Are Companies in Karnataka Required to Offer 15 Holidays? Seeking Clarification on 2016 Policy

Hi, I noticed that one of the companies located in Bangalore has only 11 holidays declared for the calendar year 2016. As per my knowledge, any company located in Karnataka must have at least 15 holidays declared for a calendar year.

Can someone clarify?

Please refer to your state's Standing Order Rules framed under the Industrial Employment (Standing Orders) Act, 1946.

Regards,
Bhupesh

The statutory holidays for an establishment to observe are governed by the States' Shops and Establishments Act and the National Festival Holidays Act, as well as the Negotiable Instruments Act, by which the State notifies the applicability of holidays to establishments located in it. You may go through these Acts to ascertain how many holidays are mandatory for Karnataka State.

B. Saikumar

Holiday Compliance in Bangalore

An establishment in Bangalore is expected to follow the holidays as per the Karnataka Industrial Establishments (National and Festival) Holidays Act. According to the Act, there should be 10 holidays in a year, of which five are national holidays that will not change and are mandatory, and five are festival holidays.

National Holidays under the Karnataka Act are January 26th, May 1st, August 15th, October 2nd, and November 1st (State Formation Day). These holidays are mandatory, whereas an establishment is free to choose the festival holidays as per the interests of the employees.

Regards, Madhu.T.K

Rules Regarding Weekly Off, Holidays & Optional Holidays

A note on holidays, weekly off, optional holidays, and leave is appended below. I hope it will be useful to you and others.

Publication of Weekly Holidays / National & Festival / Public Holidays

a. Weekly holidays shall be regulated in accordance with the provisions of the Factories Act, 1948, and/or notifications issued by the government from time to time.

b. National & festival holidays shall be granted in accordance with the provisions of the Karnataka Industrial Establishments (National & Festival Holidays) Act, 1963, and the rules framed thereunder.

1. National Holidays

XX Co. observes all publicly declared national holidays, i.e.,
1. Republic Day,
2. May Day,
3. Independence Day,
4. Gandhi Jayanthi, and
5. Kannada Rajyotsava Day.

2. Festival Holidays

Apart from these, five more festival holidays, as decided by the management (as per the wishes of local customs), will be declared as holidays for the company.

c. Holidays are given on the calendar year system and will be from January to December. The company will release the list of holidays for the year by the end of December every year and will be placed on the notice board for the information of all employees.

3. Optional Holidays

a. As our company is a continuous process industry, we have given 9 fixed days paid holidays and 2 optional holidays so that employees will have the option to choose the festivals they want to celebrate without affecting production/department/office works. When one group of employees takes a holiday, another group will be available in the factory to ensure continuous availability of manpower in each department for uninterrupted production/works.

b. The management, however, reserves the right to change, alter, or cancel any of the declared holidays under exceptional circumstances such as voting for elections, strikes, or bandhs, subject to the provisions of the National & Festival Holidays Act, 1963.

c. The above-mentioned holidays, along with the changes effected from time to time, shall be posted on the notice board of the factory from time to time, which shall be deemed to be sufficient notice to all the workmen.

We have to frame leave and holidays rules keeping in mind the interest of the company, obligations under the Factories Act, S&C.Est. Act, National & Festivals Act, as well as the interest of the workers vis-a-vis similar companies in the neighborhood. HR policies, salary, leave, and service rules will affect the company's reputation, employee morale, and even retention.

I can provide you with all rules, procedures, and formats for short & long leave, extra work - co-off, regular co-off application, P.L.-Encashment Form, M.B. rules and procedures, forms of notice, claim for M.B., reduction of leave due to absenteeism, L.W.O.P. These are made after studying and comparing rules, policies, and forms of several companies. Most employees try to save leave, and they must save since that is what they'll get when they quit the company. When they suddenly go due to urgency and return after 3-4 days, how to adjust W/O to save their W/O?

Today, the HR department is targeted for not framing rules. I have served for 35 years in HR, IR, legal, and administrative works of 7 manufacturing companies. I have set up HR departments, framed S.O., HR manuals, leave & service rules, and formats for all HR jobs in soft copy for easy adoption in other companies.

Please provide your email ID to send 65 HR forms details and 150 policies which will solve most of your HR problems. Today, companies pay thousands for various expenses. What is spent on HR training never goes to waste. It is for the welfare of its own employees who are the assets of the company and have to be educated/trained to be kept happy with progressive policies to run the company. You can pay a nominal fee as per your company's policy. Please contact - [Email Removed For Privacy Reasons] - Ph: [Phone Number Removed For Privacy Reasons] [Email Removed For Privacy Reasons]

Regards, Khanvsl
HR Consultant, Hiriyur/Bengaluru
Ex-Member, NIPM, - Ex-Trainee-Member, IIM Bengaluru