I have some queries on the following leave applications, which are creating administrative problems/chaos on counting employees personal leaves. Please do share your valuable comments on these issues.
1. If an employee takes 4 days leave (Saturday-Tuesday) after working on Thursday and do not report to duty on Wednesday, rather on Saturday, the employee applied another 2 days succeeding leaves (Wednesday & Thursday), how many days leave will be counted?
My question is, whether the succeeding Friday (Weekend Holiday) will be counted as the part of the leave or not, as the employee availed leave for a continuous period and reported after Weekend?
2. If an Employee applied for 3/4 days leave before Eid Holidays/Government Holiday, does those succeeding Holidays will also be counted with those leaves that the employee applied for?
(For examples, during the last Eid festival, some of our employees taken Casual Leave on 4th-5th, where 6th was Govt. Holiday and 7th was Working Day and 8th-10th was Eid Holidays)
Now my question is that, after getting approval of leave for 4th & 5th, the employee left duty place and report back on 12th afrer Eid Holidays. I this situation how many days leave will be counted?
3. What if an Employee takes only 4 days leaves, and succeedingly 1 Govt Holiday and 1 Weekly Holiday fallen after with those leaves, how many days leave will be counted?
(For Example during last Eid festival many of our Employees taken 3 days Casual Leave from 11th-14th, where as 15th was Govt Holiday and 16th was Friday)
No my question is how many days leave will be counted?
Please do share your experienced opinion and comments.
Thanking you all
From United Arab Emirates, Dubai
191. If an employee takes 4 days leave (Saturday-Tuesday) after working on Thursday and do not report to duty on Wednesday, rather on Saturday, the employee applied another 2 days succeeding leaves (Wednesday & Thursday), how many days leave will be counted?
My question is, whether the succeeding Friday (Weekend Holiday) will be counted as the part of the leave or not, as the employee availed leave for a continuous period and reported after Weekend?
2. If an Employee applied for 3/4 days leave before Eid Holidays/Government Holiday, does those succeeding Holidays will also be counted with those leaves that the employee applied for?
(For examples, during the last Eid festival, some of our employees taken Casual Leave on 4th-5th, where 6th was Govt. Holiday and 7th was Working Day and 8th-10th was Eid Holidays)
Now my question is that, after getting approval of leave for 4th & 5th, the employee left duty place and report back on 12th afrer Eid Holidays. I this situation how many days leave will be counted?
3. What if an Employee takes only 4 days leaves, and succeedingly 1 Govt Holiday and 1 Weekly Holiday fallen after with those leaves, how many days leave will be counted?
(For Example during last Eid festival many of our Employees taken 3 days Casual Leave from 11th-14th, where as 15th was Govt Holiday and 16th was Friday)
No my question is how many days leave will be counted?
Please do share your experienced opinion and comments.
Thanking you all
From United Arab Emirates, Dubai
i do agree with it, becaz until an employee works full week (i.e. 6 days) can't be entitle for Weekend Holiday
further more any Holidays/Weekends whether preceding or succeeding with approved leave should be the part of the leave
What I think as standard practice of Leave Management is
from the last day of Working till to the day of reporting back to the duty
all the days in-between will be counted as Leave.
From United Arab Emirates, Dubai
further more any Holidays/Weekends whether preceding or succeeding with approved leave should be the part of the leave
What I think as standard practice of Leave Management is
from the last day of Working till to the day of reporting back to the duty
all the days in-between will be counted as Leave.
From United Arab Emirates, Dubai
Hello Islam,
Here's my views on your question
1. Considering ur weekoff is Friday, and 1st working day is Saturday; As a general practice, total leave = 4 days (sat-tue) + 2 days(Wed-Thus)= 6days, if resumed office on Saturday. Friday being a weekly off, one cannot work on Friday even if one wish too.. However, If employee does not resume office on Saturday but on Sunday, then total leave = 4 days(sat-tue) + 4days(Wed-Thus-Fri-sat) = 8days.
2. Your example "(For examples, during the last Eid festival, some of our employees taken Casual Leave on 4th-5th, where 6th was Govt. Holiday and 7th was Working Day and 8th-10th was Eid Holidays). Reported to work on 12th.
As general practice in GCC, all working days if not worked, will be deducted and all approved National Holidays will be paid. In your case leave [4-5, 6, 8-10 = 6days] all will be paid. Rest all deducted.
3. Your examples "(For Example during last Eid festival many of our Employees taken 3 days Casual Leave from 11th-14th, where as 15th was Govt Holiday and 16th was Friday)".
As already mentioned earlier, Friday nobody can work, so total leave 11-14, 15 = 5 days only, provided he resumed office on Saturday. If resume on Sunday, his Friday & Saturday will also be counted as leave.
By the way, In India, in all above scenario , all will be part of leave (with or without pay as per case), if employee does not resume office one day prior/after working day
hope I am making sense.
Ukmitra
From Saudi Arabia, Riyadh
Here's my views on your question
1. Considering ur weekoff is Friday, and 1st working day is Saturday; As a general practice, total leave = 4 days (sat-tue) + 2 days(Wed-Thus)= 6days, if resumed office on Saturday. Friday being a weekly off, one cannot work on Friday even if one wish too.. However, If employee does not resume office on Saturday but on Sunday, then total leave = 4 days(sat-tue) + 4days(Wed-Thus-Fri-sat) = 8days.
2. Your example "(For examples, during the last Eid festival, some of our employees taken Casual Leave on 4th-5th, where 6th was Govt. Holiday and 7th was Working Day and 8th-10th was Eid Holidays). Reported to work on 12th.
As general practice in GCC, all working days if not worked, will be deducted and all approved National Holidays will be paid. In your case leave [4-5, 6, 8-10 = 6days] all will be paid. Rest all deducted.
3. Your examples "(For Example during last Eid festival many of our Employees taken 3 days Casual Leave from 11th-14th, where as 15th was Govt Holiday and 16th was Friday)".
As already mentioned earlier, Friday nobody can work, so total leave 11-14, 15 = 5 days only, provided he resumed office on Saturday. If resume on Sunday, his Friday & Saturday will also be counted as leave.
By the way, In India, in all above scenario , all will be part of leave (with or without pay as per case), if employee does not resume office one day prior/after working day
hope I am making sense.
Ukmitra
From Saudi Arabia, Riyadh
thanks a lot Ukmitra
This is one of the best answer I could get so far. Let me clear one more thing, for example, if 10 and 12th is Govt Holidays or 10th is Govt Holiday and 12th is Weekend, Now what will be the Leave Scenario, if
1. The employee applied for leave on 11th only, how many days leave should we count?
2. If the employee being absent on 9th and after joining applied 1 day Sick Leave only for 11th, what will be the calculation?
I am asking these type of questions as these are the worse leave practice in the subcontinent of General Employees.
Thanks again Ukmitra
From United Arab Emirates, Dubai
This is one of the best answer I could get so far. Let me clear one more thing, for example, if 10 and 12th is Govt Holidays or 10th is Govt Holiday and 12th is Weekend, Now what will be the Leave Scenario, if
1. The employee applied for leave on 11th only, how many days leave should we count?
2. If the employee being absent on 9th and after joining applied 1 day Sick Leave only for 11th, what will be the calculation?
I am asking these type of questions as these are the worse leave practice in the subcontinent of General Employees.
Thanks again Ukmitra
From United Arab Emirates, Dubai
Hi Aronno,
If you see my earlier response it answer this scenario also. In GCC, National Holiday, means a paid holiday. So, we have to pay whatever it comes.
So, your example 9,10,11,12,13 (tue,wed,thu,fri,sat,sun), (workinh,HL,working,WO,working,working), employee attendance (AB,HL,P,WO,SL,P), so in this case, no pay for 9 since absent. pay for 10,11,12, and 13. 12 Becoz SL is a paid holiday as per most of Labor act and if eligible as per relevant act.
I know you would have various issues, the best way to handle this are to have a policy in place looking the business requirement and plan a policy which will be beneficial and fair to both parties. On the other side, we get only 7/8 National holiday only throughout the year, So, don't bother on this too much provided it effects your productive and profitability.
Usually in GCC most sfaff will play around this leaves and this is common all around.
Ukmitra
From Saudi Arabia, Riyadh
If you see my earlier response it answer this scenario also. In GCC, National Holiday, means a paid holiday. So, we have to pay whatever it comes.
So, your example 9,10,11,12,13 (tue,wed,thu,fri,sat,sun), (workinh,HL,working,WO,working,working), employee attendance (AB,HL,P,WO,SL,P), so in this case, no pay for 9 since absent. pay for 10,11,12, and 13. 12 Becoz SL is a paid holiday as per most of Labor act and if eligible as per relevant act.
I know you would have various issues, the best way to handle this are to have a policy in place looking the business requirement and plan a policy which will be beneficial and fair to both parties. On the other side, we get only 7/8 National holiday only throughout the year, So, don't bother on this too much provided it effects your productive and profitability.
Usually in GCC most sfaff will play around this leaves and this is common all around.
Ukmitra
From Saudi Arabia, Riyadh
The Indian laws are clear on this. Any prefix and suffix holidays to leave days are excluded. Whilst any holiday which falls in between leave are counted in leave duration.
From India, Mumbai
From India, Mumbai
Dear .
Your query was little confusing . Any way some of the experts have understood the same and have given their views on the same.
The standard practice is weekly off or any holiday whether it is public holiday or National holiday the employee has to work before or after the leave . In case he is not working prefix or suffix to weekly off or any holiday it will be counted as leave. You can refer I.D. act . where it is clearly mentioned above leaves . No clubbing of any holiday is allowed under the law.
No body can work on weekly off day just to adjust his leaves . It is management call whether they require any employees services on weekly off or holiday .
Thanks.
Deepak M.
From India, Thana
Your query was little confusing . Any way some of the experts have understood the same and have given their views on the same.
The standard practice is weekly off or any holiday whether it is public holiday or National holiday the employee has to work before or after the leave . In case he is not working prefix or suffix to weekly off or any holiday it will be counted as leave. You can refer I.D. act . where it is clearly mentioned above leaves . No clubbing of any holiday is allowed under the law.
No body can work on weekly off day just to adjust his leaves . It is management call whether they require any employees services on weekly off or holiday .
Thanks.
Deepak M.
From India, Thana
The standard practice is weekly off or any holiday whether it is public holiday or National holiday the employee has to work before or after the leave . In case he is not working prefix or suffix to weekly off or any holiday it will be counted as leave. You can refer I.D. act . where it is clearly mentioned above leaves . No clubbing of any holiday is allowed under the law.
This is what I wanted to practice in my present company but Employees are so cleaver, and they are practicing Preceding and Succeeding Leaves with Weekly Holidays as well as Govt. Holidays, which creating chaos in the Leave Management. Since I decided to change the policy of excluding any leaves which are Preceding or Succeeding to Weekly Off/Govt Holidays except those leave falls in between the leaves applied for, either any other leaves whether Preceding or Succeeding to leave application will not be counted as Leave.
I hope this will serve their purpose then and remain happy with their tendency of availing extra leaves.
Thanks Ajay and Deepak for your valuable response in this regards
From United Arab Emirates, Dubai
This is what I wanted to practice in my present company but Employees are so cleaver, and they are practicing Preceding and Succeeding Leaves with Weekly Holidays as well as Govt. Holidays, which creating chaos in the Leave Management. Since I decided to change the policy of excluding any leaves which are Preceding or Succeeding to Weekly Off/Govt Holidays except those leave falls in between the leaves applied for, either any other leaves whether Preceding or Succeeding to leave application will not be counted as Leave.
I hope this will serve their purpose then and remain happy with their tendency of availing extra leaves.
Thanks Ajay and Deepak for your valuable response in this regards
From United Arab Emirates, Dubai
Hi Aronno,
In GCC as I mentioned, this is very common. Whats stopping the relevant manager to refuse any leaves. You are within the labor act to refuse the leave if work demands. But if leave is not effecting the productivity, why bother. To ease you confusion, just have the right calculation on place and rest.
All the best.
Ukmitra
From Saudi Arabia, Riyadh
In GCC as I mentioned, this is very common. Whats stopping the relevant manager to refuse any leaves. You are within the labor act to refuse the leave if work demands. But if leave is not effecting the productivity, why bother. To ease you confusion, just have the right calculation on place and rest.
All the best.
Ukmitra
From Saudi Arabia, Riyadh
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