Attendance Calculations - CiteHR
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Dear Sir/Madam,
Previous month of may when i was doing Attendance calculation i found a problem(Challenge). Were an employee has taken leave from 29th April, 2013 to 4th May, 2013. So in this time, 29th and 30th we have added CL in April Month closing of Attendance we don\'t know that the leave will extent. Now 1st May, 2013 is a public Holiday the same has been declared by the management too.But the thing is that we don\'t have leave any leave except CL, LOP, COF(if worked)
Here according to XXX Company can we.
1. Deduct salary of 1st May, 2013.In case of continuous Leave.
2. Can we put any kind of leave in absence of employee in 1st May.
Please guide in this Problem

Check your company leave policy and as per policy which i have created is its called Sandwich leave ( Sounds funny ) in this continues leaves will be calculated and if employee have leave balance then he can apply for it or else it would be deducted accordingly.

Hai Deepak,
XXX Company has declared May Day as Holiday and no working period was there but as you said leave rules of our company in which after two days of CL third day also CL should be taken if the employee has no balance then he can not apply the same leave(CL) for may day as he has no leave balance for the month of April when he took leave from April 29 to 30 April, as he has continuous taken leave up to 4th of May. So can we deduct 1 May in part of Salary calculation but our company policy is saying that it will cut. In case of public holiday we have not framed for that, it is the ERP(system which is taking as LOP automatically.

Dear Kashinath, Then consider that has LOP and deduct the salary for the same. Regards Deepak
Hi Deepak,
How can we deduct the salary as when company is declaring Holiday as May day as it comes under Paid Holiday. We can't deduct they are telling that it is the ERP which is deducting and making it as LOP. Means ERP programme has not schedule as May day is paid Holiday we can't deduct. May quary is that can we deduct or not.
According to me we can't deduct it, because what ever may be leave rules but in case of Holiday which is declared by management and the employee has prior approval also before leave of public Holiday how can we deduct salary for the same.

Dear All,
I need a expert advice. I am working in a Pvt hotel and my weakly off is on Thursday. Last month I have taken 5 weakly off (May, 2013) due to 5 Thursday in a month. My 1 day salary got deducted. What do I do?

In that case if an employee is going on PL/EL from 30th April till 5th May and joins back on 6th May, so his leave should be 5 PL/EL instead of 6 PL/EL is it so ????
Hi Mr. Sajji,
It is not so....
It is when an employee takes leave from 29th to 5th of May, and resume his duty on 6th of May by the prior permission. So in part of Attendance calculation can we take
1. 1st May, as deduction as he has taken continuous leave.
2. But the thing is that 1st May, management has declared holiday for all though employee is in leave can we deduct the same day were we have declared as holiday.
3. As our earlier friends has commented that to check leave policy. In which leave of the company dosn't have rather then CL, LOP more CL then 2 day's will be considered as LOP.
4. So now considering the first case in which 29th and 30th April, have applied for CL but 1st May, 2013 as it is public holiday how can we deduct the same salary for the period of 1st May because it is public Holiday.
Please sujjest for that.

As mentioned by you since it is a continous leave from 29th April, till 4th May, you can deduct the Salary as LOP even though its a public holiday or holiday declared by the management.
If the leave was ending on 30th April and being the Management declared it a public Holiday the employee would have got the salary of 1st May.
Here the HR is adjusting his CL for the month of April so as to calculate his Attendance, the employee is not requesting to count May 1, as Public Holiday since he is unaware of being the Public Holiday and is on Continous Leave till May 4, so if he does not have enough leave balance then the same can be considered as LOP. This is my view you may take others view too.

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