In our company, most of them are availing sick leave, prefixes, and suffixes to holidays and Saturdays. Is there any way we can reduce these activities? They used to avail mainly sick leave also, which we cannot foresee; this is a usual practice nowadays. Kindly suggest some solutions.
Regards, Nish
From India, Bangalore
Acknowledge(0)
Amend(0)
Regards, Nish
From India, Bangalore
Acknowledge(0)Amend(0)
Dear, U may restrict no. of SL to be availed with/without prefixing or suffixing weekends. Beyond that, ask employee to produce Medical Certificate. Nitu
From India, Vadodara
Acknowledge(0)Amend(0)
5From India, Vadodara
Acknowledge(0)Amend(0)
Hi,
I understand your challenge. In fact, many manufacturing companies face this problem where laborers apply for leave with both prefixes and suffixes (Friday-Sunday-Monday) very often. There is no hard and fast rule stating that leave on prefixes and suffixes should be allowed. There is no mention of this in the Labor Act. You may simply change your leave policy (as part of the HR policy) and declare that any leave taken as a suffix or prefix holiday will also be counted as leave.
Please consult your top management before implementing this change and ensure that you can convince them about the new adjustments to the leave policy. I hope this matter is clear.
Stay Cool,
Srini
From India, Mumbai
Acknowledge(0)Amend(0)
I understand your challenge. In fact, many manufacturing companies face this problem where laborers apply for leave with both prefixes and suffixes (Friday-Sunday-Monday) very often. There is no hard and fast rule stating that leave on prefixes and suffixes should be allowed. There is no mention of this in the Labor Act. You may simply change your leave policy (as part of the HR policy) and declare that any leave taken as a suffix or prefix holiday will also be counted as leave.
Please consult your top management before implementing this change and ensure that you can convince them about the new adjustments to the leave policy. I hope this matter is clear.
Stay Cool,
Srini
From India, Mumbai
Acknowledge(0)Amend(0)
I am searching for a solution or an act that defines holiday payment exclusion for the previous day's absence and also for being absent after a holiday. In such cases, do we have to pay for the holiday or not? If not, please suggest the relevant act.
Example Scenario:
- 14th: Absent
- 15th: Independence Day (15th also marked as absent)
- 17th: Absent
- 18th: Pola declared as a holiday (19th also marked as absent)
Thank you.
From India, Nagpur
Acknowledge(0)Amend(0)
Example Scenario:
- 14th: Absent
- 15th: Independence Day (15th also marked as absent)
- 17th: Absent
- 18th: Pola declared as a holiday (19th also marked as absent)
Thank you.
From India, Nagpur
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Absence Management Strategy.pdf
Leave and Holiday Policy.doc