No Tags Found!

SH

Shai89308

Executive Hr

AS

Ammu Shanvi

Human Resource

GS

G SHASHI KRISHNA

Senior Manager - Hr

AH

Aizant HR

Human Resources

MA

MARSHAL

Safety Officer

AK

Anish Katoch

Hr Executive

PR

PranjalR

Hr Recruiter

AP

Alka Pal

Hr Executive

Karthikeyan8195

Management Consultant

MK

Mohit Kumar Puri

Head Marketing

AU

Austex

Accounts Manager


Swapnil Ghag
Dear All,
As per factorise act worker who has worked for minimum 240 day is eligible for the privilege Leave.
Our Calculation is Privilege Leaves=Present Days/15.
But workers has worked 226 days & enjoyed 63 Days Special Leaves ( Including Weekly off) how can i calculate his privilege Leave??????

From India, Roha
alphonsegt
5

Dear Friend
Please calculate only working days. As per FA one Earned has to be given for the last year (January to December period) working days /20 (Not for 15 days. As per Act divided by 20 days only). (15 If company agreed) . It may vary depending upon the working days of the employees. If he is earned below 240 days then add the lay off days if any and availed earned leave days and also maternity leave for lady employee and calculate only for actual working days
HR Alphonse
9443625359


Apex Management
156

Dear Swapnil
Under the provisions of the Factories Act, 240 working days in a calendar year are required for being eligible for Earned leave / privilege leave. (including layoff, maternity leave and EL enjoyed). However EL is calculated on actual working days.
One Earned leave is provided for 20 working days. You can calculate earned leave on actual working days in a year i.e 226/20 rounded off to full day. However, if your management is allowing one leave after 15 days then calculate it at 226/15 r/o.
P K Sharma

From India, Delhi
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.




About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.