Dear All,
I am working in a manufacturing org.
We have different types of Leave/holiday, Viz CL, PL, SL. and Weekly off, paid Holiday
Can you help in letting me understand the possibility of combination among the leave/holiday.
Moreover what is the total count of CL, if the person takes CL, before and after a public Holiday/Weekly off.
regards
From India, Mumbai
I am working in a manufacturing org.
We have different types of Leave/holiday, Viz CL, PL, SL. and Weekly off, paid Holiday
Can you help in letting me understand the possibility of combination among the leave/holiday.
Moreover what is the total count of CL, if the person takes CL, before and after a public Holiday/Weekly off.
regards
From India, Mumbai
Our company gives a 'comp off' for staff working on their weekly holiday. There is no other compensation other than that.
An employee works on 2 Sundays and has 2 comp offs generated which he avails of on a Friday and the immediate following Monday. The 2 intervening weekend days (2nd Saturday of the month and Sunday) are holidays for the company.
In the above case, should this be considered as 4 days leave or only as 2 days of comp off? Assume that the staff has no CL of SL balance, and as per company's policy PL cannot be taken for less than 4 days. In this case the company would have to deduct 2 days pay (for Saturday and Sunday) as there is no balance leave!
Should a 'comp off' be considered a 'Leave'? Or should the 'comp off' be simply squared off against an earlier day on which the employee has already given his due 9 hours of work on the company's request. That is, should the Friday & Monday in this case be looked at as 2 Sundays for which the employee was present.
Can a company deduct salary/leave for Saturday and Sunday which are actually the employee's weekly off days?
Finally, would an employee be motivated the next time to sacrifice his weekly holiday for company work, when the company ends up deducting from his leave/salary when it comes to reimbursing him for his work day?
Kindly let me have your views on Comp Offs with suffix/prefix/intervening holidays because such issues are on the rise as increasingly employees need to put in extra hours/days for the benefit of the company.
From India, Mumbai
An employee works on 2 Sundays and has 2 comp offs generated which he avails of on a Friday and the immediate following Monday. The 2 intervening weekend days (2nd Saturday of the month and Sunday) are holidays for the company.
In the above case, should this be considered as 4 days leave or only as 2 days of comp off? Assume that the staff has no CL of SL balance, and as per company's policy PL cannot be taken for less than 4 days. In this case the company would have to deduct 2 days pay (for Saturday and Sunday) as there is no balance leave!
Should a 'comp off' be considered a 'Leave'? Or should the 'comp off' be simply squared off against an earlier day on which the employee has already given his due 9 hours of work on the company's request. That is, should the Friday & Monday in this case be looked at as 2 Sundays for which the employee was present.
Can a company deduct salary/leave for Saturday and Sunday which are actually the employee's weekly off days?
Finally, would an employee be motivated the next time to sacrifice his weekly holiday for company work, when the company ends up deducting from his leave/salary when it comes to reimbursing him for his work day?
Kindly let me have your views on Comp Offs with suffix/prefix/intervening holidays because such issues are on the rise as increasingly employees need to put in extra hours/days for the benefit of the company.
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
TYPES OF LEAVE-Comparati ve stipulation in various-acts.pd f
Karnataka Leave.xlsx
LEAVE APPLICATION.doc