RSUDHAKAR
Sr Manager - Hr
Uttama
Service

Hi Folks

I works for a construction company, as the nature of the works requires, we works 365 days a year

The problem is we three class of employment

Employees on permanenet rolls

Employees on Particular project

Employees appointed at particular proejct by local authority

As all the classes works on sundays and when ever they takes leaves ,it is getting adjusted against their Sunday compensator y off first and if there is no Sunday work Compensatory off pending then their leave is adjusted against their mandatory leaves

We are paying during the Final clearance , including the unutilised sunday compensatory off to Site employees (Locally employed)

But we are not paying to those who are apponted by HO and they normally does not take that much leave and when they resigns , we are not paying Their unutilised Sunday balance leaves to them

In my opinion , it is a wrong practice, either we have to pay to every one or not to pay any one

How to deal about this one, When we are not paying the Sunday compensatory payment to HO appointed employees, it is creating problem,

Kindly guide , can they go to the court for settlement, in my opinion they can do so, even after reminding the management of the possible consequences, they remains silent

Your views pls

With Regards

R.Sudhakar

From India
Hi,



First think you need to revamp your compensatory off policy. Secondly as per my knowledge the employees cannot go to the court because the leave policy is decided by the company and it differs from company to company.



Regarding the compensatory off keep it uniform for all the employees.



if any employee is call to office for some emergency or due to work pressure by his or her supervisor then only he will be entitled for an C/O. it has to be duly signed by the reporting manager.



If the employee is coming on a Sunday to complete is pending work/assignment then that employee will not be entitled for an compensatory off.



keep a time limit, that the employee has to avail his compensatory of within that particular month .if not availed lapses.



Do not encash the compensatory off at the time of settlement. any unavailed C/O will laps.



OR



Instead of the C/o for Sunday working the employee can claim an consolidated amount (e.g. Rs.60 to 100). You can discuss with your sr. for the amount.



This will avoid all differences. (keeping track of the C/o working , adjustment in their leave etc...).



I hope this will help you.



Thanks,

Uttama

From India, Mumbai
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