Dear HR Practitioners, Our company currently provides an on-call allowance to some employees who are required to attend calls after their regular office hours in case of urgency. However, after discussing this with our legal team, they have advised not to show this allowance as ON CALL ALLOWANCE and use a different terminology to indicate that the employees are not working beyond their working hours and are on job only when the need arises.
Please, can you help me with an alternate terminology for an on-call allowance? Also, please share your best practices while proving such allowance to employees.
Thank you for your help in advance.
From India, Chennai
The solution is simple - just call it as "incentive". However, make sure that the "incentives" are reflected in the payslip and this payment should not be out of payslip.
Thanks, Dinesh Divekar From India, Bangalore
Sorry to find some discrepancy between the poster's statement in the opening part and the view of his legal team in the latter part of the thread. If the urgent calls need to be attended after their regular office hours, it indicates overtime work only whether the employees do it at office or from their home.
From India, Salem
I would suggest it as exigency service allowance. As the serviceies are taken in exigencies it it being not regular in nature, I suggest this . It can be also exigency service incentive too.
From India, Vadodara
Explore if you can reimburse it every month against claim for business expenses incurred on account of an extra services given to clients instead of paying as regular allowance.
HR and Employee Relations Consultant
From India, Mumbai
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