Dear Members,
Please clarify regarding ELs eligibility under A.P. Shops & Estb Act.
An employee joined as a probationer on 1st June, 08 and resigned on 30th Sep, 08, whether he is eligible for Earned leaves on Prorata basis or only he is eligible after completion of one year only.
Please clarify
Thanks
Kamal:):):)
From India, Hyderabad
2Please clarify regarding ELs eligibility under A.P. Shops & Estb Act.
An employee joined as a probationer on 1st June, 08 and resigned on 30th Sep, 08, whether he is eligible for Earned leaves on Prorata basis or only he is eligible after completion of one year only.
Please clarify
Thanks
Kamal:):):)
From India, Hyderabad
dear he is eligible for encashment of earn leave on prorata basis at the time of full and final. tks j s malik
From India, Delhi
From India, Delhi
Hi guys,
I am Venkat from Kuala Lumpur, Malaysia. I am implementing a HRIS system for a client here. They have a subsidiary in India for whom they do not process payroll here, but they keep track of and manage the employee's leave. I am not very familiar with the Indian leave system. There seems to be 2 types of leave Earned Leave and Casual Leave. I would like to know
a) What is the difference between the two
b) What are the eligibility criteria for each of these leaves?
c) Is this standard practice for all companies in India ( according to your labour law regulations)?
d) I have a case scenario where the users informed that the employees can only get the entitlement for the earned leave after completing 1 year of service for one of the category of employees. And I understand they can carry forward 1/3 of this to the following year upto a maximum of 8 days to be utilized by 31 March of the following year. (annual earned leave entitlement was said to be 12 days/year).
Appreciate your advice on the above.
Thanks and best rgds
Venkat
From Malaysia, Petaling Jaya
I am Venkat from Kuala Lumpur, Malaysia. I am implementing a HRIS system for a client here. They have a subsidiary in India for whom they do not process payroll here, but they keep track of and manage the employee's leave. I am not very familiar with the Indian leave system. There seems to be 2 types of leave Earned Leave and Casual Leave. I would like to know
a) What is the difference between the two
b) What are the eligibility criteria for each of these leaves?
c) Is this standard practice for all companies in India ( according to your labour law regulations)?
d) I have a case scenario where the users informed that the employees can only get the entitlement for the earned leave after completing 1 year of service for one of the category of employees. And I understand they can carry forward 1/3 of this to the following year upto a maximum of 8 days to be utilized by 31 March of the following year. (annual earned leave entitlement was said to be 12 days/year).
Appreciate your advice on the above.
Thanks and best rgds
Venkat
From Malaysia, Petaling Jaya
hi kamal,
the leaves differs with organisation to organisation.
As for my company, the employee is entitled to EL (also known as PL (privilege leaves)) only after confirmation. If the employee is not confirmed, he is not entitled for the same.
So you need to follow-up with your management of how to proceed on this matter.
regards,
nel
the leaves differs with organisation to organisation.
As for my company, the employee is entitled to EL (also known as PL (privilege leaves)) only after confirmation. If the employee is not confirmed, he is not entitled for the same.
So you need to follow-up with your management of how to proceed on this matter.
regards,
nel
Hi Nel, I am totally agree with you, even in our organisation as well ELs are entiltled after the confirmation only. So it totally depends on the organisation. Regards, SS
From India, Jaipur
From India, Jaipur
Dear Kamal,
An employee is entitled of EL after confirmation only. After comfirmation say after 1 year the employee would b eligible for EL of the current year, also the ELs of the past year would be carry forward and that would b added in his/her leaves.
-Sandhya
From India, Delhi
An employee is entitled of EL after confirmation only. After comfirmation say after 1 year the employee would b eligible for EL of the current year, also the ELs of the past year would be carry forward and that would b added in his/her leaves.
-Sandhya
From India, Delhi
Hi
Employee is eligible for Earned Leave for every 11 days of service in the company as per factories act , whichi is the guiding principle for organisation.
Different company practices different methodology for EL accruals some companies credit EL in advance to all Employees laevfe balance , however some companies Credit the EL based on prorata basis which may be quartly or annually .
CL is Casual leave the number of which may vary from Co to Co and it got elaspsed after completion of Calender year.
Everybody in the company is eligibel for CL irrespective of number of days of service , however EL calculation is based on Prorata basis or number of days of service in the Co.
Hope this clarifies the doubt
Regards
Kapill
From India, Delhi
Employee is eligible for Earned Leave for every 11 days of service in the company as per factories act , whichi is the guiding principle for organisation.
Different company practices different methodology for EL accruals some companies credit EL in advance to all Employees laevfe balance , however some companies Credit the EL based on prorata basis which may be quartly or annually .
CL is Casual leave the number of which may vary from Co to Co and it got elaspsed after completion of Calender year.
Everybody in the company is eligibel for CL irrespective of number of days of service , however EL calculation is based on Prorata basis or number of days of service in the Co.
Hope this clarifies the doubt
Regards
Kapill
From India, Delhi
Dear Mr Kamal., EL are on prorata basis, the employee has to get 1 EL on Every 20 Working Days as per A.P. Shops & Estb Act. and it not depends on Organisation policy. Regards Pawan
From India, Hyderabad
From India, Hyderabad
Employees are entitled for EL after cofirmation only and will get the same
based on calender month calculations i.e from Jan to Dec. . However if anybody resigns or terminated in between he/she should be paid the EL on prorata basis.
From India, Mumbai
based on calender month calculations i.e from Jan to Dec. . However if anybody resigns or terminated in between he/she should be paid the EL on prorata basis.
From India, Mumbai
Employee is eligible on prorata basis.
Friends who are talkking about Company's p[olicy must know that minimum requirement as per law needs to be extended. Over and abbove may be as per their companys policies.
I also request members not to post messages which are blatantly wrong like one day leave for every 11 days. Some one reading this message would think that this information is correct. Factories Act talk about one day for every 20 days.
Siva
From India, Chennai
Friends who are talkking about Company's p[olicy must know that minimum requirement as per law needs to be extended. Over and abbove may be as per their companys policies.
I also request members not to post messages which are blatantly wrong like one day leave for every 11 days. Some one reading this message would think that this information is correct. Factories Act talk about one day for every 20 days.
Siva
From India, Chennai
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