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Amresh
Annual Leave
The
Factories Act 1948, The Tamil Nadu Catering Establishment Act 1958, The
Motor Transport Workers Act 1961, The Beedi and Cigar Workers
Conditions of Employment Act 1966, The Plantation Labour Act 1961,
provides the annual leave with wages to workers. Under these Acts, every
worker who has worked for a period of 240 days or more in a factory
during a year shall be eligible for one day as annual leave with wages
for every twenty days of work performed by him during the previous
calendar year. Incase of a child, one day for every fifteen days of work
performed by him. The Mines Act provides one day annual leave with
wages for every 16 days of work performed by him below the ground.
The
Plantation Labour Act and The TN Shops and Establishment Act alone
provide 14 days and 12 days as a sick leave respectively. The TN Shops
and Establishment Act also provide 12 days as casual leave.
The
News Paper Working Journalists ( Condition of Service ) Act 1955
provides one month as annual leave with ( full wages ) wages for every
11 month spent on duty and they can carry forward upto 90 days . They
are also eligible for one month medical leave (half wages) for every 18
month of his service and 15 days as casual leave once in a year, 21-30
days as quarantine leave is also available to employees covered under
this Act . Extraordinary leave can also be granted without wages to
employees covered under this Act. Study leave can also be granted with
or without wages.
Under the Sales Promotion employees (Conditions of Service) Act 1976, every sales employee shall avail
(a) earned leave on full wages for not less than one-eleventh of the period spent on duty;
(b)
leave on medical certificate on one-half of the wages for not less than
one-eighteenth of the period service. A sales promotion employee may be
granted extraordinary leave in special circumstances without wages at the discretion of the employer.
A sales promotion employee who has no leave to his credit, may be granted leave not due,
at the discretion of the employer and also employee may be granted
study leave with or without wages . Where in the presence of an
infectious disease, is considered hazardous to the health of other
people, the employee concerned may be granted quarantine leave for a period up to 30 days.
An
Apprentice shall be entitled to 12 days causal leave, 15 days as
medical leave and extraordinary leave of 10 days and to such holidays as
are observed in the establishments in which he is undergoing training.
An
adult employee can carry forward unavailed leave up to 30 days under
the Factories Act, 40 days for adults and 50 days for child under the TN
Catering establishment Act, 30 days under the Motor Transport Workers
Act.
The
annual leave is otherwise called as Privilege leave in certain
companies. The casual leave and sick leave are fixed by the company and
it depends on policy of the company. If the establishments are not
covered under the ESI Act, then the management provides sick leave as
per policy (or standing orders) framed by the company.
The
companies can also provide one day as annual leave with wages for every
less than 20 days of work performed by him based on their leave
polices. The eligible annual leave with wages shall be credited into the
account of worker at the beginning of the succeeding year.
National and Festival Holiday
The
employees are also eligible for 4 days as paid national holidays and 5
days as paid festival holidays under the National and Festival Holidays
Act .The festival holiday shall be decided based on the local festival
of that locality. The list of such holidays shall be displayed on the
notice board and will be circulated to all staff members.
Any
change in the notified National and Festival holidays will be at the
discretion of the management & the same will be intimated to
employees accordingly. If National and Festival holidays fall on Sundays
will also be counted in the list of National and festival holidays.
Holidays
are off-days granted by the employer to their workmen either
voluntarily or compulsorily under the force of law. On a holiday the
entire business is closed and no one works while in case of leave the
entire business is running.
The
holidays declared under the Negotiable Instruments Act are usually
applicable to Government departments more particularly to banks and
they are not generally adopted by factories and other establishments in
the private and public sector. The factory legislations also do not
provide for the grant of festival holidays to industrial workers.
But the National and Festival Holidays Act provide such holidays
Generally, the occupiers of factories shall fix the number of such holidays in their standing orders or service rules.
Maternity Leave
Every
woman shall avail maternity leave for a period of 12 weeks of which not
more than 6 weeks shall precede the date of her expected delivery.
Under the ESI Act 1948, to avail benefit the woman has to contribute not
less than 70 days in two consecutive contribution periods. As in the
case of Maternity Benefit Act, the woman has to work not less than 80
days in a year.
The
women can avail maternity leave for miscarriage, medical termination of
pregnancy, tubectomy operation, and illness arising out of pregnancy.
In case of miscarriage, a woman shall be entitled to leave with wages
for a period of 6 weeks immediately following the day of her
miscarriage. In case of medical termination of pregnancy, a workman
shall be entitled to leave with wages for a period 6 weeks. In case of
Tubectomy operation, a woman shall be entitled to leave with wages for a
period of 2 weeks immediately following the day of her tubectomy
operation.
A
woman who is suffering from illness arising out of pregnancy, delivery,
premature birth of child or miscarriage shall be entitled to leave with
wages for a period of one month ( with half pay ).
Child Adoption Leave
Maternity
leave is generally not available to adoptive mothers in India, even
though an adoptive mother needs it just as much as a biological mother.
The central government recently in March 2006, passed an order by
extending to adoptive mothers the maternity leave available to
biological mothers. So, now, "adoptive mothers with fewer than two
surviving children" are entitled to a 'Child Adoption Leave' (CAL) on
adoption of a child "up to one year of age". As per the order, Child
adoption leave shall not be debited against the leave account. During the period of Child Adoption leave, she shall be paid leave salary equal to the pay drawn immediately before proceeding on leave.
At
Railways and Public sector undertaking are providing child adoption
leave to woman employees. An adoptive mother with less than two
surviving children may be granted
Child
Adoption Leave' on adoption of a child up to one year of age, on the
lines of maternity leave admissible to natural mothers. This facility will not be available to an adoptive mother already having two surviving children at the time of adoption.
The
employees shall be eligible for casual leave, sick leave and medical
leave as per standing orders or policies of the company. All employees
covered under the ESI Act shall eligible for maternity leave, leave for
MTP, leave for Tubectomy operation, leave for illness arising out of
pregnancy and leave for Sickness. The establishment not covered under
the ESI shall be covered under Maternity benefit Act.
Procedure to avail leave
A
worker desirous of availing of the leave earned by him during the
preceding year has to make an application for such leave at least
fifteen days before the date on which he wishes to proceed on leave in
writing to the manager of the company. Such leave can be availed in
minimum three installments during the year. When annual leave is to be
availed due to illness then even the formalities for applying for leave
in advance are not necessary
Whether leave can be claimed as of right?
The
term "leave" means permission obtained by an employee from his employer
relieving him from the duty to attend his work. Therefore leave should
be taken in advance before an employee intends to proceed on leave. In
short, no workman can proceed on leave without first applying for and
obtaining it.
Even
though an employee is entitled to and eligible for a certain period of
leave, he cannot as a matter of right demand that the same should be
granted to him at a particular time when he applies for the same or
whenever he applies for the same. Various Courts are also endorsed the
point of leave canot be claimed as matter of right.
The
reason is that at the particular time when he applies for leave the
pressure of work or exigencies of service may be such that his services
cannot be spared. But at the same time it cannot also be denied that he
has got a right to have his leave application considered and disposed of
properly, bona fide and in accordance with law.
All
permanent employees of the company can encash their leave subject to
certain terms and conditions. Basic salary + HRA + special allowance and
conveyance allowance shall be taken into account while calculating
leave encashment. Statutory deductions will be made before effecting
payment.
If
an employee is discharges or dismissed from service or superannuated or
quits employment during the course of the year, he shall be entitled to
leave with wages at the rate of one day for every 20 days of work and
also allowed to encash the un-availed leave if any standing to their
credit.. In calculating leave, any fraction of leave of half a day or
more shall be treated a one full day leave and any fraction of less than
half a day shall be omitted. Management reserves its right to adjust
the un availed leave against notice period in case an employee resigns
at a very short notice.
Leave without pay or leave on loss of pay:
An
employee may be granted leave without pay at the sole discretion of the
Head of the plant in consultation with the head of the department. For
this period his (earned) leave will not accrue.
Leave during Probation period:
If
any employee during his probation period exceeds his normal eligible
leave due to any reason, his probation period shall be extended
accordingly.
Sabbatical Leave
A
period of paid leave granted to an employee to do higher studies or on
vacation and be guaranteed return to the job. Based on their company
policies, Unpaid sabbatical leave also granted to an employee.
Summary of leave at various Acts
Act
|
Annual leave with wages
|
Carry forward
|
Sick leave
|
Maternity leave
|
Casual leave
|
Ext .leave
|
Quarantine leave
|
Factories Act
|
Adult –
One - 20
|
30
| |||||
Child- one -15
| |||||||
Apprentice Act
|
15
|
12
|
10
| ||||
Plantation Labour Act
|
A- 1-20
Y-1-15
|
30
|
14
2/3 wage
|
12 weeks
| |||
TN Catering Establishment
|
A-1-20
Y-1-15
|
40
50
| |||||
Motor Transport
|
A-1-20
Y-1-15
|
30
40
| |||||
Beedi and cigar workers
|
A-1-20
C-1-15
|
30
40
| |||||
TN Shop & Establishment
|
12
|
24
|
12
|
12
| |||
Newspaper & Journalist
|
30
|
90
|
30
|
3months
|
15
|
Yes
no
|
21-30
|
Sales Promotion employees ( Conditions of Service ) Act 1976
|
Yes
|
120
|
yes
|
15
|
yes
|
30
|
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