Dear friends,
My query pertains to the scenario where an employee is summoned for duty on their scheduled weekly day off, which coincidentally falls on a national holiday. I am seeking clarification on how the payment for this particular day should be processed. Is the employee entitled to double overtime compensation? I have observed in neighboring factories that an additional day's pay is provided in such situations. Kindly provide clarification on this matter.
Regards,
Vilas
From India, Ajmer
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5My query pertains to the scenario where an employee is summoned for duty on their scheduled weekly day off, which coincidentally falls on a national holiday. I am seeking clarification on how the payment for this particular day should be processed. Is the employee entitled to double overtime compensation? I have observed in neighboring factories that an additional day's pay is provided in such situations. Kindly provide clarification on this matter.
Regards,
Vilas
From India, Ajmer
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Can anybody help with this problem? Generally, my company separates morning overtime and evening overtime.
- Work start time: 08:30
- Work sign-in time: 09:45
- Work sign-out time: 18:30
- Work end time: 19:30
For all the above calculations, I need a formula. In this situation, 8 hours should be removed daily, and any extra time should be calculated as overtime for employees. How can I calculate this? If anybody knows, please help me in this regard.
From India, Hyderabad
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- Work start time: 08:30
- Work sign-in time: 09:45
- Work sign-out time: 18:30
- Work end time: 19:30
For all the above calculations, I need a formula. In this situation, 8 hours should be removed daily, and any extra time should be calculated as overtime for employees. How can I calculate this? If anybody knows, please help me in this regard.
From India, Hyderabad
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I am working in a manufacturing company in Hyderabad as an Accounts Manager. My company is in the process of paying leave encashment for all staff. My queries are as follows:
1) When is a person eligible to apply for leave encashment? Are there any minimum days required?
2) Can sick leaves be encashed?
3) Are any statutory deductions like ESI, PF, and others applicable?
The above queries are specific to the manufacturing unit.
From India, Hyderabad
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1) When is a person eligible to apply for leave encashment? Are there any minimum days required?
2) Can sick leaves be encashed?
3) Are any statutory deductions like ESI, PF, and others applicable?
The above queries are specific to the manufacturing unit.
From India, Hyderabad
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Dear Kiran,
1) There is no specific timeline as to when a person should apply for encashment. As per the company policy, you should be able to do so, but in general practice, usually during settlement or once a year, companies will allow employees to apply for it. Note: The reason for granting leave is to refresh ourselves at given intervals and come back fresh to work.
2) In the majority of cases, sick leaves are not allowed for encashment. However, if your company policy allows it, you can go ahead and do so.
3) There is no involvement of PF/ESI, etc., in encashment, but yes, income tax is applicable, i.e., any amount you encash is taxable. In general, leave policies are subject to company practices, and it should have been mentioned in your HR policy documents themselves.
From India, Bengaluru
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1) There is no specific timeline as to when a person should apply for encashment. As per the company policy, you should be able to do so, but in general practice, usually during settlement or once a year, companies will allow employees to apply for it. Note: The reason for granting leave is to refresh ourselves at given intervals and come back fresh to work.
2) In the majority of cases, sick leaves are not allowed for encashment. However, if your company policy allows it, you can go ahead and do so.
3) There is no involvement of PF/ESI, etc., in encashment, but yes, income tax is applicable, i.e., any amount you encash is taxable. In general, leave policies are subject to company practices, and it should have been mentioned in your HR policy documents themselves.
From India, Bengaluru
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Dear Suntek Corp Solutions Pvt. Ltd.,
Willing to pay your employees for overtime is a best practice, and we appreciate the same. When calculating overtime, we should always keep in mind how many extra hours a person has worked and how much you are willing to pay per hour. For example, if Company XXX pays employees Rs. 100 per hour for overtime, then calculate the total hours worked monthly and multiply the same.
Note: You can also offer an option for Compensatory Off in this case, where some employees may prefer to take leave instead of receiving extra pay. Also, check out this link: https://www.greythr.com/in/features/...ment-software/ to learn how greytHR assists in this process.
From India, Bengaluru
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Willing to pay your employees for overtime is a best practice, and we appreciate the same. When calculating overtime, we should always keep in mind how many extra hours a person has worked and how much you are willing to pay per hour. For example, if Company XXX pays employees Rs. 100 per hour for overtime, then calculate the total hours worked monthly and multiply the same.
Note: You can also offer an option for Compensatory Off in this case, where some employees may prefer to take leave instead of receiving extra pay. Also, check out this link: https://www.greythr.com/in/features/...ment-software/ to learn how greytHR assists in this process.
From India, Bengaluru
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Overtime calculation- weekly hours of work.PDF
SALARY SHEET CALCULATION.xls