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
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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 upon 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 offload urgent matters, he can avail of the compensatory off with prior approval or can charge OT if the company has a system of paying OT. This OT is calculated only on basic and DA, and no other allowances are considered. The OT is taxable and paid along with the monthly salary. It is always better to clear the compensatory off within the same month itself to avoid keeping records.
However, in the cases of non-unionized employees like managers or any other supervisory grades not covered by unions, the question of compensatory off should not arise since they are considered part of the management team and are supposed to work at 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 upon 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 offload urgent matters, he can avail of the compensatory off with prior approval or can charge OT if the company has a system of paying OT. This OT is calculated only on basic and DA, and no other allowances are considered. The OT is taxable and paid along with the monthly salary. It is always better to clear the compensatory off within the same month itself to avoid keeping records.
However, in the cases of non-unionized employees like managers or any other supervisory grades not covered by unions, the question of compensatory off should not arise since they are considered part of the management team and are supposed to work at any time in case of exigencies of business.
From India, Calcutta
Hi,
I am working as an HR Executive in an IT service provider company. During the setup of my HR policy, I clarified some facts regarding "Compensatory Off." They are:
1. If any employee is working during the weekly holiday or any national holiday provided by the company, then that task must be assigned either by the Team Leader with a CC to the Project Manager or directly by management to him/her via email one or two days in advance. This allows the employee to prepare for the day, and the company must pay double for that day.
2. If an employee works on a holiday, they can take Comp Off within the next three days, up to a maximum of one week. The Comp Off will then be included in the monthly salary for that month, and any leave taken in that month will be compensated as a Comp Off.
3. If employees are still taking Comp Off, it is important to notify the management that the responsibility lies with the team leader or the management for the Comp Off activity. HR is responsible for informing the management about the situation and coordinating with the Project Manager or Team Leader. If they agree, there is no need to worry.
4. Employees must be informed about HR policies when they join the organization or whenever updates are made, preferably at the beginning of the year.
Please review this information to gain a better understanding.
Thanks and regards,
Sanjay Saha
From India, Mumbai
I am working as an HR Executive in an IT service provider company. During the setup of my HR policy, I clarified some facts regarding "Compensatory Off." They are:
1. If any employee is working during the weekly holiday or any national holiday provided by the company, then that task must be assigned either by the Team Leader with a CC to the Project Manager or directly by management to him/her via email one or two days in advance. This allows the employee to prepare for the day, and the company must pay double for that day.
2. If an employee works on a holiday, they can take Comp Off within the next three days, up to a maximum of one week. The Comp Off will then be included in the monthly salary for that month, and any leave taken in that month will be compensated as a Comp Off.
3. If employees are still taking Comp Off, it is important to notify the management that the responsibility lies with the team leader or the management for the Comp Off activity. HR is responsible for informing the management about the situation and coordinating with the Project Manager or Team Leader. If they agree, there is no need to worry.
4. Employees must be informed about HR policies when they join the organization or whenever updates are made, preferably at the beginning of the year.
Please review this information to gain a better understanding.
Thanks and regards,
Sanjay Saha
From India, Mumbai
Dear Kavitha,
Compensatory Off cannot be added to leave. Compensatory off has to be taken within 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. This will create or increase the absenteeism problem in the organization as well as at the client's place.
From India, Mumbai
Compensatory Off cannot be added to leave. Compensatory off has to be taken within 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. This will create or increase the absenteeism problem in the organization as well as at the client's place.
From India, Mumbai
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