, the employee needs to call and inform their respective managers.
Step 3: In case you are not able to inform the Project Manager or the HR representative, please inform the front desk and request them to send the mail to your respective Project Manager/ HR Manager.
From Taiwan, Taipei
Than Q. Masand sir, very useful information. If u don’t mind, Can I take your yahoo id. Reg, Mohammed.Rafi Hnk-Hyd
From India, Hyderabad
From India, Hyderabad
Good Posting, But do you have calculator which guide to who take how many & What types of Leave, So the on the end of month or year we can able to calculate the Total Leave vs Remaining Leave
4
I found this information to be very useful.
But I have a question:
Is there an Act under the companies Act for LWP's or HR Rules for that matter?
Can somebody post a link to it or any other information which can really be trusted.
Or is it like based on company policies?
Any help on this will be highly appreciated.
From India, Mumbai
But I have a question:
Is there an Act under the companies Act for LWP's or HR Rules for that matter?
Can somebody post a link to it or any other information which can really be trusted.
Or is it like based on company policies?
Any help on this will be highly appreciated.
From India, Mumbai
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Leave Policy.doc