Dear All
I have heard in the forum that an Employee is eligible for EL once he is confirmed.
Kindly help me to understand whether a person is eligible for EL once his services were confirmed or he is only eligible Subject to the fulfillment of 240 working days as per the factories act 1948.
Normally in our company we strictly follow the equation of completing 240 days.
Regards,
pradeep
From India, Hyderabad
I have heard in the forum that an Employee is eligible for EL once he is confirmed.
Kindly help me to understand whether a person is eligible for EL once his services were confirmed or he is only eligible Subject to the fulfillment of 240 working days as per the factories act 1948.
Normally in our company we strictly follow the equation of completing 240 days.
Regards,
pradeep
From India, Hyderabad
Dear Pradeep,
There are certain limits for every segments of business organisation e.g. Factories, Shops etc. EL eligibility does not depend upon his period of working. If he worked only for a month then even he is eligible for EL, during probation he can not avail these EL. But before confirmation if he leaves the job, EL on prorata basis will be encashed with Full & Final settlement. Suppose your company have 30 days so every month 2.5 EL he is earning EL which he can avail only after completion of Probation period of 6 months, 9 months or 240 days or one year (depends upon Company poilicy & Co. registered under which Act. But if he leaves the job even after completion of one or two months, he will be get encashment of EL with his Full & FInal Settlement. E.g. 30(Total EL in a year) / 12 (months) i.e. 2.5 EL in a month * 2 month = 5 EL will be encashed with his Full & Final settlement.
Bibek Banerjee
From India, Calcutta
1There are certain limits for every segments of business organisation e.g. Factories, Shops etc. EL eligibility does not depend upon his period of working. If he worked only for a month then even he is eligible for EL, during probation he can not avail these EL. But before confirmation if he leaves the job, EL on prorata basis will be encashed with Full & Final settlement. Suppose your company have 30 days so every month 2.5 EL he is earning EL which he can avail only after completion of Probation period of 6 months, 9 months or 240 days or one year (depends upon Company poilicy & Co. registered under which Act. But if he leaves the job even after completion of one or two months, he will be get encashment of EL with his Full & FInal Settlement. E.g. 30(Total EL in a year) / 12 (months) i.e. 2.5 EL in a month * 2 month = 5 EL will be encashed with his Full & Final settlement.
Bibek Banerjee
From India, Calcutta
hi all...... can any one guide me that whether there is any formality to take the earned leaves. Can we take the EL together,is it encashable? Regards, deepa
From India, Kochi
From India, Kochi
Dear Deepa,
There is no special procedure of taking the El.
If any time you will take more than 3 leaves your Leaves will be adjusted through the account of El.
If any time You can take 3 or less than 3 leaves the account balance deducted from Cl.
Yes, El Can be encashed.
Hope this information will help u.
Regards
Ranjeet
From India, New Delhi
There is no special procedure of taking the El.
If any time you will take more than 3 leaves your Leaves will be adjusted through the account of El.
If any time You can take 3 or less than 3 leaves the account balance deducted from Cl.
Yes, El Can be encashed.
Hope this information will help u.
Regards
Ranjeet
From India, New Delhi
Good evening,
What you have said about EL is correct, but this even applies for software company also. How many leaves we need to give in a year. Does this need to be classified as Casual leave, Sick Leave and Earned Leave compulsorily. Can we give 10 days in total in a year. Is any legal restrictions are there to follow this method. I have this doubt for a long period, please guide me in coming out of this problem.:huh:
From India, Bangalore
What you have said about EL is correct, but this even applies for software company also. How many leaves we need to give in a year. Does this need to be classified as Casual leave, Sick Leave and Earned Leave compulsorily. Can we give 10 days in total in a year. Is any legal restrictions are there to follow this method. I have this doubt for a long period, please guide me in coming out of this problem.:huh:
From India, Bangalore
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.
Gratuity Eligibility.pdf
Travel eligibility - amended.doc
Pfloan-eligibil ity.xls