Hi HR Friends ,
As all are aware there is recession in the market .Especially
in the manufacturing sector .
i have a query here . Suppose a company has less orders so it wants to
run its plant for say only 4 days or 3 days a week and give off for the
remaining days of the week. In this case i want to know what is the best
option weather to mark the employees as absent OR to mark them as
Leaves (Paid leaves) . And if we are marking them absent it is acceptable
legally ?
Also i want to know generally what other companies are doing in this regard .
Eagerly waiting for replies and thanks in advance .
Regards
Rajeev Dixit
From India, Bangalore
111As all are aware there is recession in the market .Especially
in the manufacturing sector .
i have a query here . Suppose a company has less orders so it wants to
run its plant for say only 4 days or 3 days a week and give off for the
remaining days of the week. In this case i want to know what is the best
option weather to mark the employees as absent OR to mark them as
Leaves (Paid leaves) . And if we are marking them absent it is acceptable
legally ?
Also i want to know generally what other companies are doing in this regard .
Eagerly waiting for replies and thanks in advance .
Regards
Rajeev Dixit
From India, Bangalore
Dear Rajeev,
If the employees are on a casual basis you can show that they are absent, for the second query related to paid leaves or absent. i think you may go for the third option which we have also done when our company was in recession period. you may go for 50-50 option like 1/2 PL will be deducted from employee and the other 1/2 PL will be born by the employer. this will raise employees motto and will encourage to work them as well.
Hope this will help you.
From India, Ahmedabad
If the employees are on a casual basis you can show that they are absent, for the second query related to paid leaves or absent. i think you may go for the third option which we have also done when our company was in recession period. you may go for 50-50 option like 1/2 PL will be deducted from employee and the other 1/2 PL will be born by the employer. this will raise employees motto and will encourage to work them as well.
Hope this will help you.
From India, Ahmedabad
Dear Rajeev
you can complete cut down the casual labour and work with onroll employees..
If possible you can work 6 days by running the plant only one shift which can avoid the paid leave option (only by onroll employees).
can ask or discuss with some employees to opt for long leave - as such short of production.
Just want to know how it is going to run for 4 to 3 days.... If it's for long then need to deal very carefully.
The other option is in a month - for 2 weeks employees leave deducted can be for the 3 or 2 days plant closed and remain 2 weeks company has pay the salary for the days closed. There might be employees who will be running short of leaves or no leave available with them , for those employees the company has to bear and make the full payment.
Also agree with Mr.Shambhunath Singh's views.
From United Kingdom, London
you can complete cut down the casual labour and work with onroll employees..
If possible you can work 6 days by running the plant only one shift which can avoid the paid leave option (only by onroll employees).
can ask or discuss with some employees to opt for long leave - as such short of production.
Just want to know how it is going to run for 4 to 3 days.... If it's for long then need to deal very carefully.
The other option is in a month - for 2 weeks employees leave deducted can be for the 3 or 2 days plant closed and remain 2 weeks company has pay the salary for the days closed. There might be employees who will be running short of leaves or no leave available with them , for those employees the company has to bear and make the full payment.
Also agree with Mr.Shambhunath Singh's views.
From United Kingdom, London
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