Employee (not trainee) is eligible for PL after completion of one year of service, calculation is done Jan-Dec. If he joins in between the calculation is to done on this basis and his leave at the end of 31st Dec. should be kept as opening balance to his credit. But he is allowed to avail that leave only after completion of one year of service in the company. However, he is eligible for CL or SL (Nos. as decided by company) even his probationary period. For Trainees only CL can be given, that too, depends on each company's rules.
From India, Mumbai
4From India, Mumbai
The Rules as under are self explanatory. As per Section 3 of the Act it is 3 National Holidays & 4 days' Festival Holidays in Delhi & Ounjab and Five days in the State of Haryana.
There may be some slight variation in respective States. To be sure it is best to refer to the concerned State Rules in this regard.
Best Wishes,
Vasant Nair
HR Advisor
THE PUNJAB INDUSTRIAL ESTABLISHMENT
(NATIONAL AND FESTIVAL HOLIDAYS AND CASUAL
AND SICK LEAVE) ACT, 1965 (6.1 – 6.6)
(Punjab Act 14 of 1965)
TABLE OF CONTENTS
1. Short title, extent and commencement.
2. Definitions.
3. National and festival holidays.
4. Casual and sick leave.
5. Wages
6. Account of holidays and leave to be kept.
7. Inspectors
8. Powers of Inspectors.
9. Penalties.
10. Power to recover wages.
11. Penalty for obstructing Inspector.
12. Cognizance of offences.
13. Exemptions.
14. Rights and privileges under other laws, etc., not affected.
15. Power to make rules.
The Schedule
Received the assent of the Governor of Punjab on 19th. May, 1965, and was first
published in the Punjab Government Gazette Extraordinary, dated 22nd. June, 1965.
An Act to provide for the grant of National and Festival Holidays and Casual and
Sick Leave to persons employed in Industrial Establishments in the State of Punjab.
Be it enacted by the Legislature of the State of Punjab in the Sixteenth Year of the
Republic of India as Follows: -
Statement of Objects and Reason. – The Bill seeks to regulate the grant of various kinds
of leave and holidays to workmen employed in Industrial Establishments in the State. At
present these facilities are only available as a result of some awards or settlements or, in
some cases, through Standing Orders. It would also reduce industrial disputes and friction
among the employees on the grounds of non-grant of National and Festival holidays,
Casual and Sick Leave and thus ameliorate the condition of workmen and improve their
relations with the employers. (Punjab Government Gazette Extraordinary, dated the 25th.
February, 1965).
1. Short title, extent and commencement. -- (1) This Act may be called the Punjab
Industrial Establishment (National and Festival Holidays and Casual and Sick Leave)
Act, 1965.
(2) It extends to the whole of the State of Punjab/Haryana.
(3) It shall come into force on the 1st. day of July, 1965.
2. Definitions. -- In this Act, unless the context otherwise requires:
(a) “day” means a period of twenty-four hours beginning at mid-night.
Provided that in the case of a worker who works in a shift which extends beyond
mid-night, such period of twenty-four hours shall begin when his shift ends;
(b) “worker” means—
(i) any person (including an apprentice) employed in any industrial
establishment to do any skilled or unskilled, manual, supervisory,
technical or clerical work for hire or reward, whether the terms of
employment be expressed or implied; or
(ii) any other person employed in any industrial establishment whom the
Government may, by notification, declare to be a worker for the
purposes of this Act;
(c) “employer” when used in relation to an industrial establishment, means the person
who has ultimate control over the affairs of the industrial establishment, and,
where the affairs of any industrial establishment are entrusted to any other person,
whether called a managing agent, manager, superintendent, or by any other name,
such other person shall be deemed to be the employer;
(d) “Government means the Government of the State of Punjab;
(e) Industrial establishment” means—
(i) any factory as defined in clause (m) of section 2 of the Factories Act,
1948 (Central Act 63 of 1948), or any place which is deemed to be a
factory under sub-section (2) of section 85 of that Act; or
(ii) any plantation as defined in clause (f) of section 2 of the Plantation
Labour Act, 1951 (Central Act 69 of 1951);
(f) “inspector” means and Inspector appointed under sub-section (1) of section 7;
(g) “prescribed” means prescribed by rules made under this Act;
(h) “wages” means all remuneration (whether by way of salary, allowances or
otherwise) expressed in terms of money or capable of being so expressed which
would, of the term of employment, express or implied where fulfilled, be payable
to a worker in respect of his employment or of work done in such employment,
but does not include:
(a) any bonus;
(b) the value of any house accommodation, supply of light, water, medical
facilities or other amenity or of any service or of any confessional supply of
food grains or other articles;
(c) any contribution paid or payable by the employer: -
(i) to any pension or provident fund, and the interest which may have accrued
thereon; or
(ii) for the benefit of the worker under any law for the time being in force;
(iii) any traveling allowance or the value of any traveling concession;
(iv) any sum paid to the worker to defray special expenses entailed on him by
the nature of his employment; or
(f) any gratuity payable on the termination of employment.
3. National and festival holidays. – (1) Ever worker shall, in each calendar year, be
allowed in such manner an don such conditions as may be prescribed—
(a) three national holidays of one whole day each on the 26th. January, 15th. August
and 2nd. October; and
(b) four [five – for Haryana] other holidays on any of the festivals specified in the
Schedule appended to this Act;
Provided that for purposes of clause (b), where at least ten per centum of the workers of
an industrial establishment so desire, they may, in lieu of the festival holidays, avail of
two half holidays on any of the festival days of their choice specified in such Schedule
after settlement in this behalf has been made between the employer and the representative
of the workers in such manner as may be prescribed.
(2) The Government may, by notification, add to the Schedule appended to this Act any
festival and thereupon the Schedule shall be deemed to be amended accordingly.
4. Casual and sick leave. – Every worker shall, in each calendar year, be allowed by the
employer casual leave for seven days and six leave for fourteen days in such manner and
on such conditions as may be prescribed.
Explanation. – For purposes of this section, such conditions may provide that one kind
of leave shall not be linked with another kind of leave, whether due under this Act, or
under any other law for the time being in force.
5. Wages. -- Notwithstanding any contract to the contrary, every worker shall, for each of
the national and festival holidays and of the casual or sick leave, be paid by the employer
wages at a rate equivalent to his average daily wage;
Provided that –
(a) no worker shall be entitled to be paid such wages for any holidays, or leave other
than a national holiday, if his name was not on the rolls of the industrial
establishment continuously for a period of one month immediately preceding such
holidays or leave;
(b) where a worker is entitled to sickness benefit under the Employees State
Insurance Act 1948, or sickness allowance under the Plantation Labour Act, 1951,
he shall not be entitled to be paid such wages for the days of sick leave allowed to
him under this act; and
(c) where a worker is not entitled to such sickness benefit or sickness allowance, he
shall be paid waes for the days of sick leave, allowed to him under this Act at a
rate equivalent to one half of the average daily wage.
(2) Where a worker works on any holiday allowed under section 3, he shall at his option,
be entitled to—
(a) twice his average daily wage for that day, or
(b) his average daily wage for that day and a substituted holiday will his average
daily wage on any other day within ninety days from the day on which he so
works.
Explanation. – For the purpose of this section, the average daily wage of a worker shall
be computed on the basis of his total full time wages during the preceding three calendar
months exclusive of any over-time wages, if any;
Provided that the average daily wage of worker who is paid wages by the day of at piece
fate shall be computed on the basis of his wages for the days on which he actually
worked during the month immediately preceding such holidays or leave.
6. Account of holydays and leave to be kept. – Every employer shall keep in such form
and manner as may be prescribed an account of the festival holidays, casual leave and
sick leave of every worker and every worker shall have access to such account.
7. Inspectors.-- (1) The Government may, by notification, appoint such persons or class
of persons as it may think fit to be Inspectors for carrying out the purposes of this Act for
such areas as may be specified in the notification.
(2) Every Inspector shall be deemed to be a public servant within the meaning of section
21 of Indian Penal Code (Central Act XLV of 160).
8. Powers of Inspectors. – Subject to any rules made by the Government in this behalf,
and Inspector may, within the area for which he is appointed—
(a) enter at all reasonable times any place which is, or which he has reason to believe
to be, an industrial establishment;
(b) make such examination of the premises and of any prescribed registers, records
and notices and take on the spot or otherwise the evidence of such person as he
may deem necessary for carrying out the purposes of this Act;
(c) exercise such other powers as may be necessary for carrying on the purposes of
this Act;
Provided that no one shall be required under this section to answer any question or give
any evidence tending to incriminate himself.
9. Penalties. -- Any employer who contravenes any of the provisions of sections 3,4,5
and 6 shall be punishable, for the first offence, with fine, which may extend to one
hundred rupees and for a second or subsequent offence, with fine which may extend to
two hundred fifty rupees.
10. Power to recover wages. -- (1) Where a Magistrate, while convicting an employer
under section 9, is satisfied that the worker has not been paid his due wages under this
Act, the amount of which shall be determined by the Magistrate, he shall direct the
employer to pay such wages to the worker.
(2) The amount of wages determined under sub-section (1) shall, for the purposes of
recovery, shall be deemed to be a fine imposed under this Act, in addition to the penalty
imposed under section 9 and shall be realized as such.
11. Penalty for obstructing Inspector. -- Whoever willfully obstructs an Inspector in the
exercise of any power conferred on him by or under this act or intentionally omits to
produce on demand in writing by and Inspector any register, record or notice in his
custody which may be required to keep in pursuance of this Act or of any rule made
thereunder, shall be punishable with imprisonment for a term which may extend to three
months, or with fine which may extend to five hundred rupees or with both.
12. Cognizance of offences. -- (1) No court shall take cognizance of any offence under
this Act or the rules made thereunder except on a complaint in writing by an aggrieved
person or an Inspector.
(2) No court below that of a Judicial Magistrate of the first class shall try any offence
punishable under this Act or the rules made thereunder.
13. Exemptions. -- (1) Nothing contained in this Act shall apply to—
(a) any worker drawing wages exceeding five hundred rupees per mensem and
employed mainly in the managerial administrative or supervisory capacity;
(b) any worker employed in any industrial establishment under the control of the
Government of the Central Government, or any State Government to whom the
Civil Service Rules or any other similar rules or regulations notified in this behalf
by the Government, Central Government or any State Government, as the case
may be apply; and
(c) any mine or oil field.
(2) The Government may, in public interest by notification, exempt either permanently or
for any specified period any class of industrial establishments from all or any of the
provisions of this Act subject to such conditions as the Government may deem fit.
14. Rights and privileges under other laws, etc., not affected. -- Nothing contained in
this Act shall affect any rights or privileges which any workers is entitled to receive
under any other law, [award—for Haryana] contract, custom or usage, if such rights or
privileges are more favourable to him than those to which he would be entitled under this
act.
15. Power to make rules. (1) The Government may, by notification and after previous
publicaitn, make rules fo the purpose of carrying out the provisions of this Act.
(2) In particular, and without prejudice to the foregoing power, such rules may provide
for—
(a) the manner in which, and the conditions on which, national and other holidays
shall be allowed to the workers under section 3;
(b) the number of days for which, the manner in which and the conditions in which,
casual and sick leave shall, be allowed to workers under section 4;
the form and manner in which an account of festival holidays, casual leave and
sick leave of workers shall be maintained by employers under section 6;
(3) In making a rule under this Act, the Government may provide that a contravention
thereof shall be punishable with fine, which may extend to fifty rupees.
(4) Every rule made under this section shall be laid as soon as may be after it is made
before [-] the State Legislature while it is in session for a total period of ten days which
may be comprised in one sessions or in two successive sessions, and if, before the expiry
of the session in which it is so laid or the sessions immediately following, [the
Legislature] agree in making any modification in the rule or [the Legislature] agree that
the rule should not be made, the rule shall thereafter effect only in such modified form or
be of no effect, ass the case may be; so however that any such modification or annulment
shall be without prejudice to the validity of anything previously done under that rule.
THE SCHEDULE
[See Section 3(1) (b)]
New Year Day Milad-ul-Nabii
Basant Panchmi Janam Ashtmi
Guru Ravi Dass’Birthday Dushehra
Shivratri Maharishi Balmiki’s Birthday
Holi Dewali
Hola Lala Lajpat Rai’s Death Anniversary
Id-l-fiter Guru Nanak’s Birthday
Lord Mahavir’s Birthday Christmas Day
Good Friday Jor Mela Fatehgarh Sahib
Baisakhi Guru Gobind Singh’s Birthday
Id-ul-Zuha Vishwa Karma Jainti
Guru Arjun Dev’s Martyrdom Day May Day
Muharrum
--------------------------
From India, Mumbai
There may be some slight variation in respective States. To be sure it is best to refer to the concerned State Rules in this regard.
Best Wishes,
Vasant Nair
HR Advisor
THE PUNJAB INDUSTRIAL ESTABLISHMENT
(NATIONAL AND FESTIVAL HOLIDAYS AND CASUAL
AND SICK LEAVE) ACT, 1965 (6.1 – 6.6)
(Punjab Act 14 of 1965)
TABLE OF CONTENTS
1. Short title, extent and commencement.
2. Definitions.
3. National and festival holidays.
4. Casual and sick leave.
5. Wages
6. Account of holidays and leave to be kept.
7. Inspectors
8. Powers of Inspectors.
9. Penalties.
10. Power to recover wages.
11. Penalty for obstructing Inspector.
12. Cognizance of offences.
13. Exemptions.
14. Rights and privileges under other laws, etc., not affected.
15. Power to make rules.
The Schedule
Received the assent of the Governor of Punjab on 19th. May, 1965, and was first
published in the Punjab Government Gazette Extraordinary, dated 22nd. June, 1965.
An Act to provide for the grant of National and Festival Holidays and Casual and
Sick Leave to persons employed in Industrial Establishments in the State of Punjab.
Be it enacted by the Legislature of the State of Punjab in the Sixteenth Year of the
Republic of India as Follows: -
Statement of Objects and Reason. – The Bill seeks to regulate the grant of various kinds
of leave and holidays to workmen employed in Industrial Establishments in the State. At
present these facilities are only available as a result of some awards or settlements or, in
some cases, through Standing Orders. It would also reduce industrial disputes and friction
among the employees on the grounds of non-grant of National and Festival holidays,
Casual and Sick Leave and thus ameliorate the condition of workmen and improve their
relations with the employers. (Punjab Government Gazette Extraordinary, dated the 25th.
February, 1965).
1. Short title, extent and commencement. -- (1) This Act may be called the Punjab
Industrial Establishment (National and Festival Holidays and Casual and Sick Leave)
Act, 1965.
(2) It extends to the whole of the State of Punjab/Haryana.
(3) It shall come into force on the 1st. day of July, 1965.
2. Definitions. -- In this Act, unless the context otherwise requires:
(a) “day” means a period of twenty-four hours beginning at mid-night.
Provided that in the case of a worker who works in a shift which extends beyond
mid-night, such period of twenty-four hours shall begin when his shift ends;
(b) “worker” means—
(i) any person (including an apprentice) employed in any industrial
establishment to do any skilled or unskilled, manual, supervisory,
technical or clerical work for hire or reward, whether the terms of
employment be expressed or implied; or
(ii) any other person employed in any industrial establishment whom the
Government may, by notification, declare to be a worker for the
purposes of this Act;
(c) “employer” when used in relation to an industrial establishment, means the person
who has ultimate control over the affairs of the industrial establishment, and,
where the affairs of any industrial establishment are entrusted to any other person,
whether called a managing agent, manager, superintendent, or by any other name,
such other person shall be deemed to be the employer;
(d) “Government means the Government of the State of Punjab;
(e) Industrial establishment” means—
(i) any factory as defined in clause (m) of section 2 of the Factories Act,
1948 (Central Act 63 of 1948), or any place which is deemed to be a
factory under sub-section (2) of section 85 of that Act; or
(ii) any plantation as defined in clause (f) of section 2 of the Plantation
Labour Act, 1951 (Central Act 69 of 1951);
(f) “inspector” means and Inspector appointed under sub-section (1) of section 7;
(g) “prescribed” means prescribed by rules made under this Act;
(h) “wages” means all remuneration (whether by way of salary, allowances or
otherwise) expressed in terms of money or capable of being so expressed which
would, of the term of employment, express or implied where fulfilled, be payable
to a worker in respect of his employment or of work done in such employment,
but does not include:
(a) any bonus;
(b) the value of any house accommodation, supply of light, water, medical
facilities or other amenity or of any service or of any confessional supply of
food grains or other articles;
(c) any contribution paid or payable by the employer: -
(i) to any pension or provident fund, and the interest which may have accrued
thereon; or
(ii) for the benefit of the worker under any law for the time being in force;
(iii) any traveling allowance or the value of any traveling concession;
(iv) any sum paid to the worker to defray special expenses entailed on him by
the nature of his employment; or
(f) any gratuity payable on the termination of employment.
3. National and festival holidays. – (1) Ever worker shall, in each calendar year, be
allowed in such manner an don such conditions as may be prescribed—
(a) three national holidays of one whole day each on the 26th. January, 15th. August
and 2nd. October; and
(b) four [five – for Haryana] other holidays on any of the festivals specified in the
Schedule appended to this Act;
Provided that for purposes of clause (b), where at least ten per centum of the workers of
an industrial establishment so desire, they may, in lieu of the festival holidays, avail of
two half holidays on any of the festival days of their choice specified in such Schedule
after settlement in this behalf has been made between the employer and the representative
of the workers in such manner as may be prescribed.
(2) The Government may, by notification, add to the Schedule appended to this Act any
festival and thereupon the Schedule shall be deemed to be amended accordingly.
4. Casual and sick leave. – Every worker shall, in each calendar year, be allowed by the
employer casual leave for seven days and six leave for fourteen days in such manner and
on such conditions as may be prescribed.
Explanation. – For purposes of this section, such conditions may provide that one kind
of leave shall not be linked with another kind of leave, whether due under this Act, or
under any other law for the time being in force.
5. Wages. -- Notwithstanding any contract to the contrary, every worker shall, for each of
the national and festival holidays and of the casual or sick leave, be paid by the employer
wages at a rate equivalent to his average daily wage;
Provided that –
(a) no worker shall be entitled to be paid such wages for any holidays, or leave other
than a national holiday, if his name was not on the rolls of the industrial
establishment continuously for a period of one month immediately preceding such
holidays or leave;
(b) where a worker is entitled to sickness benefit under the Employees State
Insurance Act 1948, or sickness allowance under the Plantation Labour Act, 1951,
he shall not be entitled to be paid such wages for the days of sick leave allowed to
him under this act; and
(c) where a worker is not entitled to such sickness benefit or sickness allowance, he
shall be paid waes for the days of sick leave, allowed to him under this Act at a
rate equivalent to one half of the average daily wage.
(2) Where a worker works on any holiday allowed under section 3, he shall at his option,
be entitled to—
(a) twice his average daily wage for that day, or
(b) his average daily wage for that day and a substituted holiday will his average
daily wage on any other day within ninety days from the day on which he so
works.
Explanation. – For the purpose of this section, the average daily wage of a worker shall
be computed on the basis of his total full time wages during the preceding three calendar
months exclusive of any over-time wages, if any;
Provided that the average daily wage of worker who is paid wages by the day of at piece
fate shall be computed on the basis of his wages for the days on which he actually
worked during the month immediately preceding such holidays or leave.
6. Account of holydays and leave to be kept. – Every employer shall keep in such form
and manner as may be prescribed an account of the festival holidays, casual leave and
sick leave of every worker and every worker shall have access to such account.
7. Inspectors.-- (1) The Government may, by notification, appoint such persons or class
of persons as it may think fit to be Inspectors for carrying out the purposes of this Act for
such areas as may be specified in the notification.
(2) Every Inspector shall be deemed to be a public servant within the meaning of section
21 of Indian Penal Code (Central Act XLV of 160).
8. Powers of Inspectors. – Subject to any rules made by the Government in this behalf,
and Inspector may, within the area for which he is appointed—
(a) enter at all reasonable times any place which is, or which he has reason to believe
to be, an industrial establishment;
(b) make such examination of the premises and of any prescribed registers, records
and notices and take on the spot or otherwise the evidence of such person as he
may deem necessary for carrying out the purposes of this Act;
(c) exercise such other powers as may be necessary for carrying on the purposes of
this Act;
Provided that no one shall be required under this section to answer any question or give
any evidence tending to incriminate himself.
9. Penalties. -- Any employer who contravenes any of the provisions of sections 3,4,5
and 6 shall be punishable, for the first offence, with fine, which may extend to one
hundred rupees and for a second or subsequent offence, with fine which may extend to
two hundred fifty rupees.
10. Power to recover wages. -- (1) Where a Magistrate, while convicting an employer
under section 9, is satisfied that the worker has not been paid his due wages under this
Act, the amount of which shall be determined by the Magistrate, he shall direct the
employer to pay such wages to the worker.
(2) The amount of wages determined under sub-section (1) shall, for the purposes of
recovery, shall be deemed to be a fine imposed under this Act, in addition to the penalty
imposed under section 9 and shall be realized as such.
11. Penalty for obstructing Inspector. -- Whoever willfully obstructs an Inspector in the
exercise of any power conferred on him by or under this act or intentionally omits to
produce on demand in writing by and Inspector any register, record or notice in his
custody which may be required to keep in pursuance of this Act or of any rule made
thereunder, shall be punishable with imprisonment for a term which may extend to three
months, or with fine which may extend to five hundred rupees or with both.
12. Cognizance of offences. -- (1) No court shall take cognizance of any offence under
this Act or the rules made thereunder except on a complaint in writing by an aggrieved
person or an Inspector.
(2) No court below that of a Judicial Magistrate of the first class shall try any offence
punishable under this Act or the rules made thereunder.
13. Exemptions. -- (1) Nothing contained in this Act shall apply to—
(a) any worker drawing wages exceeding five hundred rupees per mensem and
employed mainly in the managerial administrative or supervisory capacity;
(b) any worker employed in any industrial establishment under the control of the
Government of the Central Government, or any State Government to whom the
Civil Service Rules or any other similar rules or regulations notified in this behalf
by the Government, Central Government or any State Government, as the case
may be apply; and
(c) any mine or oil field.
(2) The Government may, in public interest by notification, exempt either permanently or
for any specified period any class of industrial establishments from all or any of the
provisions of this Act subject to such conditions as the Government may deem fit.
14. Rights and privileges under other laws, etc., not affected. -- Nothing contained in
this Act shall affect any rights or privileges which any workers is entitled to receive
under any other law, [award—for Haryana] contract, custom or usage, if such rights or
privileges are more favourable to him than those to which he would be entitled under this
act.
15. Power to make rules. (1) The Government may, by notification and after previous
publicaitn, make rules fo the purpose of carrying out the provisions of this Act.
(2) In particular, and without prejudice to the foregoing power, such rules may provide
for—
(a) the manner in which, and the conditions on which, national and other holidays
shall be allowed to the workers under section 3;
(b) the number of days for which, the manner in which and the conditions in which,
casual and sick leave shall, be allowed to workers under section 4;
the form and manner in which an account of festival holidays, casual leave and
sick leave of workers shall be maintained by employers under section 6;
(3) In making a rule under this Act, the Government may provide that a contravention
thereof shall be punishable with fine, which may extend to fifty rupees.
(4) Every rule made under this section shall be laid as soon as may be after it is made
before [-] the State Legislature while it is in session for a total period of ten days which
may be comprised in one sessions or in two successive sessions, and if, before the expiry
of the session in which it is so laid or the sessions immediately following, [the
Legislature] agree in making any modification in the rule or [the Legislature] agree that
the rule should not be made, the rule shall thereafter effect only in such modified form or
be of no effect, ass the case may be; so however that any such modification or annulment
shall be without prejudice to the validity of anything previously done under that rule.
THE SCHEDULE
[See Section 3(1) (b)]
New Year Day Milad-ul-Nabii
Basant Panchmi Janam Ashtmi
Guru Ravi Dass’Birthday Dushehra
Shivratri Maharishi Balmiki’s Birthday
Holi Dewali
Hola Lala Lajpat Rai’s Death Anniversary
Id-l-fiter Guru Nanak’s Birthday
Lord Mahavir’s Birthday Christmas Day
Good Friday Jor Mela Fatehgarh Sahib
Baisakhi Guru Gobind Singh’s Birthday
Id-ul-Zuha Vishwa Karma Jainti
Guru Arjun Dev’s Martyrdom Day May Day
Muharrum
--------------------------
From India, Mumbai
15th Aug ,Jan26th and Oct2nd apart from that company can have 6 to 8 days . In total they should give min 9 days and max 11 days. This is what industry is following. In tamil nadu May 1st is compulsory holiday.
From India, Madras
From India, Madras
THANKS SUNDARAMR,
It is now clear that CL/SL are obligatory for employer, but normal HR Practitioners, state very strange kind of rules like :
1. Not more than 2 CL/SL can be utilized.
2. CL & SL can not be taken togther.
3. max 7 CL & 7 SL can be there and SL can be forwarded to next year but CL can't.
What are these? Policies of particular co. or there is some ACT for controlling these kind of leaves.
explain for us to know better about these exigencies (emergencies - temp) leaves.
regds
Manish gupta
From India, Mumbai
It is now clear that CL/SL are obligatory for employer, but normal HR Practitioners, state very strange kind of rules like :
1. Not more than 2 CL/SL can be utilized.
2. CL & SL can not be taken togther.
3. max 7 CL & 7 SL can be there and SL can be forwarded to next year but CL can't.
What are these? Policies of particular co. or there is some ACT for controlling these kind of leaves.
explain for us to know better about these exigencies (emergencies - temp) leaves.
regds
Manish gupta
From India, Mumbai
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Mah Shop & Est (RECS) Rules 2018.pdf