Employee Benefit For Extra Work (Saturday & Other Holida

Hi all,
I am associated with a software development firm as HR. We work for 5 days a week. As we all know that due to urgency of project completion at times employees need to come on Saturdays or any other holidays, which is a common practice in the industry. For that we provide an extra leave, give a days basic pay plus offer some allowance for conveyance and lunch. We are going to change this policy soon as we think there is no need to give a days basic if an extra leave is given and vice versa. Can you please tell what all you people are following in your company?
Thanks in advance
Sunetra

15 views and still no replies. Don't you people have to arrange for extra workings in your company kya? :cry:

Hi
If you are already giving the Comp-Off then there is no need to pay basic. Most of the software indutries are following the same thing. So, go ahead and you can change the policy.
Thanks
Manish

"THOSE, WHO ARE WORKING IN LATE HOURS & ON HOLIDAYS, THOSE ARE NOT EFFICIENT AND COMPETENT."
So, try to give up this practice.
Purshottam Saini

the software industry per say is not regulated by any labour law in India, it is not a factory, but could be citied to be an establishment under the shops and establishment act. Forget about what other people are doing since you will not be able to cite another company's practises as an excuse. Ignorance of law is not an excuse is what we first learn as HR professionals. Coming to the point that you have a query on, in a situation where you give one day leave, there is nothing additional that you have to pay.
A person can work 48 hours in a week and not more than that. One day leave after six continuous days of work is all what the law says.
take care

Thanks Amit for your valuable comments. In response to your comment of "ignorance of law" let me tell you something. There are many policies that companies follow are not there in any rulebook. But we follow a policy to avoid any confusion or discrepancies. I am not asking about what is "legal" or "not legal". Being an HR it is my duty to look into the best interest of the employees and at the same time employer too. Again, as per your comment "citing another company's practises as an excuse" is not what I am looking for. It is just a query to enlighten myself about what is the best practice in the industry. I think this time I could make myself clear about what I was looking for. I think it is not a very good approach to be harsh upon someone in a open discussion forum like this one. We can have a bit more patience in solving a problem or replying to a query of our form members. What do you say?
Thanks
Sunetra

Hi Sunetra,
Usually in our company we have 8 1/2 hours as working hours , those who work less than 4 hours(that is 81/2 + 4) will not be given Comp off or one day salary for Administrative staff.For other staff it will be applicable.Any one of the same.It depends on the wish of the employee.So u can change ur rule.I hope that u can pay one day salary only no need of any other benefits.
Sirisha.

Hi Sunetra,
In our organization, we compensate employees by giving them a day's pay (calculated by dividing Gross Monthly Pay by 30).
Regards
Gulu

Hello Sunetra,
In our company employees are allowed either extra leave or payment equal to his/her daily basic. But conveyance and meal allowances are entitled for both catagory. But for elligibility of that benifit each has to work for a minimum prescribed duration.
Thanks
Jahir
Dhaka, Bangladesh
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You need to pay for the Lunch if possiable TA .... (TA not manditory)
but i advice you to pay for lunch not the day becz ur giving a day off for the day they ae working
Pay for Lunch :- rather paying you get it arranged a Spl lunch for all employee attended this would be great i suppose
regards
S CH
Srivanth