Again for your question, If an employee is taken an off for the whole week he/she is not given a off for the week again it is his/her regular weekly off no wonder he/she takes leave for the whole month.
Then for your question that if he/she continues doing the same again and again.. Do think as a perspective HR Personnel, you will keep such employee in your organization. Don't you know the methods of handling such employee.
I don't think so this is a valid question posted.
From India, Bangalore
477Then for your question that if he/she continues doing the same again and again.. Do think as a perspective HR Personnel, you will keep such employee in your organization. Don't you know the methods of handling such employee.
I don't think so this is a valid question posted.
From India, Bangalore
• In a week generally one particular day is declared as weekly off.
• In majority of organizations weekly off is one particular day applicable universally which is mostly Sunday and organization remains fully closed on Sundays and even if somebody wants to work on Sunday, it may not be possible.
• In some organizations because of very nature of business different employees / different departments may have different weekly offs. But in this case also weekly offs are pre-decided and each employee is aware of his/her weekly off well in advance.
• It is again well accepted practice that one can start and end leaves with weekly offs and weekly offs will not be counted as leave. But weekly offs intervening the leaves are treated as Leaves.
• To conclude, a weekly off is fixed for a individual, while deciding whether it will be treated as leave or not, the rule explained in earlier point will be applied.Thanks & Regards
From India, Pune
• In majority of organizations weekly off is one particular day applicable universally which is mostly Sunday and organization remains fully closed on Sundays and even if somebody wants to work on Sunday, it may not be possible.
• In some organizations because of very nature of business different employees / different departments may have different weekly offs. But in this case also weekly offs are pre-decided and each employee is aware of his/her weekly off well in advance.
• It is again well accepted practice that one can start and end leaves with weekly offs and weekly offs will not be counted as leave. But weekly offs intervening the leaves are treated as Leaves.
• To conclude, a weekly off is fixed for a individual, while deciding whether it will be treated as leave or not, the rule explained in earlier point will be applied.Thanks & Regards
From India, Pune
Hi Dear Folks
As per my opinion If an employee is absent for one week ( Monday to Satur day ) let's first get information from employee about his absent, even though he is not responding give him final warning letter and issue a termination letter. There is no matter of paying weekly off to such employees.
Venkat Kumar
Officer-Hr
8971641125
From India, Mumbai
As per my opinion If an employee is absent for one week ( Monday to Satur day ) let's first get information from employee about his absent, even though he is not responding give him final warning letter and issue a termination letter. There is no matter of paying weekly off to such employees.
Venkat Kumar
Officer-Hr
8971641125
From India, Mumbai
Dear mr bijendra sharma
ok. I agree that if a workman has forked for four days in a week he should be allow weekly off. Even i agree that he should be allowed weekly off if he has even worked for a single in a week. But if he has not worked whole week why he should be allowed weekly off. In my openion weekly off is meant for rest to recover the tiredness and to do week long personal work. I do not know what laws says. But without working a single day in a week if weekly off is given he should be given 52 sundays as weekly off if he has not worked for a single day in a year.
Lk sharma
From India, Jaipur
ok. I agree that if a workman has forked for four days in a week he should be allow weekly off. Even i agree that he should be allowed weekly off if he has even worked for a single in a week. But if he has not worked whole week why he should be allowed weekly off. In my openion weekly off is meant for rest to recover the tiredness and to do week long personal work. I do not know what laws says. But without working a single day in a week if weekly off is given he should be given 52 sundays as weekly off if he has not worked for a single day in a year.
Lk sharma
From India, Jaipur
Dear mr bijendra sharma
ok. I agree that if a workman has forked for four days in a week he should be allow weekly off. Even i agree that he should be allowed weekly off if he has even worked for a single in a week. But if he has not worked whole week why he should be allowed weekly off. In my openion weekly off is meant for rest to recover the tiredness and to do week long personal work. I do not know what laws says. But without working a single day in a week if weekly off is given he should be given 52 sundays as weekly off if he has not worked for a single day in a year.
Lk sharma
From India, Jaipur
ok. I agree that if a workman has forked for four days in a week he should be allow weekly off. Even i agree that he should be allowed weekly off if he has even worked for a single in a week. But if he has not worked whole week why he should be allowed weekly off. In my openion weekly off is meant for rest to recover the tiredness and to do week long personal work. I do not know what laws says. But without working a single day in a week if weekly off is given he should be given 52 sundays as weekly off if he has not worked for a single day in a year.
Lk sharma
From India, Jaipur
Dear lovelesh
i m not getting ur querry clearily but try to understand u.
suppose a workman was present on 1st March to 3rd march(monday to wednesday) after that he was not available on his duty till 31st march.
now how can u give him weekly off continue. u should not be allowed him any weekly off in march month bcz he was not present in that priord. i have 400+ man power in my org & we follow this rule.
From India, Delhi
i m not getting ur querry clearily but try to understand u.
suppose a workman was present on 1st March to 3rd march(monday to wednesday) after that he was not available on his duty till 31st march.
now how can u give him weekly off continue. u should not be allowed him any weekly off in march month bcz he was not present in that priord. i have 400+ man power in my org & we follow this rule.
From India, Delhi
Dear LK sharma,
I hope that you are not in a position to clarify the applicability of the Act. Therefore considering that your establishment is covered under the Minimum Wages Act, 1948 You are not to grant weekly off day with pay if the employee is absent even for a single day during the week. Go through your State Minimum Wages Rules on the subject. If Central Minimum Wages Rules are applicable then go through Rule 23 for this query. You will find the answer.
With Regards,
R.N.Khola
From India, Delhi
I hope that you are not in a position to clarify the applicability of the Act. Therefore considering that your establishment is covered under the Minimum Wages Act, 1948 You are not to grant weekly off day with pay if the employee is absent even for a single day during the week. Go through your State Minimum Wages Rules on the subject. If Central Minimum Wages Rules are applicable then go through Rule 23 for this query. You will find the answer.
With Regards,
R.N.Khola
From India, Delhi
Dear Mr. L K Sharma,
Please consider following points to decide on your query:
From India, Pune
Please consider following points to decide on your query:
- Assume Sunday is Weekly Off and worker has not worked from Monday to Saturday. In case your organization remains 100% closed on weekly offs then even if worker offers to work on Sunday he will not be in a position to work on Sunday and you will have to take a call about whether Sunday is to be treated as Paid Weekly Off or Paid Leave or Absent.
- In case your workers are employed on Daily Rated Wages Basis then your problem is very easy to solve. You are paying wages only for the working days and not for weekly offs.
- In case your workers are employed on Monthly Wages Basis, then you are treating Weekly Offs as Paid Weekly Offs. But in case of paid Leaves and Absence, I suggest you to follow commonly followed practice, i.e. Weekly Off at the beginning and/or at the end of the Leave/Absence will be treated as Paid Weekly Off but any Weekly Off intervening Leave/Absence will be treated as Leave/Absence.
- If you apply above rule obviously you will not have to treat 52 Sundays as Paid Weekly Offs, in case worker has not worked for a single day in a year, because all 52 Sundays will intervene Leave/Absence.
From India, Pune
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Weekly compliance Bulletin - 24.pdf