Shall we combine CL & PL? Is there any rule? Please help to share the legal details on priority please.
From India, Mumbai
From India, Mumbai
The object of casual leave is to meet unforeseen or sudden contingencies which force the absence of an employee and that of privilege leave is for rest or recuperation or on medical grounds.Normally both the leaves are not clubbed as a matter of policy unless a company's leave policy specifically permits it. The company can always have better terms than those provided under any law dealing with leave.
B.Saikumar
HR & Labour Relations Consultant.
From India, Mumbai
1897B.Saikumar
HR & Labour Relations Consultant.
From India, Mumbai
There is difference in legal status between CL and other kinds of leave, so far as public service concerned. CL is considered to be duty while other kinds of leave are not. So, if an employee is on leave (other than CL) on the day of his increment, the date of increment would be postponed till he/she joins duty. So also is the case with intervening holidays; while availing CL, intervening holidays would not be counted as leave; while on other types of leave, interning holidays would be counted as leave, holidays could be prefixed/suffixed. Because of the difference in legal status, availing of CL is not permissible in combination with other types of leave.
From India, Kochi
From India, Kochi
Employees covered under Certified Standing Orders of the Organisation or if the Certified Standing Orders are not available then the Model Standing Orders under "The Industrial Employment (Standing Orders) Act, 1946", a provision is made under clause 14 (2) of the Model Standing Orders which read as under :
"14 (2) Casual leave shall be non-cumulative and no leave of any kind may be combined with casual leave."
Employees not covered under the "The Industrial Employment (Standing Orders) Act, 1946", they shall be governed under the leave rules framed by the Organisation.
From India, Mumbai
"14 (2) Casual leave shall be non-cumulative and no leave of any kind may be combined with casual leave."
Employees not covered under the "The Industrial Employment (Standing Orders) Act, 1946", they shall be governed under the leave rules framed by the Organisation.
From India, Mumbai
Hi Experts,
I need some help. We are IT company in Bangalore with strength of 20 employees. I want to know if Casual leave is a mandate for Karnataka labour law for our employees. Currently we have 18 Vacation leave/earn leave and 12 Sick leaves.
Anticipating early reply,
Thanks
Priyanka
HR Partner
From India, Bengaluru
I need some help. We are IT company in Bangalore with strength of 20 employees. I want to know if Casual leave is a mandate for Karnataka labour law for our employees. Currently we have 18 Vacation leave/earn leave and 12 Sick leaves.
Anticipating early reply,
Thanks
Priyanka
HR Partner
From India, Bengaluru
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