Hi there I am working as an HR in a manufacturing concern, plz can anyone tell me as per the leave continuity if a person is absent on saturday and monday ,then sunday is also included & deducted ,but any one can tell me that does this rule apply for half day also? i.e. if anyone is present for 1st half of saturday & 2nd half of monday ,then should his leave for sunday included in continuity or not?
From United Kingdom
From United Kingdom
Dear
actually we should dive salary by 26 and we should prepare salary on the basis of 26 than this problem does not arise.
As there is no act define your query so different companies take different view on this problem.
From India, Delhi
167actually we should dive salary by 26 and we should prepare salary on the basis of 26 than this problem does not arise.
As there is no act define your query so different companies take different view on this problem.
From India, Delhi
Dear,
give the benefit to the employee just deduct 1/2 day on saturday and 1/2 day on monday.
only if the employee takes leave on saturday and monday your doubt arises. since he is present on both days even though taken half day permission. it means the employee is present. so deduct 1 day leave(1/2 + 1/2).
From India, Mumbai
give the benefit to the employee just deduct 1/2 day on saturday and 1/2 day on monday.
only if the employee takes leave on saturday and monday your doubt arises. since he is present on both days even though taken half day permission. it means the employee is present. so deduct 1 day leave(1/2 + 1/2).
From India, Mumbai
Hi, If anyone is absent in the second half on saturday and first half of monday then sunday is counted in the leave.
From India, Pune
From India, Pune
Actually, sunday should not be calculated as leave. Employee should get the benefit for the working through out the week.
From India, Pune
From India, Pune
Dear,
If an employee is present on Saturday (may be half or full day) Sunday would not be counted as a leave.
Some organization will not allow their employees to enjoy the clubbed leaves i.e. if an employee takes leaves on Saturday and Monday, Sunday also counted as a leave even though it is a weekly off.
But some organization allow their employee to do so they do not count Sunday as a leave and even allow planned leaves of 2-3 max leaves (exclusive of weekly offs).
It depends up on the organizations Leave Policy.
If an employee is present on Saturday (may be half or full day) Sunday would not be counted as a leave.
Some organization will not allow their employees to enjoy the clubbed leaves i.e. if an employee takes leaves on Saturday and Monday, Sunday also counted as a leave even though it is a weekly off.
But some organization allow their employee to do so they do not count Sunday as a leave and even allow planned leaves of 2-3 max leaves (exclusive of weekly offs).
It depends up on the organizations Leave Policy.
Mr. Inderjit,
It depends on the policy of the management and the type of leave one avails. Some managements may treat it as leave if it happens to fall in between CL or SL Or Loss of Pay and allow it as Sunday/Off and effect payment for that Sunday/off if it falls in between PL/EL. This is because EL is earned on working days (Sundays/Offs are not considered while calculating EL), the same may also be extended to Privilege leave when Managements may prefer to allow more PLs i.e. 30 days in a year. When once Management decides to treat the Sunday/Off as leave, if some one avails leave on the afternoon session of Sunday and Morning session of Monday (or say afternoon session on the previous day of Off and Morning session of the suceeding day of Off), certainly the Sunday/Off falling in between will be treated as leave only. In case the Sunday/Off happens to fall in between the Loss of pay leave, then the Sunday/Off also will be treated as leave without Wages/Salary.
Hope I made the matter Clear.
Joga Rao
From India, Eluru
It depends on the policy of the management and the type of leave one avails. Some managements may treat it as leave if it happens to fall in between CL or SL Or Loss of Pay and allow it as Sunday/Off and effect payment for that Sunday/off if it falls in between PL/EL. This is because EL is earned on working days (Sundays/Offs are not considered while calculating EL), the same may also be extended to Privilege leave when Managements may prefer to allow more PLs i.e. 30 days in a year. When once Management decides to treat the Sunday/Off as leave, if some one avails leave on the afternoon session of Sunday and Morning session of Monday (or say afternoon session on the previous day of Off and Morning session of the suceeding day of Off), certainly the Sunday/Off falling in between will be treated as leave only. In case the Sunday/Off happens to fall in between the Loss of pay leave, then the Sunday/Off also will be treated as leave without Wages/Salary.
Hope I made the matter Clear.
Joga Rao
From India, Eluru
hii
I want to make one thing clear.
have you maintained your HR policy which defined all the procedures regarding all the policies like attendance, leave, discipline, compensation, incentives, recruitment, orientation etc..
Why i am saying all these things because every company has its own HR policy which make their own rule.
By the way if talk about the legal rule, it maens if an employee remains absent on saturday and monday then he doesnot get the entitlement of Paid weekly off. if he adjust the cl, sl pl on absented both days then he deserves for paid weekly off.
if we see this legal rule behalf of company aspect, suppose employee remains 5 days absent in a week and present atleast one day in saturday or monday according to the legal rule, so in that case it will adversely effect on company policy regarding the productivity.
so fullfill such mission company makes on HR policy. some comapny makes the policy like an employee has to come atleasr four days and some company makes the strategy of atleast 3 days present.
Examples.
According to Law.
Mon Tue Wed Thu Fri Sat Sun Mon
P P P A P A WithoutPaid(W/o) A
PL With Paid (W/o) PL
A A A A P p Paid (W/o) A
In above example you can see, employee remains absent on saturday and monday and he doesnot have paid leave to avail so in taht case he will not get paid leave W/o.But if he adjust with PL then He Get paid W/o.
If you are looking in 3rd example in which employee absent 4 days, and he comes only friday and saturday which mens he completing the law rule i.e employee has to come atleast one day in saturday or monday.
so in that case company makes its own policies.side by side they set the criteria for paid sunday and they follow the lagal rule too.
if i talked about my comapny i have daclared in HR policy that an employee has to atleast 3 days in a week and employee has to take care upon the saturday and monday rule also.
i am expressing below by example.
Mon Tue Wed Thu Fri Sat Sun Mon
P P P A A P WithPaid(W/o) A
Mon Tue Wed Thu Fri Sat Sun Mon
P P P PL PL PL WithPaid(W/o) A
Mon Tue Wed Thu Fri Sat Sun Mon
P P P A A A WithoutPaid(W/o) A
as i above i look both rules which i made own and second legal, in above example you can see without paid holiday, it is only because he completed condition means to say he coming atleast 3 days in a week but as i said you have to look law rule side be side, he absent on saturday and monday(both days) aprt from it he doesnot have laeve to be adjustment.
Mon Tue Wed Thu Fri Sat Sun Mon
P P A A A P WithPaid(W/o) A
Mon Tue Wed Thu Fri Sat Sun Mon
P A A A P P WithPaid(W/o) A
Mon Tue Wed Thu Fri Sat Sun Mon
P A P P A A WithPaid(W/o) P
This is what i explianing is just a example which i am following in my organisation. otherwise everycompany has its own strategy.
I hope you got it very well.
I wanna exhort you to preapre a human resource policy first and communicate it to all.
Thanks
Regards
Vikas Khatter
From India, Chandigarh
I want to make one thing clear.
have you maintained your HR policy which defined all the procedures regarding all the policies like attendance, leave, discipline, compensation, incentives, recruitment, orientation etc..
Why i am saying all these things because every company has its own HR policy which make their own rule.
By the way if talk about the legal rule, it maens if an employee remains absent on saturday and monday then he doesnot get the entitlement of Paid weekly off. if he adjust the cl, sl pl on absented both days then he deserves for paid weekly off.
if we see this legal rule behalf of company aspect, suppose employee remains 5 days absent in a week and present atleast one day in saturday or monday according to the legal rule, so in that case it will adversely effect on company policy regarding the productivity.
so fullfill such mission company makes on HR policy. some comapny makes the policy like an employee has to come atleasr four days and some company makes the strategy of atleast 3 days present.
Examples.
According to Law.
Mon Tue Wed Thu Fri Sat Sun Mon
P P P A P A WithoutPaid(W/o) A
PL With Paid (W/o) PL
A A A A P p Paid (W/o) A
In above example you can see, employee remains absent on saturday and monday and he doesnot have paid leave to avail so in taht case he will not get paid leave W/o.But if he adjust with PL then He Get paid W/o.
If you are looking in 3rd example in which employee absent 4 days, and he comes only friday and saturday which mens he completing the law rule i.e employee has to come atleast one day in saturday or monday.
so in that case company makes its own policies.side by side they set the criteria for paid sunday and they follow the lagal rule too.
if i talked about my comapny i have daclared in HR policy that an employee has to atleast 3 days in a week and employee has to take care upon the saturday and monday rule also.
i am expressing below by example.
Mon Tue Wed Thu Fri Sat Sun Mon
P P P A A P WithPaid(W/o) A
Mon Tue Wed Thu Fri Sat Sun Mon
P P P PL PL PL WithPaid(W/o) A
Mon Tue Wed Thu Fri Sat Sun Mon
P P P A A A WithoutPaid(W/o) A
as i above i look both rules which i made own and second legal, in above example you can see without paid holiday, it is only because he completed condition means to say he coming atleast 3 days in a week but as i said you have to look law rule side be side, he absent on saturday and monday(both days) aprt from it he doesnot have laeve to be adjustment.
Mon Tue Wed Thu Fri Sat Sun Mon
P P A A A P WithPaid(W/o) A
Mon Tue Wed Thu Fri Sat Sun Mon
P A A A P P WithPaid(W/o) A
Mon Tue Wed Thu Fri Sat Sun Mon
P A P P A A WithPaid(W/o) P
This is what i explianing is just a example which i am following in my organisation. otherwise everycompany has its own strategy.
I hope you got it very well.
I wanna exhort you to preapre a human resource policy first and communicate it to all.
Thanks
Regards
Vikas Khatter
From India, Chandigarh
Does the leave policy of your company states that the leave given is of working day? For example, in my company we have allotted 18 working days as leave. In this case, leave taken on working days is considered as leave.
However, in many companies, the policy says, "18 days of leave"...in such situations...weekend get sandwiched. Leave taken from Friday to Monday (both days inclusive) is considered as FOUR days of leave and not TWO days. In such situations, half-days are excluded...only full days are considered. It means, you can consider half-day of leave on Saturday and Half day of leave on Monday.
I hope this will help.
From India, Mumbai
However, in many companies, the policy says, "18 days of leave"...in such situations...weekend get sandwiched. Leave taken from Friday to Monday (both days inclusive) is considered as FOUR days of leave and not TWO days. In such situations, half-days are excluded...only full days are considered. It means, you can consider half-day of leave on Saturday and Half day of leave on Monday.
I hope this will help.
From India, Mumbai
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