Dear All,
I would like to know how to compensate employee who is working on Public holiday.
I have seen too many discussions on same if person works then he is eligible for Compensatory off or OT i.e double the salary .
I am working with retail organisation we have stores working for 365 days. I am in preparation of making public holiday list . Last year we have kept only 7 holidays for stores & 12 for Head office for stores who was working on public holiday we provided them Overtime.But still we not able to prevent unauthorized absenteeism in stores during Public holiday.
These year management decided to have common holiday list for stores & HO. I would like to know how to compensate store employees who is working on public holiday .Providing OT options for 12 public holidays in a year from costing point of view it does not seem to feasible to finance . Do let me know other than OT what else i can do to prevent unauthorized absenteeism in stores during public holiday.
Regards
M K
From India, Mumbai
2I would like to know how to compensate employee who is working on Public holiday.
I have seen too many discussions on same if person works then he is eligible for Compensatory off or OT i.e double the salary .
I am working with retail organisation we have stores working for 365 days. I am in preparation of making public holiday list . Last year we have kept only 7 holidays for stores & 12 for Head office for stores who was working on public holiday we provided them Overtime.But still we not able to prevent unauthorized absenteeism in stores during Public holiday.
These year management decided to have common holiday list for stores & HO. I would like to know how to compensate store employees who is working on public holiday .Providing OT options for 12 public holidays in a year from costing point of view it does not seem to feasible to finance . Do let me know other than OT what else i can do to prevent unauthorized absenteeism in stores during public holiday.
Regards
M K
From India, Mumbai
Dear Milan,
Many retailers are facing the same problem in today's scenario. Even when hiring we inform them that they have to work on NFH they dont abide.
Here You have only 2 option
1. Either give Double wage
2. Compensatory Off.
You cannot force an employee to work on a public Holiday. It should be out of his own interest he has to come to work on that days.
you may find only in the department where the Respective Department managers does not have a good rapport with the employees.
Motivate the employee by saying the incentives / perk if the sales is high, put any challenges with in the each department in the festive seasons.
Does your organisation has the leave policy.
1 . whether you are giving week-offs(52 weeks) and 12 days(NFH) only
or
2. Giving APL/EL/SL(as applicable) along with the Week-offs and NFH.
If option 1 then it is very difficult to make the employees to come on Public holiday since they dont have any other leave to spend time with family or friends. ( Today Many stand alone store are doing which results in higher turn-over / absenteeism)
If Option 2 then no problem you can guide / motivate the employees easily. Here he/She has to understand why he/she has been hired, what is the motive of festival season. The total month sale will be taken in Festival day/season.
As an HR you can go for career development for the sales persons. Training on various aspects not only in retail. Product knowledge training.
Keep them engaged so they dont think anythink wrong or to switch over. Today everyone is brilliant and competitors are abundant.
So continuous motivation / grievances handling(With minimal time) / Career growth/path can only help you better.(Apart from salary people stay with the company for his learning / motivation)
From India, Mumbai
Many retailers are facing the same problem in today's scenario. Even when hiring we inform them that they have to work on NFH they dont abide.
Here You have only 2 option
1. Either give Double wage
2. Compensatory Off.
You cannot force an employee to work on a public Holiday. It should be out of his own interest he has to come to work on that days.
you may find only in the department where the Respective Department managers does not have a good rapport with the employees.
Motivate the employee by saying the incentives / perk if the sales is high, put any challenges with in the each department in the festive seasons.
Does your organisation has the leave policy.
1 . whether you are giving week-offs(52 weeks) and 12 days(NFH) only
or
2. Giving APL/EL/SL(as applicable) along with the Week-offs and NFH.
If option 1 then it is very difficult to make the employees to come on Public holiday since they dont have any other leave to spend time with family or friends. ( Today Many stand alone store are doing which results in higher turn-over / absenteeism)
If Option 2 then no problem you can guide / motivate the employees easily. Here he/She has to understand why he/she has been hired, what is the motive of festival season. The total month sale will be taken in Festival day/season.
As an HR you can go for career development for the sales persons. Training on various aspects not only in retail. Product knowledge training.
Keep them engaged so they dont think anythink wrong or to switch over. Today everyone is brilliant and competitors are abundant.
So continuous motivation / grievances handling(With minimal time) / Career growth/path can only help you better.(Apart from salary people stay with the company for his learning / motivation)
From India, Mumbai
Dear Mr. M K,
This situation is faced by all the HR with all major companies. It depends on the company and management who take the decision. If you are eligible for set number of holidays then you need to stick on those.
Public Holidays are considered depending on the importance of that holiday. If an individual do not want to take a holiday for the said day then he/she is eligible for holiday on other day which interests him. So it can be considered on the basis of situation,work priority and interest of the employee on that day.
As public holidays are meant for employees and their satisfaction is major concern. Even though management is strict, HR need to satisfy employee at any given time and instance towards those.
Sandeep Korde
From India, Warangal
This situation is faced by all the HR with all major companies. It depends on the company and management who take the decision. If you are eligible for set number of holidays then you need to stick on those.
Public Holidays are considered depending on the importance of that holiday. If an individual do not want to take a holiday for the said day then he/she is eligible for holiday on other day which interests him. So it can be considered on the basis of situation,work priority and interest of the employee on that day.
As public holidays are meant for employees and their satisfaction is major concern. Even though management is strict, HR need to satisfy employee at any given time and instance towards those.
Sandeep Korde
From India, Warangal
Dear Mr.M.k,
To enjoy holiday with family is also very important to an employee.In my opinion you analysis the O.T hours you are paying to your employees,then asses the requirement of manpower.If you feelt that OT hours /amount is more , then you should recruit some more manpower and provide weekly rest by rotation.On special national Holidays,you first consult the employees about their avalability and draft shift schedule accordingly. In continuous process industry the plant is run 24 hours and 365 days. All such Industry maintain the minimum requirement of manpower on all holidays/national holidays. It will be advisable to visit some
nearby continuous process industry.
Thanks
R.S.Senger
From India, Kanpur
To enjoy holiday with family is also very important to an employee.In my opinion you analysis the O.T hours you are paying to your employees,then asses the requirement of manpower.If you feelt that OT hours /amount is more , then you should recruit some more manpower and provide weekly rest by rotation.On special national Holidays,you first consult the employees about their avalability and draft shift schedule accordingly. In continuous process industry the plant is run 24 hours and 365 days. All such Industry maintain the minimum requirement of manpower on all holidays/national holidays. It will be advisable to visit some
nearby continuous process industry.
Thanks
R.S.Senger
From India, Kanpur
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Public holiday - 30-Apr-09.pdf