Hello Seniors,
I am working as an HR cum Personnel Professional in Faridabad, Haryana. I want to know if there is a company policy stating that we provide 8 festival leaves in a year. We declared Diwali as a festival leave in 2013. However, Diwali fell on a Sunday, which is the weekly off day.
I would like to understand if there are any criteria or laws regarding the adjustment of this leave. My employer mentioned that it is not mandatory to provide another leave when Diwali falls on a Sunday.
Therefore, I seek clarification on whether it is necessary for us to provide 2 leaves (one for the weekly off and the second for Diwali falling on a Sunday).
Thank you.
From India, Chandigarh
Acknowledge(0)
Amend(0)
144I am working as an HR cum Personnel Professional in Faridabad, Haryana. I want to know if there is a company policy stating that we provide 8 festival leaves in a year. We declared Diwali as a festival leave in 2013. However, Diwali fell on a Sunday, which is the weekly off day.
I would like to understand if there are any criteria or laws regarding the adjustment of this leave. My employer mentioned that it is not mandatory to provide another leave when Diwali falls on a Sunday.
Therefore, I seek clarification on whether it is necessary for us to provide 2 leaves (one for the weekly off and the second for Diwali falling on a Sunday).
Thank you.
From India, Chandigarh
Acknowledge(0)Amend(0)
Dear Vikas Khatter,
Your simple query is if a festival holiday falls on a weekly off day, then whether an additional holiday is granted or not. One gets confused by your use of the word "leave".
Generally, when any festival holiday falls on a weekly-off day, then no substitute holiday or any compensatory holiday is granted. I have found this policy in many companies. But, these are policies and not rules of law. You can have a considerate view and decide on a policy that a certain number of holidays falling on a weekly-off day will be either paid extra or will be compensated as an extra holiday, etc. You may have to find out what policy neighboring industries are following. Accordingly, you can decide.
Adv. K. H. Kulkarni
From India, Kolhapur
Acknowledge(0)Amend(0)
Your simple query is if a festival holiday falls on a weekly off day, then whether an additional holiday is granted or not. One gets confused by your use of the word "leave".
Generally, when any festival holiday falls on a weekly-off day, then no substitute holiday or any compensatory holiday is granted. I have found this policy in many companies. But, these are policies and not rules of law. You can have a considerate view and decide on a policy that a certain number of holidays falling on a weekly-off day will be either paid extra or will be compensated as an extra holiday, etc. You may have to find out what policy neighboring industries are following. Accordingly, you can decide.
Adv. K. H. Kulkarni
From India, Kolhapur
Acknowledge(0)Amend(0)
Dear Vikas, Whether your unit is covered under Factories Act, 1948 ? Regards, R N KHOLA
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
in future while finalizing give 8 holidays without counting holidays falling on sun day.now you can give another holiday to substitute it
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Vikas,
There is no law that forces employers to provide a substitute day off if an employee falls sick on a Sunday or their designated day off. However, if employees work on a holiday such as Republic Day or Independence Day, it is customary to grant them a compensatory day off.
Typically, organizations adhere to a holiday list issued by banks or government agencies, which usually consists of 12 to 16 days off. If your organization opts for only 8 holidays, you can exclude festivals that coincide with weekends from the holiday list.
Ultimately, the decision to grant an additional day off is at your discretion.
Thank you.
From India, Gurgaon
Acknowledge(0)Amend(0)
There is no law that forces employers to provide a substitute day off if an employee falls sick on a Sunday or their designated day off. However, if employees work on a holiday such as Republic Day or Independence Day, it is customary to grant them a compensatory day off.
Typically, organizations adhere to a holiday list issued by banks or government agencies, which usually consists of 12 to 16 days off. If your organization opts for only 8 holidays, you can exclude festivals that coincide with weekends from the holiday list.
Ultimately, the decision to grant an additional day off is at your discretion.
Thank you.
From India, Gurgaon
Acknowledge(0)Amend(0)
Dear Vikas Khatter,
Your company has decided to declare 8 holidays in a year. Year after year, you will find that some holidays fall on Saturdays or Sundays.
Hence, my recommendation is while you finalize the holiday list for the succeeding year in November/ December of the calendar year, please ensure that you declare 8 holidays (including the mandatory national holidays) that fall between Monday to Friday if your establishment is following a 5-day week. By doing this, you will ensure that employees are assured of at least 8 holidays in a year.
Some companies substitute holidays falling on the weekly off by giving an alternate festival holiday.
If employees work on a weekly off, they must be given a compensatory off either 3 days prior or 3 days after the day on which they are required to work.
If the establishment follows a 5-day week pattern, if they work either on Saturday or Sunday, they will have to be paid double wages on the day they are required to work. If they are required to work on Diwali day that falls on a Saturday or Sunday, they will be entitled to get double wages for working on that day while others who do not work will get a single wage by default.
Trust the matter is clear.
M.V. Kannan
From India, Madras
Acknowledge(0)Amend(0)
Your company has decided to declare 8 holidays in a year. Year after year, you will find that some holidays fall on Saturdays or Sundays.
Hence, my recommendation is while you finalize the holiday list for the succeeding year in November/ December of the calendar year, please ensure that you declare 8 holidays (including the mandatory national holidays) that fall between Monday to Friday if your establishment is following a 5-day week. By doing this, you will ensure that employees are assured of at least 8 holidays in a year.
Some companies substitute holidays falling on the weekly off by giving an alternate festival holiday.
If employees work on a weekly off, they must be given a compensatory off either 3 days prior or 3 days after the day on which they are required to work.
If the establishment follows a 5-day week pattern, if they work either on Saturday or Sunday, they will have to be paid double wages on the day they are required to work. If they are required to work on Diwali day that falls on a Saturday or Sunday, they will be entitled to get double wages for working on that day while others who do not work will get a single wage by default.
Trust the matter is clear.
M.V. Kannan
From India, Madras
Acknowledge(0)Amend(0)
Hi Vikas, I also Agree with the views of Ajit and all other that mentioned above. Rest depends on the company to company.
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Hello all,
I would dearly appreciate it if anyone could share their company's holiday policy. I am not looking for a list of holidays, but I am looking for a concrete policy with framed sentences so that it will be helpful for reference purposes.
Thank you
From India, Trichy
Acknowledge(0)Amend(0)
I would dearly appreciate it if anyone could share their company's holiday policy. I am not looking for a list of holidays, but I am looking for a concrete policy with framed sentences so that it will be helpful for reference purposes.
Thank you
From India, Trichy
Acknowledge(0)Amend(0)
Dear Senior Sir,
I have some confusion, kindly clear my doubt.
I have more than 70 employees working as team members (staff), in which some are graduates and the remaining are ITIs. Kindly clarify whether these employees come under the category of skilled, semiskilled, or unskilled.
Regards,
Anil Chaturvedi
HR Executive
RCCPL Maihar
From India, Pune
Acknowledge(0)Amend(0)
I have some confusion, kindly clear my doubt.
I have more than 70 employees working as team members (staff), in which some are graduates and the remaining are ITIs. Kindly clarify whether these employees come under the category of skilled, semiskilled, or unskilled.
Regards,
Anil Chaturvedi
HR Executive
RCCPL Maihar
From India, Pune
Acknowledge(0)Amend(0)
As it comes under the Equal Remuneration Act, there are 5 categories:
1. Unskilled - Peon, Watchmen, Sweeper, Helper, Worker, Gardener, Painter.
2. Semi-Skilled - Those who are not highly educated but trained, such as junior mechanic and driver.
3. Skilled - Individuals with diplomas or degrees working at operational or clerical levels, such as electricians, mechanics, fitters, welders, clerks, etc.
4. Highly Skilled - Those with a graduation degree working at assistant or executive levels, like personal assistants and executive professionals.
5. Staff - Those at the top level, such as managers.
From India, Chandigarh
Acknowledge(0)Amend(0)
1. Unskilled - Peon, Watchmen, Sweeper, Helper, Worker, Gardener, Painter.
2. Semi-Skilled - Those who are not highly educated but trained, such as junior mechanic and driver.
3. Skilled - Individuals with diplomas or degrees working at operational or clerical levels, such as electricians, mechanics, fitters, welders, clerks, etc.
4. Highly Skilled - Those with a graduation degree working at assistant or executive levels, like personal assistants and executive professionals.
5. Staff - Those at the top level, such as managers.
From India, Chandigarh
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Hello Seniors.doc