The logic behind the above reasoning is that CL is taken for casual and unexpected happenings and there will generally be a restriction on the number of CLs which can be availed at a strech, say 3 CLs at a time. Therefore, holidays/ off days coming in between tow CLs shall be treated as such and no CL need to be taken for that.
At the same time, sick leave is availed when a person is sick and not fit to work. If an employee falls sick on Friday and that follows till Monday (both days inclusive) normally he can not say that he was FIT on Saturday and Sunday, being weekly off days and therefore, only two days sick leave should be deducted.
In the case of Earned leave, since it is taken for a long period after proper planning and perhaps for moving out of head quarters or place of his working and probably after carrying out a handing over of functions to another peer employee, the days of off and holidays which intervene the leave days shall also be leave for the employees.
In the case of Maternity leave also the same thing will support you and no woman can claim that in addition to 84 days of Maternity leave she should get 12/24 days of weekly off and such other holidays which came in between the days she was under maternity leave. Similarly one who has been on LOP for entire month cannot claim salary for 4/8 off days.
24th April 2012 From India, Kannur