Dear all, If the employee is having weekly off on the day of paid holiday MONTHLY RATED - will not get this holiday. DAILY RATED - will get this holiday. Seniors please clearify this. with regards
From India, Pune
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14From India, Pune
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Dear Jane Sir,
I think you didn't get my point. I mean to ask you that, 15th August is a National holiday, which was on Wednesday.
For Monthly Rated employees: If an employee has his weekly off on Wednesday, is he liable to get 2 days payable (i.e. weekly off holiday & Independence Day holiday) or will he get only 1 day payable as regular weekly off?
For Daily Rated employees: For a daily rated employee who has his weekly off on Wednesday, will he get the maximum payable day as 26 days or 27 days (will it include paid holiday or not)?
Please advise me.
From India, Pune
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I think you didn't get my point. I mean to ask you that, 15th August is a National holiday, which was on Wednesday.
For Monthly Rated employees: If an employee has his weekly off on Wednesday, is he liable to get 2 days payable (i.e. weekly off holiday & Independence Day holiday) or will he get only 1 day payable as regular weekly off?
For Daily Rated employees: For a daily rated employee who has his weekly off on Wednesday, will he get the maximum payable day as 26 days or 27 days (will it include paid holiday or not)?
Please advise me.
From India, Pune
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Dear Sanjay,
First of all, I am not a sir; I am a girl. An employee is not liable for the two days' payment on a daily basis, even if it is a public holiday. On a monthly basis, it is counted as 26 working days, not 27 working days.
From India, Ahmadabad
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First of all, I am not a sir; I am a girl. An employee is not liable for the two days' payment on a daily basis, even if it is a public holiday. On a monthly basis, it is counted as 26 working days, not 27 working days.
From India, Ahmadabad
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Dear Sanjay,
Technically, one more factor is required: whether your organization is working on paid holidays or not. You will have to draft a policy for such probabilities by dividing the total manpower into three groups - Senior Management, Middle Management, Junior Management/Staff, and for Workers. You will need to take care of the provisions of the Factory Act regarding weekly offs.
Regards
From India, Nasik
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Technically, one more factor is required: whether your organization is working on paid holidays or not. You will have to draft a policy for such probabilities by dividing the total manpower into three groups - Senior Management, Middle Management, Junior Management/Staff, and for Workers. You will need to take care of the provisions of the Factory Act regarding weekly offs.
Regards
From India, Nasik
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Dear Sanjay,
Technically, one more factor is required: whether your organization is working on a paid holiday or not. You will have to draft a policy for such probabilities by dividing the total manpower into four groups:
1. Senior Management
2. Middle Management
3. Junior Management/Staff
4. Workers
Additionally, you will need to ensure compliance with the Factory Act provisions regarding weekly offs.
Regards,
From India, Nasik
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Technically, one more factor is required: whether your organization is working on a paid holiday or not. You will have to draft a policy for such probabilities by dividing the total manpower into four groups:
1. Senior Management
2. Middle Management
3. Junior Management/Staff
4. Workers
Additionally, you will need to ensure compliance with the Factory Act provisions regarding weekly offs.
Regards,
From India, Nasik
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Dear Sanjay,
Technically, one more factor is required: Whether your organization is working on paid holidays or not. You will have to draft a policy for such probabilities, dividing the total manpower into four groups: Senior Management, Middle Management, Junior Management/Staff, and Workers. Additionally, you will have to take care of the provisions of the Factory Act on weekly offs.
Regards,
From India, Nasik
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Technically, one more factor is required: Whether your organization is working on paid holidays or not. You will have to draft a policy for such probabilities, dividing the total manpower into four groups: Senior Management, Middle Management, Junior Management/Staff, and Workers. Additionally, you will have to take care of the provisions of the Factory Act on weekly offs.
Regards,
From India, Nasik
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Dear All What is the criteria of taking weekly off. Can they avail the weekly off after a week leave, if joining date falls on weekly off. Regards
From India, Mumbai
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From India, Mumbai
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Dear Sir if employee is absent on 12 Oct & 14 Oct , does he get the holiday of 13 Oct election holiday? what should i do, consider as leave or paid holiday Regards
From India, Pune
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From India, Pune
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As far as my knowledge goes, if a weekly off coincides with a holiday under the NI Act, then the employee concerned should be given a due day off. That means another off day. This can be avoided if COD (Compensatory Off day payment) is paid. That means an amount (basic+da / no. of days in a month). This is eligible for shift workers.
From India, Calcutta
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From India, Calcutta
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135B-PAID HOLIDAY FOR ELECTION DAY.pdf