Leave Policy For New Joinees

Respected Colleagues,
I would like to know what is the ideal policy of leave for new joinees.
1) Suppose an employee joined in the month of Jan on probation for a period of six months, what and how many leave , should he / she be ideally allowed to take during their probabation period and in what proportion if suppose he worked till jan to April 30th.
2) Should EL be allowed to an employee only on completion of 240 days in a year.
Request your earnest guidance.
Thanks & Regards,
Krishna
9969739070

Yes, for the new joinee employee, starting from the Date of Joining, he/she is eligible for the CL,SL,and EL as well as at the time of leaving, eligible for Leave encashments.

In many companies CL and SL is not allowed unless an employee complets his or her probation period of six months, and also EL is not allowed unless he or she complets 240 days of attendance, what is your comments on this

Hi!
Benefits and their entitlement/ availment by employees are generally dependent on company policy and/ or the Labor Law (& related laws) of the country where your company operates.
You and your company would do well to define this once and for all in your Employee Handbook and/ or Benefits Policy so you will not have to re-define them from time to time.
My company, Emilla Consulting, has a complete HR Policy Manual that is benchmarked with the best practices of companies operating around the world.
We sell it just like our other policies and manuals.
Visit our site for more information on our available manuals: Emilla Consulting |
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting

Dear Krishna,
Your query for the ideal leave Policy is depends upon the current Organisation's Policies, I will be answering as per the laws and Act for the question you have put in. Answers of yours queries is that
For No.1. from jan to april 30th he / she may be all the leaves CL / SL / EL on the prorata basis as per the Act.
for No. 2. EL has to be given in case of separation of the employee irrespective whether he/she has completed 240 days or not, it can disallowed only in case if the employee is in service and continuing.