Dear Seniors,
Our management has decided to start staggering weelky off in our organization.
We are a Company of 2000 manpower.
The notice of change under ID Act - Section 9A has been given but with only 03 days in advance.
The Union has expressed their resentment by written letter to the management. The Union is not ready to work on Thursday ( Our current weekly off ).
Please provide your learned inputs....
From India, Pune
46Our management has decided to start staggering weelky off in our organization.
We are a Company of 2000 manpower.
The notice of change under ID Act - Section 9A has been given but with only 03 days in advance.
The Union has expressed their resentment by written letter to the management. The Union is not ready to work on Thursday ( Our current weekly off ).
Please provide your learned inputs....
From India, Pune
Dear Prashant
What can one say about this ??
It is commendable that the management has given a Notice of Change under the ID Act - many employers do not even comply with such minimum requirements under the Act; one can find queries where the HR wants help in drafting a circular on such things, rather than seeking assistance for effecting a change. They think that the organization has every right to change such working conditions without any legal compliance being found necessary.
On the other hand, what was the necessity to implement in such a hurry; whether it is based on some prior understanding, agreement or settlement ??
Part compliance with a provision is no compliance.
Warm regards.
From India, Delhi
What can one say about this ??
It is commendable that the management has given a Notice of Change under the ID Act - many employers do not even comply with such minimum requirements under the Act; one can find queries where the HR wants help in drafting a circular on such things, rather than seeking assistance for effecting a change. They think that the organization has every right to change such working conditions without any legal compliance being found necessary.
On the other hand, what was the necessity to implement in such a hurry; whether it is based on some prior understanding, agreement or settlement ??
Part compliance with a provision is no compliance.
Warm regards.
From India, Delhi
Dear Sir ( Mr. Raj Kumar Hansdah ),
Management thought once a notice is being given to Union ; union may bring the stay on the desired change. So under the Stay situation the management will not be able carry out the 07 day production plan & the production schedule.
From India, Pune
Management thought once a notice is being given to Union ; union may bring the stay on the desired change. So under the Stay situation the management will not be able carry out the 07 day production plan & the production schedule.
From India, Pune
Smart organization !! I have found you to be quite a proficient HRM professional, so what is your take on this ?
From India, Delhi
From India, Delhi
Dear Sir,
To be very honest it is requirement of Company to have 07 days working & company is not denying any weekly off to anybody.
As my personal opinion union should support management then only we can grow!!!
From India, Pune
To be very honest it is requirement of Company to have 07 days working & company is not denying any weekly off to anybody.
As my personal opinion union should support management then only we can grow!!!
From India, Pune
Dear Prashant, The management is well within the right to go for a staggered weekly off, if the situation demands. Only thing is you have to give proper notice.
From India, Delhi
From India, Delhi
Dear Prashant
As Mr Rajkumar said, what was the necessity to implement in such a hurry; whether it is based on some prior understanding, agreement or settlement ?? However,
If you wants to go for a change in service condition:
1. Incorporate in the Long Term Settlement and make nessary statutory formalities before implementing.
2. If LTS is foraway, then calll the union have negotation attracting them give incentive for implementing 7 days work. If they agreed make Form B and start implementing.
3. If both are not possible, do statutory formalities i.e, Change of Service conditio notice, Form 11 (Period of work) and start implementing.
4. If union goes for 2K petition before Conciliation, appear and get the favorable order.
5. If no favourable order received, Challenge it before High Court and contiue work work.
Regards
Udayakumar G
9443628322
From India, Madras
As Mr Rajkumar said, what was the necessity to implement in such a hurry; whether it is based on some prior understanding, agreement or settlement ?? However,
If you wants to go for a change in service condition:
1. Incorporate in the Long Term Settlement and make nessary statutory formalities before implementing.
2. If LTS is foraway, then calll the union have negotation attracting them give incentive for implementing 7 days work. If they agreed make Form B and start implementing.
3. If both are not possible, do statutory formalities i.e, Change of Service conditio notice, Form 11 (Period of work) and start implementing.
4. If union goes for 2K petition before Conciliation, appear and get the favorable order.
5. If no favourable order received, Challenge it before High Court and contiue work work.
Regards
Udayakumar G
9443628322
From India, Madras
If an organisation going for staggered weekly off means, there will be more output, more revenue, and more man power will be required due to extra one day working. If these are not in the scene, there is no need for staggered weekly off.
Hence in shop floor sections whereever the change is going to be implemented, an extra allowance shall be given as an interim measure to those who opt for staggered weekly off, which shall be merged in the wages structure in the subsequent LTS.
Regards
M.Venkatraghavan.
From India, Selam
Hence in shop floor sections whereever the change is going to be implemented, an extra allowance shall be given as an interim measure to those who opt for staggered weekly off, which shall be merged in the wages structure in the subsequent LTS.
Regards
M.Venkatraghavan.
From India, Selam
Dear Prashanth,
I fully agree with Mr. Prashanth. In our industry we introduced the staggered holiday system during the course of wage settlement. Initially they opposed it expressing their difficulties during the weekly change in shift. We convinced they about the importance of production, wastages in production , profitability, company's survival etc., and succeeded.
In my opinion it is better to have a discussion and justify the implementation of the staggered holiday with all facts and figures and be transparent in your dealings.
The last resort is legal battle. It drags for years.
REgards,
G.K.Manjunath,
Manager-HR
From India, Bangalore
I fully agree with Mr. Prashanth. In our industry we introduced the staggered holiday system during the course of wage settlement. Initially they opposed it expressing their difficulties during the weekly change in shift. We convinced they about the importance of production, wastages in production , profitability, company's survival etc., and succeeded.
In my opinion it is better to have a discussion and justify the implementation of the staggered holiday with all facts and figures and be transparent in your dealings.
The last resort is legal battle. It drags for years.
REgards,
G.K.Manjunath,
Manager-HR
From India, Bangalore
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