First whats your companies leave policy, are the leaves calculated on calender days or working days?
Lets me give you some cases:-
1. The person takes leave on 14th and joins back on 18th. Any how you calculate the leaves only 14th will be his leave and rest as holiday and comp. off.
2. The person is present on 14th and takes a leave on 18th. Any how you calculate the leaves only 18th will be his leave and rest as holiday and comp. off.
3. The person takes leaves on 14th and 18th. Here how the company leaves are calculated will matter the most. If the leaves are on calender days then all will be leaves. If the leaves are calculated on Working Days then on 14th and 18th will be leaves and rest as holiday, comp off and week off respectively.
Hope this answers your queries.
From India, Mumbai
Prefixing and suffixing leave is not only unlawful but also inhumane
If you are giving compensatory off on Saturday, irrespective of that, Sunday and Monday would have been a holiday i.e. leave with pay so all these 3 days will be a leave with pay
You need to act as a democratic organisation.
From India, Mumbai
My suggestion: You can actually state that "Any holidays can either be prefixed or suffixed (with leaves such as CL, SCL, CPL, SL), but if the prefixed AND suffixed leave Should NOT be a Loss of Pay", failing such criteria you can consider all the leaves to be Loss of Pay ! Hope that helps.
From India, Coimbatore
The earned leave is based on the calendar year basis and as per the statutory. May be one day on every 20 working day. If company have any agreement with workers or a separate standing orders for the leave. That has be looked into.
Now prefixing and suffixing of holidays of three days. In case of earned leave it is permissible in leave account. If employee is applying for a period of 5 days, then you have to debit his leave account only 2 days . His absence on 15, 16 and 17th will be treated as Holidays only and not leave. This is only in case of Earned Leave and not in case of Cl and SL. If employee is apllies CL prefixing and suffixing holidays, in such case the holidays also count in the leave period.
Always CL and SL either can be prefix or suffix to the holidays but not both.
Sr.Executive (Pers, Admin & Ind.Rels) Rtd
Labour Laws Consultant
From India, Bidar
BE BRAVE... ITS NOT AT ALL A PROBLEM. IN THE VERY BEGINNING THE 15TH , AND
16TH AND 17 TH OF THIS MONTH ARE COMPANY DECLARED HOLIDAYS.. AS PER
SCHEDULE. FIRST THINK ALL EMPLOYEES ARE ON DUTY AND THEY ARE ALLOWED ABOVE
HOLIDAYS.THOUGH (16.08.2014) ALTERNATE HOLIDAY. IS IT CLEAR . ALL THE ABOVE 3
HOLIDAYS ARE ALLOWED HOLIDAYS.
THEN COME TO THE POINT IF ANY EMPLOY ASKED A LEAVE . TREAT IT AS LEAVE AS PER HIS ELIGIBILITY.I MEAN CASUAL LEAVE LIKE THAT.. WHAT EVER YOU SAY.
DON"T MINGLE THAT LEAVE WITH ELIGIBLE DECLARED HOLIDAYS. OK.
HIS LEAVE IS HIS LEAVE FOR THAT DAY ONLY..
HIS LEAVE ACCOUNT CAN BE DEDUCTED FOR THAT DAY ONLY..
THAT DOES NOT NEVER INCLUDES WITH DECLARED HOLIDAYS EITHER PREFIX OR SUFFIX..
OK. THIS PRINCIPLE APPLIES ONLY FOR THOSE WHO APPLIES FOR GENERAL CASUAL LEAVES.
NOT FOR GOVERNMENT SERVANTS WHO ARE IN MEDICAL EARNED LEAVE.OK.
From India, Nellore
From India, Nellore
For your ready reference, if an employee avails leave on 14th August and also on 18th August and report for duty on 19th, in such a case
16th & 17th should be treated as leave (if employee has leaves to his/her credit) or LOP (if he/she does not have leave to his/her credit).
However, 15th August, being a National Holiday, should be treated as Holiday and not as leave.
R K Nair
From India, Aizawl
If your organization's policy says that leave includes any prefixing or suffixing holiday, then it is your decision.
The practice of prefixing or suffixing holidays becoming part of leave days is gradually fading since organizations have come to realize that such practices leave a deep disappointment among employees.
But consider this... If employees are encouraged to avail leave and take a short trip it will boost their enthusiasm and enhance their commitment towards their job, which would in-turn increase their productivity. Infact, you can also consider declaring the remaining days of the week as common leave and deduct 4 days from employees' leave balance. Or organize a family get-together for all employees. This way, you can also reduce the production, administrative and operational costs drastically.
From India, Chennai