Dear Prateek,
First of all, the HR policies of your company has to be checked pursuant to the provision of "mode of compensation".
Compensation must be there, either in terms of money or compensatory off.
If for working on holiday(s) is/are compensated in terms of money (viz. over time/ and, hardship allowance/etc.), then additional compensatory off cannot be given. But, This monitory compensation should be in ADDITION to the TA [actual or company slab], DA [actual/company slab - for fooding, lodging(hotel stay), etc.]
If for working on holiday(s) is/are not compensated, as per company's policies, in terms of money (viz. over time/ and, hardship allowance/etc.), then additional compensatory off MUST BE given. But, This compensatory off should be in ADDITION to the TA [actual or company slab], DA [actual/company slab - for fooding, lodging(hotel stay), etc.].
The basic concept is that - the TA,DA,etc. are sort of either reimbursement amount which the employee actually incurs during his tour OR PREDEFINED amount based on the grade of the employee. But, what about the TIME he/she is working for on Holidays when rest of the employees enjoying with family and friends. For this additional work on holiday(s) either over-time/ hardship allowance should be given, else, compensatory off should be given.
Subrata Mahajan
Manager - Contracts