Generally, four National Holidays are: 26th Jan, 1st May, 15th August and 2nd October.
Rakshabandan is not a National Holiday but a Festival holiday. Generally many companies do not count
National holidays falling in between the leave period, but it is purely based on individual company's policy on leave.
If at all any employee happen to work in a National Holiday, he is entitled to one day compensatory off + one days
wages. Thus it can be seen that benefit of holiday need to be extended to the employee, instead of counting the
intermittent NH as leave.
Thanks.
P Radhakrishnan
From India, Aizawl
624Rakshabandan is not a National Holiday but a Festival holiday. Generally many companies do not count
National holidays falling in between the leave period, but it is purely based on individual company's policy on leave.
If at all any employee happen to work in a National Holiday, he is entitled to one day compensatory off + one days
wages. Thus it can be seen that benefit of holiday need to be extended to the employee, instead of counting the
intermittent NH as leave.
Thanks.
P Radhakrishnan
From India, Aizawl
Dear Ranjana,
I am also agree with Vinod. It's completely depends upon company's leave policy. In my organization we follow a sandwhich leave policy. It says if an employee takes leave on friday & monday, the saturday & sunday will also counted as a leave = he/she has taken 4 days leave.
Most IMP it applies for national holiday too.
Regards,
Aaditi
From India, Mumbai
I am also agree with Vinod. It's completely depends upon company's leave policy. In my organization we follow a sandwhich leave policy. It says if an employee takes leave on friday & monday, the saturday & sunday will also counted as a leave = he/she has taken 4 days leave.
Most IMP it applies for national holiday too.
Regards,
Aaditi
From India, Mumbai
Dear Aaditi
Every company may have certain peculiar practices and policies. However, any practice or policy that contravenes the Laws or well accepted principles followed generally in the land (in this case India), is illegal and deplorable.
The point at issue is; whether it is legal, fair or friendly to the employees.
Can you cite any Indian Law that supports your leave policy ?
What is the nature of Leave that you have referred to; whether it is CL, EL/PL, HPL, Medical, Quarantine, Maternity, Disability Leave ????
Warm regards.
From India, Delhi
Every company may have certain peculiar practices and policies. However, any practice or policy that contravenes the Laws or well accepted principles followed generally in the land (in this case India), is illegal and deplorable.
The point at issue is; whether it is legal, fair or friendly to the employees.
Can you cite any Indian Law that supports your leave policy ?
What is the nature of Leave that you have referred to; whether it is CL, EL/PL, HPL, Medical, Quarantine, Maternity, Disability Leave ????
Warm regards.
From India, Delhi
Casual Leave (CL) - YEAR BOOK 4 Central Govt. Employees : Fundamental & Supplementary Rules + Central Civil Service Rules
Above page is useful guidelines for Casual Leave
From India, Panipat
Above page is useful guidelines for Casual Leave
From India, Panipat
Dear Seniors,
Whenever a debate is raised on Leave with wages and other leave benefits, it is always concluded with different opinions citing that it depends upon individual leave policy.
Even the points raised by Super Moderator is also left unanswered.
As I do not have a written leave policy can any one share an ideal & comprehensive leave policy for the members better awareness.
(On my basic search in this site, I could not locate one)
From India, Coimbatore
Whenever a debate is raised on Leave with wages and other leave benefits, it is always concluded with different opinions citing that it depends upon individual leave policy.
Even the points raised by Super Moderator is also left unanswered.
As I do not have a written leave policy can any one share an ideal & comprehensive leave policy for the members better awareness.
(On my basic search in this site, I could not locate one)
From India, Coimbatore
Dear Ramesan
I have given above link for providing guidelines for CASUAL LEAVE. etc.
For festival/national holidays and Casual & Sick Leave, you can see NATIONAL & FESTIVAL HOLIDAYS & Sick & Casual Leave Act as applicable to your state.
Quantity of leave can be had from Factories Act if covered under that Act or Shop & Commercial Establishment Act if covered under the same. Normally the establishment is covered either of the Act as applicable in the State Concerned. .
Normally following type of leave are provided to the employees by the commercial houses:
Casual Leave(It is not recognised leave and as such it is not leave of absence.Generally this leave is not permitted to combine with other kind of leave except some circumstances of sickness/maternity)
Earned/Privileged etc. Leave
Half Pay Leave (Commuted on Medical Grounds)(Not granted by management if employee is covered under ESIC.
Maternity Leave
If no leave is due, then Leave Without Pay.
There are some other types of leave formulated as per the requirement of the organisation. For instance, Study Leave. If such leave is granted to employee, then organisation would like reap benefit from this benevolence extended.
Thanks
V K Gupta
From India, Panipat
I have given above link for providing guidelines for CASUAL LEAVE. etc.
For festival/national holidays and Casual & Sick Leave, you can see NATIONAL & FESTIVAL HOLIDAYS & Sick & Casual Leave Act as applicable to your state.
Quantity of leave can be had from Factories Act if covered under that Act or Shop & Commercial Establishment Act if covered under the same. Normally the establishment is covered either of the Act as applicable in the State Concerned. .
Normally following type of leave are provided to the employees by the commercial houses:
Casual Leave(It is not recognised leave and as such it is not leave of absence.Generally this leave is not permitted to combine with other kind of leave except some circumstances of sickness/maternity)
Earned/Privileged etc. Leave
Half Pay Leave (Commuted on Medical Grounds)(Not granted by management if employee is covered under ESIC.
Maternity Leave
If no leave is due, then Leave Without Pay.
There are some other types of leave formulated as per the requirement of the organisation. For instance, Study Leave. If such leave is granted to employee, then organisation would like reap benefit from this benevolence extended.
Thanks
V K Gupta
From India, Panipat
Since discussion is becoming more and more interesting, My simple Question :
How many days PLs are given to employee’s a/c, for a complete year, i.e. for 365 days, under Bombay Shops & Establishment Act. Is it 32 days or 21 days ? Act says after completion of 240 days work (i.e. 8 months), employee is eligible for 21 days. The calculation for whole year works out to 32 days. Is it justified.
Please respond, preferably with any case study or any authoritative decision of any court.
From India, Mumbai
How many days PLs are given to employee’s a/c, for a complete year, i.e. for 365 days, under Bombay Shops & Establishment Act. Is it 32 days or 21 days ? Act says after completion of 240 days work (i.e. 8 months), employee is eligible for 21 days. The calculation for whole year works out to 32 days. Is it justified.
Please respond, preferably with any case study or any authoritative decision of any court.
From India, Mumbai
This year 15th August (National Holiday), was on thursday. If any employee is absent for next two days, i.e. on friday and saturday,
1. What will be his total number of days leave to be counted.
2. In case employee has no leave balance to his acccount, what will be his salary deduction.
Sunday is weekly off for the organisation, which works under Bombay Shops & Establishment Act.
From India, Mumbai
1. What will be his total number of days leave to be counted.
2. In case employee has no leave balance to his acccount, what will be his salary deduction.
Sunday is weekly off for the organisation, which works under Bombay Shops & Establishment Act.
From India, Mumbai
One more Question, I would like to raise –
An organization has a policy of allowing MAXIMUM holidays of 10 days in a calendar year. Whether these 10 days are including National holidays ? If answer is yes, then only SIX DAYS are available to select for festivals and other holidays. All including holidays become 10 days. Am I right !
OR
National holidays are to be allowed in addition to company’s normal number of holidays of 10 days. Here the total holidays become 14 in a year.
Shall request members’ comments.
From India, Mumbai
An organization has a policy of allowing MAXIMUM holidays of 10 days in a calendar year. Whether these 10 days are including National holidays ? If answer is yes, then only SIX DAYS are available to select for festivals and other holidays. All including holidays become 10 days. Am I right !
OR
National holidays are to be allowed in addition to company’s normal number of holidays of 10 days. Here the total holidays become 14 in a year.
Shall request members’ comments.
From India, Mumbai
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