Hello, I have recently joined a work place where the employees are asked to work on their weekly offs but they are not able give them holidays on a different day. They are asking me to settle and pay the weekly offs. How do I calculate this. Kindly advise.
From India, Pune
From India, Pune
Weekly "Off" is given/allowed by Every Employer to the Employed Persons to "Rest and Recuperate" and Be Fully Functional to Discharge His/Her Duties, with Full Energy, Intelligence, Zeal, Commitment, Moticvation & Morale etc and is Legal Entitlement.
Any "Hindrance"thereto Or "Withholding" thereof is Employer's Direct Loss because, the Workpforce is Physically Present on Duty but, is Physically and Memtally Exhausted, Tired, Less on Zeal, Energy and Dedication.
Kritarth Team
20 Feb 2019
From India, Delhi
200Any "Hindrance"thereto Or "Withholding" thereof is Employer's Direct Loss because, the Workpforce is Physically Present on Duty but, is Physically and Memtally Exhausted, Tired, Less on Zeal, Energy and Dedication.
Kritarth Team
20 Feb 2019
From India, Delhi
Dear Shweta
Legally, the WO has to be substituted by a off day latest within next three days. If it is not feasible can grant "Compensatory Off", which should get accumulated and the employee can avail the same, when work load is less. Make a policy for it accumulation beyond certain no. should get cashed equivalent to per day salary (take all fixed component).
Shailesh Parikh
99 98 97 10 65
Vadodara
From India, Mumbai
Legally, the WO has to be substituted by a off day latest within next three days. If it is not feasible can grant "Compensatory Off", which should get accumulated and the employee can avail the same, when work load is less. Make a policy for it accumulation beyond certain no. should get cashed equivalent to per day salary (take all fixed component).
Shailesh Parikh
99 98 97 10 65
Vadodara
From India, Mumbai
Hi Swetha,
Are you an 'industry/factory' or shop & commercial estt. You should follow provisions under the applicable act. & SO, if in vogue.
Generally, Work on weekly off days should be treated as if they are working on OT or holiday work. They should be paid double the salary, if they cannot avail off on another day or allowed to accumulate which can even be merged with EL/PL due to exigencies of work if your policy permits such an arrangement.
From India, Bangalore
Are you an 'industry/factory' or shop & commercial estt. You should follow provisions under the applicable act. & SO, if in vogue.
Generally, Work on weekly off days should be treated as if they are working on OT or holiday work. They should be paid double the salary, if they cannot avail off on another day or allowed to accumulate which can even be merged with EL/PL due to exigencies of work if your policy permits such an arrangement.
From India, Bangalore
Hi,
You can provide option of Comp-OFF, Leaves (EL-PL), or redeem their working day into cash (Per day salary full) as per the number of working days on week-offs.
But asking employees to work on week-offs is not ethical, may be in short term you increase your sales or work, but in long term this will leads negative impact on health of employees, and on sales as well. Employees may also go for job switch .
I am suggesting to shuffle roster according to work load, shuffle shifts of employees and provide them week-offs.
Thanks
From India, Delhi
You can provide option of Comp-OFF, Leaves (EL-PL), or redeem their working day into cash (Per day salary full) as per the number of working days on week-offs.
But asking employees to work on week-offs is not ethical, may be in short term you increase your sales or work, but in long term this will leads negative impact on health of employees, and on sales as well. Employees may also go for job switch .
I am suggesting to shuffle roster according to work load, shuffle shifts of employees and provide them week-offs.
Thanks
From India, Delhi
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WORK PLACE STANDARDS - Blank.doc