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Hi, Can anyone guide me about the leave structure in any organisation. What are the types of leave granted and how many? How do these leave work? Regards, Geeta
6th February 2009 From India , Bangalore

Hi Geet,
There are variety of leaves, but mainly companies will follow the following leave only:

Important Leave under the A/c. of.......

1. PL ( Privilege Leave ) - This is being accounted on the presence of the employee.
2.5 days for every month of working of the employee generally getting sanctioned. If the employee is on leave more than 7 days in any month accordingly it would calculated. At the end of the year the balance PL in any employee's account, could be carried away for the ensuing year. For this also there is a norm which is fixed by the company, that at any point of time an employee cannot accumulate for some fixed days leave in his account and it could be encashed as per the rules of the company. For example : If an employee is having more than 100 days PL at his account, and if the company rules tells that no employee can kekep their lelavle more than 90 days and this employee encash the 10 days. PL always applied well in advance and you cannot telephone and ask for PL.

2. CL ( Causual Leave) As you know, it is fixed one and Company may fix it about 10 to 12 days as per the company norms. This is nothing but emergency leave and you may inform on that also. But most of the companies will not sanction more than 2 days leave. If you want more than 2 days leave you may go for PL.

3. Medical leave. This is also goes with company rule.

4. ML : (Maternity Leave): As you know this is belonged to Women area. It should be given 90 days on any kind of company. This lelave could be taken by any women permanent employee at the attainment of delivery time. Some company may give still one or two more months as per the employee's health. Recently there was Central Govt. rule recommending all the companies to sanction 6 months ML. Some of the companies are considering whereas most of the company give 3 to 4 months normally.
If the concerned emplolyee is still in need of lelave she may go for loss of pay for 2 to 6 months keeping her employement in the company's rule.

5. Patternity Leave: Maximum 6 days and this could be taken at a stretch by any male employee at the time of deliver of his wife. Some company gives this and some company may not give also. This goes as per the Company's rule.

6. Leave with our Pay: On any condition, any employee can opt this leave showing the valuable reason viz., due to the health condition of self or any family member. Company will have to decide on this.

The above are the important kind of leave are being carried out by any kind of company.

For any further information you may send me a mail to ID: since I rarely open this site according to my time availability. GOT IT !!! If you are happy I am happy madam !:-):lol::smile::wink:
12th February 2009 From India , New Delhi
Hi the leaves were very well explained but i wanted to know that according to the labour laws, what is the total number of leaves a company can avail to its employees. Regards Aarti
12th February 2009 From India , New Delhi
Dear Aarti,
as Per karnataka rules All lthe workers are entitled to minimum one leave day after working 20 days, if they have worked for a period of 240 days or more in a factory during a calendar year. it is applicable daily wages, piece rate workers and contractor workers.
On all national holidays all the workers are entitled to holiday no establishment is permitted to work on national holidays.
An leave register/leave book should be maintained for all the worker and should be available at all the time in the factory.
and for staff as your management decision you cane give every month one leave as (CL). that means for year 12 leaves.
regards
Subbu
99860 48174
13th February 2009 From India , Bangalore
thanks subbu
but my query was that is there any rule which says that there should be in total 24 leaves, including PL,SL,CL.is the number for the leaves fixed or they can vary company to company.
Regards
Aarti Khanna
13th February 2009 From India , New Delhi
Hi Arti,

Here is the answer for your clarifications:

According to Shop & Establishment Act ( and also Factory Act) Some of the Leave are statutory: You can very well refer to the concerned State Shops and Establishment for any further detail:

· CL is statutory one : Apart from the National Holidays, any organisation either factory or any Co., or any Shop will have to give 7 minimum Casual Leave. If any company gives more than this no problem. But whatever you declare for the year starting from 1st to Jan 31st, you are suppose to send out a list of Holidays to the local Inspector of Factories in the month of December in the previous


· PL is also statutory one: As Lavanya expressed, once any employee completes 240 working days in a calendar year he is eligible for this PL from the next year. For every 20 working days the employee will get credit one day PL. Some company will calculate as 1 and half day per month straight and some companies may calculate strictly only the employees’ working days only. Any company / factory giving more than this it is most welcome. But minimum you should maintain. For example in my Company all (permanent) employee are getting the credit of 2 and half day per month straight away irrespective of their presence. If the employee is not coming more than 10 days in a particular he may get only one and half day. This is the way we calculate the leav
  • ML: (Maternity Leave) This is also one among the Statutory leave. At any point of time, for any women employee who got married genuinely will get this leave of 90 days under her pregnancy at the time of delivery. But this is restricted two deliveries only. Some company may give more than 90 days also but it goes with the company discretion.
  • SL – Sick Leave : If the employee covered under ESI Corporation, this could be eligible. You may refer ESI Act for this. ESI is a statutory one for those who getting their salary below 10K. Some of the companies are sanctioning Medical Leave as per the personal Policy of the Company. But not statutory one.
For further clarification you may mail me to the ID:

OK
! ! ! regards - Venky - ( from Bangalore )


14th February 2009 From India , New Delhi
HI Arti
you might get your answer as smarty explained above.
Actully few leavs are mandatory according to labour laws but few are at employers end...So no dout it may change company to company.
Thanks
14th February 2009 From India , Jabalpur
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
15th February 2009 From India , Anantapur
Hi Geeta,
I believe you got your answers from the experts of this industry.
I just want to add few lines in this discussion, hope it will help you out.

LEAVE POLICY:
Types of Leave:
  • Casual Leave
  • Sick Leave
  • Earned/Privilege Leave
  • Maternity Leave
  • Extra Ordinary Leave
In this list all 5 are Paid leave & No.4 & No.5 are Statutory Leave.


Casual Leave: As per shops & establishments act, 12 days leave per yr has to be given to an employee as a part of welfare measure.
Jan 26, Aug 15 and Oct 2 are statutory Holidays for any Industry. But for steel, chemical and production industry are given exemption that if they do not able to give holiday on those days, they can be given on other days.
An employee should not apply for leave both on Saturday and Monday, either of the days can be applied. Otherwise Sunday is also considered as CL.

Except maternity leave all the other leaves are taken from the calendar year.

Absconding: Not intimating to the dept about the leave.
Extra Ordinary Leave: If the employee is really in a problem, then they can apply for EOL when all other leaves have been exhausted.
Format:
Company Name
Name…………Emp code, Dept
Please grant me leave CL/SL/PL/ML/EOL from…to….
Reason for leave…………….
Address……………
Signature of Emp Dept Head HR Dept
…………………………………………………………….
For HR Dept Use
Remaining Leaves
CL
SL
PL
ML
EOL



Earned / Privilege Leave: These leaves are given based on the number of days worked.
For every 20 days of the month – 1 day is statutory
For other 10 days – ½ day or 1 day depends on the company.
Employee should take approval 15 days in advance.
If the leave is approved, Sundays and holidays are also considered.
3 yrs leave can be carried forward.
(Basic + DA/26)*No. of leaves remained will be paid at the time of Retirement if an employee do not use these leaves.
Maternity Leave: To Married women employee these leaves are given and are compulsory if the pregnancy is confirmed.
3 weeks after conceiving.
6 to 9 weeks after delivery.
Total salary should be paid for these leaves.
In case of miscarriage/abortion 3 weeks leave should be given.
50% of the salary can be claimed from ESI.
  • We cannot suspend / dismiss / terminate when an employee is on leave.


I hope this much information help you.

Plz pass on your valuable response on this information.

Best of Luck

Manish Modi


15th February 2009 From India , Delhi
Dear all,
This is Prashant From OHSUNG Ele. I. P. Ltd. working as Asst HR. Ranjangain, Pune.
As in this region ESI is not applicable and i have no knowledge about ESI. can anybody guide me in detail about ESI.
Waiting for your valuable guidence.
My E-Mail ID - &
T & R
PRASHANT
16th February 2009 From India , Mumbai

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