We are having a leave policy in which we gave 4 SL and 4 CL to our permanent employees in April month i.e. starting of every Financial year. This will be going to lapse in the end of the Financial year (at the end of March month).
We gave 2 SL and 2 CL to employees who is under probation time (6 months) and after their successful completion of probation we add 2 SL and 2CL in their account that too will lapse at the end of March month.
Now, if the employee join us on 1st September, then his probation will get completed on 1st March, what should we do for these employees? Should we give then 2 SL and 2 CL for march month and then lapse that at end and again add 4 SL and 4 CL for next FY?
Please provide your valuable feedback on this query.
From India, Fatehpur
We gave 2 SL and 2 CL to employees who is under probation time (6 months) and after their successful completion of probation we add 2 SL and 2CL in their account that too will lapse at the end of March month.
Now, if the employee join us on 1st September, then his probation will get completed on 1st March, what should we do for these employees? Should we give then 2 SL and 2 CL for march month and then lapse that at end and again add 4 SL and 4 CL for next FY?
Please provide your valuable feedback on this query.
From India, Fatehpur
Dear She,
Would have been better had you mentioned the type of your establishment - a shop or establishment covered by the Shops and establishment Act or a factory under the Factories Act,1948 and the like.
As far as I know no establishment-specific Labour Law differentiates workmen/employees as permanent, probationer etc in respect of leave benefits under it. Of course, it is not unlawful to allow probationers avail of any leave on pro rata basis based on the length of their service in the organization. Similarly, certain kind of statutory leave like C.L, S.L etc., are Calendar Year basis only.
From India, Salem
6018Would have been better had you mentioned the type of your establishment - a shop or establishment covered by the Shops and establishment Act or a factory under the Factories Act,1948 and the like.
As far as I know no establishment-specific Labour Law differentiates workmen/employees as permanent, probationer etc in respect of leave benefits under it. Of course, it is not unlawful to allow probationers avail of any leave on pro rata basis based on the length of their service in the organization. Similarly, certain kind of statutory leave like C.L, S.L etc., are Calendar Year basis only.
From India, Salem
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Leave Policy.doc