How Should Extra Working Hours Be Settled for Supervisors in a Plant Setting?

Dear Seniors, What will be the best mode for settling "Extra working duty hours" of the workforce working at a plant in the supervisory-managerial category against any off-day working in an industry? What is the acceptable mode of settlement from a legal point of view and standard practice? Is it through giving "Compensatory OFF" or paying cash in salary? Please provide guidance on the subject.

Thanks

As per industry standards, if an employee is working on a weekly off/holiday, then:

1. The employee can avail of their weekly off against the working day in any subsequent weeks within the span of 1 month.
2. Companies usually set a minimum timeline of 4-6 hours of working to avail of a compensatory off for working on a weekly off/holiday.
3. If an employee has worked extra beyond their shift for the minimum time allotted by the company as per the company's policy, then that employee is eligible to avail of compensatory off (full day/half day depending on the number of hours worked).

Thank you.

You are absolutely right. I suggested implementing "COFF" in practice, but my management is insisting on settling it through cash paid in salary at our company.

Benefits of COFF Practice

Could you please explain the real benefits of following the COFF practice instead of using cash? I need more details so that I can effectively explain and justify it to my management.

Thank you.

Please provide valuable inputs regarding the real benefits of implementing a Compensatory Off (C-OFF) practice instead of paying extra working hours in cash with the salary. Please elaborate more so that it can be explained or justified to our management. The management is asking to settle it through cash paid in salary at my company.

Eagerly waiting for inputs.

Thanks