This case is different than anyother company since there is no defined Holiday like Sunday in this company, every employee has his own day-off so, my comment was only in this particular company case.
From Saudi Arabia, Riyadh
9From Saudi Arabia, Riyadh
Hi I think It is legal by the Factories act that Employee is entitle for the Compensatory off if the guest holiday is comes on the weekly off day. thaks and regards Nishat
Hi,
As per the provisions under the Factories Act, if by making of any rule or passing of any order, a worker is deprived of a weekly day of rest, the same should be compensated by grant of compensatory holiday to him. This is subject to the condition that the worker is not allowed to work for more than 10 days at a strech.
If I remember it correctly, the compensatory holiday is to be granted in the following two months.
Cyril
From India, Nagpur
As per the provisions under the Factories Act, if by making of any rule or passing of any order, a worker is deprived of a weekly day of rest, the same should be compensated by grant of compensatory holiday to him. This is subject to the condition that the worker is not allowed to work for more than 10 days at a strech.
If I remember it correctly, the compensatory holiday is to be granted in the following two months.
Cyril
From India, Nagpur
Sir,
If any employee works on holidays whose nature of job is classified as
ESSENTIAL SERBVICE he is authorized to take leave in lieu of duty performed on that particular day.
Is it correct.
are you agree with me
please post , if you have any concern in this issue.
Regards
ev prabhu
From India, Bangalore
If any employee works on holidays whose nature of job is classified as
ESSENTIAL SERBVICE he is authorized to take leave in lieu of duty performed on that particular day.
Is it correct.
are you agree with me
please post , if you have any concern in this issue.
Regards
ev prabhu
From India, Bangalore
Hi,
If an emloyee works on a holiday, he will be granted a substitute holiday, three days before or after the holiday, subject to the condition that he does not work at a strech for more than 10 days. If a substitute off cannot be granted he is allowed a compensatory holiday in the following two months.
A notice to that effect is to be given to the factory inspectorate, and a copy of the same is to be displayed on the notice board.
If any worker is found working on a holiday, the same should be supported by the aforesaid notice. This requirement is under the Factories Act.
Cyril
From India, Nagpur
If an emloyee works on a holiday, he will be granted a substitute holiday, three days before or after the holiday, subject to the condition that he does not work at a strech for more than 10 days. If a substitute off cannot be granted he is allowed a compensatory holiday in the following two months.
A notice to that effect is to be given to the factory inspectorate, and a copy of the same is to be displayed on the notice board.
If any worker is found working on a holiday, the same should be supported by the aforesaid notice. This requirement is under the Factories Act.
Cyril
From India, Nagpur
In line with the above discussion I have a number of queries that goes unanswered. If anyone could help.
If a management staff comes to work on a holiday, how should he be paid. How can a rule be formulated. Normally in our Company, he is paid his conveyance ( a minimum amount- no ceiling is fixed) and some have lunch in the Company's account. It is not known to others ( because it is mainly the Accounts that come and they show these costs differently).
Now there are many who have started misusing it. They claim any amount telling that they come by Taxis.( but they actually do not). I have been asked to stop all such facilities and issue a circular regarding this as we are having a strict cost reduction measure program going on.
I am somehow not for this system. If an employee is called on a holiday, he should be compensated for it. Otherwise why should he come? He may say no. If we give compensatory off, that will again be a problem because of the work exigencies and less manpower.
In the past when we used to have an allowance / reimbursement system for holiday coming, some employees used to come for no reason, just to claim this amount. Also some would come and just spend an hour or so, and claim the whole amount. Some bosses blankly sign this as he is also party to it.
I am so confused. At this time of cost reduction program, what best method can I suggest so that my employees are not offended or the various departmental works such as Accts(during closing) , Mrktg.(for tender work) etc.are not adversly affected.
Pl. help. An early reply is expected.
From India, Mumbai
If a management staff comes to work on a holiday, how should he be paid. How can a rule be formulated. Normally in our Company, he is paid his conveyance ( a minimum amount- no ceiling is fixed) and some have lunch in the Company's account. It is not known to others ( because it is mainly the Accounts that come and they show these costs differently).
Now there are many who have started misusing it. They claim any amount telling that they come by Taxis.( but they actually do not). I have been asked to stop all such facilities and issue a circular regarding this as we are having a strict cost reduction measure program going on.
I am somehow not for this system. If an employee is called on a holiday, he should be compensated for it. Otherwise why should he come? He may say no. If we give compensatory off, that will again be a problem because of the work exigencies and less manpower.
In the past when we used to have an allowance / reimbursement system for holiday coming, some employees used to come for no reason, just to claim this amount. Also some would come and just spend an hour or so, and claim the whole amount. Some bosses blankly sign this as he is also party to it.
I am so confused. At this time of cost reduction program, what best method can I suggest so that my employees are not offended or the various departmental works such as Accts(during closing) , Mrktg.(for tender work) etc.are not adversly affected.
Pl. help. An early reply is expected.
From India, Mumbai
Mr Ann,
The reply:
If a management staff comes to work on a holiday, how should he be paid? How can a rule be formulated. Normally in our Company, he is paid his conveyance (a minimum amount- no ceiling is fixed) and some have lunch in the Company's account. It is not known to others (because it is mainly the Accounts that come and they show these costs differently).
Now there are many who have started misusing it. They claim any amount telling that they come by Taxis (but they actually do not). I have been asked to stop all such facilities and issue a circular regarding this as we are having a strict cost reduction measure program going on.
A. Staff called to work on holiday for some work shall be compensated at the rate which is double the actual rate followed by a compensatory off as per law.
B. Set policies for conveyance and duly supported with the documents. Supporting Document: 1. Work authorization form 2. Expenses Claim Form
C. Offering the lunch/Dinner shall also be covered under the relevant policies stating the maximum authorization of expenses for a particular grade of employee. Communicate the staff that in the absence of supporting evidence and authorization from the competent person, bills shall not be entertained.
If an employee is called on a holiday, he should be compensated for it. Otherwise why should he come? He may say no. If we give compensatory off, that will again be a problem because of the work exigencies and less manpower.
This is a challenge for you. +
Analyse and review the work done by the employees. Study the various facits of woking done by the employees at various levels. Make the opinion and review the ground realities; put the declarations/ certifications for the work wherever necessary in the forms or documents of standard operating procedures to set the responsibilities of the certifying authorities. Remember that the authorizing person and the person certifying should be the different.
You need to formulate and implement the policies and procedure in the effective manner.
From India, Jaipur
The reply:
If a management staff comes to work on a holiday, how should he be paid? How can a rule be formulated. Normally in our Company, he is paid his conveyance (a minimum amount- no ceiling is fixed) and some have lunch in the Company's account. It is not known to others (because it is mainly the Accounts that come and they show these costs differently).
Now there are many who have started misusing it. They claim any amount telling that they come by Taxis (but they actually do not). I have been asked to stop all such facilities and issue a circular regarding this as we are having a strict cost reduction measure program going on.
A. Staff called to work on holiday for some work shall be compensated at the rate which is double the actual rate followed by a compensatory off as per law.
B. Set policies for conveyance and duly supported with the documents. Supporting Document: 1. Work authorization form 2. Expenses Claim Form
C. Offering the lunch/Dinner shall also be covered under the relevant policies stating the maximum authorization of expenses for a particular grade of employee. Communicate the staff that in the absence of supporting evidence and authorization from the competent person, bills shall not be entertained.
If an employee is called on a holiday, he should be compensated for it. Otherwise why should he come? He may say no. If we give compensatory off, that will again be a problem because of the work exigencies and less manpower.
This is a challenge for you. +
Analyse and review the work done by the employees. Study the various facits of woking done by the employees at various levels. Make the opinion and review the ground realities; put the declarations/ certifications for the work wherever necessary in the forms or documents of standard operating procedures to set the responsibilities of the certifying authorities. Remember that the authorizing person and the person certifying should be the different.
You need to formulate and implement the policies and procedure in the effective manner.
From India, Jaipur
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Compensatory holiday Register.jpg
Holiday list for 2016.pdf