Hi all,
Is there any statute on criteria to be adopted to make the weekend a paid day off? For example, if an employee is on leave on Friday and Monday, then Saturday and Sunday will also be considered as leave days, i.e., their CL balance will be debited by 4.
If there is no statute for this purpose, what is the standard operating procedure (SOP) followed in the IT industry? My intention is to understand whether the following rule is fair: a minimum of 3 working days in a week is required to consider weekend holidays that come as a suffix as paid leave. Public holidays will be exempted from this rule.
From India, Cochin
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4Is there any statute on criteria to be adopted to make the weekend a paid day off? For example, if an employee is on leave on Friday and Monday, then Saturday and Sunday will also be considered as leave days, i.e., their CL balance will be debited by 4.
If there is no statute for this purpose, what is the standard operating procedure (SOP) followed in the IT industry? My intention is to understand whether the following rule is fair: a minimum of 3 working days in a week is required to consider weekend holidays that come as a suffix as paid leave. Public holidays will be exempted from this rule.
From India, Cochin
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To which industry do you belong?
I understand that you're trying to reduce the number of leaves taken by your employees. Conduct a root cause analysis to find out why the frequency of leave has increased. Even if you find the best legal solution, it will only reduce the number of leaves taken. However, the impact of this reduction will be reflected in productivity. If you do not address the productivity loss, it may lead to an increase in the attrition rate. Whenever you plan to modify HR policies, take a broader look and consider the long-term results. HR processes are inherently long-term and require continuous and consistent effort with a willingness to adapt to changing needs. Remember, the "Carrot and Stick" rule does not always work effectively.
From India, Madras
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I understand that you're trying to reduce the number of leaves taken by your employees. Conduct a root cause analysis to find out why the frequency of leave has increased. Even if you find the best legal solution, it will only reduce the number of leaves taken. However, the impact of this reduction will be reflected in productivity. If you do not address the productivity loss, it may lead to an increase in the attrition rate. Whenever you plan to modify HR policies, take a broader look and consider the long-term results. HR processes are inherently long-term and require continuous and consistent effort with a willingness to adapt to changing needs. Remember, the "Carrot and Stick" rule does not always work effectively.
From India, Madras
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HR Leave Policy.doc