I am working in the manufacturing division of a limited company. The leave policy we are following is:
- PL: 16
- CL: 7
- SL: 7
None of the above is given unless completing the probation period of 6 months. Is it correct? If not, may I know what is the standard practice to be followed? Kindly advise.
Regards,
Deepa
From India, Mumbai
Acknowledge(0)
Amend(0)
- PL: 16
- CL: 7
- SL: 7
None of the above is given unless completing the probation period of 6 months. Is it correct? If not, may I know what is the standard practice to be followed? Kindly advise.
Regards,
Deepa
From India, Mumbai
Acknowledge(0)Amend(0)
Dear In our company also before 6 months no leave is allowed.They are giving 24 PL but no SL AND CL.So it totally depends on company to company. Neetu
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
A common practice in most of the corporates is : A new employee is not allowed to take PL before completion of six months probation period but he/she can take CL or SL during that period.
Acknowledge(0)Amend(0)
1Acknowledge(0)Amend(0)
Dear Deepa,
As per the majority of corporate leave policies, staff can avail CL/SL (proportionately) during the year. However, they are not entitled to avail PL (Earned Leaves) until they are confirmed. These leaves are accumulated in their account, and once they are confirmed, they can avail the benefit of the same.
Regards,
Sandip
From India, Tumkur
Acknowledge(0)Amend(0)
As per the majority of corporate leave policies, staff can avail CL/SL (proportionately) during the year. However, they are not entitled to avail PL (Earned Leaves) until they are confirmed. These leaves are accumulated in their account, and once they are confirmed, they can avail the benefit of the same.
Regards,
Sandip
From India, Tumkur
Acknowledge(0)Amend(0)
What about the CL and SL? Before confirmation, i.e. probation period is a minimum of 6 months in every company. So, during the probation period, you are not liable to take any leave, and it will be deducted from your salary.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
It is acceptable that leave policy differs from company to company, but what does our Indian law say on leave policy? Can anybody shed light on this matter as per our Indian law, such as:
- How many earned leaves (EL) can an employee accumulate?
- According to the law, how should EL be encashed for an employee?
Kindly help.
Thanks & Regards.
From India, Gurgaon
Acknowledge(0)Amend(0)
- How many earned leaves (EL) can an employee accumulate?
- According to the law, how should EL be encashed for an employee?
Kindly help.
Thanks & Regards.
From India, Gurgaon
Acknowledge(0)Amend(0)
The leave encashment policy that we are following is as follows:
- Basic/30 * number of PL to be encashed.
PF deduction is applicable on the leave encashment, which is 12% up to Rs. 6500, and Rs. 780 flat above Rs. 6500.
Regards,
Deepa
From India, Mumbai
Acknowledge(0)Amend(0)
- Basic/30 * number of PL to be encashed.
PF deduction is applicable on the leave encashment, which is 12% up to Rs. 6500, and Rs. 780 flat above Rs. 6500.
Regards,
Deepa
From India, Mumbai
Acknowledge(0)Amend(0)
As per govt. regulation minimum 07 CL, 07 SL and 20 working day = 01 PL shall be granted to an adult workers. rest it varies company to company but not less that above. Upendra Chaturvedi 09999360059
From India, Gurgaon
Acknowledge(0)Amend(0)
From India, Gurgaon
Acknowledge(0)Amend(0)
Dear All,
I am also working in a manufacturing concern, and we have a similar set of 7 CL and 7 SL in a year, but the same is credited before the probation confirmation of an employee.
Regarding ELs, employees are eligible for EL after completion of 240 days in the organization. Alternatively, for the calculation of EL, a member gets 1 leave for every 20 working days. The ELs can be accumulated to a maximum of up to 30 at a time, and if there are more ELs, they lapse. These ELs can be encashed at the time of a member exiting the organization at the rate of basic pay, and PF is not deductible on the same as per a recent Supreme Court judgment.
Cheers,
Parul
Acknowledge(0)Amend(0)
I am also working in a manufacturing concern, and we have a similar set of 7 CL and 7 SL in a year, but the same is credited before the probation confirmation of an employee.
Regarding ELs, employees are eligible for EL after completion of 240 days in the organization. Alternatively, for the calculation of EL, a member gets 1 leave for every 20 working days. The ELs can be accumulated to a maximum of up to 30 at a time, and if there are more ELs, they lapse. These ELs can be encashed at the time of a member exiting the organization at the rate of basic pay, and PF is not deductible on the same as per a recent Supreme Court judgment.
Cheers,
Parul
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Leave Policy.doc