Dear
In Govt.Companies, in cases of leave taken on staurday and monday then sunday will also be counted as leave in cases of Earned Leave & Half Pay Leave.
Whereas in cases of Casual Leave/Special casual Leave/Optional Holiday sunday will not be counted as holiday
Thanks
K.Sanju
From India, Bangalore
In Govt.Companies, in cases of leave taken on staurday and monday then sunday will also be counted as leave in cases of Earned Leave & Half Pay Leave.
Whereas in cases of Casual Leave/Special casual Leave/Optional Holiday sunday will not be counted as holiday
Thanks
K.Sanju
From India, Bangalore
Dear Shikha,
Our company consider it as only 2 days instead of 3 days still the employee has get the leave on Saturday and monday. It depends on the policy and agreement between Management and Recognised union.
Regards,
Govind Pawar
From India, Mumbai
2Our company consider it as only 2 days instead of 3 days still the employee has get the leave on Saturday and monday. It depends on the policy and agreement between Management and Recognised union.
Regards,
Govind Pawar
From India, Mumbai
After long discussion of u all.
I wana share something on it.
there are 32 leaves allowed to any type of salaried employee in any type of firm
sick leaves=8
casual leaves=10
Annual leaves= 14
which also paid/ encashed at the end of financial year or closing year by validity of leaves
but SHIKHA in ur case its definitely wrong and out of ethics if company deduct or mark absent sunday by any means because it's simply the case of compensation.
so sunday can't be included in sat and monday holiday
regards
UsufAnif
From Pakistan
I wana share something on it.
there are 32 leaves allowed to any type of salaried employee in any type of firm
sick leaves=8
casual leaves=10
Annual leaves= 14
which also paid/ encashed at the end of financial year or closing year by validity of leaves
but SHIKHA in ur case its definitely wrong and out of ethics if company deduct or mark absent sunday by any means because it's simply the case of compensation.
so sunday can't be included in sat and monday holiday
regards
UsufAnif
From Pakistan
Dear Shikha, As per Factories Act of India. The leave admissible under the sub-section shall be exclusive of all holidays whether occurring during or at either end of the period of leave.
From India, Calicut
From India, Calicut
As menioned in one of the posted.There are types of leaves that are available as option to the employee.You may considering leaving the option to the employees.However,I would say if you really care for your employee and you have a dedicated group of employee,who are there not just for salary,then your polices to should be people friendly.Just see how companies like google are doing.They offer freedom and with freedom goes more responsibility to the employees.
From India, Visakhapatnam
From India, Visakhapatnam
Dear Mr. Shikha,
i thing u must consider 3 days only... vr it wl avoid unwanted absentism.... actualy there is no govt rule to consider that as leave.... its beter if u make rules & regulations or Standing orders, vr whch has to be certified by the concern labour inspector....
With regards
Ramnath
From India, Bangalore
i thing u must consider 3 days only... vr it wl avoid unwanted absentism.... actualy there is no govt rule to consider that as leave.... its beter if u make rules & regulations or Standing orders, vr whch has to be certified by the concern labour inspector....
With regards
Ramnath
From India, Bangalore
Sanjeev,
Most of the top IT firms follow the policy of not considering the intervening holidays while calculating leaves. Casual Leaves taken on sat and mon are treated as 2 leaves and not 3. However, many small IT firms consider the holidays in between leaves as a leave, but it is not a healthy practice. This demotivates employees.
Such a benefit provided in leave policy would yield mind blowing results and productivity. There are small things which make a huge difference.
Note: Intervening holidays will treated as leave in case of maternity, paternity and annual leaves.
Arpita
From India, Hyderabad
Most of the top IT firms follow the policy of not considering the intervening holidays while calculating leaves. Casual Leaves taken on sat and mon are treated as 2 leaves and not 3. However, many small IT firms consider the holidays in between leaves as a leave, but it is not a healthy practice. This demotivates employees.
Such a benefit provided in leave policy would yield mind blowing results and productivity. There are small things which make a huge difference.
Note: Intervening holidays will treated as leave in case of maternity, paternity and annual leaves.
Arpita
From India, Hyderabad
as Ravi said.. it depends upon company policy.. Public organisation never do this.. but my private and IT companies do consider continues leave..
From India, Coimbatore
From India, Coimbatore
Actually, I think, it is the HR people that suggests/prepares/modifies company policy, though management ratifies them.
But, which one do you think better & beneficial for both the employer and employee?
e.g In Jan Mr. XYZ wanna go off duty for three days. He has 40 leaves (6 CL+ 6 SL+ 28 EL) in a year and accordingly he has to use these leaves.
In case company policy considers holiday in between leaves is also leave, then Mr. XYZ may not want to lose a holiday but may chose working days for leave.
In case, holiday in between leave is not considered as leave, then he may prefer to use holiday for off duty and may available in working days. In this case, in my opinion, it is beneficial for the employer also.
Opinion of other members in this issue may pl. be shared.
Regards,
From India, Hyderabad
But, which one do you think better & beneficial for both the employer and employee?
e.g In Jan Mr. XYZ wanna go off duty for three days. He has 40 leaves (6 CL+ 6 SL+ 28 EL) in a year and accordingly he has to use these leaves.
In case company policy considers holiday in between leaves is also leave, then Mr. XYZ may not want to lose a holiday but may chose working days for leave.
In case, holiday in between leave is not considered as leave, then he may prefer to use holiday for off duty and may available in working days. In this case, in my opinion, it is beneficial for the employer also.
Opinion of other members in this issue may pl. be shared.
Regards,
From India, Hyderabad
Hi Shikha,
I am HR in an IT company, as per our policy we do consider it as repective leave
We do not work on Saturdays, but if an employee remains absent on Friday followed by Monday then total leave count goes upto 4 days.
As mentioned earlier also it depends from company to company and framing of policies...
Regards,
MS Nair :)
From India, Pune
I am HR in an IT company, as per our policy we do consider it as repective leave
We do not work on Saturdays, but if an employee remains absent on Friday followed by Monday then total leave count goes upto 4 days.
As mentioned earlier also it depends from company to company and framing of policies...
Regards,
MS Nair :)
From India, Pune
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