Leave Policy and Sunday Benefits
Is there any policy on leave that if the working days of any employee fall below 20 days in any particular month due to the number of weekly offs and paid holidays for festivals, such an employee will lose the benefit of all the Sundays of the whole month? For example, during the month of September, there were 4 Sundays and 3 festival holidays; as a result, the working days available were only 23 days. Suppose any employee applies for personal leave (either EL or LOP) for 4 days, then their working days during the month work out to 19 days. In that event, such an employee will lose all the Sunday benefits of 4 Sundays during the month. This practice is prevalent in some organizations that have formulated their own leave policy.
Legal Compliance of Leave Policies
My question is whether such a rule meets the legal sanctity or is in compliance with the relevant laws and rules applicable to such establishments. According to my understanding, if any employee is on prolonged leave, whether it is leave with pay or unauthorized absence continuously, then in such an event, they will lose the holiday benefit since they have not worked on either side of the holiday.
This has happened to one of my friends, and she is seeking my opinion about the correctness or fairness of such a policy adopted by the organization. I request my professional colleagues to shed some light on this and share their experiences in such situations.
From India, Bangalore
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1Is there any policy on leave that if the working days of any employee fall below 20 days in any particular month due to the number of weekly offs and paid holidays for festivals, such an employee will lose the benefit of all the Sundays of the whole month? For example, during the month of September, there were 4 Sundays and 3 festival holidays; as a result, the working days available were only 23 days. Suppose any employee applies for personal leave (either EL or LOP) for 4 days, then their working days during the month work out to 19 days. In that event, such an employee will lose all the Sunday benefits of 4 Sundays during the month. This practice is prevalent in some organizations that have formulated their own leave policy.
Legal Compliance of Leave Policies
My question is whether such a rule meets the legal sanctity or is in compliance with the relevant laws and rules applicable to such establishments. According to my understanding, if any employee is on prolonged leave, whether it is leave with pay or unauthorized absence continuously, then in such an event, they will lose the holiday benefit since they have not worked on either side of the holiday.
This has happened to one of my friends, and she is seeking my opinion about the correctness or fairness of such a policy adopted by the organization. I request my professional colleagues to shed some light on this and share their experiences in such situations.
From India, Bangalore
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