How Should We Communicate the New "Earn Day" Policy to Our Team?

Sundays are paid holidays at my company. Due to the production load, the company operates on 3 to 4 Sundays every 2 months. As a result, the workers have demanded double wages, but the company does not want to pay them double as overtime hours.

Additionally, the workers do not want to lose the extra pay. Therefore, the company has announced an "Earn Day" policy. Under this policy, if a worker comes in on a Sunday, they will accrue a balance of one day in addition to paid leave. This balance will be paid out if the worker takes leave on regular working days. The "Earn Day" benefit is valid for use up to the following month.

Hi, what you are referring to is not earned leave but comp-off (compensatory off), which is additional leave added for working on holidays.

What I understood from your situation is that there is a communication gap, if I am not mistaken. Before initiating such activities, you should have a good rapport with your team and discuss the production plan with them. Then, you must circulate it before implementation because this type of activity is part of the normal and routine work life. If everyone worked all day without any break, how could they manage their routine work? Therefore, it is the core responsibility of HR and Management to provide prior intimation and circulars. They should also assess whether a 100% workforce is required or if some employees can be given time off in rotation.

As a factory, you are bound by the provisions of the Factories Act 1948, wherein there is a mandatory provision for a weekly off, continuous work not to exceed 10 days, as well as payment of overtime. It looks like these provisions are being violated and could land the company and its top officials in prosecution proceedings.