Balancing Fairness: How to Handle Paid Leave for Workers on August 15th?

In my factory, the workers who are coming on 15th Aug and those who are not coming will be given paid leave in both cases. However, those who are coming on the 15th will benefit equally with those who are not coming on that day. How can this problem be solved so that one doesn't think that the other is getting a benefit even though they are not coming to the factory that day?

Thank you for your attention to this matter.

I think that usually, employees who work on national holidays will receive one day's salary at the end of their duty on that day itself in addition to the paid leave benefit. On the other hand, those who do not work on national holidays will only be eligible for the paid holiday benefit.

No, usually it's only a paid leave benefit for those who are present and LWP for those who are absent.

As per the act, national holiday wages are to be paid to all employees. If any employee is asked to work on the particular day, they should be paid twice the wages or given a compensatory day off on another day. A national and festival holiday register should be maintained for all employees and shown to the labor inspector during inspections. This is mandatory.

Dear,

Besides, this intimation has to be given to authorities for working on a national holiday.

Regards,
JS Malik

No, it won't be the same for those who are working and not working because the workers who work on National Holidays will receive three times the normal wages, while those who are not working will only get normal wages, i.e., the present Vinod Mathur.

In my opinion, only the employees who are required to work for essential services are allowed to work, like maintenance, security, networking, continuous process, etc.

But in such cases, they are compensated as below: First, since this is a paid holiday, he will receive full salary for that day. Plus, he will be eligible to receive twice the salary as if he had worked overtime. Normally, such things are part of the settlement. Of course, in such cases, legal formalities have to be followed, like taking permission, maintaining a register, etc.

Beside all this information, it is prohibited to run a factory on any National Festival Holiday. However, if management wants to run the factory on that day, it is necessary to take permission from the authority (Labour Officer) and inform the Labour Inspector of the concerning zone about the factory operation on the National Festival Holiday. If permission is obtained to operate the factory, those who do not come on duty will receive one paid leave. Those who come on duty will receive a paid holiday and two days of overtime for that day, resulting in three days' wages for one day according to The Factory Act, 1948.

Regards,
Rizwan

First, you have to declare the names of workers who are working on a National Holiday to the Officials of the Labour Office. Then, you will have to pay them double O.T. for the day as well as provide compensatory time off.

On 15th August, a national holiday is observed, but workers still have to attend for flag hosting and other events. HR should motivate them to come and also be strict about attendance. Make arrangements for sweets and other refreshments. Use that day for enjoyment.

It is very simple: those who perform duties that day pay one day of extra wages. In many of the factories, this is being done. The Payment of Wages Act also stipulates this, I think.

As per the labor act, national holiday wages are to be paid to every employee. However, management can call in some employees who work in the security and maintenance departments by paying them an additional day's salary.

As per the labor act, National holiday wages are to be paid to every employee. However, management can call in some employees who work in the security and maintenance departments by paying them an additional day's salary or overtime on the hours worked.

As per the Factories Act of 1948, one day's pay (paid leave) plus overtime rate for working on that day, which is twice the normal rate of wages. So, in total, it amounts to three days' wages!

Normally, an employee who works on a national or festival holiday will receive two wages (one for the holiday itself and the other for having worked), in addition to being granted a substitute holiday on another day. This means the employee will receive three wages.

Let us consider an establishment working 24x7.

There can be 3 situations:

(i) Employees for whom the National Holiday - 15th Aug. - is a holiday (they are not required to attend duties)

(ii) Employees for whom 15th Aug. happens to be a normal working day - any shift commencing on that day (owing to 24x7 work)

(iii) Employees for whom the National Holiday - 15th Aug. - is a holiday; however, they are called for duty due to lack of manpower etc.

In the first case, nothing extra is payable - it is a paid holiday.

In the second case, two wages are payable. (One extra wage for working on a National Holiday).

In the third case, two wages are payable (One extra wage for working on a National Holiday); in addition, one day Compensatory Off is given for working on a holiday.

Since the term used here is wages, it implies that it is applicable to workmen.

For managers and executives, it is for the management to give the same benefit, curtail it, or enhance it.

Hope it serves to clarify the issue.

Regards.

Hi,

We have always faced the problem of low attendance on 15th August/26th January. To encourage the workers to participate, we started some small sports meets, children's functions, and gave them prizes. We used to have photo sessions with employees, and they looked forward to it. We have to make such functions interesting.

As for employees called to work on national holidays, they were always compensated, in addition to the normal one attendance. One is required to observe the legal formalities of giving a compensatory/substitute holiday for working on a holiday.

Cyril