Hi,
In my view point i think the employee should be paid for these days, as it is not the mistake of the employee its due to reason.
for eg people working in public sector are paid for these days, so the salary for these days should be paid in private sector also. But the decision for payment still remains with the management. There are people in the management who are also suffering due to this mishap.
From India, Calicut
12In my view point i think the employee should be paid for these days, as it is not the mistake of the employee its due to reason.
for eg people working in public sector are paid for these days, so the salary for these days should be paid in private sector also. But the decision for payment still remains with the management. There are people in the management who are also suffering due to this mishap.
From India, Calicut
Dear Ravi,
Rules are applicable to all. Pl check any deduction to owner of your factory or top management people? If deduction is there and enjoy do not get stress because all you are in the same ship. But they got their full salary and you people do not get then think follwoing:
Organization is run by FAMILY run Organization. So, be a member of that organization.
From India, Mumbai
Rules are applicable to all. Pl check any deduction to owner of your factory or top management people? If deduction is there and enjoy do not get stress because all you are in the same ship. But they got their full salary and you people do not get then think follwoing:
Organization is run by FAMILY run Organization. So, be a member of that organization.
From India, Mumbai
Hi Employer should think from other side of the standpoint rather than be so harsh in their principle. First life than everything. Soma Adhikari
From India, Mumbai
From India, Mumbai
Normally you are paid for days worked. In times like these ie curfew, floods, transport strike etc normally the management (depending on the industry) can ask you to come to work on a day off of the week end and treat it as "all dues accounted for". Another way is to deduct a days leave from the leave balance and pay you for all the days. In case neither is possible then the management has a right to treat the same as unpaid.
From India, Hyderabad
From India, Hyderabad
THE LAST WORD :
Dear Friends,
I have been reading all your responses, many of them being based on emotions and an imagined fairness. remember, an HR guy has to base his decision on hard facts and not on emotions, excuses or sob-stories. Let me clarify the situation :
Whether it is "curfew", "bandh" or any other contingency; under the normal course of work, an employee has to attend to his duties at the workspot to be eligible to get salary. You must be aware that even during curfews, persons employed under "essential services" have to attend their duties (else there will be no water, electricity, buses, trains, law & order etc.) Other employees should proceed to their work place alone (not in form of a crowd) alongwith their Identity cards.
It is quite possible, that in spite of best efforts, an employee is not able to reach his office; in which case he should inform the employer (by phone or otherwise) of his inability to attend and then SEEK LEAVE FOR THE DAY.
Just because there is a curfew or some such incident, AN EMPLOYEE IS NOT AUTOMATICALLY ENTITLED FOR A PAID LEAVE.
During Elections, in Public Sector Undertakings, employees are granted Leave (a perquisite for working in PSU), whereas in Private Sector, employees should be given a few hours off to cast their votes.
THAT"S IT, FRIENDS. Please don't go into the merits of arguments that as the employee tried his best to come to office but could not, and it is not his fault so he should get full pay etc. Fior example, even during marriage of a relative, an employee may try his best to go to office, but his relatives (and the work involved) may not allow him to go to office, does not entitle him a day's salary because it was not his fault. Let us be OBJECTIVE in our evaluation of situations.
I hope you will find this useful in understanding the issue, and making your decision.
Regards.
Raj Kumar Hansdah
From India, Delhi
Dear Friends,
I have been reading all your responses, many of them being based on emotions and an imagined fairness. remember, an HR guy has to base his decision on hard facts and not on emotions, excuses or sob-stories. Let me clarify the situation :
Whether it is "curfew", "bandh" or any other contingency; under the normal course of work, an employee has to attend to his duties at the workspot to be eligible to get salary. You must be aware that even during curfews, persons employed under "essential services" have to attend their duties (else there will be no water, electricity, buses, trains, law & order etc.) Other employees should proceed to their work place alone (not in form of a crowd) alongwith their Identity cards.
It is quite possible, that in spite of best efforts, an employee is not able to reach his office; in which case he should inform the employer (by phone or otherwise) of his inability to attend and then SEEK LEAVE FOR THE DAY.
Just because there is a curfew or some such incident, AN EMPLOYEE IS NOT AUTOMATICALLY ENTITLED FOR A PAID LEAVE.
During Elections, in Public Sector Undertakings, employees are granted Leave (a perquisite for working in PSU), whereas in Private Sector, employees should be given a few hours off to cast their votes.
THAT"S IT, FRIENDS. Please don't go into the merits of arguments that as the employee tried his best to come to office but could not, and it is not his fault so he should get full pay etc. Fior example, even during marriage of a relative, an employee may try his best to go to office, but his relatives (and the work involved) may not allow him to go to office, does not entitle him a day's salary because it was not his fault. Let us be OBJECTIVE in our evaluation of situations.
I hope you will find this useful in understanding the issue, and making your decision.
Regards.
Raj Kumar Hansdah
From India, Delhi
Actually law says no work no pay that is correct and have to accept. Its total a managment's part that how they deal with their employees. If they are sensetive enough and respect their employees, then one will pay the salary. But if they are very strict then they wont pay. We as an employee only can convince but its a sole deceision on the part of mangement. Whatever is the decision one should not loose patience, behaviour and effort for the job.
From India, Mumbai
From India, Mumbai
Actually law says no work no pay that is correct and have to accept. Its total a managment's part that how they deal with their employees. If they are sensetive enough and respect their employees, then one will pay the salary. But if they are very strict then they wont pay. We as an employee only can convince but its a sole deceision on the part of mangement. Whatever is the decision one should not loose patience, behaviour and effort for the job.
Regards,
Geeta
From India, Mumbai
Regards,
Geeta
From India, Mumbai
hi one thing is not clear, whether on these day facorty was working or not, if factory was running ur salary will deduct accordingly, yes u can request or talk to managment not to deduct the salary.
From India, Gurgaon
From India, Gurgaon
Hi Dr,
The management cannot deduct the salary of the employee as he is not in default. the action taken by the management is wrong. Employer is bound to pay the salary for the days lost due to curfew because employee has never refused to take his job.
From India, Chandigarh
The management cannot deduct the salary of the employee as he is not in default. the action taken by the management is wrong. Employer is bound to pay the salary for the days lost due to curfew because employee has never refused to take his job.
From India, Chandigarh
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Salary-Note.doc
Salary Break up - After deduction.xls