Is LOP applicable to post of General Manager? - CiteHR
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Dear Sir I am working as General Manager with a Private Company since 21st April 2016. I have total professional experience of more than 35 years.

During July'16 I had taken Casual leaves from 16th till 19th inclusive of one Sunday This leave was availed with prior discussion with the Managing Director and later on vide proper leave application.

In my leave application I had applied for leaves on 16th, 18th and 19th presuming that Sunday would be treated as usual holiday.

My July salary is now deducted with one day LOP.

I have two queries about the above:-

1. Is LOP applicable to my post?

Because as per my knowledge, such limitations can applied till the level of Manager or Senior Manager.

2. Was my leave application wrong?

The point here is that apart from losing one day salary, I am not justified of this management decision to a senior person like me.

Kindly revert with all your valuable feedback prior to deciding about any appeal to be made to the management to correct their decision on the above matter.



Please refer the leave policy of your company to have a better idea, since you have applied for 3 days casual leave starting from July 16, 2016 so legally it will end on July 18, 2016 and not on July 19, 2016. Hence 1 LOP has been deducted in any system/leave policy if the weekly holiday comes in between the leave it will be counted as leave and not as weekly off/holiday
The concept is called sandwich rule. If you take leave from a certain date to another date all days in the middle are leave / absent even if they are holiday or weekly off. So since you applied for 3 days, the 4th day is absent. I suspect the system can't deduct another leave day without approval
The rules apply to all including employed directors. What makes you think it's only for junior levels
In any case it's a days salary so why make an issue of it. If Salary is processed let it be instead of trying to have adjustments
Read the leave policy properly so you don't make such mistakes again

Dear Jollyabrahamgeorge,
You have taken 3 days leave starting from Saturday ( i. e. before ) and ending on Tuesday (after the adjoining days to Sunday-17 July). It means, you were on leave prior to and after days to Sunday. In such a case, the in between Sunday will be treated as leave. There is nothing wrong with it.

Dear Rule of your Leave policy will prevail in this matter. sanjay
Dear Jollyabrahamgeorge,
Can you please tell us, is it company under Factory's Act rule. If Yes means then salary calculation will be in 26 days only. Then there is no question about sunday calculation. Sunday will not be added at any circumstance.
Best regards,

Being a General Manager you should be a role model & you would have gone through your company's leave rules and opted for the leve. In general the intervening holidays wrt Casual & Sick are to be part of leave. Just leave it as is or discuss with your HOD and get the issue resolved. It will be difficult for the Management to run the organization if they have different pockets for different levels.
Yes, the answer depends on the Leave Policy of the company.
The principle followed in Government is that casual leave is is treated as duty and hence holidays could be sandwiched. However, in respect other kinds of leave, sandwiched holidays are counted as leave; it is only that holidays could be prefixed or suffixed in such cases.

Dear All
Thanks for all your valuable responses.
I admit that I should be a role model to others.
Since any senior level person is not confined to 10-5 schedule, such deductions can weaken the morale of their candidature.
Here the question not because of losing a days salary but the treatment to such positions who contribute more intellctualy to the organization.


First, understand that there is only one set of people in any company who get complete leeway in attendance, punctuality and timing. That set is the owners. For everyone else the rules will apply. No company ever (i mean professionally managed and not ones which are glorified proprietor-ships) can allow employees, at what ever leave, this kind of flexibility.

As a senior person, you are not confined to 10-5 schedule (actually, 10-5 would mean you actually work 7 hours including lunch instead of 8 hours excluding lunch, so i would love to have that schedule). But that is always taken in to account when you negotiate a salary package with your company. You are working longer hours, contributing more intellectually and your work makes the company progress at the pace which it is. But all that is factored into the job and salary. That is why you get paid lakhs instead of minimum wages that an ordinary worker gets. By factor of your work you dont get special privilege of taking extra holidays at your wish.

If you are taking of just the fact that you dont work 10-5, there will be many others who also dont work 10-5 but work longer hours without overtime and extra compensation. These would, for example, include your driver. Would you allow him to take extra day off just because of this ? I know that i have taken an extreme example, but it is just to show you where the argument could stretch.

If you are upset that the company deducted salary for your absence on days that you were not actually at work and in line with your leave policy, then I think you need to have a fresh look at your priorities, your work and nature. Who knows ... may be you are better fitted to work for your self or as a co-promotor / entrepreneur and need to move in that direction.

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