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HI ,
I have recentlty joined a new organisation as an HR and its a Midsize Chatrered Accountancy firm...
Here they do not have an Off on Saturdays... plus they have to work for 9 hrs daily expect for sunday ... thus the employees came to me requesting to start up this policy wherein they can get an off on saturdays..
I tried putting this point in front of the management but they have not agreed to it.
So can anybody help me help with some suggestions as to how can I put this point forward ...
I will Really appreciate if you all can help me....

From India, Ahmedabad
Dear Ms. Trivedi,
As I understand, the CA firms actually works either Privately or Publicly. Private Chartered Accountant firms basically work for stipulated hours. Moreover, Public accountants have lots more to handle throughout; as a matter of fact any new employee joined actually has to emphathize the nature of work as to why an extra/ overtime is needed. Once this has been manadated to swathe hours for work to be completed, one gets used. Besides the point, 5 days a week with 8 hours a day with no overtime is a basic feed/nature of business you are in and how to finish the predetermined work is the fact.

From India, Visakhapatnam
Hi Mr. Trivedi,
Your management may not be agreed for giving offs on every Saturday so ask as follows
1. one Saturday is offs in every month
2. one Saturday is half day in every month.
and explain how it works,

From India, Hyderabad
We already follow that policy where an employee can take any one saturday off in a month
But one saturday they are not happy with it...
They need one more
So how do I convince the Management for the same

From India, Ahmedabad
Hi Trivedi,
Its not good to give support always staff so please think about from management side also.
Please below calculations:
54 Working hours for week including lunch break.
make it 8.30 effective working hours 30 mints break for lunch.
Then you can give them one additional Saturday off.
Think above way.

From India, Hyderabad
Ms. Nandi,

There is provision of 54 Working hours in a week including lunch break. You have to distribute this tactfully.

I am totally agree with Mr. Ashok Negidi, what he said about you have to think from employer side also. Because an HR professional is a bridge between employer and employee.

You can implement a policy, every one have to complete his work within 9 hours(including breaks). Office will close on a fix time. You can say Management that by this policy you are trying to cut the cost. Like- Cost of extra electricity usage, internet usage(if any). Give two Saturdays off and two Saturdays full working hour. Convince the Management by the Logic, "By this way you are saving the cost of electricity usage". Try to convince the management by other logic that if employees are not happy then they may leave the job, which will incurred new joining cost, productivity will also hamper till the new employee reach the level of old one. You can implement "Flexible working Place Policy". Give them work let them choose their work place, whether they want to operate from home or from office nut they have to complete the job in stipulated time. This policy will also help you in cost cutting.

From India, Kolkata
Hello Ms. Trivedi,

Further to what Sharmila Das & Ashok Negidi rightly pointed out, you also need to bear in-mind the field/domain you work in.

There are fields--notably CAs & Advocates--that NEED to work after 5.00 PM & quite often on holidays.

The CAs invariably would be in meetings with clients during the daytime & their actual work in their offices would BEGIN afterwards. Similarly, the Advocates would be in Courts till 5.30 PM & their client meetings & case preparation work would invariably have to be AFTER 6.00 PM. This is irrespective of the size of business.

Your line 'But one saturday they are not happy with it...' gives away the mentality of the employees you have. When they enter such a field/company, they also need to be mentally prepared for the working needs of that field. It's something like a person wanting to work in a BPO, but not ready for Shifts--as you can see, the options would then be very restricted for them.

Looks like you need to give a pep-talk to the EMPLOYEES rather than talking to the management.

All the Best.



From India, Hyderabad
Thank you all of you for your valuable reply...I appreciate this...
A humble Thanks to all...
This will really help me....
But the point is people also work overnight at times but they are not paid or apreciated for the same thus they feel demotivated ....also the empolyees are working since a long time eg 5yrs & more.
So they feel that they should be given atleast one more saturday off....
Also they input 9hrs or more on daily basis.....

From India, Ahmedabad
Dear Ms. Trivedi - Now its your call, you may handle this in an assortment of rewarding employees by conducting "Employee Welfare Programs" with a choice of recompense like gifts or money (as desired by the management), this could definitely be agreeable to the people as the management doesn't want to commense the saturday off. Try it!! let us know on the same.
From India, Visakhapatnam
Hello Ms. Trivedi,

Not sure whether you realize it or not, but YOU ALREADY KNOW what to do.

Pl refer to your line--"..........but they are not paid or apreciated for the same thus they feel demotivated....".

When the management isn't in favour of monetary compensation ['not paid'] for the extra work being put in, try ways to "appreciate" the employees.

Apart from being 'morale-boosters' for the employees, you wouldn't have lot of resistance from the management too--since such measures wouldn't be very expensive [as they target the 'psyche' of the employees rather than the 'pockets'].

Pl use the RESEARCH option @ the top of this page--you will find many threads that discussed this topic earlier. I am sure you will find MANY ideas that suit your actual needs & situations.

However, as HR, you also seem to have some work to do vis-a-vis the management--since you mentioned that the employees have been working since ~ 5yrs. Quite often--not sure if YOUR management would fall into this category--old-time employees are 'taken-for-granted' by the management. If this indeed is the case @ your end too, you may have to handle it with care.

This is something that NEITHER can be ignored NOR can be presented as a big problem--neverthless it needs to be handled before it does become a problem. I have seen such a situation with a large Company--the management woke-up after guys started quitting in 'droves' & the First step by the management was to fire the HR Head, even though they too were 'part of the problem'.

All the Best.



From India, Hyderabad

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