Hello Seniors,
Greetings of the day
I have joined a Tech Support Company (US based) as a HR , there is lot of confusion related to leave policy as there was no proper HR management system. Heartly request you to guide me through leave policy in International BPO company.
Regards
Divya Chaudhary
From India, New Delhi
2Greetings of the day
I have joined a Tech Support Company (US based) as a HR , there is lot of confusion related to leave policy as there was no proper HR management system. Heartly request you to guide me through leave policy in International BPO company.
Regards
Divya Chaudhary
From India, New Delhi
Dear Divya
Though it is an international BPO, since it is loacted in Delhi, it will be governed by Indian Laws. A BPO is an establishment within the meaning of Shops and Establishments Act which every State has enacted for establishments located in it's State. In your case it is Delhi Shops Act that is applicable. The Shops Act provides for leave to be granted to the employees working in establishments covered by it. The Shops Act of some states have granted exemptions from the applicability of Shops Act to I.T and ITES establishments with regard to working hours and women employees or leave provisions. You need to go through the Delhi Shops Act to frame your own leave policy keeping in view the exemptions and the minimum benefits provided by the said Act.
B.Saikumar
HR and Labouir Law Advisor
Mumbai
From India, Mumbai
Though it is an international BPO, since it is loacted in Delhi, it will be governed by Indian Laws. A BPO is an establishment within the meaning of Shops and Establishments Act which every State has enacted for establishments located in it's State. In your case it is Delhi Shops Act that is applicable. The Shops Act provides for leave to be granted to the employees working in establishments covered by it. The Shops Act of some states have granted exemptions from the applicability of Shops Act to I.T and ITES establishments with regard to working hours and women employees or leave provisions. You need to go through the Delhi Shops Act to frame your own leave policy keeping in view the exemptions and the minimum benefits provided by the said Act.
B.Saikumar
HR and Labouir Law Advisor
Mumbai
From India, Mumbai
As Mr.Saikumar has rightly said, there could be some exemptions for ITES firms (may differ case to case). Also if the organization operates from a special economic zone, there could be additional privileges.
Suggesting to consult company legal advisor, before making/changing any policy on leave
From India, Bangalore
Suggesting to consult company legal advisor, before making/changing any policy on leave
From India, Bangalore
Dear Mr. Saikumar, Thank You so much for the advice much appreciable, also is it possible to give any word or pdf which includes structure of leaves. Regards Divya Chaudhary
From India, New Delhi
From India, New Delhi
Hello Mr. Saikumar,
I am having a doubt related to classification , our company is a Tech support company who sells the services of tech support plans. So will the company will be classified under IT/ITES/BPO.
Will be really much thankful for the answer.
Regards
Divya Chaudhary
From India, New Delhi
I am having a doubt related to classification , our company is a Tech support company who sells the services of tech support plans. So will the company will be classified under IT/ITES/BPO.
Will be really much thankful for the answer.
Regards
Divya Chaudhary
From India, New Delhi
divya,
i have worked with HCL, 3rd leading firm in india.
being a BPO, are you COPC certified or planning to go for it ?
do you have a manpower planning system in place ?
have you been exposed/ worked on COPC ?
my answers would depend on your inputs
From India, Delhi
i have worked with HCL, 3rd leading firm in india.
being a BPO, are you COPC certified or planning to go for it ?
do you have a manpower planning system in place ?
have you been exposed/ worked on COPC ?
my answers would depend on your inputs
From India, Delhi
Dear Divya
So afr as the applicability of labour laws are concerned,whether you are IT or ITES or BPO, if your activities are purely in the nature of services and you offer such services on commercial considerations , you will be an establishment within the meaning of Shops Act of the respective State in which your establishment is located. Comiong to the question of technical qualification as to whether you are IT/ITES/BPO,this question can better be tossed to a Tech specialists or to Surya Vrat Rana who seeme to be faimiliar with I.T and ITES sector.
B.Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
So afr as the applicability of labour laws are concerned,whether you are IT or ITES or BPO, if your activities are purely in the nature of services and you offer such services on commercial considerations , you will be an establishment within the meaning of Shops Act of the respective State in which your establishment is located. Comiong to the question of technical qualification as to whether you are IT/ITES/BPO,this question can better be tossed to a Tech specialists or to Surya Vrat Rana who seeme to be faimiliar with I.T and ITES sector.
B.Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
Divya/ Sai kumar,
law stipulates the baseline..
there is standard known as COPC derived from Malcolm Balridge National Quality Award.
a good company should be certified.
in this particular situation, here manpower planning/ staffing/ scheduling comes into picture
eg
Late arrival/ leaving early are not a bane, only unscheduled leaves affect the bottomline,
Brute force i.e. Overtime/ hires denotes planning in poor light,
Analyzing Historical Transactional Flows & projected demands for all processes,
Process Reengineering - converted an inbound technical support process to an Out-bound etc.
next comes in attendance bonus (10% of gross salary) will prevent unscheduled leaves/ counselling by line manager/ taken as indicator of reliability in competence definition/ a good predictor too when a person would leave the company.
while i was in saudi, a person had to go to a hospital or the clinic within the company and only a doctor could recommend leave.. this solves 90% of the issues..we cant fall sick everyday.. and if a person does genuinely then we have different social protection schemes....
demographic trends: one of the biggest firms cashed in on an opportunity.. lots of people working were young ie unmarried or married too but minus kids or staying away from family.. they asked them to work on all saturdays at a good pay
another example is hiring undergrads or homemakers for both full time/ part time and aligning schedules to business needs..
at one of employer, we worked on annual business plan methodlogy.. an employee dint even need to mark his attendance...
From India, Delhi
law stipulates the baseline..
there is standard known as COPC derived from Malcolm Balridge National Quality Award.
a good company should be certified.
in this particular situation, here manpower planning/ staffing/ scheduling comes into picture
eg
Late arrival/ leaving early are not a bane, only unscheduled leaves affect the bottomline,
Brute force i.e. Overtime/ hires denotes planning in poor light,
Analyzing Historical Transactional Flows & projected demands for all processes,
Process Reengineering - converted an inbound technical support process to an Out-bound etc.
next comes in attendance bonus (10% of gross salary) will prevent unscheduled leaves/ counselling by line manager/ taken as indicator of reliability in competence definition/ a good predictor too when a person would leave the company.
while i was in saudi, a person had to go to a hospital or the clinic within the company and only a doctor could recommend leave.. this solves 90% of the issues..we cant fall sick everyday.. and if a person does genuinely then we have different social protection schemes....
demographic trends: one of the biggest firms cashed in on an opportunity.. lots of people working were young ie unmarried or married too but minus kids or staying away from family.. they asked them to work on all saturdays at a good pay
another example is hiring undergrads or homemakers for both full time/ part time and aligning schedules to business needs..
at one of employer, we worked on annual business plan methodlogy.. an employee dint even need to mark his attendance...
From India, Delhi
Dear Divya
For making it simple for initial base You can start from giving 30 days leave - split into 3 category - 6 Cl, 6SL and 18 PL. now frame leave rules and policy how to utilize and their clubbing allowed or not...
1.5 PL per month. after completing 240 days PL can be availed by new joining.
All the best
DILIP
From India, Surat
For making it simple for initial base You can start from giving 30 days leave - split into 3 category - 6 Cl, 6SL and 18 PL. now frame leave rules and policy how to utilize and their clubbing allowed or not...
1.5 PL per month. after completing 240 days PL can be availed by new joining.
All the best
DILIP
From India, Surat
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Leave Policy.doc