Hi,
can any one advice on the leave procedure.
one of my employee applied leave from friday to monday. he did not turn up on monday. he came to the office on tuesday. My management tells me to give him loss of pay for four days. i.e from friday to monday.
but my employee says sunday is a general holiday. how can that be treated as a loss of pay. He should be given only 3 days as loss of pay.
pls advise.
Naveen
From India, Hyderabad
can any one advice on the leave procedure.
one of my employee applied leave from friday to monday. he did not turn up on monday. he came to the office on tuesday. My management tells me to give him loss of pay for four days. i.e from friday to monday.
but my employee says sunday is a general holiday. how can that be treated as a loss of pay. He should be given only 3 days as loss of pay.
pls advise.
Naveen
From India, Hyderabad
Dear Naveen,
Please frame your query more precisely:
Anyway, the current system is as follows:
1) If an employee applies for leave from Friday to Monday then holiday/Off day inside the leave period is to be included.
2) If an employee applies for leave from Friday to Monday and the same is sanctioned by the Management and he comes on Tuesday then it would be wrong on the part of Management to mark the whole period as absence (You cannot sanction a leave and change your decison after employee avails it).
3) If an employee goes on leave from Friday to Monday without any sanction and reports for duty on Tuesday, then he must be marked absent for all 4(Four) Days.
Regards,
SC
From India, Thane
45Please frame your query more precisely:
Anyway, the current system is as follows:
1) If an employee applies for leave from Friday to Monday then holiday/Off day inside the leave period is to be included.
2) If an employee applies for leave from Friday to Monday and the same is sanctioned by the Management and he comes on Tuesday then it would be wrong on the part of Management to mark the whole period as absence (You cannot sanction a leave and change your decison after employee avails it).
3) If an employee goes on leave from Friday to Monday without any sanction and reports for duty on Tuesday, then he must be marked absent for all 4(Four) Days.
Regards,
SC
From India, Thane
Hi Naveen,
Generally, as per the leave rules in most of the companies, one has to work on either day i.e., before or after the holiday and if he has taken leave for both days as suffix or prefix, the inbetween holiday also has to be considered as leave. If you apply leave from Saturday to Monday, though it is a holiday/weekly off on Sunday, you are bound to count Sunday also as leave and one has to apply leave for all the three days.
Even while applying Earned Leave or Privilege Leave, it depends on the Leave Rules prevalent in the company. Normally, if Sundays and holidays/weekly offs are falling in between the leave, those days also will be counted as leave and in some companies the weekly offs and holidays will be excluded. It depends on how the leave rules are framed and implemented. It varies from company to company and these are very flexible and can be framed keeping in view the exigencies faced by the organizations.
Regards,
PRADEEP
From India, Hyderabad
Generally, as per the leave rules in most of the companies, one has to work on either day i.e., before or after the holiday and if he has taken leave for both days as suffix or prefix, the inbetween holiday also has to be considered as leave. If you apply leave from Saturday to Monday, though it is a holiday/weekly off on Sunday, you are bound to count Sunday also as leave and one has to apply leave for all the three days.
Even while applying Earned Leave or Privilege Leave, it depends on the Leave Rules prevalent in the company. Normally, if Sundays and holidays/weekly offs are falling in between the leave, those days also will be counted as leave and in some companies the weekly offs and holidays will be excluded. It depends on how the leave rules are framed and implemented. It varies from company to company and these are very flexible and can be framed keeping in view the exigencies faced by the organizations.
Regards,
PRADEEP
From India, Hyderabad
Hi Naveen,
From what I understand you want advise on how to explain to your DR why Sunday was also considered for a leave without pay.
The way it works is this, the no. of working days accounted for by the company is 30/31 days of a month. Hence they calculate employee cost to company (pay) for every day including weekly offs.
If an employee takes an off from Friday to Tuesday and Tuesday being the unscheduled leave, his entire leave including his official weekly off is considered for LWP (leave without pay). However, if had informed you 24 hrs. in advance to his unschedule leave (Tuesday), say Monday, he could get off the hook. That's only of course if his supervisor has the necessary proof.
I hope this helps in explaining to your DR why the leave policy works that way! I know it seems unfair... but it would be helpful to educate people on your company's leave policy so that they don't get " hit by the same bus"!
Take care :wink:
From India, Pune
From what I understand you want advise on how to explain to your DR why Sunday was also considered for a leave without pay.
The way it works is this, the no. of working days accounted for by the company is 30/31 days of a month. Hence they calculate employee cost to company (pay) for every day including weekly offs.
If an employee takes an off from Friday to Tuesday and Tuesday being the unscheduled leave, his entire leave including his official weekly off is considered for LWP (leave without pay). However, if had informed you 24 hrs. in advance to his unschedule leave (Tuesday), say Monday, he could get off the hook. That's only of course if his supervisor has the necessary proof.
I hope this helps in explaining to your DR why the leave policy works that way! I know it seems unfair... but it would be helpful to educate people on your company's leave policy so that they don't get " hit by the same bus"!
Take care :wink:
From India, Pune
The facts are clear. Management agreed to the leave (with pay?); employee failed to report for work on Monday as promised. Conclusion, no pay for Monday and verbal reprimand to remind employee of his responsibilities.
Having said that, what has the company done in similar circumstances in the past? In all fairness, the employer is obligated to provide the same response where all circumstances (employe's record, length of service, impact on morale and efficiency, etc.) are the same.
PALADIN
From United States,
Having said that, what has the company done in similar circumstances in the past? In all fairness, the employer is obligated to provide the same response where all circumstances (employe's record, length of service, impact on morale and efficiency, etc.) are the same.
PALADIN
From United States,
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