My office working time is 9 to 6 hours with a 1-hour lunch break, so there are 8 hours of work per day. If someone stays for 8 hours, works for 7 hours, and leaves the office because of urgent work, can the company consider this as a half-day leave? Yes or no, please let me know with the authentic government rules.
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From India, Pune
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From India, Pune
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Permission to leave one hour earlier or report one hour late
Permission to leave one hour earlier or report one hour late is purely a management prerogative. If not permitted, what the employer can do is deduct wages for one hour. However, the employer cannot deduct half-day leave for one hour. This is as per the Minimum Wages Act. Hence, it applies only to the computation of wages as per the minimum wages notified.
I understand that you require a response of either YES or NO only. However, responses with just NO will not be accepted on CiteHR. That is why the above explanation is provided.
From India, Kannur
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4526Permission to leave one hour earlier or report one hour late is purely a management prerogative. If not permitted, what the employer can do is deduct wages for one hour. However, the employer cannot deduct half-day leave for one hour. This is as per the Minimum Wages Act. Hence, it applies only to the computation of wages as per the minimum wages notified.
I understand that you require a response of either YES or NO only. However, responses with just NO will not be accepted on CiteHR. That is why the above explanation is provided.
From India, Kannur
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Reviewing Employment Policies
Please review your employment handbook, employment contract, and standing orders. Is there any provision for leaving early? If so, what are the terms stated there? If there is no provision, the management is free to put in a clause, but it should ideally be fair. If it is to be inserted into the Standing Orders, it needs approval from the Labour Commissioner. If it is a change in the HR Handbook, remember it amounts to a change in the Conditions of Employment, which can give rise to rights under the Industrial Dispute Act.
Many companies have a rule of not allowing an employee to leave early. In such a case, the employee will need to take half a day and leave. If it is an emergency, the manager may allow them to leave. The payroll system may not even have a provision for working seven days.
The Importance of Flexibility in Work Hours
In the current employment environment, being so hard and strict on timing does not work. You will find good people walking off (or the younger generation refusing to work for you). So, you need to convince your managers not to go down the route they have chosen.
And as Madhu-ji says, ensure that deductions do not result in a person going below the minimum wages for even that particular day.
From India, Mumbai
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Please review your employment handbook, employment contract, and standing orders. Is there any provision for leaving early? If so, what are the terms stated there? If there is no provision, the management is free to put in a clause, but it should ideally be fair. If it is to be inserted into the Standing Orders, it needs approval from the Labour Commissioner. If it is a change in the HR Handbook, remember it amounts to a change in the Conditions of Employment, which can give rise to rights under the Industrial Dispute Act.
Many companies have a rule of not allowing an employee to leave early. In such a case, the employee will need to take half a day and leave. If it is an emergency, the manager may allow them to leave. The payroll system may not even have a provision for working seven days.
The Importance of Flexibility in Work Hours
In the current employment environment, being so hard and strict on timing does not work. You will find good people walking off (or the younger generation refusing to work for you). So, you need to convince your managers not to go down the route they have chosen.
And as Madhu-ji says, ensure that deductions do not result in a person going below the minimum wages for even that particular day.
From India, Mumbai
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LEAVE-ATTENDANC E POLICY.doc