Dear All
I am working with a ltd company as Sr. HR- Executive. Today i am facing the new problem.
The problem is that a employee of our company has gone to holiday on 25th May, 2007 Saturday and he had joined on 11th june, 2007 monday and he is not eligible for EL leave because our company policy is a employee will be eligible for the EL after 240 days of joining so i have deducted his 10 days salary that mans 10 days of June month has been without pay. But employee say that 10 June is Sunday it is not including in without pay because he has been join the company on Monday 11th
so please help me any one that 10th june will be with pay or without pay
Regards,
R/P/Dixit
From India, New Delhi
3I am working with a ltd company as Sr. HR- Executive. Today i am facing the new problem.
The problem is that a employee of our company has gone to holiday on 25th May, 2007 Saturday and he had joined on 11th june, 2007 monday and he is not eligible for EL leave because our company policy is a employee will be eligible for the EL after 240 days of joining so i have deducted his 10 days salary that mans 10 days of June month has been without pay. But employee say that 10 June is Sunday it is not including in without pay because he has been join the company on Monday 11th
so please help me any one that 10th june will be with pay or without pay
Regards,
R/P/Dixit
From India, New Delhi
Dear Dixit,
Pl go and check whether your policies say anything about this or not.
If not, then you should not deduct the salary for the weekly off. It may be perceived very harsh a step to deduct salary for the particular W/Off, and may demotivate the employee.
See, if he is an old employee, he would think, what the hell, I have contributed so much for the company, and how are they treating me.
On the other hand, if he is a new employe, then he would feel, that the management, especially the HR team, is not employee friendly.
Also check with your seniors for such an instance in the past, and how was it handled.
Regards
Harsh
From India, Delhi
Pl go and check whether your policies say anything about this or not.
If not, then you should not deduct the salary for the weekly off. It may be perceived very harsh a step to deduct salary for the particular W/Off, and may demotivate the employee.
See, if he is an old employee, he would think, what the hell, I have contributed so much for the company, and how are they treating me.
On the other hand, if he is a new employe, then he would feel, that the management, especially the HR team, is not employee friendly.
Also check with your seniors for such an instance in the past, and how was it handled.
Regards
Harsh
From India, Delhi
Hi Dixit,
In addition to everone, I would like to add as what the employee had mentioned in his leave application, if he had applied till 9th june, he'll get sunday as weekly off or if mentioned 10th june as last leave day, then he will not get that as leave.
Rest depends what do your leave policy mentions about such situations.
Regards,
Sashmita
From India, Delhi
In addition to everone, I would like to add as what the employee had mentioned in his leave application, if he had applied till 9th june, he'll get sunday as weekly off or if mentioned 10th june as last leave day, then he will not get that as leave.
Rest depends what do your leave policy mentions about such situations.
Regards,
Sashmita
From India, Delhi
Hi Dixit!
I feel it depends on which day person takes his weekly off, if it is Sunday, then u have to pay his salary for 10th June, if it is other than Sunday it will be included in total no of leaves and u can deduct his salry.
Anindita
I feel it depends on which day person takes his weekly off, if it is Sunday, then u have to pay his salary for 10th June, if it is other than Sunday it will be included in total no of leaves and u can deduct his salry.
Anindita
Hi,
In my opinion, you should atfirst check your company policy.
Next, check up whether any precedence is available for such instance.
Third, if no such situation arose or if there is no such specific laid down policy available, discuss the matter with HR Manager responsible and decide.
From Taiwan, Keelung
In my opinion, you should atfirst check your company policy.
Next, check up whether any precedence is available for such instance.
Third, if no such situation arose or if there is no such specific laid down policy available, discuss the matter with HR Manager responsible and decide.
From Taiwan, Keelung
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