For your question, if an employee takes a whole week off, he/she is not given another week off as it is their regular weekly off. It is understandable if he/she takes leave for the whole month.
Now, regarding your question about the employee repeating the same behavior. As a perspective HR personnel, would you keep such an employee in your organization? Don't you know the methods of handling such employees?
I don't think this is a valid question posted.
From India, Bangalore
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482Now, regarding your question about the employee repeating the same behavior. As a perspective HR personnel, would you keep such an employee in your organization? Don't you know the methods of handling such employees?
I don't think this is a valid question posted.
From India, Bangalore
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• In a week generally one particular day is declared as weekly off.
• In majority of organizations weekly off is one particular day applicable universally which is mostly Sunday and organization remains fully closed on Sundays and even if somebody wants to work on Sunday, it may not be possible.
• In some organizations because of very nature of business different employees / different departments may have different weekly offs. But in this case also weekly offs are pre-decided and each employee is aware of his/her weekly off well in advance.
• It is again well accepted practice that one can start and end leaves with weekly offs and weekly offs will not be counted as leave. But weekly offs intervening the leaves are treated as Leaves.
• To conclude, a weekly off is fixed for a individual, while deciding whether it will be treated as leave or not, the rule explained in earlier point will be applied.Thanks & Regards
From India, Pune
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• In majority of organizations weekly off is one particular day applicable universally which is mostly Sunday and organization remains fully closed on Sundays and even if somebody wants to work on Sunday, it may not be possible.
• In some organizations because of very nature of business different employees / different departments may have different weekly offs. But in this case also weekly offs are pre-decided and each employee is aware of his/her weekly off well in advance.
• It is again well accepted practice that one can start and end leaves with weekly offs and weekly offs will not be counted as leave. But weekly offs intervening the leaves are treated as Leaves.
• To conclude, a weekly off is fixed for a individual, while deciding whether it will be treated as leave or not, the rule explained in earlier point will be applied.Thanks & Regards
From India, Pune
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Hi Dear Folks,
In my opinion, if an employee is absent for one week (Monday to Saturday), let's first gather information from the employee about their absence. Even if they are not responding, give them a final warning letter and issue a termination letter. There is no need to provide weekly off to such employees.
Venkat Kumar Officer - HR 8971641125
From India, Mumbai
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In my opinion, if an employee is absent for one week (Monday to Saturday), let's first gather information from the employee about their absence. Even if they are not responding, give them a final warning letter and issue a termination letter. There is no need to provide weekly off to such employees.
Venkat Kumar Officer - HR 8971641125
From India, Mumbai
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Dear Mr. Bijendra Sharma,
Okay. I agree that if a workman has worked for four days in a week, he should be allowed a weekly day off. I also agree that he should be given a weekly day off even if he has worked for just a single day in a week. However, if he has not worked the whole week, why should he be allowed a weekly day off? In my opinion, a weekly day off is meant for rest to recover from tiredness and to attend to personal tasks throughout the week. I am not sure about the laws on this matter, but if a person hasn't worked a single day in a week, granting them a weekly day off would equate to giving them 52 Sundays off if they haven't worked a single day in a year.
LK Sharma
From India, Jaipur
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Okay. I agree that if a workman has worked for four days in a week, he should be allowed a weekly day off. I also agree that he should be given a weekly day off even if he has worked for just a single day in a week. However, if he has not worked the whole week, why should he be allowed a weekly day off? In my opinion, a weekly day off is meant for rest to recover from tiredness and to attend to personal tasks throughout the week. I am not sure about the laws on this matter, but if a person hasn't worked a single day in a week, granting them a weekly day off would equate to giving them 52 Sundays off if they haven't worked a single day in a year.
LK Sharma
From India, Jaipur
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Dear Mr. Bijendra Sharma,
I agree that if a workman has worked for four days in a week, he should be allowed a weekly off. I also agree that he should be allowed a weekly off even if he has only worked for a single day in a week. However, if he has not worked the whole week, why should he be allowed a weekly off? In my opinion, a weekly off is meant for rest to recover from tiredness and to attend to week-long personal tasks. I do not know what the law says, but if a person has not worked a single day in a week, giving them a weekly off is equivalent to giving them 52 Sundays off if they have not worked a single day in a year.
Lk Sharma
From India, Jaipur
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I agree that if a workman has worked for four days in a week, he should be allowed a weekly off. I also agree that he should be allowed a weekly off even if he has only worked for a single day in a week. However, if he has not worked the whole week, why should he be allowed a weekly off? In my opinion, a weekly off is meant for rest to recover from tiredness and to attend to week-long personal tasks. I do not know what the law says, but if a person has not worked a single day in a week, giving them a weekly off is equivalent to giving them 52 Sundays off if they have not worked a single day in a year.
Lk Sharma
From India, Jaipur
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Dear L K Sharma,
Till now, you have not clarified to the members under which act you are to provide a weekly off day.
With Regards,
R.N.Khola
From India, Delhi
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Till now, you have not clarified to the members under which act you are to provide a weekly off day.
With Regards,
R.N.Khola
From India, Delhi
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Dear Lovelesh,
I'm not getting your query clearly, but I'll try to understand you. Suppose a workman was present from 1st March to 3rd March (Monday to Wednesday). After that, he was not available for duty until 31st March. Now, how can you give him a weekly off continuously? You should not allow him any weekly off in the month of March because he was not present during that period. I have over 400 employees in my organization, and we follow this rule.
Thank you.
From India, Delhi
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I'm not getting your query clearly, but I'll try to understand you. Suppose a workman was present from 1st March to 3rd March (Monday to Wednesday). After that, he was not available for duty until 31st March. Now, how can you give him a weekly off continuously? You should not allow him any weekly off in the month of March because he was not present during that period. I have over 400 employees in my organization, and we follow this rule.
Thank you.
From India, Delhi
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Dear LK Sharma,
I hope that you are in a position to clarify the applicability of the Act. Therefore, considering that your establishment is covered under the Minimum Wages Act, 1948, you are not required to grant a weekly off day with pay if the employee is absent even for a single day during the week. Please refer to your State Minimum Wages Rules on the subject. If the Central Minimum Wages Rules are applicable, then refer to Rule 23 for this query. You will find the answer.
With Regards,
R.N. Khola
Quote from Lovlesh Sharma:
Dear Khosla Ji,
Ours is a private limited company in Delhi with a staff strength of 8. I hope you can clarify now.
Thanks and regards,
Lovlesh Sharma
From India, Delhi
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I hope that you are in a position to clarify the applicability of the Act. Therefore, considering that your establishment is covered under the Minimum Wages Act, 1948, you are not required to grant a weekly off day with pay if the employee is absent even for a single day during the week. Please refer to your State Minimum Wages Rules on the subject. If the Central Minimum Wages Rules are applicable, then refer to Rule 23 for this query. You will find the answer.
With Regards,
R.N. Khola
Quote from Lovlesh Sharma:
Dear Khosla Ji,
Ours is a private limited company in Delhi with a staff strength of 8. I hope you can clarify now.
Thanks and regards,
Lovlesh Sharma
From India, Delhi
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Dear Mr. L K Sharma,
Please consider the following points to decide on your query:
- Assume Sunday is the Weekly Off, and the worker has not worked from Monday to Saturday. If your organization remains 100% closed on weekly offs, then even if the worker offers to work on Sunday, he will not be in a position to work. You will have to decide whether Sunday is to be treated as Paid Weekly Off, Paid Leave, or Absent.
- If your workers are employed on a Daily Rated Wages Basis, then your problem is easily solvable. You are paying wages only for the working days and not for weekly offs.
- If your workers are employed on a Monthly Wages Basis, then you are treating Weekly Offs as Paid Weekly Offs. For paid Leaves and Absence, I suggest following the commonly practiced rule: Weekly Off at the beginning and/or at the end of the Leave/Absence will be treated as Paid Weekly Off, but any Weekly Off intervening Leave/Absence will be considered as Leave/Absence.
- By applying the above rule, you will not have to treat 52 Sundays as Paid Weekly Offs if a worker has not worked for a single day in a year, as all 52 Sundays will intervene Leave/Absence.
Thanks & Regards
---
From India, Pune
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Please consider the following points to decide on your query:
- Assume Sunday is the Weekly Off, and the worker has not worked from Monday to Saturday. If your organization remains 100% closed on weekly offs, then even if the worker offers to work on Sunday, he will not be in a position to work. You will have to decide whether Sunday is to be treated as Paid Weekly Off, Paid Leave, or Absent.
- If your workers are employed on a Daily Rated Wages Basis, then your problem is easily solvable. You are paying wages only for the working days and not for weekly offs.
- If your workers are employed on a Monthly Wages Basis, then you are treating Weekly Offs as Paid Weekly Offs. For paid Leaves and Absence, I suggest following the commonly practiced rule: Weekly Off at the beginning and/or at the end of the Leave/Absence will be treated as Paid Weekly Off, but any Weekly Off intervening Leave/Absence will be considered as Leave/Absence.
- By applying the above rule, you will not have to treat 52 Sundays as Paid Weekly Offs if a worker has not worked for a single day in a year, as all 52 Sundays will intervene Leave/Absence.
Thanks & Regards
---
From India, Pune
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