Yes, you can. I have done the same in my organization. I did face a similar kind of problem, and despite several warnings, the issue persisted. So, I implemented the 2nd and 3rd rules. My management agreed to add this as part of our policy and asked me to avoid verbal communication. Instead, I sent an official email copied to the CEO, COO, VP, and directors. If any employee showed dissatisfaction, I immediately stated that the policy had already been approved, and it's a management decision. However, we cannot frame a different policy for every employee, and all this is done to increase productivity.
From India, Madras
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86From India, Madras
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You can implement this in the leave policy under the Work Hour and General Rules clause:
WORK HOURS: Weekdays 9:00 AM to 6:00 PM (In case of work pressure and customer demand, this may have to be extended.)
We are closed on the second Saturday and fourth Saturday of each month, and the rest of the Saturdays, we work between 9:00 AM to 1:00 PM. In case of work pressure and customer demand, working on weekends may be essential, and your cooperation is expected during that period.
All employees are expected to be present at the workplace on or before 9:00 AM.
General Rules:
1. Any leave other than Sick Leave during the probationary period/Training period will be counted as Loss of Pay (LOP).
2. An employee on probation will be eligible for this policy after completion of their probation period, and leave is calculated based on the date of joining of the employee. Leaves will be taken on a pro-rata basis for all employees joining during the course of a year.
3. At the beginning of the year, confirmed employees will be eligible for full Casual Leave (CL), Sick Leave (SL), and Earned Leave (EL). Earned EL can be availed in the subsequent month of that particular year.
4. All the holidays and weekly offs between the start date and end date of CL will be treated as leave for employees if it is an unplanned leave (without notice before 10 working days).
5. All the holidays and weekly offs between the start date and end date of SL and EL will not be treated as leave for employees (for EL, prior notice of 10 working days is necessary).
6. Clubbing of leave with EL and CL or CL and SL or SL and EL is not permitted.
7. Any employee availing continuous 5 working days in a week should give prior notice of at least 10 working days before the employee intends their leave to commence, and it must be approved before the employee takes leave, or else all leaves right from the last week Saturday to the current week Sunday will be deducted from their leave account.
If it's a sick leave, the employee should submit a medical certificate along with the prescription from the doctor, or else, all leaves starting from the last week Saturday to the current week Sunday will be deducted from their leave balance.
- Babu
From India, Madras
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WORK HOURS: Weekdays 9:00 AM to 6:00 PM (In case of work pressure and customer demand, this may have to be extended.)
We are closed on the second Saturday and fourth Saturday of each month, and the rest of the Saturdays, we work between 9:00 AM to 1:00 PM. In case of work pressure and customer demand, working on weekends may be essential, and your cooperation is expected during that period.
All employees are expected to be present at the workplace on or before 9:00 AM.
General Rules:
1. Any leave other than Sick Leave during the probationary period/Training period will be counted as Loss of Pay (LOP).
2. An employee on probation will be eligible for this policy after completion of their probation period, and leave is calculated based on the date of joining of the employee. Leaves will be taken on a pro-rata basis for all employees joining during the course of a year.
3. At the beginning of the year, confirmed employees will be eligible for full Casual Leave (CL), Sick Leave (SL), and Earned Leave (EL). Earned EL can be availed in the subsequent month of that particular year.
4. All the holidays and weekly offs between the start date and end date of CL will be treated as leave for employees if it is an unplanned leave (without notice before 10 working days).
5. All the holidays and weekly offs between the start date and end date of SL and EL will not be treated as leave for employees (for EL, prior notice of 10 working days is necessary).
6. Clubbing of leave with EL and CL or CL and SL or SL and EL is not permitted.
7. Any employee availing continuous 5 working days in a week should give prior notice of at least 10 working days before the employee intends their leave to commence, and it must be approved before the employee takes leave, or else all leaves right from the last week Saturday to the current week Sunday will be deducted from their leave account.
If it's a sick leave, the employee should submit a medical certificate along with the prescription from the doctor, or else, all leaves starting from the last week Saturday to the current week Sunday will be deducted from their leave balance.
- Babu
From India, Madras
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Thank you very much, Mr. Babu.
Unfortunately, I am unable to take alternate Saturdays off as it was a rule we had in place previously. However, in order to align with current trends, we have extended working hours and designated Saturday and Sunday as the weekend.
Do you have any other suggestions I could consider?
Khyati Pandya
HR
Ahmedabad
pandya.khyati@gmail.com
From India, Ahmadabad
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Unfortunately, I am unable to take alternate Saturdays off as it was a rule we had in place previously. However, in order to align with current trends, we have extended working hours and designated Saturday and Sunday as the weekend.
Do you have any other suggestions I could consider?
Khyati Pandya
HR
Ahmedabad
pandya.khyati@gmail.com
From India, Ahmadabad
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Could you please clarify what sort of alternatives you are looking for so that I can share my ideas on it.
As far as I am concerned, I believe the following rule is the best and will certainly work out.
Any employee availing continuous five working days in a week should give prior notice of at least ten working days before the intended leave commencement. It must be approved before the employee takes leave, or else all leaves from the previous week Saturday to the current week Sunday will be deducted from their leave account. If it's sick leave, the employee should submit a medical certificate along with the doctor's prescription. Otherwise, all leaves from the last week Saturday to the current week Sunday will be deducted from their leave balance.
- Babu
From India, Madras
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As far as I am concerned, I believe the following rule is the best and will certainly work out.
Any employee availing continuous five working days in a week should give prior notice of at least ten working days before the intended leave commencement. It must be approved before the employee takes leave, or else all leaves from the previous week Saturday to the current week Sunday will be deducted from their leave account. If it's sick leave, the employee should submit a medical certificate along with the doctor's prescription. Otherwise, all leaves from the last week Saturday to the current week Sunday will be deducted from their leave balance.
- Babu
From India, Madras
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Mr. Babu,
We do not want to define the type of leave. We are facing this situation! Prior permission before taking leaves is already a policy in our organization.
My company wants to implement a rule that anyone who takes a full week's leave, their weekend days will also be considered as leaves and not as holidays! So I would like to know if there is any rule like that in any other IT company. Or, if we really want to go with the rule, what will be the consequences?
Khyati Pandya HR Ahmedabad
From India, Ahmadabad
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We do not want to define the type of leave. We are facing this situation! Prior permission before taking leaves is already a policy in our organization.
My company wants to implement a rule that anyone who takes a full week's leave, their weekend days will also be considered as leaves and not as holidays! So I would like to know if there is any rule like that in any other IT company. Or, if we really want to go with the rule, what will be the consequences?
Khyati Pandya HR Ahmedabad
From India, Ahmadabad
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Yes, Khyati, you can consider one or both as leave, but you have to put it in your policy.
According to the Factory Act, a worker is required to have complete rest for 24 hours after working 48 hours (6 days). This means that only one day of weekly off (after working for 6 days) is the liability of the employer. In excess of this, the employer can offer more weekly offs, but that is one kind of welfare benefit that is not a right of an employee.
From India, New Delhi
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According to the Factory Act, a worker is required to have complete rest for 24 hours after working 48 hours (6 days). This means that only one day of weekly off (after working for 6 days) is the liability of the employer. In excess of this, the employer can offer more weekly offs, but that is one kind of welfare benefit that is not a right of an employee.
From India, New Delhi
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Dear Samyak1,
What is wrong if the employees avail the benefit of the weekly offs on Saturday and Sunday?
Do you want them to work on Saturdays and Sundays?
It is nothing but the typical mentality of not letting employees "enjoy" their leaves. You are so persistent with your query/demand to find a "solution." I do not know if you are yourself applying your mind or bowing to management pressure.
Don't you think that allowing employees unhindered leave on Saturdays and Sundays (which in any case are weekly-off days); you are ensuring better "Quality of Work Life" and that the employees spend some time for self-renewal with their families and thus work on the weekdays with enhanced motivation and productivity?
If you are not able to find a 'legal' "solution"; perhaps a better idea would be to suggest to your management that they chain the employees at their workplace on Friday evening after the close of office hours and release them on Monday morning - it might appeal to the 'middle-ages' mentality of your business owners and satisfy their egos.
Warm regards.
P.S.: Please do not take the suggestion seriously - it is made in a lighter vein.
From India, Delhi
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What is wrong if the employees avail the benefit of the weekly offs on Saturday and Sunday?
Do you want them to work on Saturdays and Sundays?
It is nothing but the typical mentality of not letting employees "enjoy" their leaves. You are so persistent with your query/demand to find a "solution." I do not know if you are yourself applying your mind or bowing to management pressure.
Don't you think that allowing employees unhindered leave on Saturdays and Sundays (which in any case are weekly-off days); you are ensuring better "Quality of Work Life" and that the employees spend some time for self-renewal with their families and thus work on the weekdays with enhanced motivation and productivity?
If you are not able to find a 'legal' "solution"; perhaps a better idea would be to suggest to your management that they chain the employees at their workplace on Friday evening after the close of office hours and release them on Monday morning - it might appeal to the 'middle-ages' mentality of your business owners and satisfy their egos.
Warm regards.
P.S.: Please do not take the suggestion seriously - it is made in a lighter vein.
From India, Delhi
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Dear Raj,
I think you still need to go through my company's problem. Being in the IT industry, we have given all the flexibility and liberty that any good CMM level company provides. Judging some issue without knowing what other benefits we give to the employees shows your lack of maturity!! (Don't mind, I am also trying to be witty).
FYI!! We have flexible hours! Work from home facility! Flexibility for all the things which you can not even imagine! If any employee works for more than 45 hours, then we carry forward those hours in terms of leave or monetary benefits!! This is just an example of the benefits which we give!! I hope you will change your perception about my management!!
By the way, if you do not have the "Middle Age" mentality!! Then can you suggest me some "Young Age" mentality solutions???
Warm regards.
P.S.: Please do not take the suggestion seriously - it is made in a lighter vein.
Khyati Pandya
From India, Ahmadabad
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I think you still need to go through my company's problem. Being in the IT industry, we have given all the flexibility and liberty that any good CMM level company provides. Judging some issue without knowing what other benefits we give to the employees shows your lack of maturity!! (Don't mind, I am also trying to be witty).
FYI!! We have flexible hours! Work from home facility! Flexibility for all the things which you can not even imagine! If any employee works for more than 45 hours, then we carry forward those hours in terms of leave or monetary benefits!! This is just an example of the benefits which we give!! I hope you will change your perception about my management!!
By the way, if you do not have the "Middle Age" mentality!! Then can you suggest me some "Young Age" mentality solutions???
Warm regards.
P.S.: Please do not take the suggestion seriously - it is made in a lighter vein.
Khyati Pandya
From India, Ahmadabad
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Hello, I would like to thank everyone for providing me such a valuable guidance. My special thanks is for Mr. Babu, Raj, Kumar, Shreekanth, Manohar and Sumant!!! Khyati Pandya
From India, Ahmadabad
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From India, Ahmadabad
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Dear Khyati,
Thanks for your feedback; it makes me genuinely happy.
It is good to know that yours is a CMM level company and you have several employee-friendly schemes, which provide an improved quality of work life (QWL) to employees, including yourself.
Under the circumstances, and considering your employees are white-collar IT "geeks," I would suggest that you simply make it known (preferably informally) that management does not appreciate employees taking undue advantage of the employee-friendly policies. Employees taking frequent week-long leaves which include the weekends as a prefix and suffix shall not be viewed or rated favorably during their performance appraisals. They would also be given back-seats in case of performance-based bonuses, incentives, or promotions.
At times, making such informal policies known (through the grapevine or otherwise) may work well, as your employees are highly educated and qualified professionals. Also, if you find an employee doing this frequently, you can "counsel" them through a well-drafted "advisory" letter. Hope this helps.
Warm regards.
From India, Delhi
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Thanks for your feedback; it makes me genuinely happy.
It is good to know that yours is a CMM level company and you have several employee-friendly schemes, which provide an improved quality of work life (QWL) to employees, including yourself.
Under the circumstances, and considering your employees are white-collar IT "geeks," I would suggest that you simply make it known (preferably informally) that management does not appreciate employees taking undue advantage of the employee-friendly policies. Employees taking frequent week-long leaves which include the weekends as a prefix and suffix shall not be viewed or rated favorably during their performance appraisals. They would also be given back-seats in case of performance-based bonuses, incentives, or promotions.
At times, making such informal policies known (through the grapevine or otherwise) may work well, as your employees are highly educated and qualified professionals. Also, if you find an employee doing this frequently, you can "counsel" them through a well-drafted "advisory" letter. Hope this helps.
Warm regards.
From India, Delhi
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Rules and Regulations for Employees.doc