Industrial Relations And Labour Laws
Industrial Relations
Head - Human Resources
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Thread Started by #R ASHOK KUMAR MISHRA

Where can i study about prefix and suffix rules and regulations
1st February 2010 From India, Hyderabad
These are used in different contexts. For example, leave following a day of off/ holiday or leave which ends day prior to day of off/ holiday. If off day falls on Sunday and one takes leave from Monday, the employee will be on leave from Sunday but prefixing Sunday holiday his leave will start from Monday only. Similarly, if the leave ends on Saturday (inclusive) Sunday suffixes. Similarly, joining date or relieving dates may also be prefixed or suffixed, if conditions permits.
1st February 2010 From India, Kannur
What Mr. Madhu had commented is correct again I don’t think that there are any regulative measures in this rule type.. It purely depends on the management part of the company...
3rd February 2010 From India, Bangalore
3rd February 2010 From India, Thiruvananthapuram
subject : suffix & prefix
pls let me know if an employee have leave on saturday & sunday ,he remain absent on monday, his leave considered will be of 3days or 1day i.e of monday.I am joining any bank holiday with that.pure saturday sunday off.
11th January 2011 From India, Mumbai
Dear patilshivaji
If your leave completes on friday and you were absented on monday then your 3 days extension of leave will be considered and not one day. Because suffix means it is not the part of leave. You can avail that alongwith end of leave.
With warm regards
S. Bhaskar
11th January 2011 From India, Kumbakonam
Dear Friends,
In my present company Casual Leave policy written like this "Casual Leave should not be taken as a privilege leave and should not be prefixed & suffixed to weekly off / Holidays".
I apply a CL on saturday, but my HR said as per HR manaul, i could not take CL on Saturday.
Please reply .
9th March 2013 From India, Nagar
Can you please explain, how this rule is applicable on this situation where holidays like 26th Jan (public holiday), 27th Jan (1 day leave application) and 28th &29th (weekly off) and 30th Jan (resumed office), In is situation how we are going to consider number of leaves.
As per my Mgt it should be 4 days leaves.We are 5 days working and can avail only 1 leave per month i.e. 12 leave in a year.
16th January 2017 From India, Mumbai
It should be one day leave only since the employee was present on 25th and 30th. Sandwitching happens only when he is absent on 25th and 30th. Even when he is present on either of these two days, he will not lose his holiday and weekly off day.
16th January 2017 From India, Kannur
Thanks Madhu for your response.
Regarding sandwich and prefix/suffix concepts application dependence on Mgt's choice only or do we have any thing in documented as per law?
2) For sandwich and prefix/suffix: One should have CL, SL, and Pl leaves (which seems good number of leaves) or Can some one applicable if he can only avail 1 leave per month i.e 12 leaves in year but yes he work only 5 days in a week.
16th January 2017 From India, Mumbai
The only reference available in law regarding sandwiching is the one in Factories Act which clearly says that holidays or weekly off coming in between two leaves SHOULD NOT be counted as leave. The Shops and Commercial Establishments Acts which cover majority of service industries provide for CL, PL and SL but I am not sure any provision similar to that of Factories Act is there in the such Acts. However, we have a practice that holidays and weekly off days intervening PL and SL which are taken for a continuous period can be treated as leaves. Similar is the case with maternity leave. Maternity leave is for 12 weeks and in between there can be 12 or 24 weekly off days and there can be some holidays also. It is not that the employee will get 84 days maternity leave plus 12 or 24 weekly off, but this 84 days leave includes weekly offs and holidays. If one takes 2 months leave without salary. It is not that he can demand the weekly off pay, but these weekly off days are taken as loss of pay leave days. At the same time, if you have Casual leave which is not allowed continuously but is allowed only for a single day or maximum 2 days at a stretch, the same will not outside sandwich rule.

Under the Factories Act, the only leaves available is PL (earned leave or annual leave with wages) and that is why the holidays coming in between the two leaves are taken as holidays and not as leaves. At the same time, if you have CL also in addition to the leaves admissible under Factories Act, you can follow the same principle of sandwiching in the case of PL. In the similar way, if your organisation has only one type of leave, that is CL, then it should be exclusive and no sandwiching be allowed.

17th January 2017 From India, Kannur
Now its clear that how we should consider leaves as sandwicth or Prefix & Suffix
If holiday falls on Tuesday, then one should be on either Monday or Wednesday? right
But it may possible that someone takes leave on Monday and he came on Friday + Weekly off (Saturday/Sunday)+Monday (Leave Application) + Tuesday (holiday) + Wednesday (Resume office).
We have kept only 1 leave per month i.e called Earned Leave. Total 12 Leaves in a calendar year and recently we have decided to carry forward few number of leaves for next year as well.
Here employee can take more than 2 leaves at time although he has 12 leaves in hand for complete year.
18th January 2017 From India, Mumbai
Very simple, in the absence of PL or SL, you treat the leave as casual leave and make a rule that there will not be any sandwiching unless on both the ends the employee is on leave. Obviously, if you have only one day leave per day you can insist that if he does not report on Wednesday, the day after the holiday, the leave will get rejected and the leave approved for Monday which was on the condition that the employee would come for duty on Wednesday, will be taken back. When it becomes LOP, naturally the holiday intervening will also be marked as LOP only.
Remember that you are giving very less number of leaves to your employees and again interfering in it by introducing the sandwiching rule etc, you will be inviting problems in future.
19th January 2017 From India, Kannur
Hello Madhu Sir,
Please clarify, One of my employees is applying for leave for 10th March (Friday), 11&12th (weekend) and 13th March (Holi on Monday) and will be back on Tuesday (14th).
Here he is absent on Friday as well Monday (official holiday) so how many leaves to be considered?
or case 2, someone came on Friday (10th) and 11&12th (weekend), 13th (Holi on Monday) and 14&15&16&17 (Four days leave application) and will be back on 20th (Monday). how many leaves to be considered?
24th February 2017 From India, Mumbai
First case, the leave is from Friday and is back to duty on Tuesday whereas Monday is a holiday. In this case he will be on leave only for one day, ie, Friday. At the same time, if he remains on leave on Tuesday also, depending upon the leave policy, he can be refused weekly off days and the holiday on Monday. I have stated that "depending upon the leave policy', because if you allow his CL for Friday and Tuesday, obviously, the days intervening will be holidays only. At the same time, if he has no CL but is taking PL, then the weekly off days and holiday will be marked as PL.
Now, if you follow the provisions of Factories Act, then he will not lose his off days and holiday because in that case he will be treated as leave on Friday and Tuesday only.
In the second case he is on leave from Tuesday till Friday only because there is no sandwiching since only one end (prefix) is a holiday.
25th February 2017 From India, Kannur
Please clarify,
Case 1. One of my employees is applying for leave on5th March (ie. working on 1st march(thirsday) 02th (Holi on Friday) 3rd & 4th week off (saturday and sunday) is 05th March (MOnday)applied for leave, and back in 6th March (tuesday) then how many day it will get deducted as leave
case 2, someone came on Friday (10th) Half day and 11&12th (weekend), 13th (leave on Monday) will be back on 14th (Tuesday). how many leaves to be considered?
13th February 2018 From India, Mumbai
Please go through the post No 15 in which I had clarified that under Factories Act only the days on which the employee was absent ( ie, Thursday and Monday) will be marked as leave and the holidays and weekly off days coming in between these two leave days, Friday (holiday), Saturday and Sunday (Weekly Off) will be marked as such as holidays and off days, as the case may be.
At the same time, if you are not a factory but a Commercial Establishment, then you have to take a call whether sandwich days will be treated as leave days or not. The general tendency is to treat the holidays in between two PL days as PL only whereas if the prefix and suffix are marked as Casual leaves then to leave the holidays and weekly off days as such.
Under Factories Act the leave is earned based on the DAYs physically present for working in the preceding year and that is why when the employees take leave, we will not consider the sandwich days as leave. In many states, the leave rules applicable to shops and commercial establishments provide for a fixed 12 days PL once an employee completes 12 months service. In such situation it is not the actual number of days that is counted for deciding the number of PLs and therefore, sandwiching can be done. At the same time, if the states rule also provide for number of leaves based on the days worked, say, one day for every 20 days worked in the preceding year, you should not mark the holidays and weekly off days as PL.
14th February 2018 From India, Kannur
Hi Sir,
Thanks for your guidance.
If we apply for long leave then only working days will be deducted and all sunday and saturday (if it is week off) will get minus from my number of days.
i.e; taking leave from 18th April(wednesday) to 26th April(thursday) total 9 days, but 8 day's will get deducted from my leave as 22nd is sunday.
Sir please correct me if im wrong.
14th February 2018 From India, Mumbai
yes, always the long leaves will be inclusive of off days and holidays
14th February 2018 From India, Kannur
If any employee ( daily rated ) remained absent on suffix and prefix days of National holiday is he eligible or not for wages of national paid holiday ??
Is there any provision under shop act / factories act ??
27th June 2018 From India, Pune
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