Dear Professionals,
I am Ketan Bhatt, working in the industry sector in Gujarat. My question is, if an employee is absent before and after a paid holiday, are they still eligible for the paid holiday? For example, 15th August was a paid holiday, and the employee in question was absent on the 14th and 16th of August. Can you please advise me on this matter?
Thank you.
From India, Mumbai
I am Ketan Bhatt, working in the industry sector in Gujarat. My question is, if an employee is absent before and after a paid holiday, are they still eligible for the paid holiday? For example, 15th August was a paid holiday, and the employee in question was absent on the 14th and 16th of August. Can you please advise me on this matter?
Thank you.
From India, Mumbai
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Dear Ketan,
He is not eligible for paid holiday on the 15th of August. You will need to adjust three days from his annual leave, i.e., the 14th, 15th, and 16th.
Regards,
Dinesh
[Positive Touchpoints](http://dineshkundu19802.blogspot.com/)
From India, Calcutta
11He is not eligible for paid holiday on the 15th of August. You will need to adjust three days from his annual leave, i.e., the 14th, 15th, and 16th.
Regards,
Dinesh
[Positive Touchpoints](http://dineshkundu19802.blogspot.com/)
From India, Calcutta
Sir,
It depends on company rules. Generally, the company does not cut or deduct leave. But if it happens regularly, HR should deduct leave from the balance.
As an HR professional, we should not be rude, but we should follow some rules. If an employee consistently repeats the same behavior, then you can establish a policy for pre and post leave.
From India, Pune
It depends on company rules. Generally, the company does not cut or deduct leave. But if it happens regularly, HR should deduct leave from the balance.
As an HR professional, we should not be rude, but we should follow some rules. If an employee consistently repeats the same behavior, then you can establish a policy for pre and post leave.
From India, Pune
National holidays should not be treated as a loss of pay even when prefix and suffix days are not present for the individual employee. Pay should be given for national holidays such as Republic Day, Independence Day, May Day, and Gandhi Jayanthi. If an employee is on leave or absent on other festival holidays, it can be debited to their leave balance if they have credit or can be treated as a loss of pay.
Thanks
From India, Chennai
Thanks
From India, Chennai
For Government employees, the norm is that holidays could be suffixed or prefixed, but otherwise it would be treated as leave. The only exception is regarding casual leave, which is treated as duty.
From India, Kochi
From India, Kochi
15th August is Independence Day (National Holiday) and also a Saturday followed by a Sunday on 16th August. He has been only absent on 14th Aug, and only one day will be deducted. If I were the applicant, I could easily take the company to task for their illegal deduction of my wages.
From India, Mumbai
From India, Mumbai
It depends on the agreement between the union and management. Otherwise, a prefix and suffix policy (sandwich leave) should be developed. It also sometimes depends on your calculation factor, i.e., 26 or 31 days for payroll. Seniors, please correct me if I am wrong.
From India, Nagpur
From India, Nagpur
Dear Ketan,
As per company policy, we can deduct his PH, but as per employee relationship, we should give PH to the particular employees because we can manage the relationship between employees effectively.
Thank you.
From India , Kolhapur
As per company policy, we can deduct his PH, but as per employee relationship, we should give PH to the particular employees because we can manage the relationship between employees effectively.
Thank you.
From India , Kolhapur
If an employee is on leave for the whole month and a national holiday falls in that month, will he have to pay holiday money?
From India, Amalner
From India, Amalner
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