I have just joined a manufacturing company as an HR Head. At the time of joining, they mentioned that I am eligible to design and implement policies for the admin department as it's a private limited firm that is 11 years old, but there was an HR department before this.
Currently, they are only providing 12 leaves and 5 holidays (26th January, 15th August, 2nd October, Diwali, Holi). The work hours are 9 hours per day for 6 days a week, and all the employer-centric policies have been implemented immediately. However, they are unwilling to increase any leave, holidays, or offer Saturday as a half-day or off.
Seeking Advice on Policy Changes
Please suggest how I can change their minds or take action against these issues, or if my only option is to quit.
Thank you.
From India
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2Currently, they are only providing 12 leaves and 5 holidays (26th January, 15th August, 2nd October, Diwali, Holi). The work hours are 9 hours per day for 6 days a week, and all the employer-centric policies have been implemented immediately. However, they are unwilling to increase any leave, holidays, or offer Saturday as a half-day or off.
Seeking Advice on Policy Changes
Please suggest how I can change their minds or take action against these issues, or if my only option is to quit.
Thank you.
From India
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Compliance with Leave and Holiday Regulations
You can inform them of the following:
1) The company, being a manufacturing one, is covered by the Factories Act. The Factories Act provides annual leave at the rate of one day for every twenty days of service put in by an employee. Thus, in a calendar year, the company has to give a minimum of 18 days of leave. Any violation of this will amount to a breach of the Act, calling for action from the competent authorities under the Act.
2) Apart from this, many states have Industrial Establishments National and Festival Holidays Acts, which normally prescribe 4 national holidays and four festival holidays. Please verify whether there is any such Act (Delhi Act) applicable to you. If so, you can draw the company's attention to it.
Regards,
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
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You can inform them of the following:
1) The company, being a manufacturing one, is covered by the Factories Act. The Factories Act provides annual leave at the rate of one day for every twenty days of service put in by an employee. Thus, in a calendar year, the company has to give a minimum of 18 days of leave. Any violation of this will amount to a breach of the Act, calling for action from the competent authorities under the Act.
2) Apart from this, many states have Industrial Establishments National and Festival Holidays Acts, which normally prescribe 4 national holidays and four festival holidays. Please verify whether there is any such Act (Delhi Act) applicable to you. If so, you can draw the company's attention to it.
Regards,
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
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Please Reply as its really a serious matter that a company is 11 years old and not providing any benefits to it’s employees
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From India
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Yes there i am searching for this act and course action can be taken but all efforts are failed, that is why i am looking for accurate suggestion.
From India
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From India
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In addition to what B. Saikumar mentioned about going against the laid-down laws/rules, I suggest that you also do some research on other companies in your sector/domain that are performing better than your company. Make a comparative chart showing where your company is lagging and where others are excelling.
Quite often, people (which, by corollary, means companies led by such people) only respond when they see other similarly positioned companies/people outperforming them with better policies.
This reminds me of a quote: "You can't do today's business with yesterday's methods and expect to be in business tomorrow"—though I doubt your employer would acknowledge this reality on their own.
All the best.
Regards,
TS
From India, Hyderabad
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Quite often, people (which, by corollary, means companies led by such people) only respond when they see other similarly positioned companies/people outperforming them with better policies.
This reminds me of a quote: "You can't do today's business with yesterday's methods and expect to be in business tomorrow"—though I doubt your employer would acknowledge this reality on their own.
All the best.
Regards,
TS
From India, Hyderabad
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