If a plant is running for 4 days can the company call 2 days as lay off? What would be the salary calculation for the month?
From India, Ahmedabad
Acknowledge(0)
Amend(0)
From India, Ahmedabad
Acknowledge(0)Amend(0)
Your description of the situation is not clear, Rahul. On average, a month is supposed to comprise 30 days. If the plant runs for just 4 days, what about the remaining days? Lay-off legally means the temporary inability of the employer to provide employment to workmen on account of the reasons enumerated in Section 2(kkk) of the IDA, 1947. Then, how can you keep a part of the days worked as lay-off?
From India, Salem
Acknowledge(0)Amend(0)
6108From India, Salem
Acknowledge(0)Amend(0)
Hi Rahul,
Are you a manufacturing firm or service provider?
I presume that your unit is in the manufacturing industry, forced to shut down for 2 days due to a combination of present-day situations like a lack of orders/demand, intermittent lockdowns imposed, etc., in a week, resulting in the need to work on arrangements to regulate workmen on the roll. I would suggest that before coming to conclusions, you should discuss with the unions, shop floor leads in order to arrive at mutually agreeable solutions. Take them into confidence with due empathy. If such an action is initiated, you have to address the reduction of salary moderately, rotation of persons with equal distribution on staggered off days. This approach might help you manage lay-off implications and cost-cutting, optimizing man-days at your disposal. I hope this will also help you avoid commotion/unrest arising from the 'pick & choose layoff' option.
From India, Bangalore
Acknowledge(0)Amend(0)
Are you a manufacturing firm or service provider?
I presume that your unit is in the manufacturing industry, forced to shut down for 2 days due to a combination of present-day situations like a lack of orders/demand, intermittent lockdowns imposed, etc., in a week, resulting in the need to work on arrangements to regulate workmen on the roll. I would suggest that before coming to conclusions, you should discuss with the unions, shop floor leads in order to arrive at mutually agreeable solutions. Take them into confidence with due empathy. If such an action is initiated, you have to address the reduction of salary moderately, rotation of persons with equal distribution on staggered off days. This approach might help you manage lay-off implications and cost-cutting, optimizing man-days at your disposal. I hope this will also help you avoid commotion/unrest arising from the 'pick & choose layoff' option.
From India, Bangalore
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
SALARY SHEET CALCULATION.xls
Salary calculation.doc