Dear,
Can anyone tell me if an employee is on leave for a long time, then should Sundays or other holidays also be counted as part of the leave from the office? In other words, should only absence from working days be considered as leave, or should Sundays and other holidays falling within the leave period be treated as leave without pay?
Regards,
Shalini
From India, Mumbai
Acknowledge(0)
Amend(0)
Can anyone tell me if an employee is on leave for a long time, then should Sundays or other holidays also be counted as part of the leave from the office? In other words, should only absence from working days be considered as leave, or should Sundays and other holidays falling within the leave period be treated as leave without pay?
Regards,
Shalini
From India, Mumbai
Acknowledge(0)Amend(0)
Hey Shalini,
If an employee goes on leave and during the period of his/her leave, if there is any weekly off or paid holiday that falls in between, then those weekly offs or paid holidays will be counted as part of the leave.
If a shop floor employee, i.e., a machine operator, takes leave and encounters a weekly off or a paid holiday during this time, those days will not be considered as part of his leave because he is paid on a daily wage basis and does not receive payment for weekly offs or paid holidays.
On the other hand, if a management employee, i.e., an employee from a management cadre, goes on leave and experiences a weekly off or a paid holiday during this period, those days will be counted as part of his leave since he is paid monthly and is compensated for weekly offs and paid holidays.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
409If an employee goes on leave and during the period of his/her leave, if there is any weekly off or paid holiday that falls in between, then those weekly offs or paid holidays will be counted as part of the leave.
If a shop floor employee, i.e., a machine operator, takes leave and encounters a weekly off or a paid holiday during this time, those days will not be considered as part of his leave because he is paid on a daily wage basis and does not receive payment for weekly offs or paid holidays.
On the other hand, if a management employee, i.e., an employee from a management cadre, goes on leave and experiences a weekly off or a paid holiday during this period, those days will be counted as part of his leave since he is paid monthly and is compensated for weekly offs and paid holidays.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Shalini,
If any employee is on leave for a long time, then his w-off and paid holiday are considered as leave. If any employee is absent before and after a holiday, then his w-off and paid holiday are also considered as absent.
In my company, if any employee goes on leave, then we consider his w-off as a w-off, not as leave. This also depends on company policy, but generally, it is considered as leave.
Let me know if you have any queries.
Regards,
Hemant Modi Sr. Officer - Human Resources 9898734174 hmodi09@gmail.com
From India, Ahmadabad
Acknowledge(0)Amend(0)
If any employee is on leave for a long time, then his w-off and paid holiday are considered as leave. If any employee is absent before and after a holiday, then his w-off and paid holiday are also considered as absent.
In my company, if any employee goes on leave, then we consider his w-off as a w-off, not as leave. This also depends on company policy, but generally, it is considered as leave.
Let me know if you have any queries.
Regards,
Hemant Modi Sr. Officer - Human Resources 9898734174 hmodi09@gmail.com
From India, Ahmadabad
Acknowledge(0)Amend(0)
Dear Shalini,
The counting of leave in the middle of a leave period generally depends on the leave policies of the company. Your query is not very clear; however, if it is regarding sick leave, all days from day one until the last day are counted as sick leave and remain paid or unpaid based on the leave balance available to the employee.
Earned Leave (EL) / Privilege Leave (PL) or Casual leave is based on the management's discretion.
For operators, as explained by Ankit.
Suresh
From India, Pune
Acknowledge(0)Amend(0)
The counting of leave in the middle of a leave period generally depends on the leave policies of the company. Your query is not very clear; however, if it is regarding sick leave, all days from day one until the last day are counted as sick leave and remain paid or unpaid based on the leave balance available to the employee.
Earned Leave (EL) / Privilege Leave (PL) or Casual leave is based on the management's discretion.
For operators, as explained by Ankit.
Suresh
From India, Pune
Acknowledge(0)Amend(0)
Thanks Guys.. My only concern was to know that my two days leave prior to Holi for home visit will be treated as leave from office even on Holi Leave (Saturday and Sunday)...
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
You need to first tell us when you joined.
If you have resumed your work on Monday, then you can apply for leave only for Thursday and Friday. But if you have resumed your work after Monday (i.e., on Tuesday or Wednesday), then even your holidays (Saturday & Sunday) will be counted as part of your leave.
From India, Mumbai
Acknowledge(0)Amend(0)
If you have resumed your work on Monday, then you can apply for leave only for Thursday and Friday. But if you have resumed your work after Monday (i.e., on Tuesday or Wednesday), then even your holidays (Saturday & Sunday) will be counted as part of your leave.
From India, Mumbai
Acknowledge(0)Amend(0)
As per factory act , intervening leave not to be consider as leave if leave with pay, however company can make a policy for leave when giving leave more than prescribe limit.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
According to my knowledge, leave rules are prepared by companies based on statutory provisions (Factories Act/Standing Orders/Shops and Establishment Acts). In EL (Earned Leave), intervening holidays/off days will not be treated as leave, whereas in the case of PL (Privilege Leave), intervening holidays/off days are considered as leave. Public sector companies, banks, MNCs, and some other organizations provide 21 to 30 days of PL.
For CL (Casual Leave), intervening holidays/off days will not be counted as leave. In the case of SL (Sick Leave), intervening holidays/off days are considered as leave since one cannot be sick only on a Saturday and then miraculously recover by Monday.
However, this could be subject to the discretion of the management.
From India, Kochi
Acknowledge(0)Amend(0)
For CL (Casual Leave), intervening holidays/off days will not be counted as leave. In the case of SL (Sick Leave), intervening holidays/off days are considered as leave since one cannot be sick only on a Saturday and then miraculously recover by Monday.
However, this could be subject to the discretion of the management.
From India, Kochi
Acknowledge(0)Amend(0)
Ms. Shalini,
Leave is of three types, in general: Casual, Medical/Sick, and Earned. CL and SL are granted as per the organization's policy. Normally, an intervening holiday or Sunday comes in between CL, which will not be taken into consideration. The standing orders will have clauses about this.
In the case of SL or medical leave, the intervening holiday or Sunday is taken into consideration. Normally, the standing orders or disciplinary rules of the company will address this. When we were working, we made it a point that any holiday or Sunday preceding or following a weekly off or holiday would also be considered leave. For example, if an employee applies for leave on Thursday and Friday, then the preceding Saturday and Sunday will also be considered as leave. This principle was common in manufacturing companies to discourage employees from being absent on all working days. However, with the influx of software companies and MNCs, this practice has changed, and the above principle is conveniently forgotten.
EL is granted according to the Factories Act. Therefore, if any holiday (declared under national and festival holidays) or Sunday falls on leave days, it shall not be taken into consideration, as per the law. However, this practice has also seen some changes.
I hope I have made myself clear about this.
Dr. Nagaraj
Email: nagaraj1946@gmail.com
From India, Bangalore
Acknowledge(0)Amend(0)
Leave is of three types, in general: Casual, Medical/Sick, and Earned. CL and SL are granted as per the organization's policy. Normally, an intervening holiday or Sunday comes in between CL, which will not be taken into consideration. The standing orders will have clauses about this.
In the case of SL or medical leave, the intervening holiday or Sunday is taken into consideration. Normally, the standing orders or disciplinary rules of the company will address this. When we were working, we made it a point that any holiday or Sunday preceding or following a weekly off or holiday would also be considered leave. For example, if an employee applies for leave on Thursday and Friday, then the preceding Saturday and Sunday will also be considered as leave. This principle was common in manufacturing companies to discourage employees from being absent on all working days. However, with the influx of software companies and MNCs, this practice has changed, and the above principle is conveniently forgotten.
EL is granted according to the Factories Act. Therefore, if any holiday (declared under national and festival holidays) or Sunday falls on leave days, it shall not be taken into consideration, as per the law. However, this practice has also seen some changes.
I hope I have made myself clear about this.
Dr. Nagaraj
Email: nagaraj1946@gmail.com
From India, Bangalore
Acknowledge(0)Amend(0)
Dear All,
The above discussions may be summed up as follows (except for daily wage earner shop floor employees as beautifully explained by Shri Ankit Chaturvedi Ji, Board Moderator):
Leave begins as leave and ends as leave. No holidays or weekly offs are to be allowed in between leave. However, holidays and weekly offs can be prefixed and/or suffixed to the leave. This rule does not apply to casual leave. Casual leave may have intervening holidays/weekly offs. However, casual leave cannot be clubbed with privilege leave, earned leave, leave without pay, sick leave, or maternity leave, etc.
From India, Pune
Acknowledge(0)Amend(0)
The above discussions may be summed up as follows (except for daily wage earner shop floor employees as beautifully explained by Shri Ankit Chaturvedi Ji, Board Moderator):
Leave begins as leave and ends as leave. No holidays or weekly offs are to be allowed in between leave. However, holidays and weekly offs can be prefixed and/or suffixed to the leave. This rule does not apply to casual leave. Casual leave may have intervening holidays/weekly offs. However, casual leave cannot be clubbed with privilege leave, earned leave, leave without pay, sick leave, or maternity leave, etc.
From India, Pune
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.