From your leave planner, I have a question in mind.
Ex.1. Leave------------ Sunday ----------------- Leave
Then this Sunday will also be counted as leave.
Ex.2. Leave------------ Holiday Day (any holiday) ----------------- Leave
Then this holiday will also be counted as leave.
Please clarify.
Regards,
Shweta Swarnkar
From India
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14Ex.1. Leave------------ Sunday ----------------- Leave
Then this Sunday will also be counted as leave.
Ex.2. Leave------------ Holiday Day (any holiday) ----------------- Leave
Then this holiday will also be counted as leave.
Please clarify.
Regards,
Shweta Swarnkar
From India
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Dear Shweta Swarnkar,
Leave policies vary from company to company.
CASE 1
In Case 1, Sunday will also be considered as leave, counted as three leaves.
CASE 2.
When a holiday falls during a paid leave, the employee is considered to be on holiday leave for the day of the holiday rather than any type of leave or compensation.
Regards,
HASSAN
From Pakistan, Islamabad
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Leave policies vary from company to company.
CASE 1
In Case 1, Sunday will also be considered as leave, counted as three leaves.
CASE 2.
When a holiday falls during a paid leave, the employee is considered to be on holiday leave for the day of the holiday rather than any type of leave or compensation.
Regards,
HASSAN
From Pakistan, Islamabad
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HI This is Tejesh, working as a HR in Pharmacy company. Even i want some clarification abt this type of leaves. In my org we have faced this situation. pla advice regarding this regards Tejesh.
From India, Mumbai
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From India, Mumbai
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Thanks, Hazaidi.
Ok, let us take this example:
Leave - Sunday - Sick Leave
or
Leave - Holiday Day (any holiday) - Leave
Then what will be the number of leaves?
From India
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Ok, let us take this example:
Leave - Sunday - Sick Leave
or
Leave - Holiday Day (any holiday) - Leave
Then what will be the number of leaves?
From India
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Want to clarify one thing that is this vary from company to company or there are some rules common for everyone.
From India
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From India
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Case 1 .. Total number of Leaves 1 (if for sick leave employee has to show medical slip) Case 2.. Total leaves 2
From Pakistan, Islamabad
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From Pakistan, Islamabad
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Dear All,
If the leave taken is PL/EL, then it cannot be clubbed with holidays/off days coming in between. However, if the leave availed is CL/SL, then holidays/off days coming in between will be considered as leave. EL/PL is governed by the provisions of the Factories Act, and according to that intervening holidays/off days cannot be clubbed with EL/PL.
Regards,
Nilendra
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If the leave taken is PL/EL, then it cannot be clubbed with holidays/off days coming in between. However, if the leave availed is CL/SL, then holidays/off days coming in between will be considered as leave. EL/PL is governed by the provisions of the Factories Act, and according to that intervening holidays/off days cannot be clubbed with EL/PL.
Regards,
Nilendra
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Is this what you said?
Earned Leave - Sunday - Earned Leave
Total leaves = 2
Earned Leave - Sunday - Sick Leave
Total leaves = ?
From India
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Earned Leave - Sunday - Earned Leave
Total leaves = 2
Earned Leave - Sunday - Sick Leave
Total leaves = ?
From India
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Dear,
EL and SL/CL cannot be clubbed together. No company allows that. Either you apply for EL/PL or CL/SL. Both you can't club them together. That is why leave always has to be planned.
Regards,
Nilendra
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EL and SL/CL cannot be clubbed together. No company allows that. Either you apply for EL/PL or CL/SL. Both you can't club them together. That is why leave always has to be planned.
Regards,
Nilendra
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Alright, my first case was ok or not. I got it now, but still if he falls ill genuinely shows medical also then what?
From India
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From India
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Dear Friends,
My views on the group for the above query are as follows. Recently, while calculating OT, I was in a fix because some industries base their calculations on 26 days of wages while others use 30 days of wages (Basic+DA/26 or 30 days/8*2*no. of Hrs of OT).
In the case of 26 days, the 4 W.Off's are excluded, and in the case of 30 days, the salary is paid inclusive of 4 W.Off's. So, when somebody takes leave and if their salary is calculated on 30 days, then W.Off's are also considered for computation purposes. However, some companies that pay on the 30 days method of monthly salary do not include the Weekly Off's.
Regards,
From India, Mumbai
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My views on the group for the above query are as follows. Recently, while calculating OT, I was in a fix because some industries base their calculations on 26 days of wages while others use 30 days of wages (Basic+DA/26 or 30 days/8*2*no. of Hrs of OT).
In the case of 26 days, the 4 W.Off's are excluded, and in the case of 30 days, the salary is paid inclusive of 4 W.Off's. So, when somebody takes leave and if their salary is calculated on 30 days, then W.Off's are also considered for computation purposes. However, some companies that pay on the 30 days method of monthly salary do not include the Weekly Off's.
Regards,
From India, Mumbai
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Hii All, If any week off is being in between leaves then its also counted as leave as u asked leave-sunday-leave then its 3 leaves If leave-holiday-leave then its only 2 days naveen
From India
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From India
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Dear Naveen,
Your statement is only true for CL and SL. In the case of PL or EL, it cannot be combined with any holiday or weekly off. For more details, please refer to the leave provisions of the Factories Act and see Explanation 2 in it.
Regards,
Nilendra
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Your statement is only true for CL and SL. In the case of PL or EL, it cannot be combined with any holiday or weekly off. For more details, please refer to the leave provisions of the Factories Act and see Explanation 2 in it.
Regards,
Nilendra
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Dear All,
My name is Kishore Rathod from Mumbai. I work in a private firm as an HR Assistant in Marketing. Every month, I have to provide the salary status of 150 all-India field staff to the accounting department for preparing their salary checks. While preparing the statement, I always face problems with leave (PL, SL, CL, and LWP), which takes more time than expected. Please give me more ideas to streamline my work relating to leave. Also, how can I work in an Excel worksheet to track leave balances and when should I inform the accounting department for leave encashment? Furthermore, what is the importance of a leave application when not received in time and marking the leave based on the work report received.
Thank you,
Kishore
From India, Pune
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My name is Kishore Rathod from Mumbai. I work in a private firm as an HR Assistant in Marketing. Every month, I have to provide the salary status of 150 all-India field staff to the accounting department for preparing their salary checks. While preparing the statement, I always face problems with leave (PL, SL, CL, and LWP), which takes more time than expected. Please give me more ideas to streamline my work relating to leave. Also, how can I work in an Excel worksheet to track leave balances and when should I inform the accounting department for leave encashment? Furthermore, what is the importance of a leave application when not received in time and marking the leave based on the work report received.
Thank you,
Kishore
From India, Pune
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Hi,
As far as the leave policy is concerned, I am also facing problems in my company. As per the company norm, the employees who start their leave one day prior to holidays and continue it for two more days after holidays, then the holiday is included in the leave only. Is this the right way to calculate the leave?
For example: 1 day of leave results in 2 days of holiday, followed by Sunday, and then 2 days of leave. How many leaves should be counted in this case?
Thanks,
Sujata.
From India, New Delhi
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As far as the leave policy is concerned, I am also facing problems in my company. As per the company norm, the employees who start their leave one day prior to holidays and continue it for two more days after holidays, then the holiday is included in the leave only. Is this the right way to calculate the leave?
For example: 1 day of leave results in 2 days of holiday, followed by Sunday, and then 2 days of leave. How many leaves should be counted in this case?
Thanks,
Sujata.
From India, New Delhi
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Hi to all members! 😄
Every organization has a leave policy that includes categories like CL (Casual Leave), SL (Sick Leave), and PL or EL (Paid Leave or Earned Leave). The number of these leaves varies based on the organization's HR policy. For example, in my organization, a Telecommunication company, our Leave Policy is as follows: SL: 10 days, CL: 7 days, PL: 20 days.
In our organization, all leaves, including Sundays, are considered as leave days when one takes sick leave. For instance, if a person takes leave, followed by a leave on a Sunday, and then takes leave the next day, it will be counted as a 3-day leave only if it was for sick leave. Otherwise, it will not be counted, even if it falls between holidays. The prefix and suffix are counted only for Sick Leave.
From India, Chandigarh
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Every organization has a leave policy that includes categories like CL (Casual Leave), SL (Sick Leave), and PL or EL (Paid Leave or Earned Leave). The number of these leaves varies based on the organization's HR policy. For example, in my organization, a Telecommunication company, our Leave Policy is as follows: SL: 10 days, CL: 7 days, PL: 20 days.
In our organization, all leaves, including Sundays, are considered as leave days when one takes sick leave. For instance, if a person takes leave, followed by a leave on a Sunday, and then takes leave the next day, it will be counted as a 3-day leave only if it was for sick leave. Otherwise, it will not be counted, even if it falls between holidays. The prefix and suffix are counted only for Sick Leave.
From India, Chandigarh
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Hi there,
In my company, we have 12 CL, 8 gazetted holidays, and 2 restricted holidays. So, in the case where an employee starts their leave the day before two gazetted holidays and then continues their leave for the next two days, what will be the number of leaves taken?
Leave: 2 gazetted holidays - Sunday - 2 leaves
I hope this clarifies the leave calculation scenario. Let me know if you need further assistance.
From India, New Delhi
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In my company, we have 12 CL, 8 gazetted holidays, and 2 restricted holidays. So, in the case where an employee starts their leave the day before two gazetted holidays and then continues their leave for the next two days, what will be the number of leaves taken?
Leave: 2 gazetted holidays - Sunday - 2 leaves
I hope this clarifies the leave calculation scenario. Let me know if you need further assistance.
From India, New Delhi
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Hellow Nilendra is correct. Sunday/ Paid holiday will counted as leave days in case those coming in between of PL/EL Casual Leave is other wise. Regards and best wishes RV Shenvi
From India
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From India
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Dear 1. Leave Sunday Leave ( Sunday is calculated as a leave) 2. Leave Holiday Leave ( Holiday is not calculated as a leave only 2days) Shanthi
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Dear All,
Just to add, the leave policy varies from company to company. In my company, we don't combine leave for employees who have completed their 1 year. This is for motivational and retention purposes. However, employees who have not completed 1 year have the following criteria:
Leave - Sunday - Leave - In this case, Sunday is also counted as leave.
I will be awaiting your views.
Thanks,
Samrodha
From India, Mumbai
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Just to add, the leave policy varies from company to company. In my company, we don't combine leave for employees who have completed their 1 year. This is for motivational and retention purposes. However, employees who have not completed 1 year have the following criteria:
Leave - Sunday - Leave - In this case, Sunday is also counted as leave.
I will be awaiting your views.
Thanks,
Samrodha
From India, Mumbai
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Hi Nilendera,
You are right; no CL/SL can be clubbed with PL. In most companies, including some government sectors, this rule is followed. If you take leave prior to and after a holiday, then the holiday is counted.
Regards,
Govil Nanda
From India, Delhi
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You are right; no CL/SL can be clubbed with PL. In most companies, including some government sectors, this rule is followed. If you take leave prior to and after a holiday, then the holiday is counted.
Regards,
Govil Nanda
From India, Delhi
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Dear All,
Can anyone clarify Section 79 and 80 of The Factories Act, 1948? It is clearly mentioned that any weekly off/holiday that falls between the PL/EL will not be treated as leave.
Please clarify the same.
Abhishek Sharma
From India, Delhi
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Can anyone clarify Section 79 and 80 of The Factories Act, 1948? It is clearly mentioned that any weekly off/holiday that falls between the PL/EL will not be treated as leave.
Please clarify the same.
Abhishek Sharma
From India, Delhi
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Dear Shweta,
An organization can either have calendar days' leave or working days' leave.
If an organization follows the calendar day leave policy, then any weekly off or holiday falling within leaves is added to the leave. That is,
1. EL/PL + weekly off/holiday + EL/PL = weekly off/holiday is considered as EL/PL and included in leave.
2. CL/SL + weekly off/holiday + CL/SL = weekly off/holiday is considered as CL/SL and included in leave.
If weekly offs/holidays fall at the beginning or end of the leave period, however, organizations' policies either add such offs/holidays to the leave, or not, depending on the policy they prefer. But the organization policy must be clear on this point, whichever practice is decided upon.
On the other hand, if an organization follows the working day leave policy, then irrespective of how many weekly offs/holidays fall within the leave period, they are not counted. Only the working days falling within the leave period are counted. This is so in all types of leave. Public offs/holidays falling at the beginning/end of the leave will also not be counted as leave.
I hope this is clear.
Jeroo
From India, Mumbai
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An organization can either have calendar days' leave or working days' leave.
If an organization follows the calendar day leave policy, then any weekly off or holiday falling within leaves is added to the leave. That is,
1. EL/PL + weekly off/holiday + EL/PL = weekly off/holiday is considered as EL/PL and included in leave.
2. CL/SL + weekly off/holiday + CL/SL = weekly off/holiday is considered as CL/SL and included in leave.
If weekly offs/holidays fall at the beginning or end of the leave period, however, organizations' policies either add such offs/holidays to the leave, or not, depending on the policy they prefer. But the organization policy must be clear on this point, whichever practice is decided upon.
On the other hand, if an organization follows the working day leave policy, then irrespective of how many weekly offs/holidays fall within the leave period, they are not counted. Only the working days falling within the leave period are counted. This is so in all types of leave. Public offs/holidays falling at the beginning/end of the leave will also not be counted as leave.
I hope this is clear.
Jeroo
From India, Mumbai
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As already pointed out, leave rules vary from company to company, and the rules prevalent will be applicable in your case. However, I am giving below a solution based on Government of India rules on various types of leave.
Case 1: Leave - Holiday - Sick Leave
a) An intervening holiday is counted as leave for earned leave and commuted leave.
b) Intervening leave will be counted as commuted leave. Sick leave can only be combined with earned leave and not casual leave.
c) However, if casual leave is taken for both days, then only 2 days leave.
Case 2: Leave - Holiday - Any Leave
a) If casual leave is taken, then 2 days.
b) If earned leave is taken, then 3 days.
:roll: :roll: :roll:
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Case 1: Leave - Holiday - Sick Leave
a) An intervening holiday is counted as leave for earned leave and commuted leave.
b) Intervening leave will be counted as commuted leave. Sick leave can only be combined with earned leave and not casual leave.
c) However, if casual leave is taken for both days, then only 2 days leave.
Case 2: Leave - Holiday - Any Leave
a) If casual leave is taken, then 2 days.
b) If earned leave is taken, then 3 days.
:roll: :roll: :roll:
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Hi all,
I also have a query in this regard. Please clarify in this situation...
Case 1: CL...........Holiday............CL
Case 2: Absent........Holiday/Sunday........Absent
If any employee who does not have leave (EL/CL) balance in their account takes leave in case 2, what should be done? Can they be treated as absent for all three days?
Also, what should be done in Case 1 if an employee is applying for their last two CL? In our establishment, the factory act is applicable.
Regards,
Rajesh
From India, Bhopal
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I also have a query in this regard. Please clarify in this situation...
Case 1: CL...........Holiday............CL
Case 2: Absent........Holiday/Sunday........Absent
If any employee who does not have leave (EL/CL) balance in their account takes leave in case 2, what should be done? Can they be treated as absent for all three days?
Also, what should be done in Case 1 if an employee is applying for their last two CL? In our establishment, the factory act is applicable.
Regards,
Rajesh
From India, Bhopal
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In both cases, if the leave is not on working days, then the intervening holiday/weekly off would be counted as and included in leave.
If the employee has two days' CL to his credit, then the intervening holiday would also be counted as leave.
If the leave is on working days, then in both cases, only the working days would be considered as leave, i.e. 2 working days only.
Jeroo
From India, Mumbai
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If the employee has two days' CL to his credit, then the intervening holiday would also be counted as leave.
If the leave is on working days, then in both cases, only the working days would be considered as leave, i.e. 2 working days only.
Jeroo
From India, Mumbai
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Hi, i think that if he don’t have any balance of EL/CL , then i think he should be marked leave without pay Correct me if i am wrong. Thanks for all the responses. Regards, Shweta Swarnkar
From India
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From India
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You can either prefix or postfix with a holiday or weekends. This is generally the rule some companies follow. There are exceptions, where employees will take it as leave, including or excluding the weekend. Generally, this rule is in place to avoid employees going on long leaves after the holiday period and not reporting as promised.
Nice question... Should bring in some more issues and scenarios...
Sandeep Sable
From India, Pune
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Nice question... Should bring in some more issues and scenarios...
Sandeep Sable
From India, Pune
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Hi all, It will be based on the leave policies of each company. As per our company leave policy if a Holiday/Sunday is coming in between SL,EL & LOP, it will be treated as leave. Regards Bipin
From India, Kochi
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From India, Kochi
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I haven't been through the entire thread except the first few posts. This is how it should be:
1. Holiday - Sunday- Leave: 1 day leave
2. SL/PL - holiday - SL/PL - 3 days of SL/PL: holiday simply doesn't get counted
3. Holiday- leave- Holiday: This is tricky. My company deducts 2 days, saying that an off preceded as well as succeeded by a leave shall be counted as 2 and not 1. 😢
For example: 24 Dec is Monday. So, if I skip the office on that day, I will be hit for two days as 23 Dec is a Sunday and 25 Dec is Christmas holiday. This may vary from company to company, of course.
4. If a holiday is either preceded or succeeded by PL/SL/CL/LWOP, the same shall not be included in leave and granted as a holiday only.
This is a good exercise. I think I shall work on this today. Chalo, aaj ke liye kuchh kam mil gaya... 😛
From India, Mumbai
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1. Holiday - Sunday- Leave: 1 day leave
2. SL/PL - holiday - SL/PL - 3 days of SL/PL: holiday simply doesn't get counted
3. Holiday- leave- Holiday: This is tricky. My company deducts 2 days, saying that an off preceded as well as succeeded by a leave shall be counted as 2 and not 1. 😢
For example: 24 Dec is Monday. So, if I skip the office on that day, I will be hit for two days as 23 Dec is a Sunday and 25 Dec is Christmas holiday. This may vary from company to company, of course.
4. If a holiday is either preceded or succeeded by PL/SL/CL/LWOP, the same shall not be included in leave and granted as a holiday only.
This is a good exercise. I think I shall work on this today. Chalo, aaj ke liye kuchh kam mil gaya... 😛
From India, Mumbai
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Shweta,
As mentioned, it depends on the company/organization leave policy structure. We, as an organization, follow a simple rule. We just go by the absenteeism of the number of working days, so there is no hassle. As a company, we see this as an indirect benefit/incentive to employees. They can leverage the situation and enjoy the vacation/holiday/personal commitment easily.
Cordially,
preet
From India, Bangalore
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As mentioned, it depends on the company/organization leave policy structure. We, as an organization, follow a simple rule. We just go by the absenteeism of the number of working days, so there is no hassle. As a company, we see this as an indirect benefit/incentive to employees. They can leverage the situation and enjoy the vacation/holiday/personal commitment easily.
Cordially,
preet
From India, Bangalore
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Hi all, warm greetings.
The leave plans are to be decided as per the standing orders of each organization. It differs, for example:
Leave - Sunday - Leave (when an employee applies for EL, then it is three days as counted).
Similarly, when an employee applies for SL or CL, it is taken as two days in respect of the standing orders of the company. When it comes to EL, then with respect to the medical certificate, it has to be counted as three days only.
However, when a paid holiday falls in between the leaves taken by the employee, it should not be counted as if the company itself declared it as a PL.
Hope this adds some points. Reviews and comments are welcome.
Regards,
Ram
From India, Madras
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The leave plans are to be decided as per the standing orders of each organization. It differs, for example:
Leave - Sunday - Leave (when an employee applies for EL, then it is three days as counted).
Similarly, when an employee applies for SL or CL, it is taken as two days in respect of the standing orders of the company. When it comes to EL, then with respect to the medical certificate, it has to be counted as three days only.
However, when a paid holiday falls in between the leaves taken by the employee, it should not be counted as if the company itself declared it as a PL.
Hope this adds some points. Reviews and comments are welcome.
Regards,
Ram
From India, Madras
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Dear All,
Greetings!
In my view, if the employee does not have any balance of CL or SL leaves, then:
- LWP Sunday LWP = 3 Leaves
- CL / PL / SL Sunday LWP = 1 Leave
Thanks,
Vijay Kr Pandey
vijayaryanhrd@gmail.com
From India, Delhi
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Greetings!
In my view, if the employee does not have any balance of CL or SL leaves, then:
- LWP Sunday LWP = 3 Leaves
- CL / PL / SL Sunday LWP = 1 Leave
Thanks,
Vijay Kr Pandey
vijayaryanhrd@gmail.com
From India, Delhi
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Dear All,
The very first thing you have to consider is the wages paid for the working days. Do you pay a salary for 26 working days or for 31/30 working days? If you are paying for 31 working days, your Sundays and holidays will also be considered in between the two consecutive leaves. However, if you are paying your employees for 26 working days, then you are excluding Sundays from it.
It is simple: if you are not paying for Sundays, you don't have the right to deduct money for those days, even if they come in between two leaves, irrespective of their type. Holidays are your right, and no one can stop you from availing them.
Regards,
Prashant
From India, Pune
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The very first thing you have to consider is the wages paid for the working days. Do you pay a salary for 26 working days or for 31/30 working days? If you are paying for 31 working days, your Sundays and holidays will also be considered in between the two consecutive leaves. However, if you are paying your employees for 26 working days, then you are excluding Sundays from it.
It is simple: if you are not paying for Sundays, you don't have the right to deduct money for those days, even if they come in between two leaves, irrespective of their type. Holidays are your right, and no one can stop you from availing them.
Regards,
Prashant
From India, Pune
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yes, and we do deduct sandwiched leaves. This is what i am doing from the start of my career and still following the same pattern.. Regards, Shweta Swarnkar
From India
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From India
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Hi All,
An extension to my earlier query: if someone takes a half-day, which is without pay in the second half on Saturday, and then is on leave without pay on Monday, should we count Sunday as leave without pay as it is sandwiched between two without-pays? Please shed some light.
Thanks,
Shweta
From India
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An extension to my earlier query: if someone takes a half-day, which is without pay in the second half on Saturday, and then is on leave without pay on Monday, should we count Sunday as leave without pay as it is sandwiched between two without-pays? Please shed some light.
Thanks,
Shweta
From India
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Dear Sweta,
The posed question reels under CL leave - Sunday - leave - leave. Sunday will be counted leave - national Holiday - leave - holiday will be considered. SICK leave as you all knew that ESI regs. EL/PL sandwich will not be considered, all be counted. It is to the best of my knowledge, and any suggestions/updates are welcome on this.
Regards,
Yandamuri
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The posed question reels under CL leave - Sunday - leave - leave. Sunday will be counted leave - national Holiday - leave - holiday will be considered. SICK leave as you all knew that ESI regs. EL/PL sandwich will not be considered, all be counted. It is to the best of my knowledge, and any suggestions/updates are welcome on this.
Regards,
Yandamuri
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Hello ....
I am new to the HR field and I am suppose to review some HR policies in Garment Industry. Can anybody tell me details of below mentioned pocilies in any garment company.
1) Medical Insurance – Mediclaim
2) Personal Accident Policy
3) Leave Policy (Sick Leave / Privilege Leave / Casual Leave)
4) Travel Policy (Sales & Non Sales)
5) Laptop Policy
6) Mobile Policy
7) Visiting Card Policy
Thanks...
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I am new to the HR field and I am suppose to review some HR policies in Garment Industry. Can anybody tell me details of below mentioned pocilies in any garment company.
1) Medical Insurance – Mediclaim
2) Personal Accident Policy
3) Leave Policy (Sick Leave / Privilege Leave / Casual Leave)
4) Travel Policy (Sales & Non Sales)
5) Laptop Policy
6) Mobile Policy
7) Visiting Card Policy
Thanks...
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Please remember, legal provisions state that every employee working for 48 hours is eligible for a holiday (weekly off or rest). This entitlement cannot be denied under any circumstances. If an employee has worked 48 hours before proceeding to the weekend, in conjunction with declared holidays, they shall be entitled to a weekly off as well as holidays.
Ok
From Saudi Arabia
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Ok
From Saudi Arabia
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Dear All, Any employee takes leave on preceding and succeeding day of Sunday/Holiday, the leave calculation should be made only on actual days on leave not on Sunday/Holiday. Murugavel. Chennai
From India, Madras
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From India, Madras
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Hi Shweta Swarnkar,
I am Sima, and I would like to tell you that I am interested in working in HR payroll. Please advise me on what work I should start with. Currently, I am in an admin job but studying for my MBA in HR. I would like to pursue a career in HR, so please guide me on what additional studies I need to undertake to secure a proper job in HR.
From India, Mumbai
Acknowledge(0)Amend(0)
I am Sima, and I would like to tell you that I am interested in working in HR payroll. Please advise me on what work I should start with. Currently, I am in an admin job but studying for my MBA in HR. I would like to pursue a career in HR, so please guide me on what additional studies I need to undertake to secure a proper job in HR.
From India, Mumbai
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