Dear Friend, I am working in an engineering company. I have found one question as below that I can't understand:
Weekly Day Off Compensation
1. If any employees work on their weekly day off, what should we give them?
2. Can we adjust any holiday that is not declared in the policy with the weekly off? If yes, what should we do with the holiday of another person, which falls on a different day, such as Sunday?
For example, a worker's weekly off is Thursday, and a staff member's weekly off is Sunday. We have declared that the worker must come in on Thursday, and this day will be adjusted with the next holiday not covered under the holiday policy.
The main problem is: What can I do with the other employees whose weekly day off is Sunday? Shall we count that holiday as an absence?
I am waiting for your valuable support.
Regards, Amit Parmar (Executive-HR)
From India, Kalol
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Weekly Day Off Compensation
1. If any employees work on their weekly day off, what should we give them?
2. Can we adjust any holiday that is not declared in the policy with the weekly off? If yes, what should we do with the holiday of another person, which falls on a different day, such as Sunday?
For example, a worker's weekly off is Thursday, and a staff member's weekly off is Sunday. We have declared that the worker must come in on Thursday, and this day will be adjusted with the next holiday not covered under the holiday policy.
The main problem is: What can I do with the other employees whose weekly day off is Sunday? Shall we count that holiday as an absence?
I am waiting for your valuable support.
Regards, Amit Parmar (Executive-HR)
From India, Kalol
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Yes, you can adjust his leave/holiday, which is not covered in your holiday policy, as compensatory off. If your staff's weekly off is on Sunday, then consider it as an off day. If someone is coming in on that day, then give him/her compensatory leave against the leave he/she takes in the future.
Regards,
Raks
From India, Delhi
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1Regards,
Raks
From India, Delhi
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For your first question, in my opinion, you should provide one day's salary as an additional payment if any employee works on their day off. This means that the payment for one day should be calculated initially, and this extra day's salary should be included in the salary disbursement.
I had difficulty understanding your second question clearly. If you could explain it in simpler terms, I would be able to assist you further.
Regards,
Mr. Apurva Singh
From India, Mumbai
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I had difficulty understanding your second question clearly. If you could explain it in simpler terms, I would be able to assist you further.
Regards,
Mr. Apurva Singh
From India, Mumbai
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If the employee works on their weekly day off and takes a day off on another day, it should be considered or allowed. This depends on the company policy. There is no additional salary in this case because the employee has taken time off on another day.
From India, Mumbai
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From India, Mumbai
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Thank you for the valuable time you spent with me. You are on the right track. I have mentioned our W/O structure as follows:
- For office staff - Sunday
- For production staff - Thursday
The issue arises as I had to adjust the W/O for Thursday due to the festival, which is not mentioned in our policy. This adjustment is acceptable. However, the significant concern is how to handle the office staff as they are also included in the festival celebration, which applies to all employees. In this scenario, other staff members use their Sunday W/O and also benefit from the festival. I am interested in creating a distinction between production staff and office staff in this situation.
Regards,
Amit Parmar
From India, Kalol
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- For office staff - Sunday
- For production staff - Thursday
The issue arises as I had to adjust the W/O for Thursday due to the festival, which is not mentioned in our policy. This adjustment is acceptable. However, the significant concern is how to handle the office staff as they are also included in the festival celebration, which applies to all employees. In this scenario, other staff members use their Sunday W/O and also benefit from the festival. I am interested in creating a distinction between production staff and office staff in this situation.
Regards,
Amit Parmar
From India, Kalol
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I believe a worker should not work continuously for more than six days. Therefore, after six working days, they should be given a weekly day off on the seventh day in accordance with labor rules. An extra day's salary comes into effect when a worker performs overtime (O.T) duty in addition to their regular duties.
Regards,
Venkat.
From India, Vijayawada
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Regards,
Venkat.
From India, Vijayawada
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Weekly Off and Holiday Adjustment Queries
I am working in an engineering company. I have found one question as below that I can't understand:
1. If any employees are working on their weekly off, what should we give them? Please provide an alternative leave for this week.
2. Can we adjust any holiday which is not declared in the policy with the weekly off? If yes, what should we do with the other person's holiday, which is another day, Sunday? Follow your standard order policy.
i.e., Worker weekly off = Thursday & staff weekly off = Sunday. We have declared that the worker must come on Thursday; this day will adjust with the next holiday, which is not covered under the holiday policy.
But the main problem is there: What can I do with other employees whose weekly off is Sunday? Should we count that holiday as absent? You can give another off on a working day.
I hope this helps clarify the situation. Thank you.
From India, Madras
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I am working in an engineering company. I have found one question as below that I can't understand:
1. If any employees are working on their weekly off, what should we give them? Please provide an alternative leave for this week.
2. Can we adjust any holiday which is not declared in the policy with the weekly off? If yes, what should we do with the other person's holiday, which is another day, Sunday? Follow your standard order policy.
i.e., Worker weekly off = Thursday & staff weekly off = Sunday. We have declared that the worker must come on Thursday; this day will adjust with the next holiday, which is not covered under the holiday policy.
But the main problem is there: What can I do with other employees whose weekly off is Sunday? Should we count that holiday as absent? You can give another off on a working day.
I hope this helps clarify the situation. Thank you.
From India, Madras
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Dear all,
Since you are working in an engineering company, the Factory Act comes into play. This provides for a weekly off and substitution of the weekly off. Accordingly, the weekly off falling on Thursday can be substituted with another compensatory holiday on any day within three days preceding or succeeding the weekly off day. That means Thursday can be substituted with a compensatory holiday on the succeeding Friday, Saturday, or Sunday. Alternatively, it can be preceded by a holiday on Wednesday, Tuesday, or Monday. The substitution as above can be done by informing the employees concerned as well as the Factory Inspector. However, if the weekly off is allowed on a holiday beyond the above limit, then specific approval of the Factory Inspector is called for. There is no question of additional payment so long as the weekly hours of work do not exceed 48.
From the brief description given, I gather that you want to substitute the weekly off with an already declared holiday. This will not be correct as the employees, in effect, lose one holiday. As regards staff who have their weekly off on Sunday, if Sunday happens to be a holiday, the employee is not treated as absent, but it is a paid holiday for them as well.
Hope the above clarifies.
Regards,
KK
From India, Bhopal
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Since you are working in an engineering company, the Factory Act comes into play. This provides for a weekly off and substitution of the weekly off. Accordingly, the weekly off falling on Thursday can be substituted with another compensatory holiday on any day within three days preceding or succeeding the weekly off day. That means Thursday can be substituted with a compensatory holiday on the succeeding Friday, Saturday, or Sunday. Alternatively, it can be preceded by a holiday on Wednesday, Tuesday, or Monday. The substitution as above can be done by informing the employees concerned as well as the Factory Inspector. However, if the weekly off is allowed on a holiday beyond the above limit, then specific approval of the Factory Inspector is called for. There is no question of additional payment so long as the weekly hours of work do not exceed 48.
From the brief description given, I gather that you want to substitute the weekly off with an already declared holiday. This will not be correct as the employees, in effect, lose one holiday. As regards staff who have their weekly off on Sunday, if Sunday happens to be a holiday, the employee is not treated as absent, but it is a paid holiday for them as well.
Hope the above clarifies.
Regards,
KK
From India, Bhopal
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