| Hi there,
Whether training been conducted during working days or off day, the day is a working day. If company chooses to conduct training on weekend which occupy into staff off day, therefore a replacement day must be granted as replacement off day. To manage the situation, the replacement off day must be utilized with an agreed time period (example within a week upon completion of the training). The replacement leave should not be postponed to a longer time frame otherwise the replacement can become null and void. From a clinical point of view the replacement off day is a rest day which been used to recover of one’s health, mental and spiritual state after the long working days in that week. Therefore it is not consider as benefits such as annual leave or etc.
On the other hand, it is an obligation for the company to train, retrain and untrain the staff at all time. Training is a tool used to enhance staff knowledge, skills and abilities to perform in their jobs. Such program is a “tool of trade” for the staff to perform in their jobs and it is an investment made by the company in terms of time and cost. Ultimately company must able to measure the ROI on the training investment made.
Remember, neither staff nor company should not take advantage on the situation.  | 
