Dear Professional Colleagues,
We have a Policy where if any employee works less than 20 days in any particular month, he/she will loose the benefit of declared holidays i.e., all Sundays and Paid Holidays under National and Festival Holidays Act will not be considered for salary computation and they loose Salary/Wages all Sundays and holidays for that particular month.
Now my question is What is the Legal Sanctity for enforcing such Policy and whether such Policy is legally compliant or is it violation of law.
Secondly, Whether we can give proportionate holidays against physical working in a month for monthly rated employees on the rolls of the Company. For Example if some body has worked for 17 days in a month they get only three Sundays in that month.
I request your validated views on this and how far such policies are supported in the eye of Industrial Law and rules.
We have a Policy where if any employee works less than 20 days in any particular month, he/she will loose the benefit of declared holidays i.e., all Sundays and Paid Holidays under National and Festival Holidays Act will not be considered for salary computation and they loose Salary/Wages all Sundays and holidays for that particular month.
Now my question is What is the Legal Sanctity for enforcing such Policy and whether such Policy is legally compliant or is it violation of law.
Secondly, Whether we can give proportionate holidays against physical working in a month for monthly rated employees on the rolls of the Company. For Example if some body has worked for 17 days in a month they get only three Sundays in that month.
I request your validated views on this and how far such policies are supported in the eye of Industrial Law and rules.