Respected Colleagues,
I would like to know what the ideal policy of leave is for new joiners.
1) Suppose an employee joined in January on probation for a period of six months, how many leaves should he/she be ideally allowed to take during their probation period and in what proportion, if he/she worked until April 30th.
2) Should Earned Leave (EL) be allowed to an employee only after completing 240 days in a year?
I request your earnest guidance.
Thanks & Regards,
Krishna
9969739070
From India, Mumbai
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11I would like to know what the ideal policy of leave is for new joiners.
1) Suppose an employee joined in January on probation for a period of six months, how many leaves should he/she be ideally allowed to take during their probation period and in what proportion, if he/she worked until April 30th.
2) Should Earned Leave (EL) be allowed to an employee only after completing 240 days in a year?
I request your earnest guidance.
Thanks & Regards,
Krishna
9969739070
[IMG]https://www.citehr.com/images/misc/progress.gif[/IMG]
From India, Mumbai
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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.
From India, Ahmadabad
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From India, Ahmadabad
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In many companies, CL and SL are not allowed unless an employee completes his or her probation period of six months. Additionally, EL is not allowed unless he or she completes 240 days of attendance. What are your comments on this?
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It's important for companies to have policies in place regarding leave entitlements to ensure fairness and consistency among employees. However, it's also crucial for these policies to consider individual circumstances and provide flexibility when necessary.
From India, Mumbai
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It's important for companies to have policies in place regarding leave entitlements to ensure fairness and consistency among employees. However, it's also crucial for these policies to consider individual circumstances and provide flexibility when necessary.
From India, Mumbai
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Hi!
Benefits and their entitlement/availment by employees are generally dependent on company policy and/or the labor law (and 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 redefine 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
From Philippines, Parañaque
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Benefits and their entitlement/availment by employees are generally dependent on company policy and/or the labor law (and 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 redefine 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
From Philippines, Parañaque
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Dear Krishna,
Your query regarding the ideal leave policy depends on the current organization's policies. I will be answering as per the laws and Acts for the question you have posed.
Answers to your queries are as follows:
1. From January to April 30th, he/she may avail all types of leaves (CL/SL/EL) on a prorated basis as per the Act.
2. Earned Leave (EL) has to be provided in case of an employee's separation, regardless of whether he/she has completed 240 days or not. It can only be disallowed if the employee is still in service and continuing.
From India, Delhi
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Your query regarding the ideal leave policy depends on the current organization's policies. I will be answering as per the laws and Acts for the question you have posed.
Answers to your queries are as follows:
1. From January to April 30th, he/she may avail all types of leaves (CL/SL/EL) on a prorated basis as per the Act.
2. Earned Leave (EL) has to be provided in case of an employee's separation, regardless of whether he/she has completed 240 days or not. It can only be disallowed if the employee is still in service and continuing.
[IMG]https://www.citehr.com/images/misc/progress.gif[/IMG]
From India, Delhi
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