Hi all, As 2012 is approaching, need to pen down the no of National Holidays applicable to employees. Kindly guide how many national holidays are applicable to a company.
From India, Mumbai
From India, Mumbai
Dear Member,
First see under which of the Act you are required to grant these hloidays & then go through that Act to have knowledge on holidays e.g. if you company is covered under Bombay Shops Act then go through section 35(4) of this Act.If you are covered under State Industrial establishment ( National & Festival and Casual & Sick Leaves) Act then go through this Act for your query.
R.N.KHOLA I I LL & IR I
Skylark Associates I Gurgaon I Haryana I
Welcome Skylark Associates
From India, Delhi
363First see under which of the Act you are required to grant these hloidays & then go through that Act to have knowledge on holidays e.g. if you company is covered under Bombay Shops Act then go through section 35(4) of this Act.If you are covered under State Industrial establishment ( National & Festival and Casual & Sick Leaves) Act then go through this Act for your query.
R.N.KHOLA I I LL & IR I
Skylark Associates I Gurgaon I Haryana I
Welcome Skylark Associates
From India, Delhi
Dear Sir,
Recently my company has aquired one family business, we have taken their complete staff of operatios, we have changed only management team, I request to send & guide me to change name of occupier & Factory manager, authorized signatory in variou Govt. Department...please
prakash Panchal
Manager -HR
+9427523032
From India, Jamnagar
Recently my company has aquired one family business, we have taken their complete staff of operatios, we have changed only management team, I request to send & guide me to change name of occupier & Factory manager, authorized signatory in variou Govt. Department...please
prakash Panchal
Manager -HR
+9427523032
From India, Jamnagar
Dear All HR members ,
I have to make an Office Timing Policy for our organization , But the problems in framing he same are as follows -
The sales team often prefers to go on calls from them homes
· The meetings aligned in one of the areas of Pune does not make it feasible to first come to office and then go on call
·Most members work from home for long periods (as we expect them to)
In some locations (Chennai, Hyderabad, Aurangabad) our members work from home
Can somebody guide me how can I make a best suitable Office Timing Policy??
Please guide.
Thanks & Regards
Smita
HR - Exe.
From India, Pune
I have to make an Office Timing Policy for our organization , But the problems in framing he same are as follows -
The sales team often prefers to go on calls from them homes
· The meetings aligned in one of the areas of Pune does not make it feasible to first come to office and then go on call
·Most members work from home for long periods (as we expect them to)
In some locations (Chennai, Hyderabad, Aurangabad) our members work from home
Can somebody guide me how can I make a best suitable Office Timing Policy??
Please guide.
Thanks & Regards
Smita
HR - Exe.
From India, Pune
Dear Smita,
I have also faced the same problem.
In this situation we have kept the normal working hours for all the branches but there attendance is maintained on the days there Daily Call report is received to there respective managers.
Incase they are going directly to meeting they need to keep there managers update on the same.
At any point of time if it is not update then they are marked late for the day. 3 late mark is equivalent to one day salary loss.
This could be one the method you can follow ,but then do keep the other scenarios in mind your company is following.
From India, Mumbai
I have also faced the same problem.
In this situation we have kept the normal working hours for all the branches but there attendance is maintained on the days there Daily Call report is received to there respective managers.
Incase they are going directly to meeting they need to keep there managers update on the same.
At any point of time if it is not update then they are marked late for the day. 3 late mark is equivalent to one day salary loss.
This could be one the method you can follow ,but then do keep the other scenarios in mind your company is following.
From India, Mumbai
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