Dear Sir/Madam,
Last month, in May, when I was calculating attendance, I encountered a challenge. An employee had taken leave from 29th April 2013 to 4th May 2013. For the 29th and 30th of April, we had included CL in the closing of the April month's attendance without knowing that the leave would be extended. Additionally, 1st May 2013 was a public holiday, as declared by management. However, we do not have any leave types available except CL, LOP, and COF (if worked).
In this situation, as per XXX Company policies, can we:
1. Deduct the salary for 1st May 2013 in the case of continuous leave?
2. Apply any leave category for the employee's absence on 1st May?
Please provide guidance on this issue.
Thank you.
From India, Bangalore
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1Last month, in May, when I was calculating attendance, I encountered a challenge. An employee had taken leave from 29th April 2013 to 4th May 2013. For the 29th and 30th of April, we had included CL in the closing of the April month's attendance without knowing that the leave would be extended. Additionally, 1st May 2013 was a public holiday, as declared by management. However, we do not have any leave types available except CL, LOP, and COF (if worked).
In this situation, as per XXX Company policies, can we:
1. Deduct the salary for 1st May 2013 in the case of continuous leave?
2. Apply any leave category for the employee's absence on 1st May?
Please provide guidance on this issue.
Thank you.
From India, Bangalore
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Hello,
Please check your company's leave policy. As per the policy that I have created, it is called Sandwich Leave (sounds funny). In this continuous leave scenario, leaves will be calculated. If an employee has leave balance, they can apply for it; otherwise, it will be deducted accordingly.
Regards,
Deepak
From India, Delhi
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Please check your company's leave policy. As per the policy that I have created, it is called Sandwich Leave (sounds funny). In this continuous leave scenario, leaves will be calculated. If an employee has leave balance, they can apply for it; otherwise, it will be deducted accordingly.
Regards,
Deepak
From India, Delhi
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Hi Deepak,
XXX Company has declared May Day as a holiday, and there was no working period. However, as per the leave rules of our company, after two days of casual leave (CL), the third day should also be a CL if the employee has no balance. In this case, the employee cannot apply for CL for May Day as there is no leave balance for the month of April, considering the leave taken from April 29 to April 30, leading to continuous leave up to May 4th.
The question is whether we can deduct May 1st from the salary calculation. Although our company policy states that it will be deducted, we have not yet framed rules for public holidays, which are currently being automatically marked as loss of pay (LOP) by the ERP system.
Please advise on the appropriate action to take in this scenario.
Thank you.
From India, Bangalore
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XXX Company has declared May Day as a holiday, and there was no working period. However, as per the leave rules of our company, after two days of casual leave (CL), the third day should also be a CL if the employee has no balance. In this case, the employee cannot apply for CL for May Day as there is no leave balance for the month of April, considering the leave taken from April 29 to April 30, leading to continuous leave up to May 4th.
The question is whether we can deduct May 1st from the salary calculation. Although our company policy states that it will be deducted, we have not yet framed rules for public holidays, which are currently being automatically marked as loss of pay (LOP) by the ERP system.
Please advise on the appropriate action to take in this scenario.
Thank you.
From India, Bangalore
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Dear Kashinath, Then consider that has LOP and deduct the salary for the same. Regards Deepak
From India, Delhi
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From India, Delhi
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Hi Deepak,
How can we deduct the salary when the company is declaring a holiday such as May Day, which falls under Paid Holiday? They are saying that the ERP system is automatically deducting and marking it as Loss of Pay (LOP). The issue is that the ERP program has not been configured to account for May Day as a paid holiday, so the deduction is happening. The question is, can we deduct the salary for May Day or not?
In my opinion, we should not deduct it. Regardless of the leave policy, in the case of a holiday declared by management, where the employee has received prior approval before the public holiday, it seems unfair to deduct their salary for that day.
From India, Bangalore
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How can we deduct the salary when the company is declaring a holiday such as May Day, which falls under Paid Holiday? They are saying that the ERP system is automatically deducting and marking it as Loss of Pay (LOP). The issue is that the ERP program has not been configured to account for May Day as a paid holiday, so the deduction is happening. The question is, can we deduct the salary for May Day or not?
In my opinion, we should not deduct it. Regardless of the leave policy, in the case of a holiday declared by management, where the employee has received prior approval before the public holiday, it seems unfair to deduct their salary for that day.
From India, Bangalore
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Dear All,
Greetings!
I need expert advice. I work in a private hotel, and my weekly off is on Thursday. Last month, I took 5 weekly offs (May 2013) due to having 5 Thursdays in the month. As a result, one day's salary was deducted. What should I do?
Regards,
Javed
From India, Indore
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Greetings!
I need expert advice. I work in a private hotel, and my weekly off is on Thursday. Last month, I took 5 weekly offs (May 2013) due to having 5 Thursdays in the month. As a result, one day's salary was deducted. What should I do?
Regards,
Javed
From India, Indore
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In that case if an employee is going on PL/EL from 30th April till 5th May and joins back on 6th May, so his leave should be 5 PL/EL instead of 6 PL/EL is it so ????
From India, Ahmadabad
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From India, Ahmadabad
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Hi Mr. Sajji, It is not so....
It is when an employee takes leave from 29th to 5th of May, and resumes his duty on 6th of May with prior permission. So in terms of Attendance calculation, can we consider:
1. Deducting 1st May as the employee has taken continuous leave.
2. However, on 1st May, management has declared a holiday for all, even though the employee is on leave. Should we deduct this day, which was declared a holiday?
3. Our earlier friends have suggested checking the company's leave policy, which does not include other leaves besides CL and LOP. If an employee takes more CL than allowed, it will be considered LOP.
4. In the scenario where an employee has applied for CL on 29th and 30th April, but 1st May is a public holiday, how can we deduct the salary for 1st May as it is a public holiday?
Please suggest on this matter.
From India, Bangalore
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It is when an employee takes leave from 29th to 5th of May, and resumes his duty on 6th of May with prior permission. So in terms of Attendance calculation, can we consider:
1. Deducting 1st May as the employee has taken continuous leave.
2. However, on 1st May, management has declared a holiday for all, even though the employee is on leave. Should we deduct this day, which was declared a holiday?
3. Our earlier friends have suggested checking the company's leave policy, which does not include other leaves besides CL and LOP. If an employee takes more CL than allowed, it will be considered LOP.
4. In the scenario where an employee has applied for CL on 29th and 30th April, but 1st May is a public holiday, how can we deduct the salary for 1st May as it is a public holiday?
Please suggest on this matter.
From India, Bangalore
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