Raj Kumar Hansdah
Shrm, Od, Hrd, Pms
It seems you have an idea about that. It could be varied from company to company.
Generally it is given and the employee gets a month time to take CO. I mean, if employee work on Sunday (15 June 2008) will be allowed to take the Compensatory off within 14 July, 2008.
7th May 2008 From China
As it is said it depends on company to company.
1. If an employee works on 26th Jan he can get a comp off on the very next day also, but u just have to fix a time limit that u can utilise this comp off within a stipulated time period. If not, then it is exhausted.
2. If an employee works on Sundays where the company has got an off, it depends on the employer or his/her boss to find out as to whether the person has genuinely come to office for a work that he is called for, and if yes then here also the same rule applies, but again depending upon the work load he can be given comp off.
3. Comp offs can even be adjusted alongwith the employees leave - I mean he/she can take leave alongwith a comp off also.
Hope this information is useful to u.
13th May 2008 From India, Mumbai
Whenever a employee is required to work on weekly/Closed Holiday/public holiday, for the full day or a part, thereof but exceeding 5 hours in a day, he will be granted Compensatory Off for maximum one day. However, in exceptional circumstances if an employee is required to work for less than 5 hours or before lunch break he shall be entitled for ½ day Compensatory Off. The Compensatory Off shall not be sanctioned for half day. Two half day Compensatory Off shall be combined together for sanctioning of one day Compensatory Off and to be availed within stipulated period.
Written permission of Head of the Division not below the rank of Senior Manager should be obtained before deploying an employee for any job on a closed holiday/weekly holiday /public holiday indicating the urgency & nature of job. If it is not possible to obtain written permission, verbal permission over telephone should be obtained which invariably should be followed with the written approval of the Head of the Department for engagement of an employee on Compensatory Off in order to avoid misuse of the above facility .
Separate attendance record for having worked on a weekly/closed holiday should be maintained by the concerned department.
The Head of the Division will approve the Compensatory Off on request of concerned employees within three months from the date on which the employee has worked.
The Compensatory Off to the employees will be staggered so that not more than two employees will be on Compensatory Off on any particular day to avoid non-availability of employees.
I hope that now the concept of compensatory off would be clear to u.
14th May 2008 From India, Gurgaon
I do,nt understand why it should be for 2 days? When an employee works for 1 day on public holiday, he would be to eligible for one day only.But yes, he can club comp off and weekly off together. For example, somebody had worked on say, last sunday, so he can take comp off on friday and he can combine sat and sunday of next week(if he is having 5 days week)
15th May 2008 From India, Gurgaon
Thanks & Regards
25th September 2010 From India, Chandigarh
When you talk of two days, it is correct to some extent. In general, taking work for more than 48 hours in a week constitutes Over Time and an employee ( esp. a workman) is entitled to OTA at double the rates.
However, there are separate rules for workmen, office staff or managers; and the policies varies from organization to organization. Also, consider the fact that senior executives and managers are out of the purview of several acts and hence can not claim OT. Moreover, in several Public Sector OT has been abolished.
PSU's being a Model Employer, have therefore, evolved the policy of one day's extra wages and a C.Off as incentive to compensate the employees for the hardship in coming for work on a National/public holidays. This is applicable to employees whose Rest/Off day coincide with the holiday.
Private Sectors, like the company you are with, can pay two days salary or C.Off - there is no bar on having a better, improved compensation policy.
25th September 2010 From India, Delhi
A list of sunday / holiday working employees should come from HOD. C off will be applicable only those employee whose names are in list. If an employee has worked on sunday for 4 hours only, he will get 0.5 leave as c off & if an employee has worked on sunday for 6 hours, he will get a leave as c off.
C off will be availed within 30 days.
Thanks & Regards,
5th March 2013 From India, Pune
A service engineer went to customer site(out of station) to work. He is now claiming comp off for saturdays and sundays whereas he has not worked on those days. his defence is that since he was at customer's site he is eligible for comp off.
My take is that going to customer is a part of his job and he cannot claim comp off if he hasn't worked on that day.
request you suggestion on this.
5th January 2017 From India, Mumbai
We are not frequently calling employees to work on weekends, any we are giving them 100% monetary hike, and performance bonus to compensate the weekend working. so we don't want to demolished comp off as a policy in our organisation , kindly help me out in drafting the same.
7th July 2017 From India, Mumbai
Please suggest what rule can be incorporated here.
22nd October 2018 From India, Kolkata