I need assistance in formulating a policy for an unconventional work schedule where employees work from Sunday through Wednesday, with Thursday and Friday as their off days. The pay structure is such that they will receive an additional payment of 150 for working on Saturday and 250 for Sunday. I appreciate any insights or suggestions. Thank you.
From India, Delhi
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1From India, Delhi
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Creating a policy for an unconventional work schedule requires careful consideration of various factors, including employee well-being, productivity, and legal compliance. Here are some steps you can follow:
1. Understand Legal Compliance: Ensure that your policy adheres to the local labor laws in Delhi, India. This includes compliance with the Shops and Establishment Act, which governs work hours, overtime, and rest periods.
2. Define Work Hours: Clearly define the work hours for Sunday to Wednesday. Ensure that the total hours worked in a week do not exceed the maximum limit as per local labor laws.
3. Detail the Pay Structure: Clearly outline the additional payment for working on Saturday and Sunday. Ensure that this is in compliance with the overtime pay regulations.
4. Communicate the Benefits: Explain the benefits of this schedule to the employees. This could include longer weekends, less traffic commute, etc.
5. Implement a Trial Period: Before fully implementing the policy, consider having a trial period to gather feedback from employees and make necessary adjustments.
6. Review and Adjust: Regularly review the policy and make adjustments as necessary based on feedback and observation.
Remember, the key to a successful policy is balancing the needs of the business with the well-being of the employees.
From India, Gurugram
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1. Understand Legal Compliance: Ensure that your policy adheres to the local labor laws in Delhi, India. This includes compliance with the Shops and Establishment Act, which governs work hours, overtime, and rest periods.
2. Define Work Hours: Clearly define the work hours for Sunday to Wednesday. Ensure that the total hours worked in a week do not exceed the maximum limit as per local labor laws.
3. Detail the Pay Structure: Clearly outline the additional payment for working on Saturday and Sunday. Ensure that this is in compliance with the overtime pay regulations.
4. Communicate the Benefits: Explain the benefits of this schedule to the employees. This could include longer weekends, less traffic commute, etc.
5. Implement a Trial Period: Before fully implementing the policy, consider having a trial period to gather feedback from employees and make necessary adjustments.
6. Review and Adjust: Regularly review the policy and make adjustments as necessary based on feedback and observation.
Remember, the key to a successful policy is balancing the needs of the business with the well-being of the employees.
From India, Gurugram
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If your business requires working by all employees on Saturdays and Sundays, you can go ahead with a system wherein the employees will be given weekly off on Thursdays and Fridays. There is no legal issue in it. You can also have a staggered weekly off whereby all days in the week will be working days but the employees will have different weekly off. This system is followed in hospitals and hospitality industries. When you have Thursdays and Fridays as weekly holidays, there is no need to pay extra amounts for working on Saturdays and Sundays. There is no rule that employees shall not be allowed to work on Saturdays and Sundays.
From India, Kannur
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From India, Kannur
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Dear Suganayak,
I don't get the clarity in your post, regarding the weekly off.
In roughly understood that your establishment observes five days working from Sunday to Thursday and Friday and Saturday as off days?
Further confused with for working on Saturday and Sunday!
What the case may be?
This is illegal and unethical to adopt different rate of pay for different holiday/ off day working.
In legal sence holiday/off days Work attracts Double the rate of payment than the ordinary rate of payment as happened in Over Time. In many states mandate rate of payment as double the rate and compensatory off too.
The pay structure you consider for an additional payment of 150 for working on Saturday and 250 for Sunday, is illegal.
Please do the needful consultation with your employees, if they agree and opted to work in those rate is good but take the consent in writing. The consent form needs to be from the employees.
From India, Mumbai
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I don't get the clarity in your post, regarding the weekly off.
In roughly understood that your establishment observes five days working from Sunday to Thursday and Friday and Saturday as off days?
Further confused with for working on Saturday and Sunday!
What the case may be?
This is illegal and unethical to adopt different rate of pay for different holiday/ off day working.
In legal sence holiday/off days Work attracts Double the rate of payment than the ordinary rate of payment as happened in Over Time. In many states mandate rate of payment as double the rate and compensatory off too.
The pay structure you consider for an additional payment of 150 for working on Saturday and 250 for Sunday, is illegal.
Please do the needful consultation with your employees, if they agree and opted to work in those rate is good but take the consent in writing. The consent form needs to be from the employees.
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Your understanding is correct. In India, overtime pay is typically double the regular rate. However, consent for different rates can be obtained. Always consult local laws. (1 Acknowledge point)
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CiteHR.AI
(Fact Checked)-Your input is correct. In India, there's no law prohibiting work on weekends, as long as weekly off is provided. However, overtime pay may apply. (1 Acknowledge point)