"Absenteeism" prefix & suffix before holidays
Please share the solution if an employee has been on leave for 20 days from festival holidays and he also not joined after the festival holidays then in that case is eligible to pay holidays in salary or a deduction can be mend.
Please share
From India, Bagpat
3Please share the solution if an employee has been on leave for 20 days from festival holidays and he also not joined after the festival holidays then in that case is eligible to pay holidays in salary or a deduction can be mend.
Please share
From India, Bagpat
If the employee proceeded on leave with written approval of competent authority in your company, yes, youy can compute salary for festival holiday(s). Else, it will be treated as unauthorised absenteeism.
From India, Aizawl
From India, Aizawl
Hi,
Irrespective of whether approved or unapproved in case of leave before and after festival holiday then festival holiday to be adjusted against his leave balance only and not to consider as Festival holiday.
From India, Madras
Irrespective of whether approved or unapproved in case of leave before and after festival holiday then festival holiday to be adjusted against his leave balance only and not to consider as Festival holiday.
From India, Madras
Once an employee has taken leave whether with and/or without approval, the holidays for any festival/s and even national holidays falling with-in the sanctioned leave period and/or extended period shall be treated as leave and shall not be payable.
From India, Jodhpur
From India, Jodhpur
The National & Festival Holidays Act specified the number of days of such leaves for factory. Hope the query pertains to factory. The only condition in the Act is that the employee shall be on rolls of the company for 30 days preceding the holiday. It did not specify working on pre or subsequent day of holiday. Hence the entitlement is available. However, since it is based on State laws it may differ from state to state. Please check.
From India, Hyderabad
From India, Hyderabad
In a healthy company and good HR there is no such issues.
The HR formally create the rules to follow for every kind employees relations and leave and festive holidays etc. They can even invite suggestions and formulate a standard rules for all.
As per my experience these HR human mood is playing a lot in employees welfare schemes.
It is normal for employees to add few more days to their festival holidays prefix and suffix so that they can be with family and travel to their home state or to village in the same state.
Many a public holidays employees wish to take a together and wish to work on a holiday. But it may be helpful to one but is not helpful to another. He might be expecting the two days weekly off to do some other things. He is getting angry as other employees do this lazy sleeping decision.
HR should think wisely and do not act to create a friction with the employees that hamper the productive value of the Company.
I know even in many companies they don't calculate the middle festive holidays to the approved holidays as the festive holidays are the employees right to avail it.
It should not be eaten away by technical calculation of these holidays come in the middle of their annual leave or their approved holidays.
As far as employee remain absent after the festive holiday or absent a day before the start of the holiday they be asked to explain and their casual leave as that is entitled to them should be accounted. A permission should be granted by the Manager without creating any whimsical ground to neglect it.
HR is not the Boss of the Company. Human Resources means you are providing Human Resources so your dealing with employees should not detrimental to the growth of the company.
Where there is a Management Higher Ups HR should put this to them for their decision and that should be adhered to by the HR.
My friend working In a company as an Accountant had a very bad situations with the GM of the company, who doesn't know anything but just make show off. As it goes too much, the Accountant resigned from the Company.
When the resignation reached the Higher Up Management the Owner fixed a meeting with the Accountant. The owner asked for the reason. He explained his problem and harassment by the GM.
The owner said in that case I will shift you to our group's other company, are you ok with it. There you will work independently. He agreed to owners decision.
The beauty is his new assignment company is very close to his accommodation where he doesn't need to travel long hours etc.
So HR should act as a balanced approach and not to toe the lines of rules to break the employees relations.
I see every kind of employees where in your eyes he is useless but from the Management's point of view he is good.
From Saudi Arabia
The HR formally create the rules to follow for every kind employees relations and leave and festive holidays etc. They can even invite suggestions and formulate a standard rules for all.
As per my experience these HR human mood is playing a lot in employees welfare schemes.
It is normal for employees to add few more days to their festival holidays prefix and suffix so that they can be with family and travel to their home state or to village in the same state.
Many a public holidays employees wish to take a together and wish to work on a holiday. But it may be helpful to one but is not helpful to another. He might be expecting the two days weekly off to do some other things. He is getting angry as other employees do this lazy sleeping decision.
HR should think wisely and do not act to create a friction with the employees that hamper the productive value of the Company.
I know even in many companies they don't calculate the middle festive holidays to the approved holidays as the festive holidays are the employees right to avail it.
It should not be eaten away by technical calculation of these holidays come in the middle of their annual leave or their approved holidays.
As far as employee remain absent after the festive holiday or absent a day before the start of the holiday they be asked to explain and their casual leave as that is entitled to them should be accounted. A permission should be granted by the Manager without creating any whimsical ground to neglect it.
HR is not the Boss of the Company. Human Resources means you are providing Human Resources so your dealing with employees should not detrimental to the growth of the company.
Where there is a Management Higher Ups HR should put this to them for their decision and that should be adhered to by the HR.
My friend working In a company as an Accountant had a very bad situations with the GM of the company, who doesn't know anything but just make show off. As it goes too much, the Accountant resigned from the Company.
When the resignation reached the Higher Up Management the Owner fixed a meeting with the Accountant. The owner asked for the reason. He explained his problem and harassment by the GM.
The owner said in that case I will shift you to our group's other company, are you ok with it. There you will work independently. He agreed to owners decision.
The beauty is his new assignment company is very close to his accommodation where he doesn't need to travel long hours etc.
So HR should act as a balanced approach and not to toe the lines of rules to break the employees relations.
I see every kind of employees where in your eyes he is useless but from the Management's point of view he is good.
From Saudi Arabia
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