Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Dear Friends,
As righly mentioned by Mr. Malik anything should be a win-win situation for both the parties. The curfiew part is also a surprise and sudden hit to the employer also and If the employer lost his business and unable to supply the material / services in time he will loose his business.
In some circumstances if the employer can produce more material and supply to the customers and get some money then one option may be looked in to ie., requesting the management to consider payment these curfew days and compensate by working on other Holidays / weekly offs etc but this will be purely at the descretion of the management because if they are able to make some money then only they can pay.
In general you are eligible for payment for the days worked and if possible the management can consider your absence period as Leave, deduct leave from your account and pay.
I am happy to work an employer like Mr. Rajeev Dixit.
with best regards - kameswarao

From India, Hyderabad
In my view absent could be adjusted with Casual Leave/ any other leave, if management is not ready to give special leave or wages for particular day. Regards,
From India, Lucknow
" NO WORK , NO PAY " is acceptable. "NO LIFE ,NO JOB " . If something happens to employees during that day , say 150 out of 300, still the management is liable to pay compensation under WORKMENS COMPENSATION ACT . Isnt so sir ?????
From India, Madras
Dear Sir
I want to ask one thing that i have worked for 10 years in a mfrg.co.& due to some dispute i left the co.& join other job without taking any compensation package from the co. So is it possible that i claim that compensation from the previous co. I also bring to your kind notice that it is 2 yrs.ago & the no.of employees in that co.is app.10-15.
Regards
Prahlad

From India, Jaipur
I think management should settle this dispute by giving salary of half day. Because both the sides are correct in this situation and no one would like to bear the loss.
From India, Pune
Dear All,
I totally agree with Malik ji. In mumbai during rainy season we face this problem. As you all know Local Train is life line in mumbai during heavy rainfall sometime local train donot operate. So most of the employees don't able to come to office because of lack of transportation. In this situation most of organisation consider it as leave. If emp. have leave than argested otherwsie it is no work no pay. I personally belive it is right and well accepted by (mumbai) employees.

From India, Hyderabad
Dear All,
In my view, employer should make the payment.. as employee were not able to attend the office because of curfew only it was not their wish to sit at home.
It is almost the same situation when Election comes and employer pay salary for that very day.
It can be viewed as because of some unavoidable forces employee were not able to join their duties. Case may be treated same as if Office is closed because of any reason without prior information then obviously it is not the fault of employees.
Management should pay of these days and balance it with available leaves.
Regards,
Amit Seth.

From India, Ahmadabad
Hai All,
Fine to see all the messages. I agree with Mr. Malik, Ram etc.. Let us understand the once tree is protected then fruits get benefited. In same way, if Organisation is running with required production it can take care of its emplolyees. But due to external threats like curphew, the organisation has already lost its direct revenue due to no production or very shortage of production.
I agree with the management decision, and even as per Payment of Wages Act, 1936 the management has every right to deduct wages for the absent days. I hope u can only apply ur PL's/ EL's if you are eligible for. I hope if your management approves ur PL/EL you will be paid those days with ur june 2009 salary.
We can not blame our mother called company. Good replies in few days. Nice platform for professional updations, sharing information and guidances from professionals.
Regards
Ram Swaroop


Hi Ravi;

Its is really quite frustrating to hear from such administration to not pay...But on the contrary the admin seems having thier basis to do so... The actual causation of deducting your salary is because of the physical presence you have not, as employees, proved in the stand of the circle of management. "A person comes then compensate them..."

Yet looking on the wider side of the picture, if employees have tried calling and informing the management and FILED for such leaves then that's is binding. But the rational decision of your employer seem not acceptable to many of the employees because we are basing on the curfew imposed by the police... (eye opening) If such curfew had run in one municipal and you are in one hospital working, will it be an excused for the employee to abstain from going to work...? I dont think so...!!! there is an obligation...I call professional obligation.. If cannot carry one must call, inform, either by official or unofficial call...

I would like to express that we have a professional accountabilty to our employer and so employer towards their subordinate..It is a chain that both side must see because the curfew and paying less is not meeting to the table of your institution.. Both side must sit to refresh an agreement. \Like Can you work out or make up for it? Can you stand to worked the missed days and pay per day or etc....

Thank you...

From Saudi Arabia
dear
I fully agree with the views of Mr. J.S.Mallik. You should request yr management to adjust your leaves towards your absence on account of curfew.
Every employee should try to acrue leaves to meet this kind of unforeseen circumstances and even it is useful at the time of leaving organisation, to ajust towards notice period.
regards
NV Subba Rao, Hyd
M; 09849562900

From India, Hyderabad

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2020 Cite.Co™