Suggest me sum extra curricular activities in Company for employees
From India, Indore
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From India, Indore
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Dear Ankit, My Question is will Compensatory off is provided to Marketing employees also because they do Official Tour on Sunday and Holiday also ??
From India, Indore
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From India, Indore
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Yes.
Since your production team works overtime and also comes in on weekends to meet production targets, the same principle can be applied to the Marketing department.
Members of the Marketing team travel extensively during their time off to meet with customers and address their inquiries. They are eligible for compensatory time off according to the company's policy only if their travel is for company-related purposes or if they are visiting customers.
From India, Mumbai
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399Since your production team works overtime and also comes in on weekends to meet production targets, the same principle can be applied to the Marketing department.
Members of the Marketing team travel extensively during their time off to meet with customers and address their inquiries. They are eligible for compensatory time off according to the company's policy only if their travel is for company-related purposes or if they are visiting customers.
From India, Mumbai
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No, based on my experience, the employees who are on tour for the organization's work are enjoying their holidays in hotels or at their tour destinations and claiming their travel and daily allowances as per their entitlements. I am currently unclear on how the issue of compensatory leave arises. I would appreciate clarification on this matter.
N K SHARMA
From India, Chandigarh
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N K SHARMA
From India, Chandigarh
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Dear Prateek,
First of all, the HR policies of your company have to be checked pursuant to the provision of "mode of compensation".
Compensation must be provided, either in terms of money or compensatory time off.
If working on holiday(s) is compensated in terms of money (e.g., overtime, hardship allowance, etc.), then additional compensatory time off cannot be given. However, this monetary compensation should be in ADDITION to the TA [actual or company slab], DA [actual/company slab - for food, lodging (hotel stay), etc.].
If working on holiday(s) is not compensated, as per the company's policies, in terms of money (e.g., overtime, hardship allowance, etc.), then additional compensatory time off MUST BE given. However, this compensatory time off should be in ADDITION to the TA [actual or company slab], DA [actual/company slab - for food, lodging (hotel stay), etc.].
The basic concept is that the TA, DA, etc., are either reimbursement amounts which the employee actually incurs during his tour OR predefined amounts based on the employee's grade. But what about the TIME he/she is working on holidays when the rest of the employees are enjoying with family and friends? For this additional work on holiday(s), either overtime/hardship allowance should be given, or compensatory time off should be provided.
Subrata Mahajan
Manager - Contracts
From Germany
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First of all, the HR policies of your company have to be checked pursuant to the provision of "mode of compensation".
Compensation must be provided, either in terms of money or compensatory time off.
If working on holiday(s) is compensated in terms of money (e.g., overtime, hardship allowance, etc.), then additional compensatory time off cannot be given. However, this monetary compensation should be in ADDITION to the TA [actual or company slab], DA [actual/company slab - for food, lodging (hotel stay), etc.].
If working on holiday(s) is not compensated, as per the company's policies, in terms of money (e.g., overtime, hardship allowance, etc.), then additional compensatory time off MUST BE given. However, this compensatory time off should be in ADDITION to the TA [actual or company slab], DA [actual/company slab - for food, lodging (hotel stay), etc.].
The basic concept is that the TA, DA, etc., are either reimbursement amounts which the employee actually incurs during his tour OR predefined amounts based on the employee's grade. But what about the TIME he/she is working on holidays when the rest of the employees are enjoying with family and friends? For this additional work on holiday(s), either overtime/hardship allowance should be given, or compensatory time off should be provided.
Subrata Mahajan
Manager - Contracts
From Germany
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Dear Sir,
Is it necessary to provide compensatory holidays for the work done by the marketing people when they are already receiving T.A. and D.A.? That is the question.
The answer is that the T.A. and D.A. we provide are reimbursement for the expenses they incur while working on a weekly holiday. The lost holiday pleasure of spending time with family, children, and parents is immeasurable in terms of money. Therefore, we should acknowledge and appreciate their contribution to the company by offering compensatory offs and encouraging them to take time off when work pressure is less.
D. Gurumurthy LL.HR.IR. Consultant
From India, Hyderabad
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Is it necessary to provide compensatory holidays for the work done by the marketing people when they are already receiving T.A. and D.A.? That is the question.
The answer is that the T.A. and D.A. we provide are reimbursement for the expenses they incur while working on a weekly holiday. The lost holiday pleasure of spending time with family, children, and parents is immeasurable in terms of money. Therefore, we should acknowledge and appreciate their contribution to the company by offering compensatory offs and encouraging them to take time off when work pressure is less.
D. Gurumurthy LL.HR.IR. Consultant
From India, Hyderabad
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The job profile of marketing employees is to meet the customers and secure orders for the company's products, etc. They are paid a full salary for the month in addition to TA/DA and actual expenses incurred by them. In my view, no compensatory leave should be given to marketing people.
N. K. Sharma
From India, Chandigarh
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N. K. Sharma
From India, Chandigarh
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