I have a different view, Granting compensatory off for the holidays on which an employee undertakes travel on duty may not be a prudent administrative practice for the following reasons.
1) It may create an anomalous situation.Supposing a company has a five day work schedule and an employee has to travel by train two days to reach his place of halt(as the company's business interests spread far and wide) and he undertakes travel on Saturday and Sunday and reports for work on Monday at the place of halt and assuming, he again undertakes his return journey on Saturday and Sunday and reaches his head quarters on Sunday night. He thus is eligible for four compensatory offs. After reporting for duty on Monday, he will abstain from duty for the entire week, if allowed to avail his four compensatory offs, followed by Saturday and Sunday.in the week. What if the employee's job involves two such trips in a month.
2)An employee on travel may be handsomely reimbursed by being little liberal in fixing the quantum of money for his halting allowance, daily conveyance expenses at the place of halt and his hotel accommodation to compensate for the loss of his time for his rest.
3) The concept of compensatory off is to compensate for the holiday on which an employee is called to actually work.Thus,on a holiday,instead of resting, he invests his physical and mental resources to produce goods or render services that is expected of him by the management. An employee on travel during holidays though on duty does not actually work by hammer and sickle or pen but only travels. thus granting compensatory off for travel on holiday may appear to militate against the basic concept of compensatory off.
This is only a view. However such matters fall in the discretion of a company and the discretion shall,be based on prudence.
B.Saikumar