Hi Geeta,
I think you are satisfied and that time u have no quaries.
Leave policy is depend on govt. rules and depend on company rules.
CL,PL,OL,ML leave gives by the employer for the exp. if a new company than the owner will give only stataritory leave but if it will be growing stage than after that he will be adopt other employee welfare scheme or cover all leave policy which are under factory act and company act.
Thanks
Amrish Singh

From India , Bhopal
Dear Prashant,
For E S I Act & Rules details, plz go through ESI Act,1948 & the Rules made thereunder. This is a central Act & is readily available every where.
Regards,
R.N.Kkola
Sr. Associate
Skylark Associates, Gurgaon

From India , Delhi
Dear Venky/arti,
It is good to know from Mr venky about the leave policy . But I have a quaries? apart from the PL/CL/SL/EOL. Is there any policy for the Festival holiday? Is there any policy for the Compensory Leave Policy against the overtime working or working on a weekly off days?
So far my knowledge is concern every company shold have a list of festival holiday out of which employee has to choose any five or as declared by the co.
Is there any other policy on festival holiday plz let me knowat
Regds
:lol: teku

From India , Mumbai
Dear Prashanth,

If the organisation is covered under ESI - all the employees whose gross salary/wages is less than or equal to Rs.10,000/- are under the coverage of ESI as per A.P. Rules. An employee who has worked minimum of 78 days or more in half year (i.e., April to Sep. & Oct. to March) he is eligible for ESI leave with benefit.

In case, the employee has no working days also eligible for ESI leave under medical grounds but benefits will not be paid by ESI, that means the part of wages.

In any month, an employee opts for ESI leave - it will be granted for 3 days that means while issuing the sick certificate they will mention clearly the date on which sick certificate is issued and by what date he will be resuming duties. For Ex: cert. issued on 18.02.09 and the employee can resume to attend his/her duties on 21.02.09. In this case, ESI Branch Office will pay the benefit for one day only, the remaining two days will not be paid. If the employee opts for consecutive sick certificates then the employee eligible for benefit for the total days availed ESI leaves less 2 days.

I hope, this clarifies you. If any clarification require, pl do not hesitate to contact.

Regards,
Prasad

From India , Anantapur
Hi,Geeta
I am tahir , as for as my information is concern i would like to add that in our orgnanization according to the HR department policies and proceedures, the employee is entitled to avail the 28 leaves through out the year.
1 (10)Annual leave 2. (08)Casual leave 3. (10)Medical leave
The female employee are also entitled to maternaty leaves with are 90 days.
Regards,
Tahir Hussain Shah
Pakistan

From Pakistan , Islamabad
what happens when an employee has accumulated earned leave (EL) of say 90 days over a period of time being carried forward. Can he suddenly decide to avail all 90 days in one go? Will that not upset the work planning in a company?
From India , Jaipur
Hi,
Thanks to all for the help extended for the valuable inputs of leave structure. I have few more queries further which are listed below:
1. I would like to create a HR Library in my organisation can anyone guide what would be the books that would be essential to be maintained in the organisation which i could refer and implement for the betterment of my organisation.
2. Can anyone share what are the goals set by HR individuals in their respective organisation for the coming year.
3. What are the HR Policies that a Service Industry should maintain.
4. Perforamnce appriasal policy/ 360 degree apprisal policy.
I would look forward for you valuable comments.
Regards,
Geeta Patil
Hi,
Can any one forward me profiles for Inside sales (Product sales). Prefrebaly female, fresh graduate with good communication skills.

From India , Bangalore
Hi Cagey.....
Accumulated PL to the extent of 90 days could not be granted for any type of employee until and unless any emergency and serious case.. It could be taken at one point i.e., before his retirement either partially or fully ( if his Boss /company is willing
because when you take leave you will draw full salary for a month. Whereas if it is encashment for 30 days the company may save some amount because you would be paid only basic+DA towards leave encashment. However, it goes with your company decesion. Except this, no company will allow you take your PL 90 days at one go.....
Got it.... thanks - Venky - Bangalore -

From India , New Delhi
Hi,
In any organisation, every twenty days of working, one day leave they will be earning. For ex: 300 days worked in a year (Jan-Dec)
300/20 = 15 days earned leave he/she will be getting and 3 casual leaves
casual leaves should be utilised in the next calender year, if not it will be lapsed automatically. Whereas earned leave can be carried forward or which can be encashable as per the organisation standing orders or the Management and union understanding,.
Regards,
Sivaprasad
maild id:[email protected]

From India , Anantapur

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2021 Cite.Co™