Can you please help me out with something. If an employee is liable for yearly 12 CLs and 15 Els then what will be the division for each month?
I get it that the CL will be 1 each month, but how is EL divided?
From India, Noida
I get it that the CL will be 1 each month, but how is EL divided?
From India, Noida
Dear Friend,
Unable to understand why you want to divide EL month wise. If you divide it would be 1.25 per month, Fortunately the quantum of CL is 12 if it is 9 then it would be .75 day per month. If you are HR professional understand what is the leave eligibility of the employee as per your Company leave rule or any document related to Leave. In most of the companies casual leave can be availed 1/2 day to 3 days maximum in a month, intervening holidays / weekly offs are going to be part of leave. No employee can avail more than 50% of casual leaves before June 30th and remaining after 1st July of every year. CL can not be clubbed with any other type of leave. Balance CLs are neither en-cashed nor carry forward. CL to be availed with prior permission / intimation and in extra-ordinary cases the employee to communicate to his immediate superior over phone or by other means and should get approved on his return for duty failing which it shall be presumed that the employee is absent on that particular / all the days where he is away from duty and suitable disciplinary action shall be initiated.
As far as EL is concerned a maximum of 3 times employee can avail and balance leaves can be en-cashed at the time of his separation from his services. In general granting a minimum of 4 days is the practice across industries, 15 days advance permission is required and this varies industry to industry. Basing on the exigencies the employee is allowed to avail the total number of ELs to his credit. Balance ELs can be carry forward. Intervening Holidays, Weekly offs are not going to be part of EL. In some organizations EL en-cashment will be available.
All the above are general and it varies from Industry to industry basing on their rules, policies, understandings & agreements etc.,
Hope you are clear.
Regards
Kamesh
From India, Hyderabad
186Unable to understand why you want to divide EL month wise. If you divide it would be 1.25 per month, Fortunately the quantum of CL is 12 if it is 9 then it would be .75 day per month. If you are HR professional understand what is the leave eligibility of the employee as per your Company leave rule or any document related to Leave. In most of the companies casual leave can be availed 1/2 day to 3 days maximum in a month, intervening holidays / weekly offs are going to be part of leave. No employee can avail more than 50% of casual leaves before June 30th and remaining after 1st July of every year. CL can not be clubbed with any other type of leave. Balance CLs are neither en-cashed nor carry forward. CL to be availed with prior permission / intimation and in extra-ordinary cases the employee to communicate to his immediate superior over phone or by other means and should get approved on his return for duty failing which it shall be presumed that the employee is absent on that particular / all the days where he is away from duty and suitable disciplinary action shall be initiated.
As far as EL is concerned a maximum of 3 times employee can avail and balance leaves can be en-cashed at the time of his separation from his services. In general granting a minimum of 4 days is the practice across industries, 15 days advance permission is required and this varies industry to industry. Basing on the exigencies the employee is allowed to avail the total number of ELs to his credit. Balance ELs can be carry forward. Intervening Holidays, Weekly offs are not going to be part of EL. In some organizations EL en-cashment will be available.
All the above are general and it varies from Industry to industry basing on their rules, policies, understandings & agreements etc.,
Hope you are clear.
Regards
Kamesh
From India, Hyderabad
Dear Sir. Thank you so much for your help. I am all clear with the fundamentals from your post. Thank you again for your help.
From India, Noida
From India, Noida
Sirs,
Workers proceed on longer leave period as compared to staff category. If a workers goes on 07 days' EL and for various domestic reasons extends his leave; and comes back to join after a total absence of 01 month, that is when the HR / HOD are to decide, how to appropriate his absence. Some particular workers are habitual defaulters, because they know that application for a long leave will not be sanctioned, hence they resort to their time-tested antics of going on short leave and then inform for its extension on domestic problems.
In such cases, Leave Without Pay (LWP) has to be sanctioned per force; only other option being to appropriate different types of leaves i.e. EL / SL / CL for the period of absence - which is the last resort in some special cases only.
From India, Khargone
Workers proceed on longer leave period as compared to staff category. If a workers goes on 07 days' EL and for various domestic reasons extends his leave; and comes back to join after a total absence of 01 month, that is when the HR / HOD are to decide, how to appropriate his absence. Some particular workers are habitual defaulters, because they know that application for a long leave will not be sanctioned, hence they resort to their time-tested antics of going on short leave and then inform for its extension on domestic problems.
In such cases, Leave Without Pay (LWP) has to be sanctioned per force; only other option being to appropriate different types of leaves i.e. EL / SL / CL for the period of absence - which is the last resort in some special cases only.
From India, Khargone
In case employee get a sanction for a leave of 7 days and he has not reported for duty then the HR needs to send a communication asking him / her to report for duty and on completion of 10 days then need to send a show cause notice instead of waiting for month's together. Please note that the leave is not a right of the employee hence the management has every right to initiate disciplinary action on the employee who has stayed back for his / her duties and if the HR / HOD start to accept then there won't be any end for such practices hence there won't be any question of LOP his absence is to be treated as absconding with out prior permission / information and take disciplinary action.
Regards
Kamesh
From India, Hyderabad
Regards
Kamesh
From India, Hyderabad
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