Draft for Half Day Leave Policy for IT sector?

Hi, Sir/Madam,

Please share with me the proper half-day leave policy for the IT sector.

What you are asking is not clear. Either an employee can take a leave or work. But if circumstantially the employee goes out after coming to work, his proportionate leave balance can be adjusted as a half-day leave. I propose not to introduce such half-day leave concepts as it is not correct; it can be an implied concept only and written policy.

If an employee completes his/her 4 hours of duty in the first or second half of working hours, then it shall be considered as half a day. For the period the employee was not on duty, he/she can apply for leave from their leave balance.

@Manojkamble,

Sir,

If, suppose, an employee comes to the office at 11:30 am, should I mark that day as a half-day for that employee? Actually, our office hours are from 9:00 am to 6:00 pm.

Thank you for providing this comprehensive information about the half-day leave policy.

Do you have a short leave policy? Otherwise, the employee has worked for 1.5 hours in the first half of the shift, so to treat them as absent or on leave for that half is a bit excessive.

Adding to this query, the firm's working hours are from 9:30 am to 6:30 pm. An employee arrived at the office on time and requested to leave by 4:30 pm or 5:30 pm. How should the attendance of such an employee be evaluated?

Dear Prem,

Either you can deduct the salary based on the number of hours the employee is short-serviced, or you may ask the employee to adjust his half-day leave against the same. It is completely based on company policy whether to deduct based on time or mark it as a half-day if the employee arrives late after working hours. Ideally, up to 2 hours, many companies have a policy of deducting the salary based on time.

Dear Colleague,

I would like to share some thoughts on this. Before penning down any policy, one must address what we want to achieve as an end result. Define clearly the objectives. Employee absence for a full day or part of the day results in a disruption in smooth workflow, delayed delivery of service/production, and results in customer dissatisfaction.

In my view, the policy should aim at curbing tendencies to take short/half-day leave frequently. At the same time, it should be considerate towards genuine reasons. Therefore, as far as possible, it should facilitate planned and authorized leaves in advance to enable making alternate arrangements. In very exceptional and unforeseen compelling reasons, immediate intimation must be given via phone/email.

There should be a cap on half-day leave, say two days in a month, beyond which it will be treated as loss of pay irrespective of leave balance. For a short period of absence from duty due to late coming or early leaving, flexi-working should be adopted to make up for the lost working hours.

Any habitual misuse of this policy should result in appropriate progressive punitive actions such as salary deduction, warning, suspension, etc.

Regards, Vinayak Nagarkar HR Consultant