Hi,
I have to implement a comp-off policy for the employees who work on weekends and for those who work until 11 PM or 12 AM.
Please provide me with information on the comp-off policy for an IT company. If possible, also include details about the leave policy.
Regards,
Preethi
From India, Madras
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5I have to implement a comp-off policy for the employees who work on weekends and for those who work until 11 PM or 12 AM.
Please provide me with information on the comp-off policy for an IT company. If possible, also include details about the leave policy.
Regards,
Preethi
From India, Madras
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Hi,
A list of Sunday/holiday working employees should come from HOD. Compensatory off (C off) will be applicable only to those employees whose names are on the list. If an employee has worked on Sunday for 4 hours only, he will get 0.5 leave as C off. If an employee has worked on Sunday for 6 hours, he will get a full day off as C off.
C off must be availed within 30 days.
Thanks & Regards, Santosh Kokane
From India, Pune
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A list of Sunday/holiday working employees should come from HOD. Compensatory off (C off) will be applicable only to those employees whose names are on the list. If an employee has worked on Sunday for 4 hours only, he will get 0.5 leave as C off. If an employee has worked on Sunday for 6 hours, he will get a full day off as C off.
C off must be availed within 30 days.
Thanks & Regards, Santosh Kokane
From India, Pune
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Dear Sir,
I have 8 days of compensatory off credit, but I have resigned from my job, and there is a balance of compensatory off remaining. I would like to know if the company will pay for the remaining compensatory off or if it will lapse. The company has asked me to attend duty on my weekly off. Please advise.
Thank you.
From India, Mumbai
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I have 8 days of compensatory off credit, but I have resigned from my job, and there is a balance of compensatory off remaining. I would like to know if the company will pay for the remaining compensatory off or if it will lapse. The company has asked me to attend duty on my weekly off. Please advise.
Thank you.
From India, Mumbai
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Dear Asumita,
When companies flout laid out rules and laws with impunity, the matter in your case totally depends on the integrity level of the company, as there are no laws governing it.
Warm regards.
From India, Delhi
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When companies flout laid out rules and laws with impunity, the matter in your case totally depends on the integrity level of the company, as there are no laws governing it.
Warm regards.
From India, Delhi
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means employee work on public holiday then he is liable to take one more full day salary ? please solve my confusion.
From India, Mumbai
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From India, Mumbai
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Hello All,
A service engineer went to the customer site (out of station) to work. He is now claiming comp off for Saturdays and Sundays, whereas he has not worked on those days. His defense is that since he was at the customer's site, he is eligible for comp off.
My take is that going to the customer is a part of his job, and he cannot claim comp off if he hasn't worked on that day. Request your suggestion on this.
Regards,
Hrishikesh
From India, Mumbai
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A service engineer went to the customer site (out of station) to work. He is now claiming comp off for Saturdays and Sundays, whereas he has not worked on those days. His defense is that since he was at the customer's site, he is eligible for comp off.
My take is that going to the customer is a part of his job, and he cannot claim comp off if he hasn't worked on that day. Request your suggestion on this.
Regards,
Hrishikesh
From India, Mumbai
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Hi,
We are not frequently calling employees to work on weekends, and we are offering them a 100% monetary hike and a performance bonus to compensate for working on weekends. Therefore, we do not want to eliminate compensatory time off as a policy in our organization. Kindly assist me in drafting this policy.
Thank you.
From India, Mumbai
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We are not frequently calling employees to work on weekends, and we are offering them a 100% monetary hike and a performance bonus to compensate for working on weekends. Therefore, we do not want to eliminate compensatory time off as a policy in our organization. Kindly assist me in drafting this policy.
Thank you.
From India, Mumbai
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If an employee works at the client site with a roster of 23 days of work and 7 days of leave, they accumulate 6 compensatory leaves [3 x (Saturday + Sunday)]. Additionally, when an employee works at a remote site for 1 month or 2 months at once, every month, 2 x 4 = 8 compensatory offs are due. In this situation, they never need to use their CL/SL/EL.
Please suggest what rules can be incorporated here.
From India, Kolkata
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Please suggest what rules can be incorporated here.
From India, Kolkata
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If a public holiday falls on the weekly off, i.e., November 7, 2018, is a public holiday, at the same time the weekly off falls on that day for nurses, doctors will receive compensatory time off for November 7, 2018. (Nurses and doctors already have their weekly off on November 7, 2018).
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Dear Sir,
If a company gives time off from regular working hours, but then after 15 days decides that Sunday will be a regular working day, requiring employees to take a week off consecutively after 10 days of working, could you please advise on the legal implications as per labor laws?
Regards,
Milan
From India, Ahmedabad
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If a company gives time off from regular working hours, but then after 15 days decides that Sunday will be a regular working day, requiring employees to take a week off consecutively after 10 days of working, could you please advise on the legal implications as per labor laws?
Regards,
Milan
From India, Ahmedabad
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