Is Sunday Counted in Leave Continuity if Absent on Saturday and Monday?

Hi there! I am working as an HR in a manufacturing concern. Could anyone tell me, as per the leave continuity, if a person is absent on Saturday and Monday, then is Sunday also included and deducted? Can anyone tell me if this rule applies to a half-day as well? For instance, if someone is present for the first half of Saturday and the second half of Monday, should their leave for Sunday be included in the continuity or not?

Give the benefit to the employee by deducting half a day on Saturday and half a day on Monday. Only if the employee takes leave on both Saturday and Monday should any doubts arise. Since the employee is present on both days, even though they have taken half-day permission, it means the employee is present. Therefore, deduct one day of leave (half day on Saturday and half day on Monday).

If anyone is absent in the second half on Saturday and the first half of Monday, then Sunday is counted as part of the leave.

Actually, Sunday should not be calculated as leave. Employees should get the benefit for working throughout the week.

If an employee is present on Saturday (may be half or full day), Sunday would not be counted as a leave. Some organizations will not allow their employees to enjoy the clubbed leaves, i.e., if an employee takes leaves on Saturday and Monday, Sunday is also counted as a leave even though it is a weekly off.

However, some organizations allow their employees to do so. They do not count Sunday as a leave and even allow planned leaves of 2-3 maximum leaves (exclusive of weekly offs). It depends on the organization's Leave Policy.

It depends on the policy of the management and the type of leave one avails. Some managements may treat it as leave if it happens to fall in between Casual Leave (CL) or Sick Leave (SL) or Loss of Pay and allow it as Sunday/Off and effect payment for that Sunday/off if it falls in between Privilege Leave (PL)/Earned Leave (EL). This is because EL is earned on working days (Sundays/Offs are not considered while calculating EL); the same may also be extended to Privilege Leave when managements may prefer to allow more PLs, i.e., 30 days in a year.

When once management decides to treat the Sunday/Off as leave, if someone avails leave on the afternoon session of Sunday and the morning session of Monday (or say the afternoon session on the previous day of Off and the morning session of the succeeding day of Off), certainly the Sunday/Off falling in between will be treated as leave only. In case the Sunday/Off happens to fall in between the Loss of Pay leave, then the Sunday/Off also will be treated as leave without wages/salary.

Hope I made the matter clear.

Regards,
Joga Rao

I want to make one thing clear. Have you maintained your HR policy which defines all the procedures regarding policies like attendance, leave, discipline, compensation, incentives, recruitment, and orientation, etc.? Why am I mentioning all these things? Because every company has its own HR policy that establishes its own rules.

By the way, when we talk about legal rules, it means if an employee is absent on Saturday and Monday, then they do not get the entitlement of a paid weekly off. If the employee adjusts their CL, SL, PL on both absent days, they deserve the paid weekly off.

Looking at this legal rule from the company's perspective, suppose an employee is absent for five days in a week and is present at least one day on Saturday or Monday as per the legal rule, then it will adversely affect the company's policy regarding productivity.

To fulfill this mission, companies create an HR policy. Some companies have a policy where an employee has to come at least four days, while others set the criteria for at least three days present.

Examples:

According to the Law:

Mon Tue Wed Thu Fri Sat Sun Mon

P P P A P A Without Paid (W/o) A

PL With Paid (W/o) PL

A A A A P P Paid (W/o) A

In the above example, you can see that the employee is absent on Saturday and Monday and does not have paid leave to avail, so in that case, they will not get paid leave W/o. But if they adjust with PL, then they will get paid W/o.

In the third example, where the employee is absent for four days and comes only on Friday and Saturday, which means they are complying with the law rule of being present at least one day on Saturday or Monday.

In such cases, companies create their own policies. They also set criteria for paid Sunday and follow the legal rule.

Talking about my company, I have declared in the HR policy that an employee has to be present at least three days a week and needs to adhere to the Saturday and Monday rule.

Mon Tue Wed Thu Fri Sat Sun Mon

P P P A A P With Paid (W/o) A

Mon Tue Wed Thu Fri Sat Sun Mon

P P P PL PL PL With Paid (W/o) A

Mon Tue Wed Thu Fri Sat Sun Mon

P P P A A A Without Paid (W/o) A

As mentioned above, I follow both the rules I have set and the legal requirements. In the example above, without a paid holiday, it is only because the condition is met, meaning the employee comes at least three days a week. However, it's essential to consider the legal rule; if the employee is absent on both Saturday and Monday and does not have leave for adjustment:

Mon Tue Wed Thu Fri Sat Sun Mon

P P A A A P With Paid (W/o) A

Mon Tue Wed Thu Fri Sat Sun Mon

P A A A P P With Paid (W/o) A

Mon Tue Wed Thu Fri Sat Sun Mon

P A P P A A With Paid (W/o) P

This example I provided is specific to my organization. Every company has its own strategy.

I hope you understand it well. I encourage you to prepare a human resource policy first and communicate it to all.

Thanks

Regards,
Vikas Khatter

Does the leave policy of your company state that the leave given is for working days? For example, in my company, we have allotted 18 working days as leave. In this case, leave taken on working days is considered as leave.

However, in many companies, the policy states, "18 days of leave." In such situations, weekends get sandwiched. Leave taken from Friday to Monday (both days inclusive) is considered as four days of leave and not two days. In such situations, half-days are excluded; only full days are considered. It means you can consider a half-day of leave on Saturday and a half-day of leave on Monday.

I hope this will help.

As per central government rules and regulations, the leave on Saturday, Monday, or any holiday will include Sunday as a holiday. This is for your kind information. According to me, government rules and regulations are the best, so follow them.

Only Mr. Vikash Khattar's reply is correct.

Weekly Day Off According to the Factory Act

As per the Factory Act, a weekly day off is permissible after completing 48 hours of work. However, some amendments have been published in the Government Gazette recently, allowing for a weekly day off after working for 32 hours or 4 days in a week. Please note that Saturday and Monday are not considered for the weekly day off.

Regards,
Ashwini Kumar
[Phone Number Removed For Privacy Reasons]

It is simple. Half-day leaves can be availed from sick leave and casual leave. So if somebody takes leave as mentioned above, Sunday will also be considered as leave. There is no second thought on that. Let it be any company's leave policy.

Sundays are not included when you are taking privilege leave. But half-day leaves are not permitted in privilege leave. So finally, you have to include Sunday also as leave. That means 2 days of his leave are cut.

Regards,
Markandeya

In the central government and central public sector undertakings, there is a provision for casual leave, earned leave, and half-pay leave. While earned leave, half-pay leave, and commuted leave (double the half-pay leave) can be clubbed together, casual leave cannot be combined with these types of leave.

If a person takes half-day casual leave on a Saturday and half-day casual leave on Monday, or even full-day casual leave on both these days, they get the benefit of Sunday, which is not counted as leave. However, in other types of leave, no gap in between is allowed. Leave begins as leave and ends as leave; no break in leave is permitted. Casual leave only allows the benefit of intervening holidays and Sundays.

To clarify this point, I will provide an example. Some central government departments observe a five-day week. If an employee from these departments takes only a three-day casual leave from 02/04/2012 to 04/04/2012, they get Saturdays, Sundays, and public holidays on Mahavir Jayanti and Good Friday both before and after. They can enjoy continuous leave from 31/03/2012 to 08/04/2012 at the cost of only three days of casual leave.

Regards