Dear Ankit, My Question is will Compensatory off is provided to Marketing employees also because they do Official Tour on Sunday and Holiday also ??
From India, Indore
From India, Indore
Yes.
Since your production guys do overtime and also come on weekly offs to meet the production targets, the same logic can be applied to the Marketing department.
Marketing people travel extensively during their weekly offs to meet the customers and solving their queries, they are eligible for compensatory off as per the company's policy only if they are travelling for company's purpose or they are at customer end...
From India, Mumbai
393Since your production guys do overtime and also come on weekly offs to meet the production targets, the same logic can be applied to the Marketing department.
Marketing people travel extensively during their weekly offs to meet the customers and solving their queries, they are eligible for compensatory off as per the company's policy only if they are travelling for company's purpose or they are at customer end...
From India, Mumbai
No, as per my experience the employees on tour in connection with the work of the organisation are enjoying their holidays in hotels or at the places of their stay while on tour and claiming their TA DA AND OTHER ALLOWANCES AS PER THEIR ENTITLEMENTS. Now, I failed to understand how the question of compensatory leave arise. Shall be grateful if I may also be clarified on this issue. N K SHARMA
From India, Chandigarh
From India, Chandigarh
Dear Prateek,
First of all, the HR policies of your company has to be checked pursuant to the provision of "mode of compensation".
Compensation must be there, either in terms of money or compensatory off.
If for working on holiday(s) is/are compensated in terms of money (viz. over time/ and, hardship allowance/etc.), then additional compensatory off cannot be given. But, This monitory compensation should be in ADDITION to the TA [actual or company slab], DA [actual/company slab - for fooding, lodging(hotel stay), etc.]
If for working on holiday(s) is/are not compensated, as per company's policies, in terms of money (viz. over time/ and, hardship allowance/etc.), then additional compensatory off MUST BE given. But, This compensatory off should be in ADDITION to the TA [actual or company slab], DA [actual/company slab - for fooding, lodging(hotel stay), etc.].
The basic concept is that - the TA,DA,etc. are sort of either reimbursement amount which the employee actually incurs during his tour OR PREDEFINED amount based on the grade of the employee. But, what about the TIME he/she is working for on Holidays when rest of the employees enjoying with family and friends. For this additional work on holiday(s) either over-time/ hardship allowance should be given, else, compensatory off should be given.
Subrata Mahajan
Manager - Contracts
From Germany
First of all, the HR policies of your company has to be checked pursuant to the provision of "mode of compensation".
Compensation must be there, either in terms of money or compensatory off.
If for working on holiday(s) is/are compensated in terms of money (viz. over time/ and, hardship allowance/etc.), then additional compensatory off cannot be given. But, This monitory compensation should be in ADDITION to the TA [actual or company slab], DA [actual/company slab - for fooding, lodging(hotel stay), etc.]
If for working on holiday(s) is/are not compensated, as per company's policies, in terms of money (viz. over time/ and, hardship allowance/etc.), then additional compensatory off MUST BE given. But, This compensatory off should be in ADDITION to the TA [actual or company slab], DA [actual/company slab - for fooding, lodging(hotel stay), etc.].
The basic concept is that - the TA,DA,etc. are sort of either reimbursement amount which the employee actually incurs during his tour OR PREDEFINED amount based on the grade of the employee. But, what about the TIME he/she is working for on Holidays when rest of the employees enjoying with family and friends. For this additional work on holiday(s) either over-time/ hardship allowance should be given, else, compensatory off should be given.
Subrata Mahajan
Manager - Contracts
From Germany
Dear Sir,
Providing Compensatory holiday for the work done by the marketing people is necessary or not?
when they are getting the T.A. and D.A. is the question.
The answer is that The T.A. and D.A., we are giving as reimbursement for the expenses incurred by him for the work on weekly holiday. The lost holiday pleasure, spending with family, children and with his parents are not measurable in terms of money.
Therefore, we should appreciate his contribution to the Co.on weekly off.
Allow C.Off. and ask him to avail when work pressure is less.
D.Gurumurthy
LL.HR.IR.Consultant
From India, Hyderabad
Providing Compensatory holiday for the work done by the marketing people is necessary or not?
when they are getting the T.A. and D.A. is the question.
The answer is that The T.A. and D.A., we are giving as reimbursement for the expenses incurred by him for the work on weekly holiday. The lost holiday pleasure, spending with family, children and with his parents are not measurable in terms of money.
Therefore, we should appreciate his contribution to the Co.on weekly off.
Allow C.Off. and ask him to avail when work pressure is less.
D.Gurumurthy
LL.HR.IR.Consultant
From India, Hyderabad
The job profile of marketing employees is to meet the customers and secure orders for the company product etc. They are paid full salary for the month in addition to TA/DA and actual expenses incurred by them. In my view no compensatory leave be given to marketing people. n k sharma
From India, Chandigarh
From India, Chandigarh
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