How many PL or EL and SL can be accumulated and carried to the next year?

Hi all, Wishing you all a very good morning, I would like to request for some feedback and information on the following topic:
Our organization is registered is a Pvt.Hospital running in the the state of West Bengal. With 10 Cl, 14 PL or EL and 7 SL p.m.The leave distribution is as per the state labour laws.
However, I need to know, how many PL or EL and SL can be accumulated and carried to the next year.
Also let me know, In an advance of how many days should the employees apply for PL before being granted.
I am working here as Asst. Manager H.R. and the daily attendance is v much low. I am trying my best to make some remarkable changes. Kindly share some knowledge.
Regards,
Soumajit Chowdhury,
Kolkata.

1. I am trying my best to make some remarkable changes. - What are your best so far to bring remarkable changes?
For Leave forward please refer your State Shop & Establishment Act.

Hello Soumajit,
I can provide you some guidance w.r.t. industrial experience. May be, you will have to check with other hospitals in your city what their policies are.
Usually, the accumulation limit of SL, PL or EL in industries are defined by the company. At least, what we observed was, for SL it will be carried forward with no accumulation limit - BUT SL can not be en-cashed at the time of leaving or during retirement. They are simply to be utilized and used.
For PL or EL to be carried forward - usually for employees up to 50 years of age = 120 days is the limit AND for employees with 50+ years of age = 150 days (since they are closed to retirement) . PL are definitely encashable. Generally, one has to apply 15 days / 8 days in advance to avail PL. Again, it depends on the company to specify the criteria.
As rightly suggested above, please refer Shop & Establishment Act of your state.

Dear Soumajit,
Absenteeism is a big issue especially when you are working in a service sector, i can relate with you on that, however, if people have leave balance they take it as their right to utilize it. Therefore, In many company's leave policy they write first clause as leave is not a matter of right, leave without prior approval will be considered as absent. However, no one practice it in literal sense. if you want to amend the leave policy of your company to control the absenteeism put the clause of prior approval in it except in some emergencies. Also issue warning letters for the same. if the problem persists you can take disciplinary action too. believe me after two three cases of actual action taken you will notice the change but, for that management should be on your side.

To improve the daily attendance and punctuality in office, you can add Attendance incentive component in salary break up. you can keep this component as variable component. for example Attendance Incentive is Rs 2000/m for employee X, now if employee X takes 1 day leave (above his monthly leave balance or any unapproved leave) or comes late 3 times in a month- deduct 50% incentive ,eligible for Rs 1000
2 days leave (above his monthly leave balance or any unapproved leave) or comes late 5 times in a month- deduct 75% incentive, eligible for Rs 500
3 days leave (above his monthly leave balance or any unapproved leave) or comes late more than 5 times in a month- deduct 100% incentive, eligible for Rs 0
I don't know how leaves are allotted in your company. I tried to give you a little idea about how this attendance incentive can work out.
And please ref to your state shop and establishment act for leave details 7 SL/m is not correct.
Thanks & Regards,
V.S.Anju

Dear Anju,
Your suggestion is good but, not good enough as it will increase monitory burden on the company. why company should pay extra just for people to do what actually is their job. Instead company will simply go for OT or Comp off for extra work done by other employees.