First see under which of the Act you are required to grant these hloidays & then go through that Act to have knowledge on holidays e.g. if you company is covered under Bombay Shops Act then go through section 35(4) of this Act.If you are covered under State Industrial establishment ( National & Festival and Casual & Sick Leaves) Act then go through this Act for your query.
R.N.KHOLA I I LL & IR I
Skylark Associates I Gurgaon I Haryana I
Welcome Skylark Associates
5th November 2011 From India, Delhi
Recently my company has aquired one family business, we have taken their complete staff of operatios, we have changed only management team, I request to send & guide me to change name of occupier & Factory manager, authorized signatory in variou Govt. Department...please
7th November 2011 From India, Jamnagar
I have to make an Office Timing Policy for our organization , But the problems in framing he same are as follows -
The sales team often prefers to go on calls from them homes
· The meetings aligned in one of the areas of Pune does not make it feasible to first come to office and then go on call
·Most members work from home for long periods (as we expect them to)
In some locations (Chennai, Hyderabad, Aurangabad) our members work from home
Can somebody guide me how can I make a best suitable Office Timing Policy??
Thanks & Regards
HR - Exe.
8th November 2011 From India, Pune
I have also faced the same problem.
In this situation we have kept the normal working hours for all the branches but there attendance is maintained on the days there Daily Call report is received to there respective managers.
Incase they are going directly to meeting they need to keep there managers update on the same.
At any point of time if it is not update then they are marked late for the day. 3 late mark is equivalent to one day salary loss.
This could be one the method you can follow ,but then do keep the other scenarios in mind your company is following.
8th November 2011 From India, Mumbai