Hi all,
I've prepared a very simple & easy leave record format for my company.
There has been a change in leave policy with the start of this financial year, which says that all employees shall be entitled to 18 (eighteen) days of leaves in each calendar year adjusted on a pro-rata basis as per the duration of his/her service. At the end of the leave period (31st Dec), a maximum of 7 days of leave can be carried forward to the next leave calendar. Subject to availability, a maximum of 7 days leave will then be encashed on the basis of Basic salary and HRA.
Earlier we used to get 2.5 leaves evry month which makes 7.5 for three months (Jan, Feb, Mar).
So the calculation for Apr onwards is 13.5+7.5-total leaves availed in Jan, Feb n Mar.
Hope this will be of some use especially who are new to HR.
From India, Delhi
36I've prepared a very simple & easy leave record format for my company.
There has been a change in leave policy with the start of this financial year, which says that all employees shall be entitled to 18 (eighteen) days of leaves in each calendar year adjusted on a pro-rata basis as per the duration of his/her service. At the end of the leave period (31st Dec), a maximum of 7 days of leave can be carried forward to the next leave calendar. Subject to availability, a maximum of 7 days leave will then be encashed on the basis of Basic salary and HRA.
Earlier we used to get 2.5 leaves evry month which makes 7.5 for three months (Jan, Feb, Mar).
So the calculation for Apr onwards is 13.5+7.5-total leaves availed in Jan, Feb n Mar.
Hope this will be of some use especially who are new to HR.
From India, Delhi
Hi Ditti, It is really very simple and useful. I want to use your Leave Record Format to maintain our leave record. Regards, Subhra
From India, Mumbai
From India, Mumbai
Dear Diti,
As per your leave policy an employee can forward maximum of 7 days leave to his credit at the end of year. you must be knowing that an employee can have a maximum of 30 days of leaves to his credit under the Factories act.According to F Act earned leaves are caculated as per calender year.Earlier you were giving 30 days leave per year i.e. 2.5 per month while now you will be allowing only 18 days of leaves. It seems that you are changing the service conditions without notice to the employees. This is also not clear that whether your unit is either covered under Shop Act or F.Act,1948. If your unit is covered under Industrial Disputes Act,1947 then a notice for 21 days is required for such change. Plz look into the matter & examine.
Submitted just only for information.
Regards,
R.N.Khola
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
As per your leave policy an employee can forward maximum of 7 days leave to his credit at the end of year. you must be knowing that an employee can have a maximum of 30 days of leaves to his credit under the Factories act.According to F Act earned leaves are caculated as per calender year.Earlier you were giving 30 days leave per year i.e. 2.5 per month while now you will be allowing only 18 days of leaves. It seems that you are changing the service conditions without notice to the employees. This is also not clear that whether your unit is either covered under Shop Act or F.Act,1948. If your unit is covered under Industrial Disputes Act,1947 then a notice for 21 days is required for such change. Plz look into the matter & examine.
Submitted just only for information.
Regards,
R.N.Khola
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
Hello Mr. Khola,
My company is covered under Shops and Establishment Act and is based in Noida (UP).
I am well aware that in that case (coverage), legally an employee shoud get 40 days leave in one calender year (15 EL, 15 SL & 10 CL).
All the employees were informed in March 09 about the changes and were communicated through meeting and conference calls (meeting headed by HEad HR).
Also, the decision of shortening leaves has been taken by the Management, i am just following that...:neutral::neutral:
Anyway thanks for the suggestion.
Regards
From India, Delhi
My company is covered under Shops and Establishment Act and is based in Noida (UP).
I am well aware that in that case (coverage), legally an employee shoud get 40 days leave in one calender year (15 EL, 15 SL & 10 CL).
All the employees were informed in March 09 about the changes and were communicated through meeting and conference calls (meeting headed by HEad HR).
Also, the decision of shortening leaves has been taken by the Management, i am just following that...:neutral::neutral:
Anyway thanks for the suggestion.
Regards
From India, Delhi
Hi Ditti, thanx a lot. it is indeed very useful. let us share some more such best practices Neil 9013005529
From India, New Delhi
From India, New Delhi
Hi Akram,
Leave is on the basis of different Laws.
Leave is also on the basis of working days.
e.g. Under the Factories Act 1948 the detail / calculation as below:
Earned Leave : Working days / 20
Casual Leave : Working days / 40
Treat the working days except holidays.
Rgds\
Santosh
From India, New Delhi
Leave is on the basis of different Laws.
Leave is also on the basis of working days.
e.g. Under the Factories Act 1948 the detail / calculation as below:
Earned Leave : Working days / 20
Casual Leave : Working days / 40
Treat the working days except holidays.
Rgds\
Santosh
From India, New Delhi
Dear Mr.R.N.Khola,
I shall be much grateful and thankful to your goodself if you clarify on the following :
1) If an employee is taking leave on LOP on Saturday and Monday does the Sunday also count as LOP and If so is it legally correct?
2) Suppose if an employee leaves the job after completing probation period of one year waited for more than 3 months and yet to know whether his service is confirmed or extended in writing from the Management, whether he is entitled for SL and EL when he is getting full and final settlement.
3) Whether it is mandatory to serve one month notice as the validity of appointment order expired 3 months earlier and not received any communication from the management after completion of probation?
Kindly clarify pl.
Thanks and I remain
K.C.Seshadri
From India, Madras
I shall be much grateful and thankful to your goodself if you clarify on the following :
1) If an employee is taking leave on LOP on Saturday and Monday does the Sunday also count as LOP and If so is it legally correct?
2) Suppose if an employee leaves the job after completing probation period of one year waited for more than 3 months and yet to know whether his service is confirmed or extended in writing from the Management, whether he is entitled for SL and EL when he is getting full and final settlement.
3) Whether it is mandatory to serve one month notice as the validity of appointment order expired 3 months earlier and not received any communication from the management after completion of probation?
Kindly clarify pl.
Thanks and I remain
K.C.Seshadri
From India, Madras
hi
i went thru the leave format its really good but can u tell me it can be used in a public School. how many standard leaves should be there as we are a new school and planning to give all leaves to our satff. please help me how many leaves should be there for adhoc, probatio and confirm staff in teaching and nonteaching.
parulamar
From India, Lucknow
i went thru the leave format its really good but can u tell me it can be used in a public School. how many standard leaves should be there as we are a new school and planning to give all leaves to our satff. please help me how many leaves should be there for adhoc, probatio and confirm staff in teaching and nonteaching.
parulamar
From India, Lucknow
HI Ditti It is very needfull format thank you so much. i want tell one thing today i create new login in citehr. it is very helpfull side.. once again thank you so much B.L.Sharma Hr. & Admin Exe.
From India, Gurgaon
From India, Gurgaon
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.
Leave Record Format.xls
Format of leave record (year).pdf