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What you are asking is not clear? Either an employee can take a leave or work.
But if circumstantially the employee goes out after coming to work his proportionate leave balance can be adjusted as a half day leave.
I propose not to introduce such half day leave concepts as it is not correct. it can be an implied concept only and written policy.
From India, Hyderabad
But if circumstantially the employee goes out after coming to work his proportionate leave balance can be adjusted as a half day leave.
I propose not to introduce such half day leave concepts as it is not correct. it can be an implied concept only and written policy.
From India, Hyderabad
If an employee completes his/her 4 hours of duty in first or second half of working hours then it shall be consider as half day. For the period employee was not on duty he/she can apply for leave from their leave balance.
@Manojkamble, Sir, If suppose employee come to the office at 11.30 am, shall I mark that day as half day for that employee? actually, our office time is 09:00 am to 06:00 pm.
From India, Chennai
From India, Chennai
Do you have a short leave policy? Otherwise, the employee has worked for 1.5 hrs in the first half of the shift, so to treat him as absent/on leave for that half is a bit excessive.
From India, Mumbai
From India, Mumbai
Adding to this query, timings of the firm is 9:30 am- 6:30 pm. An employee came to office on time, and requests to leave by 4:30 pm or 5:30 pm. How to evaluate attendance of such employee?
From India, Bengaluru
From India, Bengaluru
Dear Prem,
Either you can deduct the salary on the basis of number of hours short serviced by the employee or you may ask the employee to adjust his half day leave against the same. It is completely on the company policy to deduct on the basis of time or mark it as a half day if employee reaches late after working hours. Ideally upto 2 hours many companies has a policy of deducting the salary on basis time.
Either you can deduct the salary on the basis of number of hours short serviced by the employee or you may ask the employee to adjust his half day leave against the same. It is completely on the company policy to deduct on the basis of time or mark it as a half day if employee reaches late after working hours. Ideally upto 2 hours many companies has a policy of deducting the salary on basis time.
Dear Colleague,
I would like to share some thoughts on this.
Before penning down any policy, one must address what we want to achieve as end result. Define clearly the objectives.
Employee absence for full day or part of the day results in disruption in smooth workflow, delayed delivery -service /production
and results in customer dissatisfaction.
In my view , the policy should aim at curbing tendencies to take short/half day leave for every now and then. At the same time , should be considerate towards genuine reasons.
Therefore, as far as possible, it should facilitate planned and authorised in advance to enable making alternate arrangement.
In very exceptional and unforeseen compelling reasons, immediate intimation must be given on phone/mail.
There should be cap on half day leave, say two days in a month, beyond which it will be treated as loss of pay irrespective of leave balance or not.
For short period of absence from duty , due to late coming or early going , flexi-working should be adopted to enable making up equal working hours so lost.
Any habitual misuse of this should meet with appropriate progressive punitive action like deduction of salary/ warning /suspension etc.
Regards,
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
I would like to share some thoughts on this.
Before penning down any policy, one must address what we want to achieve as end result. Define clearly the objectives.
Employee absence for full day or part of the day results in disruption in smooth workflow, delayed delivery -service /production
and results in customer dissatisfaction.
In my view , the policy should aim at curbing tendencies to take short/half day leave for every now and then. At the same time , should be considerate towards genuine reasons.
Therefore, as far as possible, it should facilitate planned and authorised in advance to enable making alternate arrangement.
In very exceptional and unforeseen compelling reasons, immediate intimation must be given on phone/mail.
There should be cap on half day leave, say two days in a month, beyond which it will be treated as loss of pay irrespective of leave balance or not.
For short period of absence from duty , due to late coming or early going , flexi-working should be adopted to enable making up equal working hours so lost.
Any habitual misuse of this should meet with appropriate progressive punitive action like deduction of salary/ warning /suspension etc.
Regards,
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
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