Hello, This should be like this : If organisation provide salary for full day as per (Mon- Fri) than this will be count as full day absent,or else for half day. Thanks
From India, Delhi
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19From India, Delhi
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Hi INDU,
It depends on the leave policy of your organization. In general, half-day working is treated as a full day of work, and any leave taken or absence from duty is counted as a full day of leave, i.e., one day of absence.
Regards
From India, Sirhind
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It depends on the leave policy of your organization. In general, half-day working is treated as a full day of work, and any leave taken or absence from duty is counted as a full day of leave, i.e., one day of absence.
Regards
From India, Sirhind
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As your organization pays full-day salary for half-day work on Saturday, obviously, Adsense for Saturday will be treated as a full day. If your organization pays half-day salary for half-day working on Saturday, then leave on Saturday must be treated as half-day.
From India, Varanasi
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From India, Varanasi
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In my opinion, it should be considered as a full day as the working hours for those two days are limited to half a day. If someone comes for attending duty is considered as a full day presence, then not attending duty should be considered as a full day absence.
However, it depends on the organization, and logic differs. I have worked in such an organization, and rules, though clarified as a full day leave, still, it was a practice of taking half a day leave by all, including top officials.
From India, Barhiya
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However, it depends on the organization, and logic differs. I have worked in such an organization, and rules, though clarified as a full day leave, still, it was a practice of taking half a day leave by all, including top officials.
From India, Barhiya
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Whatever the policy of the organization, the basis for deciding whether a half-day leave should be considered as a full-day leave or a half-day leave is determined by how the day is considered for the payment of salary. Obviously, if full-day salary is paid for that half day, there will be nothing preventing you from marking absent for the full day or taking a full day's leave if someone remains on leave for that half day.
From India, Kannur
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From India, Kannur
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Hello Indu,
All the fraternity members have given the correct answer to your query, but I see total logic in Madhu's post. Let me explain. Your organization is working for half-a-day on the 1st & 3rd Saturday of the month. Now, if there is somebody who is remaining absent on either of these days, then the answer to whether this absence should be considered a full-day/half-day absence depends upon the type of employment this employee has with the organization. What kind of employee is he? Is he paid on an hourly, daily, or monthly basis?
If hourly basis employees remain absent on the 1st & 3rd Saturdays, then obviously they'll lose salary (wages) for half a day (or for the number of hours they were supposed to work on Saturday). For employees on daily wages, you need to check what they get (or what your organization pays) for working on these Saturdays. Accordingly, they stand to lose the salary for being absent on those Saturdays. However, those on a monthly basis (irrespective of whether it's a half-day or full-day working) get paid for the full month. So, any absence on Saturdays should be considered as a "full-day" absence.
Cheers, A.B.
From India, Mumbai
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All the fraternity members have given the correct answer to your query, but I see total logic in Madhu's post. Let me explain. Your organization is working for half-a-day on the 1st & 3rd Saturday of the month. Now, if there is somebody who is remaining absent on either of these days, then the answer to whether this absence should be considered a full-day/half-day absence depends upon the type of employment this employee has with the organization. What kind of employee is he? Is he paid on an hourly, daily, or monthly basis?
If hourly basis employees remain absent on the 1st & 3rd Saturdays, then obviously they'll lose salary (wages) for half a day (or for the number of hours they were supposed to work on Saturday). For employees on daily wages, you need to check what they get (or what your organization pays) for working on these Saturdays. Accordingly, they stand to lose the salary for being absent on those Saturdays. However, those on a monthly basis (irrespective of whether it's a half-day or full-day working) get paid for the full month. So, any absence on Saturdays should be considered as a "full-day" absence.
Cheers, A.B.
From India, Mumbai
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Dear Ms. Indu,
I completely agree with Ms. Madhu and AB. When you are paying full-day salary for these half-day workings, it's completely logical to deduct a full day's leave for not coming for these half days.
Regards,
Kapil Sharma
Sr. Manager HR
From India, Pune
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I completely agree with Ms. Madhu and AB. When you are paying full-day salary for these half-day workings, it's completely logical to deduct a full day's leave for not coming for these half days.
Regards,
Kapil Sharma
Sr. Manager HR
From India, Pune
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My suggestion here is if we get full-day salary for these half-working days, then taking leave without approval is termed as Absent. So, salary should be deducted as for a whole one day but not in the case of approved leave.
From India
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From India
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Yes, the answer is in your question itself. The company allowed all employees a half-day on Saturday. The so-called person availed a half-day on that particular day. So it is obviously a half-day leave only, please.
From India, Nellore
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From India, Nellore
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If he is eligible for authorized leave, ask him to apply later. Unauthorized absence is a bad symptom of an employee's performance. The only exception would be a sudden medical cause. Ask him to apply for a full day, then verify your factory norms. Usually, prefer a conducive approach by making it a half-day leave. This will be greatly appreciated by the employee and can lead to improved performance. It is another HR technique.
From India, Nellore
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From India, Nellore
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