Hello, I have recently joined a workplace where the employees are asked to work on their weekly offs, but they are not able to give them holidays on a different day. They are asking me to settle and pay for the weekly offs. How do I calculate this? Kindly advise.
From India, Pune
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From India, Pune
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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, motivation, and morale, etc. It is a legal entitlement. Any "hindrance" thereto or "withholding" thereof is the employer's direct loss because the workforce is physically present on duty but is physically and mentally exhausted, tired, less zealous, and dedicated.
Kritarth Team
20 Feb 2019
From India, Delhi
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214Kritarth Team
20 Feb 2019
From India, Delhi
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Dear Shweta,
Legally, the WO has to be substituted by an off day latest within the next three days. If it is not feasible, we can grant a "Compensatory Off," which should get accumulated, and the employee can avail the same when the workload is less. A policy should be implemented for the accumulation beyond a certain number should get cashed equivalent to the per day salary (considering all fixed components).
Shailesh Parikh
99 98 97 10 65
Vadodara
From India, Mumbai
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Legally, the WO has to be substituted by an off day latest within the next three days. If it is not feasible, we can grant a "Compensatory Off," which should get accumulated, and the employee can avail the same when the workload is less. A policy should be implemented for the accumulation beyond a certain number should get cashed equivalent to the per day salary (considering all fixed components).
Shailesh Parikh
99 98 97 10 65
Vadodara
From India, Mumbai
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Hi Swetha,
Are you an 'industry/factory' or shop & commercial establishment? You should follow provisions under the applicable act, if in vogue.
Generally, work on weekly off days should be treated as if they are working overtime or on a holiday. They should be paid double the salary if they cannot avail of another day off or allowed to accumulate, which can even be merged with earned leave/paid leave due to work exigencies if your policy permits such an arrangement.
From India, Bangalore
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Are you an 'industry/factory' or shop & commercial establishment? You should follow provisions under the applicable act, if in vogue.
Generally, work on weekly off days should be treated as if they are working overtime or on a holiday. They should be paid double the salary if they cannot avail of another day off or allowed to accumulate, which can even be merged with earned leave/paid leave due to work exigencies if your policy permits such an arrangement.
From India, Bangalore
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Hi,
You can provide the 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. Asking employees to work on week-offs is not ethical. Maybe in the short term, you can increase your sales or workload, but in the long term, this will lead to a negative impact on the employees' health and on sales as well. Employees may also opt for a job switch. I suggest shuffling the roster according to the workload, shifting employees' shifts, and providing them with week-offs.
Thanks
From India, Delhi
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You can provide the 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. Asking employees to work on week-offs is not ethical. Maybe in the short term, you can increase your sales or workload, but in the long term, this will lead to a negative impact on the employees' health and on sales as well. Employees may also opt for a job switch. I suggest shuffling the roster according to the workload, shifting employees' shifts, and providing them with week-offs.
Thanks
From India, Delhi
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WORK PLACE STANDARDS - Blank.doc