Arung73
Service
Sumisrishr
Manager - Hr
Mohan S
Office Executive
+4 Others

Respected seniors,
We are a Public Ltd. Co. Situated in Mumbai having just one office in mumbai and Governed by Shop & Establishment Act. I m attaching my leave policy, i have two queries
1. We have 5 days week, Saturday and Sunday being weekly off. If Friday is treated as Leave Without Pay (as no leave balance) a employee resumes on Monday (the next workin day) how should saturday, sunday be treated as paid weekly offs or on leave without pay basis.
2. Now we have 7th April 2009 and 10th April 2009 as optional Holidays
If employee takes leave as
6th April, CL
7th April, OH
8th And 9th April CL
10th April OH
resuming on 13th April, (11th and 12th will be loss of pay)
is it permissible please refer to the intervening holidays clause in our Leave Rules attached.
Please reply urgntly. U can mail me on
Thanks
Regards
Pari
23rd March 2009 From India, Mumbai

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Only GOd know how you become HR Executive in Public Limited company if you can not sort such simple things. Are you really qualified or recruited by some relative. Partho
23rd March 2009 From Saudi Arabia
It would be a help that instead of a nasty and useless remark if you could answer the query Unless dont bother to reply and waste your precious time Thanks Pari
23rd March 2009 From India, Mumbai
Hello Pari
Your co. is 5 days week (Mon. to Fri) If an employee takes leave on friday and resume duty on monday, in this case only one day leave or LWP is counted, and if he takes leave on friday and monday, in this case four days leave or LWP is counted.
In your second query i can't understand optional leave.
Thanks
Pankaj Sharma
Sr. H.R. Executive
09891858587
23rd March 2009 From India, New Delhi
Dear All, As per Indian Laws there is no act defining the leave procedure except National and Festival Holidays. Rest of all leave rules and regulations were made based on industrial practices, just to control absenteeism. Prefix and suffix leave consider as total leave either LWP or paid leave but in new practices industries are not following the practice of prefix and suffix. All up to you how you are managing your show with employee motivation in disciplined manner.

Thanks & Regds
Arun Gupta
09312010127
24th March 2009 From India, Delhi
Hello,
1. Intervening holidays are to be counted as leave.
2. If an employee takes leave on Friday and reports on Monday either in the forenoon or afternoon, then Saturday and Sunday need not be counted as leave period.
3. No two types of leaves Casual Leave + Privilege Leave (EL) or Sick Leave can be combined.
4. Casual Leave, as the word "Casual" denotes, does not exceed 2 days at a time and is meant for meeting sudden or short duration commitments.
5. Privilege Leave (EL) needs to be applied well in advance and sanction taken.
6. Sick Leave is to be supported by medical practioner's certificate for long absence or atleast prescription for one or two days illness.
Thanks and regards
Mohan
25th March 2009
Hi Pari,
Mohan has explained it very nicely. Just to add on:
  1. Friday is considered as LWP, u should pay the employee for saturday & sunday as he has resumed work on monday
  2. As per your leave policy " the optional holidays are to be availed of only with the previous sanction. It can be clubbed with all types of leave except as a suffix to without Pay Leave and casual leave if the total absence exceeds six days. combination of leave: Casual leave cannot be availed of in conjunction with any other kind of leave."
As per this clause in your policy, the employee cannot combine the OH with CL. So his leave shouldnot be approved in the first place.
As Arun mentioned, industries are not following the practice of prefix and suffix to keep up the morale of the employee. One away to resolve this is to ask the employee to avail PL instead of CL. This way the employee is happy that he gets leaves & u as a HR person has acted according to the policy of the company.:)
Regards
Suman
I




25th March 2009 From India, Bangalore
Dear Suman,
You see, in here its neither like public sector nor like pvt.
And policy says OH can be availed in combination of CL if total absence exceeds 6 days as in our Policy CL can not be availed for more than 6 days at stretch.
So in short the result of our discussion is if an employee resumes on next working day after a public holiday and / or weekly offs, then he is to be paid for those holidays also even thouth the very previous day of these holidays was treated as loss of pay. eg Tue to Friday Loss of pay, Saturday and Sunday weekly off and Monday Public Holiday, eployee resumes Tuesday then he will be paid for saturday, sunday and monday.
Thank you
Regards
Pari
26th March 2009 From India, Mumbai
Hi pari mr mohan and suman have rightly explained the things. I agree that this is the best opinion that could have been given thanks and regards prasiddh narayan 09765664475
2nd March 2010 From India, Karwar
Dear All,
thanks for sharing such a valuable knowledge regarding Leave rules in Pvt. sector.
will anyone give me clarity regarding Leave:
if any employee left the company in mid of the year of Leave policy, so leave encasement would be done according the PL leave balance.
if there is no PL Leave balance available than can we deduct the salary also in full & final settlement.
Please reply.
Thanks/Keerti
14th June 2013 From India, Delhi
Dear Sir,
i am working in Pvt. Ltd. as per our Leave policy there is total 20 leaves are decided out of 6 PL are in this policy. rest 14 is into CL/SL. 7/7.

now my question is what would be the mode of Leave allotment to any employee, whether he is old employee or new joined in mid of the year.
what would be the leave allotment procedure for both the conditions under probation/after confirmation.
kindly reply.
Thanks & Regards
Keerti Gupta
Asstt. Manager HR
14th June 2013 From India, Delhi
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