What Should Be The Mode For "Extra Working Settlement"

Dear Seniors,

What will be the best mode for settling "Extra working duty hours" of the workforce working at a plant in the supervisory-managerial category against any off-day working in an industry? What is the acceptable mode of settlement from a legal point of view and standard practice? Is it through giving "Compensatory OFF" or paying cash in salary?

Please provide guidance on the subject.

Thanks

Dear HR@glance,

As per industry standards, if an employee is working on a weekly off/holiday, then:
1. The employee can avail his weekly off against the working day in any subsequent weeks within the span of 1 month.
2. Companies usually set a minimum timeline of 4-6 hours working to avail a compensatory off for working on a weekly off/holiday.
3. If an employee has worked extra from his/her shift for the minimum time allotted by the company as per the company's policy, then that employee is eligible to avail compensatory off (full day/half day depending on the number of hours worked).

Thank you.

Dear Sir,

You are absolutely right. I suggested implementing "COFF" in practice, but my management is insisting on settling it through cash paid in salary at our company. Sir, could you please explain the real benefits of following the COFF practice instead of using cash? I need more details so that I can effectively explain and justify it to my management.

Thank you.

Dear Sir,

Please provide valuable inputs regarding what would be the real benefits if giving C-OFF practice is followed instead of paying extra working in to cash with salary. Please elaborate more so that it can be explained or justified to our management. The Management is asking to settle it through cash paid in salary at my company.

Eagerly waiting for inputs.

Thanks