Any "Hindrance"thereto Or "Withholding" thereof is Employer's Direct Loss because, the Workpforce is Physically Present on Duty but, is Physically and Memtally Exhausted, Tired, Less on Zeal, Energy and Dedication.
20 Feb 2019
20th February 2019 From India, Delhi
Legally, the WO has to be substituted by a off day latest within next three days. If it is not feasible can grant "Compensatory Off", which should get accumulated and the employee can avail the same, when work load is less. Make a policy for it accumulation beyond certain no. should get cashed equivalent to per day salary (take all fixed component).
99 98 97 10 65
21st February 2019 From India, Mumbai
Are you an 'industry/factory' or shop & commercial estt. You should follow provisions under the applicable act. & SO, if in vogue.
Generally, Work on weekly off days should be treated as if they are working on OT or holiday work. They should be paid double the salary, if they cannot avail off on another day or allowed to accumulate which can even be merged with EL/PL due to exigencies of work if your policy permits such an arrangement.
21st February 2019 From India, Bangalore
You can provide option of Comp-OFF, Leaves (EL-PL), or redeem their working day into cash (Per day salary full) as per the number of working days on week-offs.
But asking employees to work on week-offs is not ethical, may be in short term you increase your sales or work, but in long term this will leads negative impact on health of employees, and on sales as well. Employees may also go for job switch .
I am suggesting to shuffle roster according to work load, shuffle shifts of employees and provide them week-offs.
1st March 2019 From India, Delhi