Sundays are paid holidays by my company. Due to the production load, the company operates on 3 to 4 Sundays every 2 months. As a result, the workers have demanded double wages, but the company does not want to pay them double pay as overtime hours.
Additionally, the workers do not want to lose the extra pay. Therefore, the company has announced an "Earn Day" policy. Under this policy, if a worker comes in on a Sunday, they will accrue a balance of one day in addition to paid leave. This balance will be paid out if the worker takes leave on regular working days. The "Earn Day" benefit is valid for use up to the following month.
From India, Ahmedabad
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Additionally, the workers do not want to lose the extra pay. Therefore, the company has announced an "Earn Day" policy. Under this policy, if a worker comes in on a Sunday, they will accrue a balance of one day in addition to paid leave. This balance will be paid out if the worker takes leave on regular working days. The "Earn Day" benefit is valid for use up to the following month.
From India, Ahmedabad
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Hi, What you are referring is not Earned leave but Comp-off (Compensatory off) additional leave added for working on holidays.
From India, Madras
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1015From India, Madras
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What I understood in your situation is the communication gap, if I am not wrong. Before initiating this type of activity, you should have a good hold with your team and also need to discuss the production plan with your team. Then, you must circulate it before the implementation because this type of activity belongs to the normal and routine work of life. If all worked all day without any gap, then how can they do their routine work? So, it is the core responsibility of HR & Management to provide preintimation and circulars. Also, they can check whether 100% workforce is required or if some of them can be given time off in rotation.
From India, Rudarpur
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From India, Rudarpur
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As a factory, you are bound by the provisions of the Factories Act 1948, wherein there is a mandatory provision for a weekly off, continuous work not to exceed 10 days, as well as payment of overtime. It looks like these provisions are being violated and could land the company and its top officials in prosecution proceedings.
From India, Mumbai
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From India, Mumbai
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