Dear Sirs, I am working with a Logistics company. The Leave Structure here is 7-CL/8-SL and 15 PL. Only Pl's are carried fwd while CL and SL are not encashed and they lapse at the end of the year. Now the management wants employees to take CL and SL And PL on pro rata only. For eg: CL can be taken only once in two months. And they want to incorporate salary deduction if employee takes more than that in a particular month. Is this an acceptable and practised trend in the industry?
Most employees usually are well within their leaves at the end of the year, so is this a fair policy? Kindly advise.
From India, Mumbai
Most employees usually are well within their leaves at the end of the year, so is this a fair policy? Kindly advise.
From India, Mumbai
Yes, as per the eligibility only you have to avail. Generally some of the employees will avail more number of leaves and leave the company without any intimation and information.
If you are allowed to avail your eligible leaves then you have to comply with the leave rules of the company. In exgencies company should also allow employees to use the leaves like some times the employee is sick then they have to allow, this depends up on the relationship, I believe earlier they might have allowed and they might have found some foul play hence they want to be more strict.
Regards - kamesh
From India, Hyderabad
186If you are allowed to avail your eligible leaves then you have to comply with the leave rules of the company. In exgencies company should also allow employees to use the leaves like some times the employee is sick then they have to allow, this depends up on the relationship, I believe earlier they might have allowed and they might have found some foul play hence they want to be more strict.
Regards - kamesh
From India, Hyderabad
Dear Danii,
Management can do this but for that they have to change their HR policy too.
in our company we are 7 Casual leaves we made policy like
i. Casual leaves will not be allowed to be combined with Earned Leave or Sick Leave.
ii. An employee joining the company in the midst of the calendar year will be allowed casual leave on pro-rata basis.
iii. An employee can avail upto two days of casual leave in a quarter subject to a maximum of seven days in a year. However, the unavailed leave of the previous quarters can be combined together and availed in the succeeding quarter but at a time not more than three days of casual leave can be availed.
So u can also define like this.
Ratikanta Rath
iv. For availing a casual leave an employee will ensure that his application reaches his controlling officer at least one day in advance and his consent is obtained.
From India, Durgapur
Management can do this but for that they have to change their HR policy too.
in our company we are 7 Casual leaves we made policy like
i. Casual leaves will not be allowed to be combined with Earned Leave or Sick Leave.
ii. An employee joining the company in the midst of the calendar year will be allowed casual leave on pro-rata basis.
iii. An employee can avail upto two days of casual leave in a quarter subject to a maximum of seven days in a year. However, the unavailed leave of the previous quarters can be combined together and availed in the succeeding quarter but at a time not more than three days of casual leave can be availed.
So u can also define like this.
Ratikanta Rath
iv. For availing a casual leave an employee will ensure that his application reaches his controlling officer at least one day in advance and his consent is obtained.
From India, Durgapur
Hi
I do not know about your company, but in most company the leaves are credited only after completion of 6 months or a year. That means he gets only leave that is due for working in the previous year.
As such, asking then to take pro rata leave makes no sense. It would be employee choice as to when he uses his leave.
If you are allowing employees to take leave during first year, then pro rata makes sense
From India, Mumbai
I do not know about your company, but in most company the leaves are credited only after completion of 6 months or a year. That means he gets only leave that is due for working in the previous year.
As such, asking then to take pro rata leave makes no sense. It would be employee choice as to when he uses his leave.
If you are allowing employees to take leave during first year, then pro rata makes sense
From India, Mumbai
I agree with Ratikanta Rath’s Model. How any orgaisation should formulate his own policy according to nature of employment they are providing. Regards. -SURENDRA JAIN
From India, Jodhpur
From India, Jodhpur
Hai dear friends, I would like to know whether the CL should be 12 days in a year as per law?
From India, Bangalore
From India, Bangalore
Dear Saswata,
EL is the only leave which u have to pay to your employees Statutory. To availing EL leave employee has to work minimum 240 days in a year.
CL & SL leave depend upon company leave policies even though u will not have any CL & SL in your HR policy is not going to create any problem since i.e not mandatory statutory record wise but you have to give them Minimum 15 days EL(Earn leave) which they will avail in the next succeeding year.
Ratikanta Rath
From India, Durgapur
EL is the only leave which u have to pay to your employees Statutory. To availing EL leave employee has to work minimum 240 days in a year.
CL & SL leave depend upon company leave policies even though u will not have any CL & SL in your HR policy is not going to create any problem since i.e not mandatory statutory record wise but you have to give them Minimum 15 days EL(Earn leave) which they will avail in the next succeeding year.
Ratikanta Rath
From India, Durgapur
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