In our company, a normal working day (9:30 AM to 6:00 PM) is considered 9 hours, including a half-hour lunch break. On Saturdays, our working hours are from 9:30 AM to 4:00 PM, which is 2 hours shorter than regular workdays. Our manager is proposing to accumulate these 2 hours across 4 weeks (8 hours total) and treat it as equivalent to one full day's leave each month, amounting to 12 days annually. He plans to deduct these 12 days from our Earned Leave (EL) and Casual Leave (CL). Would this approach be justified and compliant with company policies and labor regulations? give me clarification on this.
From India, Bengaluru
From India, Bengaluru
Hi, If your office fixed work hours on Saturdays is 9:30 AM to 4:00 PM as per policy then there is no question of early going. In that case deducting the same from EL / CL is not right.
From India, Madras
956From India, Madras
In your company working hours is (9:30 AM to 6:00 PM) is 9 hours out of which half-an-hour is lunch break. Therefore the working hours is eight hours thirty minutes is excess by half an hour than eight hours of working. So everyday each employee is doing 30 minutes of Over Time, in a week each employee is working by 2 hours 30 minute as OT. So legaly they need to be paid @ double the rate excluding the
Saturday working.
Trust your company is not paying those period of OT, in reverse compensate by short working hours from 9:30 AM to 4:00 PM.
Ask your manager to pay the OT, then to move as per his bogus proposals.
From India, Mumbai
Saturday working.
Trust your company is not paying those period of OT, in reverse compensate by short working hours from 9:30 AM to 4:00 PM.
Ask your manager to pay the OT, then to move as per his bogus proposals.
From India, Mumbai
Your Manager's contention is completely wrong, unwarranted and illegal.
Under Karnataka Shop and Establishment Act, you are required to work 48 hours a week excluding lunch break. if you work beyond that (and it can not be a regular thing), they need to pay you overtime at double of the gross rate. Please note that the act does not differentiate between workers and officers etc for the purpose of overtime eligibility.
Your working is
8.5 hours a day X 5 days = 42.5 hours
6 hours on saturday
Total : 48.50 hours
Therefore, the structure of the work hours is made taking into account the number of hours you are required to be in office.
The contention that 2 hours less means you are taking 2 hours leave is definitely wrong.
Further, the office timing is as such and therefore you are not leaving early but leaving on time.
Now, coming to salary, you get a monthly salary not an hourly salary.
Therefore, if the work time is less than a full day (because the company structured it as such), it is not your problem and there is no justification of deducting salary or adjusting leave for it.
You are in Bengaluru, where the employees are pretty active and talent is in short supply.
If the company tries to impose such a stupid clause, it will find the employees just walk off
From India, Mumbai
Under Karnataka Shop and Establishment Act, you are required to work 48 hours a week excluding lunch break. if you work beyond that (and it can not be a regular thing), they need to pay you overtime at double of the gross rate. Please note that the act does not differentiate between workers and officers etc for the purpose of overtime eligibility.
Your working is
8.5 hours a day X 5 days = 42.5 hours
6 hours on saturday
Total : 48.50 hours
Therefore, the structure of the work hours is made taking into account the number of hours you are required to be in office.
The contention that 2 hours less means you are taking 2 hours leave is definitely wrong.
Further, the office timing is as such and therefore you are not leaving early but leaving on time.
Now, coming to salary, you get a monthly salary not an hourly salary.
Therefore, if the work time is less than a full day (because the company structured it as such), it is not your problem and there is no justification of deducting salary or adjusting leave for it.
You are in Bengaluru, where the employees are pretty active and talent is in short supply.
If the company tries to impose such a stupid clause, it will find the employees just walk off
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.