"Absenteeism" Prefix & Suffix Before Holidays
Please share the solution if an employee has been on leave for 20 days from festival holidays and has not returned after the festival holidays. In that case, is the employee eligible to receive payment for holidays in their salary, or can a deduction be made? Please share.
From India, Bagpat
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3Please share the solution if an employee has been on leave for 20 days from festival holidays and has not returned after the festival holidays. In that case, is the employee eligible to receive payment for holidays in their salary, or can a deduction be made? Please share.
From India, Bagpat
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If the employee proceeded on leave with the written approval of the competent authority in your company, yes, you can compute salary for festival holiday(s). Otherwise, it will be treated as unauthorized absenteeism.
From India, Aizawl
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From India, Aizawl
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Hi, regardless of whether leave is approved or unapproved in the case of taking time off before or after a festival holiday, the festival holiday should be adjusted against the employee's leave balance only. It should not be considered as a separate festival holiday entitlement.
From India, Madras
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From India, Madras
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Once an employee has taken leave, whether with or without approval, the holidays for any festival(s) and even national holidays falling within the sanctioned leave period or extended period shall be treated as leave and shall not be payable.
From India, Jodhpur
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From India, Jodhpur
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The National Festival Holidays Act specifies the number of days of such leaves for a factory. I hope the query pertains to a factory. The only condition in the Act is that the employee shall be on the rolls of the company for 30 days preceding the holiday. It does not specify working on the pre or subsequent day of the holiday. Hence, the entitlement is available. However, since it is based on State laws, it may differ from state to state. Please check.
From India, Hyderabad
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From India, Hyderabad
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The Role of HR in Employee Relations
In a healthy company with good HR practices, there are no such issues. HR formally creates rules to follow for every kind of employee relations, leave, festive holidays, etc. They can even invite suggestions and formulate standard rules for all.
The Impact of HR's Mood on Employee Welfare
In my experience, HR's mood plays a significant role in employees' welfare schemes. It is common for employees to add a few more days to their festival holidays both before and after so they can be with family and travel to their home state or village.
Managing Public Holidays and Employee Preferences
On many public holidays, employees wish to take time off together and work on a holiday. However, while this may be helpful to some, it may not be beneficial to others. Some employees may prefer having two consecutive days off to do other things and get frustrated when they see colleagues making the "lazy sleeping" decision.
Avoiding Friction and Enhancing Productivity
HR should think wisely and avoid creating friction with employees that could hinder the company's productivity. In many companies, middle festive holidays are not counted towards approved holidays as employees have the right to avail of them. These holidays should not be deducted from annual leave or approved holidays based on technical calculations.
Handling Absenteeism Around Holidays
If employees remain absent after a festive holiday or are absent a day before a holiday, they should be asked to explain, and their entitled casual leave should be accounted for. Managers should grant permission without creating arbitrary reasons to neglect it.
HR's Role in Company Dynamics
HR is not the boss of the company; it means providing human resources, so interactions with employees should not be detrimental to the company's growth. When there is higher management, HR should present issues to them for decision-making, and HR should adhere to those decisions.
Case Study: Resolving Workplace Conflict
A friend working as an Accountant had a difficult situation with the GM of the company who seemed to lack knowledge and only focused on appearances. Eventually, the Accountant resigned. When the higher management received the resignation, the Owner arranged a meeting with the Accountant to discuss the reasons. After hearing about the problems and harassment by the GM, the Owner suggested shifting the Accountant to another company within the group where they could work independently, which the Accountant agreed to.
The new assignment was conveniently close to the Accountant's accommodation, saving them from long hours of travel. HR should maintain a balanced approach and not rigidly adhere to rules at the expense of employee relations.
Every employee may seem useless in your eyes, but from the management's perspective, they can be valuable.
From Saudi Arabia
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In a healthy company with good HR practices, there are no such issues. HR formally creates rules to follow for every kind of employee relations, leave, festive holidays, etc. They can even invite suggestions and formulate standard rules for all.
The Impact of HR's Mood on Employee Welfare
In my experience, HR's mood plays a significant role in employees' welfare schemes. It is common for employees to add a few more days to their festival holidays both before and after so they can be with family and travel to their home state or village.
Managing Public Holidays and Employee Preferences
On many public holidays, employees wish to take time off together and work on a holiday. However, while this may be helpful to some, it may not be beneficial to others. Some employees may prefer having two consecutive days off to do other things and get frustrated when they see colleagues making the "lazy sleeping" decision.
Avoiding Friction and Enhancing Productivity
HR should think wisely and avoid creating friction with employees that could hinder the company's productivity. In many companies, middle festive holidays are not counted towards approved holidays as employees have the right to avail of them. These holidays should not be deducted from annual leave or approved holidays based on technical calculations.
Handling Absenteeism Around Holidays
If employees remain absent after a festive holiday or are absent a day before a holiday, they should be asked to explain, and their entitled casual leave should be accounted for. Managers should grant permission without creating arbitrary reasons to neglect it.
HR's Role in Company Dynamics
HR is not the boss of the company; it means providing human resources, so interactions with employees should not be detrimental to the company's growth. When there is higher management, HR should present issues to them for decision-making, and HR should adhere to those decisions.
Case Study: Resolving Workplace Conflict
A friend working as an Accountant had a difficult situation with the GM of the company who seemed to lack knowledge and only focused on appearances. Eventually, the Accountant resigned. When the higher management received the resignation, the Owner arranged a meeting with the Accountant to discuss the reasons. After hearing about the problems and harassment by the GM, the Owner suggested shifting the Accountant to another company within the group where they could work independently, which the Accountant agreed to.
The new assignment was conveniently close to the Accountant's accommodation, saving them from long hours of travel. HR should maintain a balanced approach and not rigidly adhere to rules at the expense of employee relations.
Every employee may seem useless in your eyes, but from the management's perspective, they can be valuable.
From Saudi Arabia
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Why did this talented employee leave.doc
NATIONAL AND FESTIVAL LEAVE 2008.pdf