Hr Professional With 8 Years Of Exp.
Amit Insha
Hr & Compliance
Hr Person
Setting Up Operations
Gm (hr)
Head Hr - Mahindra Aerospace
Talent Acquisition (recruitment,selection
+2 Others

Dear seniors
I need suggestions from you.
In our organization we deduct 1 weekly off for every 6 absent.
Now the case is 5.5 absent is coming for one of our employee in that case could we deduct 1 weekly off or not.
Please give me the suggestions.its urgent.
4th January 2010 From India, Kota
better you may go for slabs like 1-6: one weekly off, 7 - 12 : 2 weekly offs then this round off trouble will not arise
4th January 2010 From India, Bangalore
Dear Akhil,
First of all it is illegal to make that kind of a deduction unless the person is continuously absent for Six days. It is also permitted to deduct weekly off if the person remains absent on three preceding and three sunsequent days of the weekly off.
If the person has remained absent on sporadic days in a month / year for 6 days then you can not deduct weekly off.
If the person has remained absent continuously for 5.5 days then you may deduct one day weekly off. Please revert if you have further doubts.
kind regards
Dayanand L Guddin
Sr. Head- HR
4th January 2010 From Singapore, Singapore
whatever you said is not correct. Try to formulate a policy as per the act. that can helps you to maintain a descipline and code of conduct
4th January 2010 From India, Warangal
Dear Akhil,
I agree with Mr. Dayanand...that u cannot make a deduction of a weekly off against 5.5 leaves unless its been taken continuously or its combined with already given weekly offs like saturday & sunday.
First of all, u need to know whether the leaves are continuous or sporadic
Second, what kind of leaves has been taken by him ...scheduled / unscheduled
Third, u have to find out what was the nature of those leaves ... sick , casual or annual
After taking all of the above points in consideration; one should decide the deductions.
Please,try to formulate simple leave policies as par the laws like making provisions of some sick leaves & annual leaves for an employee under which (within the limit of his entitlement) he can take leaves .This will provide u ease at work & help u maintain desciplined leave records.
With Best Regards,
Rupali Dhagat
4th January 2010 From India, Gurgaon
dear the policy which you have formulated is not correct.whatever you are doing is illegal.
5th January 2010 From India, Delhi
Dear Friends - Not so long ago I was a corporate guy, but since Sept'09 onwards, I left my cushy job to join my family friend and doctor to set up/Expand a Oldage home and a hospital. I was very keen to go visit few MNC's HR team to see if they would like to participate in CSR, but I was not sure if I should be doing it now or post forming Trust. We are one such existing hospital cum old age based out of New Mumbai who take care of immobile people, terminally ill people and also People with Alzheimer’s disease, Parkinson’s, schizophrenic, paralytic and hemiplegics .
Please advice should I approach HR team in MNC's post forming of trust or can I start the activity now.
5th January 2010 From India, Mumbai
Dear Akhil,
First of all formulate leave policy as per the rules applicable to your organisation,make standard leave policy of cL,SL,PL.The above specified practice ur following is illegal.
Brijesh Deshmukh

5th January 2010 From India, Pune
Hi I have not heard of it before. What is it really? You cannot deduct any leave from any employees against the rules of available Act or Establishment Code etc.
5th January 2010 From Sri Lanka, Ratmalana
Dear Akhil, You need to ammend your leave policy its not in line with the industry norms. Rgds Jai
5th January 2010 From India, Pune
Yes Mr. Akhil, Jai Sharma is Right. You need to amend your Leave Policy according to Industrial Norms. Amit sharma
8th January 2010 From India, Delhi
i agree with Mr. Dayanand — -Pradyumna Kumar Atri HR Executive DVR InfraTech Private Limited
8th January 2010 From India, Delhi
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