An employee joined the company on 01 Oct 2010, and 03 Oct is a Sunday. I want to know if, during the salary calculation, we should include Sunday. A minimum of 4 working days should be considered for including Sunday in the salary calculation. Kindly explain the rationale behind including Sunday if it is to be included.
From India, Jhajjar
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From India, Jhajjar
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wE WILL GIVE HIM ONE WEEKLY OFF IN A WEEK SO IF GIVE IT 3RD OCT 2010 NEXT HE WILL GET AFTER ONE WEEK NA SO DONT MAKE ANY SENSE TO EXCLUDE SUNDAY IF HE IS STILL IN EMPLOYMENT PK MISHRA
From India
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25From India
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Of course, you should pay him his salary for the 3rd of October, even if that person has joined your company just two days before Sunday. If there are some hard and fast rules in your company, as you have mentioned, then you should ignore the joinings a day or two before Sunday. Additionally, we usually have Sundays or any other national/declared holiday paid. Therefore, it does not make sense to deduct Sunday's salary in this case as well.
Kind Regards, Deepika Batra
From India, Chandigarh
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Kind Regards, Deepika Batra
From India, Chandigarh
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I agree with what Deepika has said. Weekly offs/holidays are considered when we count the salary days. There is no point that he joined 2 days before. If such has been the case, then take care that you make people join on Mondays only.
From India, Chandigarh
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From India, Chandigarh
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I agree with all. You should be paying the employee for the days worked. Weekly offs/holidays are part of the calculation unless the employee asked for leave and didn't have any CL, SL, PL, etc., in their account, based on which the organization should deduct the money.
From India, Mumbai
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From India, Mumbai
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If any employee joins the company on a Sunday (as Sunday is a day off), you will have to pay the salary for that day. Many managers don't check this when preparing the offer letter and simply decide the joining date for the new candidate.
Thanks,
Ajay Rathore
From India, Ahmadabad
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Thanks,
Ajay Rathore
From India, Ahmadabad
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An employee joined the company on 3rd September 2010, and the 5th of September is a Sunday. In this month, he was not absent any day after the 3rd of September. In this condition, how many days of salary should we give him?
I want to know where we can use this formula: a minimum of 4 working days should be considered to include Sunday (W/O) in the salary. Is this the correct formula according to the act?
From India, Jhajjar
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I want to know where we can use this formula: a minimum of 4 working days should be considered to include Sunday (W/O) in the salary. Is this the correct formula according to the act?
From India, Jhajjar
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Re: Sunday Calculation
An employee joined the company on 03 Sep 2010, and 05 Sep is Sunday. In this month, he was not absent any day after 03 Sep. So, in this condition, how many days of salary should we give him?
I want to know where we can use this formula that a minimum of 4 working days should be required to add Sunday (W/O) in salary. Is this the correct formula according to the act?
From India, Jhajjar
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An employee joined the company on 03 Sep 2010, and 05 Sep is Sunday. In this month, he was not absent any day after 03 Sep. So, in this condition, how many days of salary should we give him?
I want to know where we can use this formula that a minimum of 4 working days should be required to add Sunday (W/O) in salary. Is this the correct formula according to the act?
From India, Jhajjar
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Mr Kumaravi As per our company we are including that sunday as paid day, and he should to pay
From India, Koraput
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From India, Koraput
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Dear pkmishra, Deepika Batra, neha22111986, pon1965, Gaurav Bhargava Vashi Mum, AJAYKUMARRATHORE, sanjay.patro123,
Thank you all for the right answers. This is the correct, proper, legal, and fair practice that every company should follow, rather than trying to act as "penny-pinchers."
I am happy to find that in this thread, the opinions of all HR experts are unanimous. This is what I would like to see in the responses to other threads/queries of a similar nature where it is a point of labor law or other such provisions.
Warm regards.
From India, Delhi
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Thank you all for the right answers. This is the correct, proper, legal, and fair practice that every company should follow, rather than trying to act as "penny-pinchers."
I am happy to find that in this thread, the opinions of all HR experts are unanimous. This is what I would like to see in the responses to other threads/queries of a similar nature where it is a point of labor law or other such provisions.
Warm regards.
From India, Delhi
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SALARY SHEET CALCULATION.xls
Salary calculation.doc