Dear friends,
I have gone through the discussions made among all of you. I believe that a weekly off is applicable when an employee has worked for six days. In my opinion, if an employee/workman is absent for six days continuously, particularly from Monday to Saturday, he or she should not be given Sunday as the weekly off. When he or she has not worked for a full week, there is no logic to give him or her Sunday as the weekly off. If Sunday is given as the weekly off, what will happen if he repeats this for the next week?
Thanks and regards,
Lovlesh Sharma
From India, Jaipur
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I have gone through the discussions made among all of you. I believe that a weekly off is applicable when an employee has worked for six days. In my opinion, if an employee/workman is absent for six days continuously, particularly from Monday to Saturday, he or she should not be given Sunday as the weekly off. When he or she has not worked for a full week, there is no logic to give him or her Sunday as the weekly off. If Sunday is given as the weekly off, what will happen if he repeats this for the next week?
Thanks and regards,
Lovlesh Sharma
From India, Jaipur
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Dear Mr. Lovlesh Sharma,
No off is applicable for Sunday if a workman has not worked for 6 continuous days or more, particularly if he or she has taken leave or is absent from Monday to Saturday.
Regards,
Sushant Malik
From India, Jaipur
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No off is applicable for Sunday if a workman has not worked for 6 continuous days or more, particularly if he or she has taken leave or is absent from Monday to Saturday.
Regards,
Sushant Malik
From India, Jaipur
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Dear Lovlesh,
First, determine under which labor law you are required to grant a weekly off day, i.e., Factories Act, 1948, The Minimum Wages Act, 1948, State Shops & Establishment Act, etc. Then, review the provisions related to the grant of a weekly off day under that specific Act.
With Regards,
R.N.Khola
From India, Delhi
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422First, determine under which labor law you are required to grant a weekly off day, i.e., Factories Act, 1948, The Minimum Wages Act, 1948, State Shops & Establishment Act, etc. Then, review the provisions related to the grant of a weekly off day under that specific Act.
With Regards,
R.N.Khola
From India, Delhi
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Dear Ravishank,
It is not a matter of giving only Sunday as a weekly off or Saturday and Sunday both. It is a question of whether anyone has not attended the office for a complete week, i.e., Monday to Saturday (all working days); should he or she be granted a weekly off or not, as he or she has not worked a single day in a particular week? If Sunday is granted as the weekly off, then all four Sundays should be granted as weekly off even if he or she has not worked for a single day in a month. I understand that the weekly off is meant to give rest to an employee after working 5 or 6 days as applicable. But if he has taken/used all six days, then what is the point of granting another day as a weekly off, even if he has no leave left.
Regards,
lk
From India, Jaipur
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It is not a matter of giving only Sunday as a weekly off or Saturday and Sunday both. It is a question of whether anyone has not attended the office for a complete week, i.e., Monday to Saturday (all working days); should he or she be granted a weekly off or not, as he or she has not worked a single day in a particular week? If Sunday is granted as the weekly off, then all four Sundays should be granted as weekly off even if he or she has not worked for a single day in a month. I understand that the weekly off is meant to give rest to an employee after working 5 or 6 days as applicable. But if he has taken/used all six days, then what is the point of granting another day as a weekly off, even if he has no leave left.
Regards,
lk
From India, Jaipur
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Dear All,
There is no need to take everything for granted by employees. They are supposed to work for the organization. Continuous leave without intimation will create many problems in the organization.
In my opinion, from Monday to next Monday, only Sunday's salary should be deducted. If an employee works from Monday to Saturday and returns on Monday, there is no need to deduct his weekly off.
Regards,
Soja
From India, Kochi
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There is no need to take everything for granted by employees. They are supposed to work for the organization. Continuous leave without intimation will create many problems in the organization.
In my opinion, from Monday to next Monday, only Sunday's salary should be deducted. If an employee works from Monday to Saturday and returns on Monday, there is no need to deduct his weekly off.
Regards,
Soja
From India, Kochi
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Dear Lovelesh,
As per the Haryana and Punjab Factory Acts, if an employee works from Monday to Friday and is absent from Saturday to Monday, in that case, a weekly off will not be given to him. However, if your company is a manufacturing unit, you will need to establish a policy. Some companies use different rules. In my company, if a workman works 4 days in a week, we will pay him a weekly off. In this case, Saturday to Monday does not matter.
Regards,
Bijender Sharma
From India, Delhi
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As per the Haryana and Punjab Factory Acts, if an employee works from Monday to Friday and is absent from Saturday to Monday, in that case, a weekly off will not be given to him. However, if your company is a manufacturing unit, you will need to establish a policy. Some companies use different rules. In my company, if a workman works 4 days in a week, we will pay him a weekly off. In this case, Saturday to Monday does not matter.
Regards,
Bijender Sharma
From India, Delhi
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Dear Lovelesh,
Your question is not complete. Your previous post and this post with some replies of other community members take the real problem totally astray.
The question should not be of a weekly off but weekly PAID off. Your question seems to relate to contractual employees or the labor force. If your office or organization is closed on Sunday, would you ask the contractual employee to come to the office/organization and sit there without work to claim his/her wages, as he would not have worked continuously for six days prior to that Sunday. Since your office/organization is closed, neither he would come to your office, nor he would be paid for that off if he has not worked for six days prior to that Sunday. But, if he has worked for 6 days prior to that Sunday, he would be entitled to a fully paid off for the 7th day of Sunday without having worked. One more thing, if there is any National holiday, like Republic Day, Independence Day, or Gandhi Jayanti in that week, and he has worked the other 5 days of the week, he would be entitled to the paid weekly off of Sunday, in addition to the National Holiday.
But if your organization or factory is of a type where the work continues even on Sunday, there would be no question of an off particularly on Sunday. If the contract employee has worked for 6 days even up to Tuesday (including Sunday), he will be entitled to claim a fully paid off on any day of the next week after Tuesday or another week by accumulating his days off as per the provisions of the concerned Factories Act, Minimum Wages Act, or the Shops and Establishment Act, as the case may be.
So, it would be better for you to go through the relevant provisions of the Act and Rules applicable to your organization and State to be a perfect HR man.
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of Management & Educational Consultants
New Delhi
From India, Delhi
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Your question is not complete. Your previous post and this post with some replies of other community members take the real problem totally astray.
The question should not be of a weekly off but weekly PAID off. Your question seems to relate to contractual employees or the labor force. If your office or organization is closed on Sunday, would you ask the contractual employee to come to the office/organization and sit there without work to claim his/her wages, as he would not have worked continuously for six days prior to that Sunday. Since your office/organization is closed, neither he would come to your office, nor he would be paid for that off if he has not worked for six days prior to that Sunday. But, if he has worked for 6 days prior to that Sunday, he would be entitled to a fully paid off for the 7th day of Sunday without having worked. One more thing, if there is any National holiday, like Republic Day, Independence Day, or Gandhi Jayanti in that week, and he has worked the other 5 days of the week, he would be entitled to the paid weekly off of Sunday, in addition to the National Holiday.
But if your organization or factory is of a type where the work continues even on Sunday, there would be no question of an off particularly on Sunday. If the contract employee has worked for 6 days even up to Tuesday (including Sunday), he will be entitled to claim a fully paid off on any day of the next week after Tuesday or another week by accumulating his days off as per the provisions of the concerned Factories Act, Minimum Wages Act, or the Shops and Establishment Act, as the case may be.
So, it would be better for you to go through the relevant provisions of the Act and Rules applicable to your organization and State to be a perfect HR man.
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of Management & Educational Consultants
New Delhi
From India, Delhi
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Dear Lovlesh,
I believe that not giving Sunday as a weekly off to an employee who hasn't worked on Saturday or Monday is compelling the employee to take leaves during the weekdays (Monday to Saturday), which is harmful to the company's business and work efficiency.
Therefore, please consider that punishment is not a solution to the problem. Penalizing with pay cuts creates frustration among employees and hinders their diligence in work.
Regards, Pramod Technical Head (Regional) IIJT Computer Education Limited
From India, Kanpur
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I believe that not giving Sunday as a weekly off to an employee who hasn't worked on Saturday or Monday is compelling the employee to take leaves during the weekdays (Monday to Saturday), which is harmful to the company's business and work efficiency.
Therefore, please consider that punishment is not a solution to the problem. Penalizing with pay cuts creates frustration among employees and hinders their diligence in work.
Regards, Pramod Technical Head (Regional) IIJT Computer Education Limited
From India, Kanpur
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Dear Lovelesh,
Sunday is the weekly off. If an employee/workman has not worked or has been absent for six days (Monday to Saturday), the weekly off will still be applicable.
Now, if he repeats this the following week as well (from Monday to Saturday), in that case, you can treat Sunday as absent again if you have the policy of "Count Intervening Weekly Off." In this scenario, he will be treated as absent for 13 days.
Regards,
For TMi System and Solution
tm.isysnsol@gmail.com
From India, New Delhi
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Sunday is the weekly off. If an employee/workman has not worked or has been absent for six days (Monday to Saturday), the weekly off will still be applicable.
Now, if he repeats this the following week as well (from Monday to Saturday), in that case, you can treat Sunday as absent again if you have the policy of "Count Intervening Weekly Off." In this scenario, he will be treated as absent for 13 days.
Regards,
For TMi System and Solution
tm.isysnsol@gmail.com
From India, New Delhi
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