Dear All,
I am facing a problem. Due to high production volume, one Sunday our plant was working. Now, we are providing a substitute for 16.08.2014 (Saturday) as 15th August will be a holiday and 17th August will be Sunday, resulting in a total of three days of leave.
Now, if any employee takes leave prefixing and suffixing these three days, how will 15th, 16th, and 17th be treated? Will all days be considered holidays, or will all days be treated as Leave Without Pay (LWP)?
Please provide an answer.
Regards,
Brijlal Arora
From India, Delhi
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I am facing a problem. Due to high production volume, one Sunday our plant was working. Now, we are providing a substitute for 16.08.2014 (Saturday) as 15th August will be a holiday and 17th August will be Sunday, resulting in a total of three days of leave.
Now, if any employee takes leave prefixing and suffixing these three days, how will 15th, 16th, and 17th be treated? Will all days be considered holidays, or will all days be treated as Leave Without Pay (LWP)?
Please provide an answer.
Regards,
Brijlal Arora
From India, Delhi
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Dear Brijlal,
First, what is your company's leave policy? Are the leaves calculated on calendar days or working days?
Let me provide you with some scenarios:
1. If a person takes leave on the 14th and returns on the 18th, only the 14th will be considered as leave, with the remaining days marked as holidays and compensatory offs.
2. If a person is present on the 14th but takes leave on the 18th, only the 18th will be counted as leave, with the other days treated as holidays and compensatory offs.
3. If a person takes leaves on both the 14th and 18th, how the company calculates leaves becomes crucial. If leaves are based on calendar days, then both days will be considered as leaves. However, if leaves are calculated based on working days, then the 14th and 18th will be leaves, while the other days will be holidays, compensatory offs, or weekends.
I hope this clarifies your queries.
Regards,
Ashutosh Thakre
From India, Mumbai
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274First, what is your company's leave policy? Are the leaves calculated on calendar days or working days?
Let me provide you with some scenarios:
1. If a person takes leave on the 14th and returns on the 18th, only the 14th will be considered as leave, with the remaining days marked as holidays and compensatory offs.
2. If a person is present on the 14th but takes leave on the 18th, only the 18th will be counted as leave, with the other days treated as holidays and compensatory offs.
3. If a person takes leaves on both the 14th and 18th, how the company calculates leaves becomes crucial. If leaves are based on calendar days, then both days will be considered as leaves. However, if leaves are calculated based on working days, then the 14th and 18th will be leaves, while the other days will be holidays, compensatory offs, or weekends.
I hope this clarifies your queries.
Regards,
Ashutosh Thakre
From India, Mumbai
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Company may frame any policy, but they have to confine to the law. Prefixing and suffixing leave is not only unlawful but also inhumane. If you are giving compensatory leave on Saturday, regardless of that, Sunday and Monday would also be holidays, i.e., leave with pay. Therefore, all these three days will be considered leave with pay. Remember, you need to act as a democratic organization.
From India, Mumbai
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From India, Mumbai
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I second the thought of Mr. Govind; there is no compromise for an organization's ethical practices. However, there is also a possibility of increased absenteeism among irregular staff (who tend to take too many leaves), which in turn reduces labor utilization, more importantly creating a wrong work culture for the long term.
My suggestion: You can actually state that "Any holidays can either be prefixed or suffixed (with leaves such as CL, SCL, CPL, SL), but if both prefixed and suffixed leave should NOT be a loss of pay," failing such criteria, you can consider all the leaves to be a loss of pay! Hope that helps.
Kind Regards,
Daniel
From India, Coimbatore
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My suggestion: You can actually state that "Any holidays can either be prefixed or suffixed (with leaves such as CL, SCL, CPL, SL), but if both prefixed and suffixed leave should NOT be a loss of pay," failing such criteria, you can consider all the leaves to be a loss of pay! Hope that helps.
Kind Regards,
Daniel
From India, Coimbatore
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Dear Brijal,
The earned leave is based on the calendar year basis and as per the statutory. Maybe one day on every 20 working days. If the company has any agreement with workers or separate standing orders for the leave, that has to be looked into.
Now, prefixing and suffixing of holidays of three days. In the case of earned leave, it is permissible in the leave account. If an employee is applying for a period of 5 days, then you have to debit his leave account only for 2 days. His absence on the 15th, 16th, and 17th will be treated as holidays only and not leave. This is only in the case of Earned Leave and not in the case of CL and SL. If an employee applies for CL with prefixing and suffixing holidays, in such a case, the holidays also count in the leave period.
Always CL and SL can either be prefixed or suffixed to the holidays but not both.
Adoni Suguresh Sr. Executive (Pers, Admin & Ind. Rels) Rtd Labour Laws Consultant
From India, Bidar
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The earned leave is based on the calendar year basis and as per the statutory. Maybe one day on every 20 working days. If the company has any agreement with workers or separate standing orders for the leave, that has to be looked into.
Now, prefixing and suffixing of holidays of three days. In the case of earned leave, it is permissible in the leave account. If an employee is applying for a period of 5 days, then you have to debit his leave account only for 2 days. His absence on the 15th, 16th, and 17th will be treated as holidays only and not leave. This is only in the case of Earned Leave and not in the case of CL and SL. If an employee applies for CL with prefixing and suffixing holidays, in such a case, the holidays also count in the leave period.
Always CL and SL can either be prefixed or suffixed to the holidays but not both.
Adoni Suguresh Sr. Executive (Pers, Admin & Ind. Rels) Rtd Labour Laws Consultant
From India, Bidar
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Dear friend,
Be brave. It's not a problem at all. In the very beginning, the 15th, 16th, and 17th of this month are company-declared holidays, as per the schedule. First, think all employees are on duty, and they are allowed the above holidays. Though on the 16th of August 2014, an alternate holiday is observed. Is it clear? All the above three holidays are allowed holidays.
Now, let's address if any employee asks for leave. Treat it as leave as per his eligibility, like casual leave. Whatever you say, don't mix that leave with eligible declared holidays. His leave is only for that day. His leave account can be deducted for that day alone. This never includes declared holidays either as a prefix or suffix. This principle applies only to those who apply for general casual leaves, not for government servants who are on medical earned leave.
I hope this clarifies the leave policy. Let me know if you need further information.
From India, Nellore
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Be brave. It's not a problem at all. In the very beginning, the 15th, 16th, and 17th of this month are company-declared holidays, as per the schedule. First, think all employees are on duty, and they are allowed the above holidays. Though on the 16th of August 2014, an alternate holiday is observed. Is it clear? All the above three holidays are allowed holidays.
Now, let's address if any employee asks for leave. Treat it as leave as per his eligibility, like casual leave. Whatever you say, don't mix that leave with eligible declared holidays. His leave is only for that day. His leave account can be deducted for that day alone. This never includes declared holidays either as a prefix or suffix. This principle applies only to those who apply for general casual leaves, not for government servants who are on medical earned leave.
I hope this clarifies the leave policy. Let me know if you need further information.
From India, Nellore
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Please kindly don't think with capitalist tendencies. I think you are in the HR division. Though the employer is looking out for all of you, kindly don't be overenthusiastic. If holidays are approaching, employees will likely take a short tour with their families. It's a common psychology, so allow them to enjoy this time with their families. After all, we are all human beings.
Technically, your doubt is meant for knowledge discussion. Let's not interpret it in any other way. Employees' contributions are unmatched in terms of any company's growth and current status.
From India, Nellore
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Technically, your doubt is meant for knowledge discussion. Let's not interpret it in any other way. Employees' contributions are unmatched in terms of any company's growth and current status.
From India, Nellore
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Similar queries have already arisen on this platform.
For your ready reference, if an employee takes leave on 14th August and also on 18th August and reports for duty on the 19th, in such a case, the 16th and 17th should be treated as leave (if the employee has leave days in their credit) or LOP (Leave Without Pay) if they do not have leave days in their credit. However, 15th August, being a National Holiday, should be treated as a holiday and not as leave.
Thanks,
R. K. Nair
From India, Aizawl
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For your ready reference, if an employee takes leave on 14th August and also on 18th August and reports for duty on the 19th, in such a case, the 16th and 17th should be treated as leave (if the employee has leave days in their credit) or LOP (Leave Without Pay) if they do not have leave days in their credit. However, 15th August, being a National Holiday, should be treated as a holiday and not as leave.
Thanks,
R. K. Nair
From India, Aizawl
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Dear Brijlal,
If your organization's policy says that leave includes any prefixing or suffixing holiday, then it is your decision. The practice of prefixing or suffixing holidays becoming part of leave days is gradually fading since organizations have come to realize that such practices leave a deep disappointment among employees.
But consider this... If employees are encouraged to avail leave and take a short trip, it will boost their enthusiasm and enhance their commitment towards their job, which would, in turn, increase their productivity. In fact, you can also consider declaring the remaining days of the week as common leave and deduct 4 days from employees' leave balance. Or organize a family get-together for all employees. This way, you can also reduce the production, administrative, and operational costs drastically.
Regards,
Murali
From India, Chennai
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If your organization's policy says that leave includes any prefixing or suffixing holiday, then it is your decision. The practice of prefixing or suffixing holidays becoming part of leave days is gradually fading since organizations have come to realize that such practices leave a deep disappointment among employees.
But consider this... If employees are encouraged to avail leave and take a short trip, it will boost their enthusiasm and enhance their commitment towards their job, which would, in turn, increase their productivity. In fact, you can also consider declaring the remaining days of the week as common leave and deduct 4 days from employees' leave balance. Or organize a family get-together for all employees. This way, you can also reduce the production, administrative, and operational costs drastically.
Regards,
Murali
From India, Chennai
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Leave and Holiday Policy.doc