Hi all,
Some of the employees of our company are deputed on client sites and they usually work on off days. Consequently, they have accumulated many comp days off in their account. They don't even need to take personal leave (PL), casual leave (CL), etc.
Please advise if there is a specific comp time-off policy designed for them.
Kavita Sharma
From India, New Delhi
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3Some of the employees of our company are deputed on client sites and they usually work on off days. Consequently, they have accumulated many comp days off in their account. They don't even need to take personal leave (PL), casual leave (CL), etc.
Please advise if there is a specific comp time-off policy designed for them.
Kavita Sharma
From India, New Delhi
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On comp off, please insert a clause that a comp off is allowed only within 60 days from the day of working on the weekly off. Then you will see that automatically people will start availing the CL/EL as the comp off will automatically lapse after 60 days.
From India, Delhi
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From India, Delhi
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Nipuna We are already having the clause of 90days validity.But I think this is not working... They work all sundays in a month. Kavita Sharma
From India, New Delhi
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From India, New Delhi
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You also need to differentiate if they are being asked to work on a weekend to meet the deadlines or project urgencies OR whether they are going to the office just because they cannot complete their daily work in their normal working hours.
I have noticed that many employees take frequent and long breaks during the day and hence cannot complete the tasks assigned, which makes them come on a weekend to work. In such a scenario, CO should not be granted.
Also, many employees (bachelors) go to the office for some net surfing, etc., just because they do not have anything to do on the weekend.
Define your policy for CO keeping all these factors into consideration.
Regards,
Nikita
From India, Pune
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I have noticed that many employees take frequent and long breaks during the day and hence cannot complete the tasks assigned, which makes them come on a weekend to work. In such a scenario, CO should not be granted.
Also, many employees (bachelors) go to the office for some net surfing, etc., just because they do not have anything to do on the weekend.
Define your policy for CO keeping all these factors into consideration.
Regards,
Nikita
From India, Pune
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Hi, Attached you would find the policy which we uses in our company. Thanks, Payal
From India, Pune
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From India, Pune
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Hi Payal Gadeji,
I read your compensatory off provisions. This is exclusively drafted to address the issue of working on holidays and weekly off. However, what about overtime work in excess of 4 hours being compensated under this policy? Because nothing is expressly mentioned, it seems that your policy does not address this flaw.
Regards,
Captain
From Saudi Arabia, Riyadh
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I read your compensatory off provisions. This is exclusively drafted to address the issue of working on holidays and weekly off. However, what about overtime work in excess of 4 hours being compensated under this policy? Because nothing is expressly mentioned, it seems that your policy does not address this flaw.
Regards,
Captain
From Saudi Arabia, Riyadh
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Dear All, Compensatory Off can be paid along with the Full & Final settlement if the employee has a balance.Please clarify. Shashikanth
From India, Bangalore
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From India, Bangalore
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Dear All,
Compensatory off is totally a company's own policy, and in most cases, it is agreed upon between the company and the employees' union. There is no specific rule about this. If an employee works on holidays at the instruction of his superior to offload urgent matters, he can avail of the compensatory off with prior approval or can charge OT if the company has a system of paying OT. This OT is calculated only on basic and DA, and no other allowances are considered. The OT is taxable and paid along with the monthly salary. It is always better to clear the compensatory off within the same month itself to avoid keeping records.
However, in the cases of non-unionized employees like managers or any other supervisory grades not covered by unions, the question of compensatory off should not arise since they are considered part of the management team and are supposed to work at any time in case of exigencies of business.
From India, Calcutta
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Compensatory off is totally a company's own policy, and in most cases, it is agreed upon between the company and the employees' union. There is no specific rule about this. If an employee works on holidays at the instruction of his superior to offload urgent matters, he can avail of the compensatory off with prior approval or can charge OT if the company has a system of paying OT. This OT is calculated only on basic and DA, and no other allowances are considered. The OT is taxable and paid along with the monthly salary. It is always better to clear the compensatory off within the same month itself to avoid keeping records.
However, in the cases of non-unionized employees like managers or any other supervisory grades not covered by unions, the question of compensatory off should not arise since they are considered part of the management team and are supposed to work at any time in case of exigencies of business.
From India, Calcutta
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Hi,
I am working as an HR Executive in an IT service provider company. During the setup of my HR policy, I clarified some facts regarding "Compensatory Off." They are:
1. If any employee is working during the weekly holiday or any national holiday provided by the company, then that task must be assigned either by the Team Leader with a CC to the Project Manager or directly by management to him/her via email one or two days in advance. This allows the employee to prepare for the day, and the company must pay double for that day.
2. If an employee works on a holiday, they can take Comp Off within the next three days, up to a maximum of one week. The Comp Off will then be included in the monthly salary for that month, and any leave taken in that month will be compensated as a Comp Off.
3. If employees are still taking Comp Off, it is important to notify the management that the responsibility lies with the team leader or the management for the Comp Off activity. HR is responsible for informing the management about the situation and coordinating with the Project Manager or Team Leader. If they agree, there is no need to worry.
4. Employees must be informed about HR policies when they join the organization or whenever updates are made, preferably at the beginning of the year.
Please review this information to gain a better understanding.
Thanks and regards,
Sanjay Saha
From India, Mumbai
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I am working as an HR Executive in an IT service provider company. During the setup of my HR policy, I clarified some facts regarding "Compensatory Off." They are:
1. If any employee is working during the weekly holiday or any national holiday provided by the company, then that task must be assigned either by the Team Leader with a CC to the Project Manager or directly by management to him/her via email one or two days in advance. This allows the employee to prepare for the day, and the company must pay double for that day.
2. If an employee works on a holiday, they can take Comp Off within the next three days, up to a maximum of one week. The Comp Off will then be included in the monthly salary for that month, and any leave taken in that month will be compensated as a Comp Off.
3. If employees are still taking Comp Off, it is important to notify the management that the responsibility lies with the team leader or the management for the Comp Off activity. HR is responsible for informing the management about the situation and coordinating with the Project Manager or Team Leader. If they agree, there is no need to worry.
4. Employees must be informed about HR policies when they join the organization or whenever updates are made, preferably at the beginning of the year.
Please review this information to gain a better understanding.
Thanks and regards,
Sanjay Saha
From India, Mumbai
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Compensatory Off Policy Guidelines
Compensatory off cannot be added to leave. It must be taken within a minimum period. If you don't have a policy, consider allowing compensatory off to be taken within 2 or 3 months; otherwise, it will lapse.
When drafting the policy, keep in mind that more than 1 or 2 compensatory offs cannot be clubbed with personal leave (PL) or casual leave (CL). This could create or increase absenteeism problems in the organization as well as at the client's place.
Regards
From India, Mumbai
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Compensatory off cannot be added to leave. It must be taken within a minimum period. If you don't have a policy, consider allowing compensatory off to be taken within 2 or 3 months; otherwise, it will lapse.
When drafting the policy, keep in mind that more than 1 or 2 compensatory offs cannot be clubbed with personal leave (PL) or casual leave (CL). This could create or increase absenteeism problems in the organization as well as at the client's place.
Regards
From India, Mumbai
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My subordinate was out of station on official duty during his weekly off day. Can he claim Comp off against that particular day ?
From India, Guwahati
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From India, Guwahati
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Hello Everyone,
Employees in our company are sent to client locations, and they work for more than 24 hours. Please help me calculate the Comp off. For example, if an employee works from Monday at 10:00 am until the next day at 12:00 pm, i.e., until Tuesday afternoon, how do we calculate their Comp off? Our company's working hours are 9 hours a day. Should we consider the 1.5 rate for each hour, or is there another method to calculate it?
Thank you.
From India, Mumbai
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Employees in our company are sent to client locations, and they work for more than 24 hours. Please help me calculate the Comp off. For example, if an employee works from Monday at 10:00 am until the next day at 12:00 pm, i.e., until Tuesday afternoon, how do we calculate their Comp off? Our company's working hours are 9 hours a day. Should we consider the 1.5 rate for each hour, or is there another method to calculate it?
Thank you.
From India, Mumbai
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