Seniors, Please let me know what is the rule for compensatory off against working on public holiday and on weekly off day. Is it one day off against one day working for Public holidays as well?
From India, Delhi
26From India, Delhi
Hi,
It seems you have an idea about that. It could be varied from company to company.
Generally it is given and the employee gets a month time to take CO. I mean, if employee work on Sunday (15 June 2008) will be allowed to take the Compensatory off within 14 July, 2008.
Best Regards
Deepak
From China
It seems you have an idea about that. It could be varied from company to company.
Generally it is given and the employee gets a month time to take CO. I mean, if employee work on Sunday (15 June 2008) will be allowed to take the Compensatory off within 14 July, 2008.
Best Regards
Deepak
From China
Hi,
As it is said it depends on company to company.
Say suppose,
1. If an employee works on 26th Jan he can get a comp off on the very next day also, but u just have to fix a time limit that u can utilise this comp off within a stipulated time period. If not, then it is exhausted.
2. If an employee works on Sundays where the company has got an off, it depends on the employer or his/her boss to find out as to whether the person has genuinely come to office for a work that he is called for, and if yes then here also the same rule applies, but again depending upon the work load he can be given comp off.
3. Comp offs can even be adjusted alongwith the employees leave - I mean he/she can take leave alongwith a comp off also.
Hope this information is useful to u.
Regards,
Jennifer Isaac
From India, Mumbai
As it is said it depends on company to company.
Say suppose,
1. If an employee works on 26th Jan he can get a comp off on the very next day also, but u just have to fix a time limit that u can utilise this comp off within a stipulated time period. If not, then it is exhausted.
2. If an employee works on Sundays where the company has got an off, it depends on the employer or his/her boss to find out as to whether the person has genuinely come to office for a work that he is called for, and if yes then here also the same rule applies, but again depending upon the work load he can be given comp off.
3. Comp offs can even be adjusted alongwith the employees leave - I mean he/she can take leave alongwith a comp off also.
Hope this information is useful to u.
Regards,
Jennifer Isaac
From India, Mumbai
Dear Jennifer,
Is there a form to keep a record of C OFFs. My CEO insists that the C OFF should be sanctioned by him befor reqeusting the same if any format is there please do send.
Regards,
From India, Bangalore
Is there a form to keep a record of C OFFs. My CEO insists that the C OFF should be sanctioned by him befor reqeusting the same if any format is there please do send.
Regards,
From India, Bangalore
Dear riyarodeshia and Pankaj,
Whenever a employee is required to work on weekly/Closed Holiday/public holiday, for the full day or a part, thereof but exceeding 5 hours in a day, he will be granted Compensatory Off for maximum one day. However, in exceptional circumstances if an employee is required to work for less than 5 hours or before lunch break he shall be entitled for ½ day Compensatory Off. The Compensatory Off shall not be sanctioned for half day. Two half day Compensatory Off shall be combined together for sanctioning of one day Compensatory Off and to be availed within stipulated period.
Written permission of Head of the Division not below the rank of Senior Manager should be obtained before deploying an employee for any job on a closed holiday/weekly holiday /public holiday indicating the urgency & nature of job. If it is not possible to obtain written permission, verbal permission over telephone should be obtained which invariably should be followed with the written approval of the Head of the Department for engagement of an employee on Compensatory Off in order to avoid misuse of the above facility .
Separate attendance record for having worked on a weekly/closed holiday should be maintained by the concerned department.
The Head of the Division will approve the Compensatory Off on request of concerned employees within three months from the date on which the employee has worked.
The Compensatory Off to the employees will be staggered so that not more than two employees will be on Compensatory Off on any particular day to avoid non-availability of employees.
I hope that now the concept of compensatory off would be clear to u.
KATYANA
From India, Gurgaon
Whenever a employee is required to work on weekly/Closed Holiday/public holiday, for the full day or a part, thereof but exceeding 5 hours in a day, he will be granted Compensatory Off for maximum one day. However, in exceptional circumstances if an employee is required to work for less than 5 hours or before lunch break he shall be entitled for ½ day Compensatory Off. The Compensatory Off shall not be sanctioned for half day. Two half day Compensatory Off shall be combined together for sanctioning of one day Compensatory Off and to be availed within stipulated period.
Written permission of Head of the Division not below the rank of Senior Manager should be obtained before deploying an employee for any job on a closed holiday/weekly holiday /public holiday indicating the urgency & nature of job. If it is not possible to obtain written permission, verbal permission over telephone should be obtained which invariably should be followed with the written approval of the Head of the Department for engagement of an employee on Compensatory Off in order to avoid misuse of the above facility .
Separate attendance record for having worked on a weekly/closed holiday should be maintained by the concerned department.
The Head of the Division will approve the Compensatory Off on request of concerned employees within three months from the date on which the employee has worked.
The Compensatory Off to the employees will be staggered so that not more than two employees will be on Compensatory Off on any particular day to avoid non-availability of employees.
I hope that now the concept of compensatory off would be clear to u.
KATYANA
From India, Gurgaon
Dear Katyana, Thanks for your useful reply... but I have one confusion that on Public holidays there should not be one day comp. off it should be two days. Please let me know if it is so?
From India, Delhi
From India, Delhi
Dear Riya,
I do,nt understand why it should be for 2 days? When an employee works for 1 day on public holiday, he would be to eligible for one day only.But yes, he can club comp off and weekly off together. For example, somebody had worked on say, last sunday, so he can take comp off on friday and he can combine sat and sunday of next week(if he is having 5 days week)
KATYANA
From India, Gurgaon
I do,nt understand why it should be for 2 days? When an employee works for 1 day on public holiday, he would be to eligible for one day only.But yes, he can club comp off and weekly off together. For example, somebody had worked on say, last sunday, so he can take comp off on friday and he can combine sat and sunday of next week(if he is having 5 days week)
KATYANA
From India, Gurgaon
Dear Katyana,
Thanks a lot for guiding in this regard. Your inputs were quite useful, since I am new to the HR dept so learning so many things. Please do suggest me how to maintain a record of COFF.
Thanks and Regards,
Pankaj Sharma
Executive HR
From India, Bangalore
Thanks a lot for guiding in this regard. Your inputs were quite useful, since I am new to the HR dept so learning so many things. Please do suggest me how to maintain a record of COFF.
Thanks and Regards,
Pankaj Sharma
Executive HR
From India, Bangalore
Hi, my name is Jayant Gupta and i am serving as an HR Executive with one of the reputed organisations. My query is: how we can compensate a particular employee who is serving with the organization and is working on Saturday and sunday
Thanks & Regards
Jayant Gupta
From India, Chandigarh
Thanks & Regards
Jayant Gupta
From India, Chandigarh
Dear riyarodeshia
When you talk of two days, it is correct to some extent. In general, taking work for more than 48 hours in a week constitutes Over Time and an employee ( esp. a workman) is entitled to OTA at double the rates.
However, there are separate rules for workmen, office staff or managers; and the policies varies from organization to organization. Also, consider the fact that senior executives and managers are out of the purview of several acts and hence can not claim OT. Moreover, in several Public Sector OT has been abolished.
PSU's being a Model Employer, have therefore, evolved the policy of one day's extra wages and a C.Off as incentive to compensate the employees for the hardship in coming for work on a National/public holidays. This is applicable to employees whose Rest/Off day coincide with the holiday.
Private Sectors, like the company you are with, can pay two days salary or C.Off - there is no bar on having a better, improved compensation policy.
Warm regards.
From India, Delhi
When you talk of two days, it is correct to some extent. In general, taking work for more than 48 hours in a week constitutes Over Time and an employee ( esp. a workman) is entitled to OTA at double the rates.
However, there are separate rules for workmen, office staff or managers; and the policies varies from organization to organization. Also, consider the fact that senior executives and managers are out of the purview of several acts and hence can not claim OT. Moreover, in several Public Sector OT has been abolished.
PSU's being a Model Employer, have therefore, evolved the policy of one day's extra wages and a C.Off as incentive to compensate the employees for the hardship in coming for work on a National/public holidays. This is applicable to employees whose Rest/Off day coincide with the holiday.
Private Sectors, like the company you are with, can pay two days salary or C.Off - there is no bar on having a better, improved compensation policy.
Warm regards.
From India, Delhi
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