Compensatory Off Policy and PF Deduction
I am working in a manufacturing company in Maharashtra. We have introduced a compensatory off policy recently. I want to know if PF should be deducted from compensatory off.
Thanks in advance.
Regards,
Ankur
From India, Pune
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1I am working in a manufacturing company in Maharashtra. We have introduced a compensatory off policy recently. I want to know if PF should be deducted from compensatory off.
Thanks in advance.
Regards,
Ankur
From India, Pune
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Hi, You need to deduct the PF amount why means you paying salary for com-off and its not LOP.
From India, Hyderabad
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From India, Hyderabad
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Compansatory OFF is a kind of paid leave, on PF shall be deduct on all paid leave, because this leave is not stands for loss of pay.
From Singapore
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From Singapore
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The answers above are correct, and I agree with them! But I want you to understand the fact and logic of "Comp Off" in any industry!
An employee gets a compensatory off either for having worked on a paid holiday or on a weekly off (both are paid days!). He does this for the company and sacrifices a paid day of no work by working. The organization is therefore compensating such an employee by granting him a "Comp Off" on any other suitable day when he could be spared from work! When this happens, he has to be paid wages for such a day anyway.
When an employee is paid "salary" for any day, all statutory deductions will apply!
Last but not least, at least in a factory situation, anyone who works for more than 48 hours in a week has to be paid OT at double the ordinary rate of wages, UNLESS such an employee has been declared as exempted under relevant provisions of the act! Most companies do NOT pay OT to certain categories on the excuse that such an employee belongs to the so-called "management cadre" without checking out and/or conforming to the relevant provisions under the act. But that is another issue.
I trust you have your question answered now!
Regards,
Samvedan
December 5, 2012
From India, Pune
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An employee gets a compensatory off either for having worked on a paid holiday or on a weekly off (both are paid days!). He does this for the company and sacrifices a paid day of no work by working. The organization is therefore compensating such an employee by granting him a "Comp Off" on any other suitable day when he could be spared from work! When this happens, he has to be paid wages for such a day anyway.
When an employee is paid "salary" for any day, all statutory deductions will apply!
Last but not least, at least in a factory situation, anyone who works for more than 48 hours in a week has to be paid OT at double the ordinary rate of wages, UNLESS such an employee has been declared as exempted under relevant provisions of the act! Most companies do NOT pay OT to certain categories on the excuse that such an employee belongs to the so-called "management cadre" without checking out and/or conforming to the relevant provisions under the act. But that is another issue.
I trust you have your question answered now!
Regards,
Samvedan
December 5, 2012
From India, Pune
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