Hello Everyone,
I am sorry to start this post again but I have checked earlier posts and didn't not get any clear reply on that. There is some serious issue I am facing with my management. Now My point is in my small co. we have 1.5 fixed leaves. not other leave employee can entertain. Now point is earlier a notice has to be sent to every branch that NO Prefix and suffix are allowed and we all know clubbing rule. So, clubbing rule was cleared and everybody know that salary will be deducted. But on Prefix and suffix it was mentioned that it is not allowed but if employee get permission from Branch authorized person then permissible.
From last two months sales team started this with every sunday somebody is prefixing or suffixing sat. or monday. which can be not possible because work directly suffer. Co. deals in service and a brand promotion company. So activities part are there on saturday mostly which suffered.
Now management is asking me about the earlier notice which was issued by me with the mutual discussion with mgmt. that if branch head or reporting manager is allowing then one can enjoy this kind of leave. but it was not mentioned that salary will deduct for one day or for both days.
My question is that Is there any clear rule of prefix and suffix or it depend on company policy and decided by management. what steps one can take to stop this. because directly pay cut without any notice will demotivate employees specially sales team. Also I want to send another notice on this rule so that it should be clear to everybody that they can not set a benchmark on that. So, please tell me the clear policy of this term and also tell me what should i write in notice so that no one can point a finger or not do it on regular basis.
From India, Gurgaon
40I am sorry to start this post again but I have checked earlier posts and didn't not get any clear reply on that. There is some serious issue I am facing with my management. Now My point is in my small co. we have 1.5 fixed leaves. not other leave employee can entertain. Now point is earlier a notice has to be sent to every branch that NO Prefix and suffix are allowed and we all know clubbing rule. So, clubbing rule was cleared and everybody know that salary will be deducted. But on Prefix and suffix it was mentioned that it is not allowed but if employee get permission from Branch authorized person then permissible.
From last two months sales team started this with every sunday somebody is prefixing or suffixing sat. or monday. which can be not possible because work directly suffer. Co. deals in service and a brand promotion company. So activities part are there on saturday mostly which suffered.
Now management is asking me about the earlier notice which was issued by me with the mutual discussion with mgmt. that if branch head or reporting manager is allowing then one can enjoy this kind of leave. but it was not mentioned that salary will deduct for one day or for both days.
My question is that Is there any clear rule of prefix and suffix or it depend on company policy and decided by management. what steps one can take to stop this. because directly pay cut without any notice will demotivate employees specially sales team. Also I want to send another notice on this rule so that it should be clear to everybody that they can not set a benchmark on that. So, please tell me the clear policy of this term and also tell me what should i write in notice so that no one can point a finger or not do it on regular basis.
From India, Gurgaon
Notice is necessary for me. so please guide me to write a proper notice and everything should be clear in that to every employee. Need urgently
From India, Gurgaon
From India, Gurgaon
please suggest me regarding this. I need to circulate the notice on this issue as soon possible. as now mgmt. is on my head. So need your guideline to find out the exact policy of suffixing and prefixing.
From India, Gurgaon
From India, Gurgaon
I don't know what u want to hear. In all honesty. my opinion is that this rule of deducting salary for taking a leave on saturday or monday is a cruel rule. I understand when u say that u need employees to work on weekend, epsecially saturday.
But what is they are able to manage leaves among themselves and still able to complete the work?
Has there been any complaints of missed deadlines?
DIscuss with mgmt, repurcussions of such outdated rules.
From India, Mumbai
But what is they are able to manage leaves among themselves and still able to complete the work?
Has there been any complaints of missed deadlines?
DIscuss with mgmt, repurcussions of such outdated rules.
From India, Mumbai
I guess my friend you are not getting the point. might be i didn't cleared it. I am not talking about deduction or anything. my point is about absenteeism. Discipline is a thing which is required in work. If you meet your deadline in only 2 hours that doesn't mean you are allowed to do xyz for your entertainment.
I just simply want to know the term of suffix and prefix and what action can be taken against if HR found it on regular basis by employees. Please share the views which are applicable to solve this issue.
From India, Gurgaon
I just simply want to know the term of suffix and prefix and what action can be taken against if HR found it on regular basis by employees. Please share the views which are applicable to solve this issue.
From India, Gurgaon
The law on sandwich rule is very simple.
If an employee takes leaves on BOTH sides of a holiday, that holiday is counted as leave and he either loses salary or a day from his accumulated leave.
There is no law or justification for deducting leave, salary or imposing any penalty for taken EITHER of the days and not both as leave.
So your managements decision is wrong. If someone is taken saturday off and coming to work on monday, or if someone is taking leave on monday but has worked the previous saturday, you can not deduct leave / salary for sunday. It would be an illegal deduction. The employee is entitled to be paid for his weekly off.
The company can ofcourse have its own rules (within the framework of the law) and can also have its own procedure for availing leave. The HODs can refuse to grant leave on saturday or monday. But you can not deduct salary for sunday even if the person took unauthorised leave on either of the days (prefix or suffix).
From India, Mumbai
If an employee takes leaves on BOTH sides of a holiday, that holiday is counted as leave and he either loses salary or a day from his accumulated leave.
There is no law or justification for deducting leave, salary or imposing any penalty for taken EITHER of the days and not both as leave.
So your managements decision is wrong. If someone is taken saturday off and coming to work on monday, or if someone is taking leave on monday but has worked the previous saturday, you can not deduct leave / salary for sunday. It would be an illegal deduction. The employee is entitled to be paid for his weekly off.
The company can ofcourse have its own rules (within the framework of the law) and can also have its own procedure for availing leave. The HODs can refuse to grant leave on saturday or monday. But you can not deduct salary for sunday even if the person took unauthorised leave on either of the days (prefix or suffix).
From India, Mumbai
Thanks Saswatabanerjee for sharing your knowledge on this issue.
As you mentioned that it is depends on co. own rules. Can company deduct the salary so that employees don't set the benchmark. Like to stop the absenteeism which directly effects the employee performance.
From India, Gurgaon
As you mentioned that it is depends on co. own rules. Can company deduct the salary so that employees don't set the benchmark. Like to stop the absenteeism which directly effects the employee performance.
From India, Gurgaon
no, please read carefully
I said the company can have its own set of rules, within the framework of the law.
Deducting salary for a sunday (weekly off) is illegal unless it is in case where the employee was absent on BOTH the day before and after the weekly off.
the rules you set, for whatever reason, can not over ride the provisions of law.
From India, Mumbai
I said the company can have its own set of rules, within the framework of the law.
Deducting salary for a sunday (weekly off) is illegal unless it is in case where the employee was absent on BOTH the day before and after the weekly off.
the rules you set, for whatever reason, can not over ride the provisions of law.
From India, Mumbai
Mr.Atul Khanna,
Mr.Saswathabanerjee has clarified you clearly. I still elaborate your query. The employee can either prefix or suffix the either weekly holiday or any kind of holiday at his convenient but he is not permitted to do both. If he applying both then intermittent leave will be counted in the holiday and shall be paid subject to availability of leave b This will be in case of Casual leave In case of Earned Leave or Privilege leave either under Factory Act, Shops Est Act or under any statutory act, the intermittent holiday during the leave period is exempted and not to be included in the leave period.. The leave rules should be uniform to all the employees on the pay roll irrespective branch office or head office. Leave rules should be common to all. Now the management discretion how the leave rules are to be implemented.
Adoni Suguresh
Sr.Executive (Pers, Admin & HRD)Rtd
Labour Laws Consultant .
From India, Bidar
Mr.Saswathabanerjee has clarified you clearly. I still elaborate your query. The employee can either prefix or suffix the either weekly holiday or any kind of holiday at his convenient but he is not permitted to do both. If he applying both then intermittent leave will be counted in the holiday and shall be paid subject to availability of leave b This will be in case of Casual leave In case of Earned Leave or Privilege leave either under Factory Act, Shops Est Act or under any statutory act, the intermittent holiday during the leave period is exempted and not to be included in the leave period.. The leave rules should be uniform to all the employees on the pay roll irrespective branch office or head office. Leave rules should be common to all. Now the management discretion how the leave rules are to be implemented.
Adoni Suguresh
Sr.Executive (Pers, Admin & HRD)Rtd
Labour Laws Consultant .
From India, Bidar
Thanks @Adoni Suguresh, for sharing your views, leave policy is very simple, It's 1.5 leave which is fixed for a month and its on pro-rata basis. If I am not wrong it is counted in earned leave policy. Also we had already mentioned in leave rule policy that Suffixing and prefixing is not allowed with any holiday. which is being signed by all employees during joining process.
You both guided me in a very well manner. I am also not in favor of deduction But mgmt. is giving pressure that this had been informed to everyone. I put my side that deduction is not the only step which we have. Now my issue is that I have to send notice to everyone not to repeat this thing again. so for that i just wanted to check out is there any policy in law which i can refer in notice and also please advice me what i should write in notice to make them understand about this issue.
From India, Gurgaon
You both guided me in a very well manner. I am also not in favor of deduction But mgmt. is giving pressure that this had been informed to everyone. I put my side that deduction is not the only step which we have. Now my issue is that I have to send notice to everyone not to repeat this thing again. so for that i just wanted to check out is there any policy in law which i can refer in notice and also please advice me what i should write in notice to make them understand about this issue.
From India, Gurgaon
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