Confused About Casual Leave Rules in Hospitality? Let's Discuss Your Options

Dear HR Colleagues, I have a doubt in my mind. I work in the hospitality sector where I do not get a fixed weekly off. My leave policy states that Casual Leave (CL) at any time cannot exceed a period of a maximum of 2 consecutive days. It cannot be clubbed or sandwiched with any other leave (Sick Leave or Paid Leave) but can be suffixed or prefixed with a weekly off or public holiday.

Question on Casual Leave Policy

So here is my question: Can I take CL off CL? It is not clubbed or sandwiched with Sick Leave or Paid Leave. The maximum is not more than 2, and as the clause says it can be suffixed or prefixed with an off, the same is done.

I had a debate as all of the CLs were considered as non-compliant with the policy, and hence, there was a loss of pay. However, if the same would have been filled with CL CL Off or Off CL CL, the same would have been okay as per HR. Please suggest if the interpretation was wrong.

As per the leave policy, if you take leave from Saturday to Monday, then Sunday can also be counted as leave. So, here's the trick: You can opt for CL CL Off OR Off CL CL, but not as CL Off CL because in this case the "Off" also becomes a CL.

Clarification on Casual Leave and Compensatory Leave

The use of "short" for CL, both for Casual Leave and for Compensatory Holiday/Leave, is confusing. If I understand correctly, you do not have a fixed weekly off and instead take compensatory leave. As per the law, such compensatory off must be taken within nine days. This compensatory off will be considered as your weekly off. Hence, Casual Leave can be combined with Compensatory off.

In the same spirit, when you work on a national and festival holiday and take a compensatory off on a different day, such a compensatory off should also be considered as a national holiday. According to your company policy, CL leave can be suffixed or prefixed to such compensatory off as well.