Dear All,
If Iam right i think compensatry offs can be carried over only upto two months, otherwise it will be lapsed.
While doing Full and Final settlement if the management decides to encash the pending compensatory offs what has to be the calculation method for staffs and trainees.
Please clear my doubt, if interested.
Regards
Deeparaj
From India, Selam
3If Iam right i think compensatry offs can be carried over only upto two months, otherwise it will be lapsed.
While doing Full and Final settlement if the management decides to encash the pending compensatory offs what has to be the calculation method for staffs and trainees.
Please clear my doubt, if interested.
Regards
Deeparaj
From India, Selam
Dear deepraj,
compensatory offs are totally dependent on the company leave policy if u have any,then the period of lapse would be mentioned there. But normally c offs can be taken within a month or two as u said rightly. If u dont have any policy then u can make a leave policy stating the rule of c offs as well in the same. But at the same time if the management has not given time to the employee to take his c offs then in that case u can carry forward them and as management has asked,u can give them c offs later.
Now if the management is asking u 2 give the c offs in f & f, then its better 1st u make a policy and get it approved from management and then act likewise they have asked u 2 do but make all the points clear in that.
Secondly about calculation u can calculate the c offs as u calculate els (by considering basic +d.a*no. Of c offs/26). And u can clearly mention this in policy.
Hope u r clear.
Thanks
kalpna
From India, Gurgaon
compensatory offs are totally dependent on the company leave policy if u have any,then the period of lapse would be mentioned there. But normally c offs can be taken within a month or two as u said rightly. If u dont have any policy then u can make a leave policy stating the rule of c offs as well in the same. But at the same time if the management has not given time to the employee to take his c offs then in that case u can carry forward them and as management has asked,u can give them c offs later.
Now if the management is asking u 2 give the c offs in f & f, then its better 1st u make a policy and get it approved from management and then act likewise they have asked u 2 do but make all the points clear in that.
Secondly about calculation u can calculate the c offs as u calculate els (by considering basic +d.a*no. Of c offs/26). And u can clearly mention this in policy.
Hope u r clear.
Thanks
kalpna
From India, Gurgaon
Dear Deeparaj
Please find the details regarding Compensatory Off procedure
If a person works in Sunday he should be given C Off within next three days i.e., by Wednesday. Otherwise One cannot be permitted to work for more than 10 days.
The following wordings has been interpreted from Factories Act 1948.
• The workman should have one holiday for a whole day in a week. Where he was asked to work on his scheduled weekly holiday, he should be given compensatory holiday within three days of his scheduled weekly holiday. {Section 52}
• After obtaining approval from the Inspector of Factories, the workman shall be allowed to avail the compensatory holidays unavailed by him, within that month during which the compensatory holidays are due or within two months immediately following that month. {Section 53}
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
Please find the details regarding Compensatory Off procedure
If a person works in Sunday he should be given C Off within next three days i.e., by Wednesday. Otherwise One cannot be permitted to work for more than 10 days.
The following wordings has been interpreted from Factories Act 1948.
• The workman should have one holiday for a whole day in a week. Where he was asked to work on his scheduled weekly holiday, he should be given compensatory holiday within three days of his scheduled weekly holiday. {Section 52}
• After obtaining approval from the Inspector of Factories, the workman shall be allowed to avail the compensatory holidays unavailed by him, within that month during which the compensatory holidays are due or within two months immediately following that month. {Section 53}
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
As per the Factories Act 1948, more than two months is permitted to avail the C-Off. Other than the month in which the work for C-Off is done, next two months time is to be allowed to avail its compensatory off. i.e. if the work for C-Off is done on 1st July, compensation should be allowed till 30th September. Near about 3 months.
Abbas.P.S
From India, Bangalore
Abbas.P.S
From India, Bangalore
Dear Mr. Abbas
I have taken the reference only from Factories Act 1948.
As per section 53 is being interpreted by you. But you have to add one sentence i.e., After obtaining prior approval from Inspector of Factories.
But here we are adopting to give compensatory off within next 3 working days i.e., upto Wednesday (if he worked on Sunday).
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
I have taken the reference only from Factories Act 1948.
As per section 53 is being interpreted by you. But you have to add one sentence i.e., After obtaining prior approval from Inspector of Factories.
But here we are adopting to give compensatory off within next 3 working days i.e., upto Wednesday (if he worked on Sunday).
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
Hi Deeparaj,
Compensatory offs span varies from company to company as its purely dependent on the policy that they have.
If your management is ready to encash pending compensatory off then same calcualtion can be followed as done for leave encashment in full and final settlement.
- Babu
From India, Madras
Compensatory offs span varies from company to company as its purely dependent on the policy that they have.
If your management is ready to encash pending compensatory off then same calcualtion can be followed as done for leave encashment in full and final settlement.
- Babu
From India, Madras
Dear Deepraj,
This is simple as u the leave.
First clear the under doubts after go for folliwng check list :
1. Pay C/off within stipulated period as per the company rules.
2. Ask for Calcuation of C/off on Gross Salary or Basic + DA etc.
3. Ask for Calculation Days by 26 as per MMW or Month days i.e. 30,28,29,31
4. Ask Max Coffs to be paid once in F&F
5. Check C-OFF day working hours - if once worked for half day then whats provisin to get full Coff pay or half day pay.
6. In most of the companies only pay Coff to worker lavel, not executive and upper level - Check as per company policy
I think considering all above points would be enough to clear your doubts, & ease ur calculation of Coff for f&f forever.
Regards
From India, New Delhi
This is simple as u the leave.
First clear the under doubts after go for folliwng check list :
1. Pay C/off within stipulated period as per the company rules.
2. Ask for Calcuation of C/off on Gross Salary or Basic + DA etc.
3. Ask for Calculation Days by 26 as per MMW or Month days i.e. 30,28,29,31
4. Ask Max Coffs to be paid once in F&F
5. Check C-OFF day working hours - if once worked for half day then whats provisin to get full Coff pay or half day pay.
6. In most of the companies only pay Coff to worker lavel, not executive and upper level - Check as per company policy
I think considering all above points would be enough to clear your doubts, & ease ur calculation of Coff for f&f forever.
Regards
From India, New Delhi
Company policies cannot overrule the basic provisions of law. If C/off has to be given within three days of working on off day, it means <THREE DAYS>. You cannot make a policy that jumps the provisions of the law. In such an event your whole policy will be ultra-virus to the law and will be struck down in no moment.
Please do not think that you can do whatever you like to frame your policies. The policies must be within the ambit of law and should be respectful to the law and the employees.
From India, Chandigarh
Please do not think that you can do whatever you like to frame your policies. The policies must be within the ambit of law and should be respectful to the law and the employees.
From India, Chandigarh
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