Dear All, I am new to this group and I am finding the topics and the Information Shared here very useful.
I am working with a Software Product Development Company as an H.R. Executive and I am in process of revamping a few policies for my company.
I would kindly request someone to help me with the Comp-Off Policy.
a.I wanted to know on what basis should Comp-Off be ideally calculated.
b.Currently we have a practice of deducting a day's salary for three late marks in a month.I wanted to know if late marks can be adjusted against Comp-Off's.
c.I also would like to know, can half-days be adjusted with Comp-off's
I would be really thankful if someone amongst you all helps me out with these details and shares the practices that exist in their company.
Thanks in advance.
From India, Pune
I am working with a Software Product Development Company as an H.R. Executive and I am in process of revamping a few policies for my company.
I would kindly request someone to help me with the Comp-Off Policy.
a.I wanted to know on what basis should Comp-Off be ideally calculated.
b.Currently we have a practice of deducting a day's salary for three late marks in a month.I wanted to know if late marks can be adjusted against Comp-Off's.
c.I also would like to know, can half-days be adjusted with Comp-off's
I would be really thankful if someone amongst you all helps me out with these details and shares the practices that exist in their company.
Thanks in advance.
From India, Pune
Hi Shraddha,
Under the "Bombay Shops and Establishments Act" each employee is to be granted one weekly day off from work.
The concept of a "Compensatory Off" is a day given to an employee when he/she has worked on a declared holiday of the organisation or on his/her weekly day off.
Are u deducting a day's salary or a day's leave for 3 late marks in the month??? A day's salary sounds a little harsh and usually it is a day's leave that is deducted for every 3 late marks in a month, unless the employee doesn't have any more leaves to his/her credit then the salary may be deducted. I don't think that you can adjust these against a comp off or you will have employees coming in late and willing to work on holidays too!!
Adjusting half days with a comp off may be possible but employees need to understand that the adjustment is between half a day of work and one day of comp off.
Hope this helps u a little!!
Regards,
Chanchal
From India, Mumbai
2Under the "Bombay Shops and Establishments Act" each employee is to be granted one weekly day off from work.
The concept of a "Compensatory Off" is a day given to an employee when he/she has worked on a declared holiday of the organisation or on his/her weekly day off.
Are u deducting a day's salary or a day's leave for 3 late marks in the month??? A day's salary sounds a little harsh and usually it is a day's leave that is deducted for every 3 late marks in a month, unless the employee doesn't have any more leaves to his/her credit then the salary may be deducted. I don't think that you can adjust these against a comp off or you will have employees coming in late and willing to work on holidays too!!
Adjusting half days with a comp off may be possible but employees need to understand that the adjustment is between half a day of work and one day of comp off.
Hope this helps u a little!!
Regards,
Chanchal
From India, Mumbai
Dear Chanchal,
The Information you shared was really useful.We deduct one day leave out of the two days monthly leave an employee is allowed and if he has no leave balance then it is taken as a negative leave balance and I am currently planning to change one more structure wherein,an employee will be allowed to have a negative leave balance only upto -5 any no. of days beyond -5 would be deducted from the employees salary with a prior intimation to him/her.
Kindly suggest me if this would be the right practise as we have employees whose negative balance has crossed -15 and nothing has really been happening about it.
Thank you.
Regards,
Shraddha.
From India, Pune
The Information you shared was really useful.We deduct one day leave out of the two days monthly leave an employee is allowed and if he has no leave balance then it is taken as a negative leave balance and I am currently planning to change one more structure wherein,an employee will be allowed to have a negative leave balance only upto -5 any no. of days beyond -5 would be deducted from the employees salary with a prior intimation to him/her.
Kindly suggest me if this would be the right practise as we have employees whose negative balance has crossed -15 and nothing has really been happening about it.
Thank you.
Regards,
Shraddha.
From India, Pune
Dear Shraddha,
Glad to be of help to u!
Personally I don't agree to there being any negative leaves in an organisation, because you may find employees taking advantage of the same especially since there can be no limit - just like you have said that an employee has -15 leaves!!! This may work in an organisation with less employees but may not work in an organisation with around 200-300 employees.
Employees must understand the importance of attendance - this doesn't mean that u need to be a school master and stand with a bell and the muster at the gate but they need to understand that they are responsible and mature adults who come to work to do a certain job and that job requires accountability to the HR department in the form of adherence to attendance.
From what I can understand from your message is that employees have taken advantage of the situation especially since there is no "con" side to the equation - ie they still get their salary, leaves are being added every month anyways and will outset the negative leaves some day or the other... So your organisation as a whole needs to start thinking in a new direction and you as the HR would be responsible for the new direction !
Hope this helps u a little!!
Regards,
Chanchal
From India, Mumbai
Glad to be of help to u!
Personally I don't agree to there being any negative leaves in an organisation, because you may find employees taking advantage of the same especially since there can be no limit - just like you have said that an employee has -15 leaves!!! This may work in an organisation with less employees but may not work in an organisation with around 200-300 employees.
Employees must understand the importance of attendance - this doesn't mean that u need to be a school master and stand with a bell and the muster at the gate but they need to understand that they are responsible and mature adults who come to work to do a certain job and that job requires accountability to the HR department in the form of adherence to attendance.
From what I can understand from your message is that employees have taken advantage of the situation especially since there is no "con" side to the equation - ie they still get their salary, leaves are being added every month anyways and will outset the negative leaves some day or the other... So your organisation as a whole needs to start thinking in a new direction and you as the HR would be responsible for the new direction !
Hope this helps u a little!!
Regards,
Chanchal
From India, Mumbai
Shraddha,
The policy of comp-off depends on how the management wants to implement the same.
As our is a product based company we have lil more flexible policy which says:
1. Comp-off cannot be combined with CL
2. It can be combined with EL
3. It has to be availed in 90 days or the comp-off will be lapsed
4. We give comp-off for extra working hours for our employees for ex: upto four hrs half a day, 4-7 hrs one day etc
5. We have flexi timimgs for our emplyees.
6. Last but not the least you could, i think, can adjust the late coming form comp-off.
Cordially,
preet
From India, Bangalore
The policy of comp-off depends on how the management wants to implement the same.
As our is a product based company we have lil more flexible policy which says:
1. Comp-off cannot be combined with CL
2. It can be combined with EL
3. It has to be availed in 90 days or the comp-off will be lapsed
4. We give comp-off for extra working hours for our employees for ex: upto four hrs half a day, 4-7 hrs one day etc
5. We have flexi timimgs for our emplyees.
6. Last but not the least you could, i think, can adjust the late coming form comp-off.
Cordially,
preet
From India, Bangalore
Hi, I am in process of updating policies of our company, please send me few samples for componsatory off policies. Looking forward for your inputs Pooja sharma
From India, Ghaziabad
From India, Ghaziabad
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