Yes, you can. I have done the same in my organisation. I did face similar kind of problem and inspite of several warning, the issue existed. So i did implement 2nd and 3rd rule. My managment agreed to add this as a pat of our policy and asked me to avoid verbal communication instead i sent an official email copied to the CEO, COO, VP and directors.
If any employee showed their dis-satisfaction i immediately stated that policy had already been approved and its management decision. However we cannot frame a different policy for every employee and all this is done to increase productivity.

From India, Madras
You can implement this in leave policy under the Work hour and General rules clause :



WORK HOURS: Weekdays 9.00 AM to 6:00PM (In case of work pressure and customer demand, this may have to be extended.)

We are closed on Second Saturday and Fourth Saturday of each month and the rest of the Saturdays, we work between 9.00 AM to 1.00 PM. In case of work pressure and customer demand, working on weekends may be essential and your co-operation is expected during that period.

All employees are expected to be present at the work place on or before 9.00 AM.


General Rules :

1. Any leave other than SL during the probationary period/ Training period will be counted as LOP
2. An employee on probation will be eligible for this policy after completion of his probation period and leave is calculated based on the date of joining of the employee. Leaves will be taken in pro-rata basis for all employees joining during the course of a year.
3. In the beginning of the year, confirmed employee will be eligible for full CL, SL and EL. Earned EL can be availed in the subsequent month of that particular year.
4. All the holidays and weekly off between start date and end date of CL will be treated as leave for employees if it is an unplanned leave (Without notice before 10 working days).
5. All the holidays and weekly off between start date and end date of SL and EL will not be treated as leave for employees ( For EL, prior notice of 10working days is necessary)
6. Clubbing of leave with EL and CL or CL and SL or SL and EL is not permitted
7. Any employee availing continous 5working days in a week should give prior notice of atleast 10 working days before the employee intends his leave to commence, and it must be approved before the employee takes leave or else all leaves right from last week saturday to current week sunday will be deducted from their leave account

If its a sick leave then employee should submit medical certificate along with the prescription from the doctor or else all leaves starting from last week saturday to current week sunday will be deducted from their leave balance.


- Babu

From India, Madras
Thanks a lot Mr. Babu....
But I cannot make alternate Saturdays off as we had the rule previously.
But just to be with trends we increased the working hours and make Sat-Sun as week off.
Can you suggest me more alternatives????
Khyati Pandya
HR
Ahmedabad

From India, Ahmadabad
Could be please be clear like what sort of alternatives are you looking for such that i can share my ideas on it.

As far as am concerned i feel the following rule is best and for sure it will work out.

Any employee availing continous 5working days in a week should give prior notice of atleast 10 working days before the employee intends his leave to commence, and it must be approved before the employee takes leave or else all leaves right from last week saturday to current week sunday will be deducted from their leave account
If its a sick leave then employee should submit medical certificate along with the prescription from the doctor or else all leaves starting from last week saturday to current week sunday will be deducted from their leave balance

- Babu

From India, Madras
Mr. Babu....
We do not want to define the type of leave. We are facing this situation!!!!
Prior permission before taking leaves is already a policy in our organization...
My company wants to implement a rule that anyone who takes a full weeks leaves, their weekend days will also be considered as leaves and not as holidays!!!
So I would like to know is there any rule like that in any other IT company??
Or if we really want to go with the rule then what will be the consequences??
Khyati Pandya
HR
Ahmedabad

From India, Ahmadabad
Yes, Khyati, You can consider one or both as leave, but you have to put it in your policy.
According to Factory Act, a worker required a complete rest for 24 hours after working of 48 hrs (6 days). This means only one day weekly off (after working of 6 days) is liabilities of employer. In excess of this, employer can offer more weekly off but that is one kind of welfare benefit that is not right of an employee

From India, New Delhi
Dear samyak1

What is wrong if the employees avail the benefit of the weekly off's on Saturday and sunday ??

Do you want them to work on saturday and sundays ??


It is nothing but the typical mentality of not letting employees "enjoy" their leaves. You are so persistent with your query/demand to find a "solution". I do not know if you are yourself applying your mind or bowing to management pressure.

Don't you think that allowing employees unhindered leave on Saturday and Sundays (which in any case are weekly-off days); you are ensuring better "Quality of Work Life" and that the employees spend some time for self-renewal with their families and thus work on the weekdays with enhanced motivation and productivity ??

If you are not able to find a 'legal' "solution"; perhaps a better idea would be to suggest to your management that they chain the employees at their workplace on Friday evening after close of office hours and release them on Monday morning - it might appeal to the 'middle-ages' mentality of your business owners and satisfy their egos.

Warm regards.

P.S. : Please do not take the suggestion seriously - it is made in a lighter vein.

From India, Delhi
Dear Raj,
I think you still need to go through my company's problem. Being an IT industry we have given all the flexibility and liberty that any good CMM level company gives.
Judging some issue without knowing what else benefits we give to the employees shows your lack of maturity!!!!(Dont mind I am also trying to be witty).
FYI!!! We have flexi hours! Work from home facility! Flexibility for all the things which you can not even imagine! If any employee works for more than 45 hrs then we carry forward those hours in terms of leave or monitory benefits!!!
This is just an example of the benefits which we give!! I hope you will change your perception about my management!!!!!!
By the way if you do not have the "Middle Age" mentality!! Then can you suggest me some "Young Age" mentality solution??????!!!
Warm regards.
P.S. : Please do not take the suggestion seriously - it is made in a lighter vein.
Khyati Pandya

From India, Ahmadabad
Hello, I would like to thank everyone for providing me such a valuable guidance. My special thanks is for Mr. Babu, Raj, Kumar, Shreekanth, Manohar and Sumant!!! Khyati Pandya
From India, Ahmadabad
Dear Khyati

Thanks for your feedback; it makes me genuinely happy.

It is good to know that yours is a CMM level company and you have several employee-friendly schemes, which provide an improved QWL to employees (including you).

Under the circumstances; and considering your employees are white-collar IT 'geeks'; I would suggest that just make it known (preferably informally) that management does not appreciate the fact that employees take undue advantage of the employee-friendly policies; and employees taking frequent week-long leaves which includes the weekends as prefix and suffix; shall not be viewed/rated favourably during their performance appraisals and they would be given back-seats in case of performance-based bonus, incentives or promotions.

At times, making such informal policies known (through 'grapevine' or otherwise) may work well as your employees are higly educated and qualified professionals. Also, if you find some employee doing this frequently; you can "counsel" them through a well-drafted "advisory" letter. Hope it helps.

Warm regards.

From India, Delhi

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