Hi , Can any body tell me if a paid holiday posted on Sunday like this 15 th august then company will responsible to pay a extra salary of one day or what i the labour law about this??
From India, Delhi
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From India, Delhi
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Hi If you are asking an employee to work on National Holidays, either we need to pay extra one day salary or need to give a comp off. Sometimes both based on state act Rgds Prakash
From India, Bangalore
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2From India, Bangalore
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15th August is a national holiday. Giving them a holiday is compulsory. If your business requires people to work, then one day of extra pay or overtime has to be paid, or compensatory time off has to be provided.
From India, Hyderabad
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From India, Hyderabad
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As per the law, you need to give them a leave on that day. However, if you ask them to work based on business or company requirements, you need to provide them with a compensation amount or a comp-off within the next 30 days.
From India, Chennai
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From India, Chennai
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Hi,
If the national holiday falls on a working day, the company should pay holiday salary for that day. However, in this instance, the upcoming 15th falls on a Sunday, so the company will not be responsible for paying extra salary for that day.
From India, Bangalore
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If the national holiday falls on a working day, the company should pay holiday salary for that day. However, in this instance, the upcoming 15th falls on a Sunday, so the company will not be responsible for paying extra salary for that day.
From India, Bangalore
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We don’t need to pay any extra money , as the holiday comes on the Sunday , if the employees are working on Sunday only we need to pay.
From India, Secunderabad
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From India, Secunderabad
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Dear all,
In my company, we observe 12 National Holidays every year. If some of the national holidays fall on a weekend, then they provide one optional holiday to compensate for that. You can take this optional holiday based on your preference among all the other occasions for which the company does not provide an official holiday, such as Ganesh Puja, Holi, etc.
Regards, Gayatri
From India, Thana
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In my company, we observe 12 National Holidays every year. If some of the national holidays fall on a weekend, then they provide one optional holiday to compensate for that. You can take this optional holiday based on your preference among all the other occasions for which the company does not provide an official holiday, such as Ganesh Puja, Holi, etc.
Regards, Gayatri
From India, Thana
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Hi,
I am asking this question again. Actually, I am not clear about the compensatory holiday. Does it mean that a person who rests on Sunday every week but for some exigencies of work, he has to work on Sunday, but he can take rest any day in the week except Sunday because of his work performed on Sunday? Or do companies on holidays like 2nd October, Diwali, and Holi run their company on a weekly off like Sunday? Please clarify with an example. Also, please tell me the maximum paid periods for the compensatory holiday, which means if an employee does not take any leave for any day, the compensatory holiday may lapse for such. I am attaching a compensatory holiday register. Please fill it and attach it with an example. I shall be very thankful to you all.
Thanks
From India, Delhi
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I am asking this question again. Actually, I am not clear about the compensatory holiday. Does it mean that a person who rests on Sunday every week but for some exigencies of work, he has to work on Sunday, but he can take rest any day in the week except Sunday because of his work performed on Sunday? Or do companies on holidays like 2nd October, Diwali, and Holi run their company on a weekly off like Sunday? Please clarify with an example. Also, please tell me the maximum paid periods for the compensatory holiday, which means if an employee does not take any leave for any day, the compensatory holiday may lapse for such. I am attaching a compensatory holiday register. Please fill it and attach it with an example. I shall be very thankful to you all.
Thanks
From India, Delhi
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No company is responsible for August 15th being on a Sunday, and there is no legal government policy regarding extra salary. The condition is that if a company requires employees to work on this day, then the company must pay overtime (OT) or compensate with a compensatory day off (C-Off) for that day's work.
Regards,
Sukhpal
From India, Bangalore
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Regards,
Sukhpal
From India, Bangalore
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Dear Friend If your company weekly off is sunday ? then no need to pay extra salary for this 15th August, 2010 as this is falling on SUNDAY. Bye Venkatesh.
From India, Hyderabad
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From India, Hyderabad
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I completely agree with Vani. Extra pay will only be required if you ask employees to work on that day. Otherwise, there is no need to pay extra money whether it is a Sunday or any other day, including national holidays.
Amit
From India, Delhi
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Amit
From India, Delhi
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Dear All,
This time, 15th Aug has fallen on Sunday, and since it's a paid holiday, apart from the weekly off salary, one is eligible for ONE DAY extra pay in accordance with the NFH enactment.
Good day!
Manju
From India, Bangalore
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This time, 15th Aug has fallen on Sunday, and since it's a paid holiday, apart from the weekly off salary, one is eligible for ONE DAY extra pay in accordance with the NFH enactment.
Good day!
Manju
From India, Bangalore
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Dear Kumar Shivander and all others,
According to me, it is mandatory for an employer to give one day off to their employees after having worked for six days. This means that in a cycle of seven days, every employee must get an off day. This off day is generally on Sunday, but it could be any day of the week and it should not be taken collectively. The spirit of this rule is that an employee must get an off day in a cycle of seven days.
In industries like Security, BPO, Journalism, etc., which work 24x7, it is not possible to give an off to all employees together on Sunday. Such industries, therefore, have a system of duty roster wherein they cater for an off for all employees in a cycle of seven days. It could be on any day of the week as long as there is an off day. It is also not taken collectively. Hope this clarifies the doubt on the Weekly off.
As regards Working on the three National Holidays, it is very clear that these are compulsory holidays and if anyone works on these days, he or she should be paid double salary for that day or be given TWO compensatory offs in lieu, irrespective of whether the national holiday falls on a Sunday or a weekday. I hope this sets to rest any doubts on the subject.
Regards,
Security Expert
From India, New Delhi
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According to me, it is mandatory for an employer to give one day off to their employees after having worked for six days. This means that in a cycle of seven days, every employee must get an off day. This off day is generally on Sunday, but it could be any day of the week and it should not be taken collectively. The spirit of this rule is that an employee must get an off day in a cycle of seven days.
In industries like Security, BPO, Journalism, etc., which work 24x7, it is not possible to give an off to all employees together on Sunday. Such industries, therefore, have a system of duty roster wherein they cater for an off for all employees in a cycle of seven days. It could be on any day of the week as long as there is an off day. It is also not taken collectively. Hope this clarifies the doubt on the Weekly off.
As regards Working on the three National Holidays, it is very clear that these are compulsory holidays and if anyone works on these days, he or she should be paid double salary for that day or be given TWO compensatory offs in lieu, irrespective of whether the national holiday falls on a Sunday or a weekday. I hope this sets to rest any doubts on the subject.
Regards,
Security Expert
From India, New Delhi
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Dear All,
If a national holiday falls on a Sunday, then the company must declare an additional day as a paid holiday in their holiday list. However, there is no need to provide any cash compensation.
If business requirements necessitate that staff or workmen work on the declared holiday or national holidays, then they should be paid double the wage for that day.
Sundaram
From India, Madras
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If a national holiday falls on a Sunday, then the company must declare an additional day as a paid holiday in their holiday list. However, there is no need to provide any cash compensation.
If business requirements necessitate that staff or workmen work on the declared holiday or national holidays, then they should be paid double the wage for that day.
Sundaram
From India, Madras
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I also do agree with the view that if some one comes on National Holidays for company work, then only comp off or OT is applicable. In the present instant nothing like that. Beekay
From India, Bhubaneswar
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From India, Bhubaneswar
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Dear all,
I have one query: where do we record either a National Holiday (NH) in the register or mark it as a weekly off? If we consider it as a NH, then how can we give a weekly off? Conversely, if we give a weekly off, then how can we register a National Holiday?
Thank you.
From India, Delhi
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I have one query: where do we record either a National Holiday (NH) in the register or mark it as a weekly off? If we consider it as a NH, then how can we give a weekly off? Conversely, if we give a weekly off, then how can we register a National Holiday?
Thank you.
From India, Delhi
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Dear All,
I have one query: where do we record either a National Holiday (NH) in the register or mark it as a weekly off? If we consider it as a National Holiday, how can we provide a weekly off? Conversely, if we grant a weekly off, how do we note the National Holiday?
Thank you.
From India, Delhi
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I have one query: where do we record either a National Holiday (NH) in the register or mark it as a weekly off? If we consider it as a National Holiday, how can we provide a weekly off? Conversely, if we grant a weekly off, how do we note the National Holiday?
Thank you.
From India, Delhi
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Dear Amit You make a list of holiday than you make ten days or eight days holiday other than sunday and I am also not understand your query you can contact me if you intrested
From India, New Delhi
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From India, New Delhi
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There is no such rule that if a national holiday falls on an off day, there is compensation neither in terms of salary nor in terms of compensatory off. No one is responsible for that. If any organization anywhere in India does so, it is at their discretion; they are not bound by any rule or regulation.
From India, Delhi
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From India, Delhi
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Dear All,
I am very sorry to hear all these irrelevant comments by our HR personnel. As per the Act, one cannot alter a National Holiday (26 Jan, 1 May, 15 Aug, & 2 Oct) if it falls on a Sunday or any other day. If it falls on a weekly off day (i.e. Sunday or etc.), you must declare the National Holiday on the same day (e.g. Sunday) and you must pay for the day (i.e. additional/extraday pay). If you have any doubts, please clarify the National and Festival Holidays Act, 1958.
Thanks,
Subash
9840253965
From India, Madras
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I am very sorry to hear all these irrelevant comments by our HR personnel. As per the Act, one cannot alter a National Holiday (26 Jan, 1 May, 15 Aug, & 2 Oct) if it falls on a Sunday or any other day. If it falls on a weekly off day (i.e. Sunday or etc.), you must declare the National Holiday on the same day (e.g. Sunday) and you must pay for the day (i.e. additional/extraday pay). If you have any doubts, please clarify the National and Festival Holidays Act, 1958.
Thanks,
Subash
9840253965
From India, Madras
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Hi,
I don't know if anyone knows about it or not. No one is trying to solve my query. Sorry to say, but HR personnel are not aware of it, I think. But still, I am asking this question again about the compensatory holiday. Does it mean that a person who rests on Sunday every week but, due to exigencies of work, has to work on Sunday, can take rest any day in the week except Sunday because of the work performed on Sunday? Or do companies on holidays like 2nd October, Diwali, and Holi, run their company on a weekly off like Sunday? Please clarify with an example, and also tell me the maximum paid periods for the compensatory holiday. If an employee does not take any leave for any day, will the compensatory holiday lapse?
Also, I am attaching a compensatory holiday register. Please fill it and attach it with an example. I shall be very thankful to you all.
Thanks
From India, Delhi
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I don't know if anyone knows about it or not. No one is trying to solve my query. Sorry to say, but HR personnel are not aware of it, I think. But still, I am asking this question again about the compensatory holiday. Does it mean that a person who rests on Sunday every week but, due to exigencies of work, has to work on Sunday, can take rest any day in the week except Sunday because of the work performed on Sunday? Or do companies on holidays like 2nd October, Diwali, and Holi, run their company on a weekly off like Sunday? Please clarify with an example, and also tell me the maximum paid periods for the compensatory holiday. If an employee does not take any leave for any day, will the compensatory holiday lapse?
Also, I am attaching a compensatory holiday register. Please fill it and attach it with an example. I shall be very thankful to you all.
Thanks
From India, Delhi
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Total 365 Days
52 Sundays
10 days National Holidays
15 days Earned Leave
6 days Casual Leave
6 days Sick Leave
2-3 days for other holidays such as strike, election, death of any political leader, etc.
I believe this amount of leave is sufficient.
From India, Bangalore
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52 Sundays
10 days National Holidays
15 days Earned Leave
6 days Casual Leave
6 days Sick Leave
2-3 days for other holidays such as strike, election, death of any political leader, etc.
I believe this amount of leave is sufficient.
From India, Bangalore
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Dear PHReady,
I think we are all beating about the bush. The rule is very clear. Every person must get a day off in a cycle of seven days. For example, ABC is an employee in a security company and works eight hours a day on Thursday, Friday, Saturday, Sunday, Monday, and Tuesday. He will get Wednesday off as weekly rest.
Now, the same person, ABC, is entitled to a day off on the three national holidays, i.e., 26 January, 15 August, and 02 October. If he works on these days, he is entitled to double pay for that day or two compensatory offs in lieu. For example, if he worked on 26 January, which was a Tuesday, he is entitled to either double pay for that day or two compensatory offs in lieu.
If a national holiday falls on a Sunday like 15 August this year, and ABC performs duty on that day, he is still entitled to double pay or two compensatory offs in lieu. His weekly off on Wednesday will stand.
A worker who has his weekly off on Sunday will not get any additional off in lieu of 15 August as both the weekly off and national holiday fall on the same day, and he has both his offs on the same day.
A worker who has his weekly off on Sunday but on some Sunday, he performs duty due to exigencies of service, he will be given a compensatory off on any other day in lieu. If that Sunday happens to be a national holiday, then he will be entitled to double pay or two compensatory offs, not three in lieu.
I hope this clarifies your doubt.
Regards,
Security Expert
From India, New Delhi
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I think we are all beating about the bush. The rule is very clear. Every person must get a day off in a cycle of seven days. For example, ABC is an employee in a security company and works eight hours a day on Thursday, Friday, Saturday, Sunday, Monday, and Tuesday. He will get Wednesday off as weekly rest.
Now, the same person, ABC, is entitled to a day off on the three national holidays, i.e., 26 January, 15 August, and 02 October. If he works on these days, he is entitled to double pay for that day or two compensatory offs in lieu. For example, if he worked on 26 January, which was a Tuesday, he is entitled to either double pay for that day or two compensatory offs in lieu.
If a national holiday falls on a Sunday like 15 August this year, and ABC performs duty on that day, he is still entitled to double pay or two compensatory offs in lieu. His weekly off on Wednesday will stand.
A worker who has his weekly off on Sunday will not get any additional off in lieu of 15 August as both the weekly off and national holiday fall on the same day, and he has both his offs on the same day.
A worker who has his weekly off on Sunday but on some Sunday, he performs duty due to exigencies of service, he will be given a compensatory off on any other day in lieu. If that Sunday happens to be a national holiday, then he will be entitled to double pay or two compensatory offs, not three in lieu.
I hope this clarifies your doubt.
Regards,
Security Expert
From India, New Delhi
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My dear friend, my above quote was for Amit Insha's question, which is still continuing. I would like to say that if a national holiday falls on your weekly off, the company is neither liable to pay compensatory off nor extra pay. If the company wishes, it can pay either compensatory off or extra pay if it has a leave policy like that, but it is not necessary that all employers will do so.
Now I come to your question. If anybody has to work on his weekly off or any national holiday, as per our company's policy, he can take compensatory off within 30 days. If he does not avail this compensatory off within 30 days, it will lapse.
Best Regards, Modi Ashok Kumar
From India, Bangalore
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Now I come to your question. If anybody has to work on his weekly off or any national holiday, as per our company's policy, he can take compensatory off within 30 days. If he does not avail this compensatory off within 30 days, it will lapse.
Best Regards, Modi Ashok Kumar
From India, Bangalore
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Hiii, i m confused too about the lapse period for compensatory holiday. Someone suggest me that ch off with in 3 months. Pls clarify?
From India, Delhi
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From India, Delhi
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The Tamil Nadu Industrial Establishments (National And Festival Holidays) Amendment Act, 2017.pdf
Weekly Holidays Act 1942.doc