Hi All
Some of the employees of our company are deputed on client site and they usually work on Off days. So they are having lot many Comp off in their Account.They even dont need to take PL,CL etc.
Kindly let me know any Comp off policy specially designed for them.
Kavita Sharma
From India, New Delhi
3Some of the employees of our company are deputed on client site and they usually work on Off days. So they are having lot many Comp off in their Account.They even dont need to take PL,CL etc.
Kindly let me know any Comp off policy specially designed for them.
Kavita Sharma
From India, New Delhi
on comp off, please insert a clause that a comp off is allowed only within 60 days from the day of working on the weekly off.
then u will see that automatically people will start avilaing the CL/ EL as the comp off will automatically lapsed after 60 days
From India, Delhi
then u will see that automatically people will start avilaing the CL/ EL as the comp off will automatically lapsed after 60 days
From India, Delhi
Nipuna We are already having the clause of 90days validity.But I think this is not working... They work all sundays in a month. Kavita Sharma
From India, New Delhi
From India, New Delhi
You also need to differentiate if they are being asked to work on a weekend to meet the deadlines or project urgencies OR whether they are going to the office just because they cannot complete their daily work in their normal working hours.
I have noticed that many employees take frequent and long breaks during the day and hence cannot complete the tasks assigned which make them come on a weekend to work. In such a scenario, CO should not be granted.
Also, many employees (bachelors) go to the office for some net surfing, etc. just because they do not have anything to do on the weekend.
Define your policy for CO keeping all these factors into consideration.
Regards,
Nikita
From India, Pune
I have noticed that many employees take frequent and long breaks during the day and hence cannot complete the tasks assigned which make them come on a weekend to work. In such a scenario, CO should not be granted.
Also, many employees (bachelors) go to the office for some net surfing, etc. just because they do not have anything to do on the weekend.
Define your policy for CO keeping all these factors into consideration.
Regards,
Nikita
From India, Pune
Hi Payal Gadeji,
i read your compensatory off provisions this is exclusively drafted to address the issue of working on holidays and weekly off. But what about overtime working inexcesss of 4 hours been compensated as well under this policy because nothing is express. Obviously your policy does not deal with this flaw in your policy.
Regards
Captain
From Saudi Arabia, Riyadh
i read your compensatory off provisions this is exclusively drafted to address the issue of working on holidays and weekly off. But what about overtime working inexcesss of 4 hours been compensated as well under this policy because nothing is express. Obviously your policy does not deal with this flaw in your policy.
Regards
Captain
From Saudi Arabia, Riyadh
Dear All, Compensatory Off can be paid along with the Full & Final settlement if the employee has a balance.Please clarify. Shashikanth
From India, Bangalore
From India, Bangalore
Dear All,
Compensatory off is totally a Company's own policy and in most cases it is agreed between the Company and the employees union. There is no specific rule about this. If an employee works on holidays at the instruction of his superior to off load urgent matters he can avail of the compensatory off with prior approval or can charge OT if the Company has system of paying OT. This OT is calculated only on basic and DA and no other allowences are considered. The OT is taxable and paid along with the monthly salary. It is always better to clear the compensatory off with the same month itself to avoid keeping of records. However in the cases non unionised employees like managers or any other supervisory gardes not covered by unions the question of compensatory off should not arise since they are considered part of the management team and supposed to work any time in case of exigencies of business.
From India, Calcutta
Compensatory off is totally a Company's own policy and in most cases it is agreed between the Company and the employees union. There is no specific rule about this. If an employee works on holidays at the instruction of his superior to off load urgent matters he can avail of the compensatory off with prior approval or can charge OT if the Company has system of paying OT. This OT is calculated only on basic and DA and no other allowences are considered. The OT is taxable and paid along with the monthly salary. It is always better to clear the compensatory off with the same month itself to avoid keeping of records. However in the cases non unionised employees like managers or any other supervisory gardes not covered by unions the question of compensatory off should not arise since they are considered part of the management team and supposed to work any time in case of exigencies of business.
From India, Calcutta
Hi
I am working as a HR Executive in IT SERVICE provider company. During the set up of my HR policy I cleared some of the facts regarding to "Compensatory Off". They are:
1. If any employee is serving during the weekly holiday or any national holiday provided
by the company then that task either must be assigned from Team Leader keeping
Cc to Proj.Manager, or management to him/her by mail one day or two days before so
that employee can keep themselves ready for that day and also in concern of the
company as they have to pay double on that day.
2. If one is working on holiday then Comp Off can be entertained by the employee in next
three days and maximum to 1 week then it will be count in the monthly salary of that
month and if any leave is taken on that month will be compensated as a Comp Off.
3. If employees are still taking Comp OFF then I think it must be in notice of the
management that the team leader or the management is responsible for the activity
of Comp Off. HR has the responsibility to keep the management in notice what is
exactly going on and concerned it with the Project manager or Team Leader. If they
are agree so you shouldn't worry about that.
4. It must be declared to the employee regarding to HR policies, the time they join the
organization or if any update is done must be conveyed to them at the beginning of
that year.
Please go through it and you'll receive zest idea from that.
Thanks & regards
Sanjay Saha
From India, Mumbai
I am working as a HR Executive in IT SERVICE provider company. During the set up of my HR policy I cleared some of the facts regarding to "Compensatory Off". They are:
1. If any employee is serving during the weekly holiday or any national holiday provided
by the company then that task either must be assigned from Team Leader keeping
Cc to Proj.Manager, or management to him/her by mail one day or two days before so
that employee can keep themselves ready for that day and also in concern of the
company as they have to pay double on that day.
2. If one is working on holiday then Comp Off can be entertained by the employee in next
three days and maximum to 1 week then it will be count in the monthly salary of that
month and if any leave is taken on that month will be compensated as a Comp Off.
3. If employees are still taking Comp OFF then I think it must be in notice of the
management that the team leader or the management is responsible for the activity
of Comp Off. HR has the responsibility to keep the management in notice what is
exactly going on and concerned it with the Project manager or Team Leader. If they
are agree so you shouldn't worry about that.
4. It must be declared to the employee regarding to HR policies, the time they join the
organization or if any update is done must be conveyed to them at the beginning of
that year.
Please go through it and you'll receive zest idea from that.
Thanks & regards
Sanjay Saha
From India, Mumbai
Dear Kavitha,
Compensatory Off cannot be added to leave. Compensatory off has to be taken with in a minimum period.
If you don't have a policy then make compensatory off can be taken within 2 or 3 months else it will get lapsed.
Also when drafting keep in mind that more than 1 or 2 CO cannot be clubbed with PL/CL. Since this will create/increase the absenteeism problem in the organisation as well as in client place.
From India, Mumbai
Compensatory Off cannot be added to leave. Compensatory off has to be taken with in a minimum period.
If you don't have a policy then make compensatory off can be taken within 2 or 3 months else it will get lapsed.
Also when drafting keep in mind that more than 1 or 2 CO cannot be clubbed with PL/CL. Since this will create/increase the absenteeism problem in the organisation as well as in client place.
From India, Mumbai
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Canteen Policy.doc