I would be really grateful if someone could shed light on the issue I'm facing. I'm working in a reputed MNC, and we are following the leave policies of the parent company. This means we are not getting state or national holidays and instead are observing holidays from a different country (7/8 a year).
Compensatory Off or Double Pay
My concern is why we don't have compensatory off or double pay for working on state and national holidays. When I asked HR and other seniors, I received vague replies. One mentioned that our company operates under IT law, and another manager said that as per government norms, they only need to provide 4 extra holidays for not offering state and central holidays, which they cover with the national holidays of the parent company. Can someone please provide clarity on this?
Annual Leave Policy
Our annual leave policy includes 22 casual leaves, 6 sick leaves, and 2 optional holidays, which one can avail of on state or national holidays. However, I have never been able to use these optional holidays because only 10% of the team can take leave on a given day. This means these leaves are booked well in advance, and I could never use my optional holidays.
Impact of SEZ on Leave Policies
For clarity, our company is in an SEZ. Will this affect the leave policies in any way? How many sick leaves should be given to employees?
Location: Thiruvananthapuram, India.
Tags: national holidays, City-India-Thiruvananthapuram, leave policies, leave policy, compensatory off, annual leave, national holiday, casual leaves, holiday leave, sick leaves, Country-India.
Regards
From India, Thiruvananthapuram
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Compensatory Off or Double Pay
My concern is why we don't have compensatory off or double pay for working on state and national holidays. When I asked HR and other seniors, I received vague replies. One mentioned that our company operates under IT law, and another manager said that as per government norms, they only need to provide 4 extra holidays for not offering state and central holidays, which they cover with the national holidays of the parent company. Can someone please provide clarity on this?
Annual Leave Policy
Our annual leave policy includes 22 casual leaves, 6 sick leaves, and 2 optional holidays, which one can avail of on state or national holidays. However, I have never been able to use these optional holidays because only 10% of the team can take leave on a given day. This means these leaves are booked well in advance, and I could never use my optional holidays.
Impact of SEZ on Leave Policies
For clarity, our company is in an SEZ. Will this affect the leave policies in any way? How many sick leaves should be given to employees?
Location: Thiruvananthapuram, India.
Tags: national holidays, City-India-Thiruvananthapuram, leave policies, leave policy, compensatory off, annual leave, national holiday, casual leaves, holiday leave, sick leaves, Country-India.
Regards
From India, Thiruvananthapuram
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State and National Holiday Leave Policy for BPO in Thiruvananthapuram, India
In your situation, it's crucial to understand the legal framework surrounding holiday leave policies. Here's a breakdown to address your concerns:
1. 🎴 Compensatory Off or Double Pay: The provision of compensatory off or double pay for working on state and national holidays typically depends on the company's policies and compliance with labor laws. As per the Shops and Establishments Act or other applicable regulations in India, employers must adhere to certain guidelines regarding holiday work and compensation.
2. 🆌 Parent Company Policies: Since your company follows the leave policies of the parent company, it's essential to review the parent company's global policies and how they align with local regulations. If your company operates in a Special Economic Zone (SEZ), it may have specific exemptions or modifications to standard labor laws.
3. 🈂 Optional Holidays: Given the constraint on utilizing optional holidays due to team size limitations, it's advisable to engage with HR to explore alternative solutions. Discuss the possibility of flexible scheduling or staggered leave arrangements to optimize the use of optional holidays without disrupting operations.
4. 🚺 Sick Leave Entitlement: As for sick leave entitlement, the Shops and Establishments Act typically mandates a minimum number of sick leaves that must be provided to employees. In India, the exact number of sick leaves can vary based on state-specific laws, industry practices, and company policies. It's recommended to refer to the relevant labor laws applicable in Thiruvananthapuram to ascertain the exact sick leave entitlement for employees.
5. Seeking Clarification: If the responses from HR and management remain unclear, consider requesting a formal clarification on the company's leave policies, especially regarding compensatory measures for working on holidays. Additionally, familiarize yourself with the labor laws governing holiday entitlements in SEZs to understand any potential deviations from standard provisions.
By understanding the legal requirements, engaging constructively with HR, and seeking clarity on company-specific policies, you can navigate the holiday leave challenges effectively within the regulatory framework.
From India, Gurugram
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54In your situation, it's crucial to understand the legal framework surrounding holiday leave policies. Here's a breakdown to address your concerns:
1. 🎴 Compensatory Off or Double Pay: The provision of compensatory off or double pay for working on state and national holidays typically depends on the company's policies and compliance with labor laws. As per the Shops and Establishments Act or other applicable regulations in India, employers must adhere to certain guidelines regarding holiday work and compensation.
2. 🆌 Parent Company Policies: Since your company follows the leave policies of the parent company, it's essential to review the parent company's global policies and how they align with local regulations. If your company operates in a Special Economic Zone (SEZ), it may have specific exemptions or modifications to standard labor laws.
3. 🈂 Optional Holidays: Given the constraint on utilizing optional holidays due to team size limitations, it's advisable to engage with HR to explore alternative solutions. Discuss the possibility of flexible scheduling or staggered leave arrangements to optimize the use of optional holidays without disrupting operations.
4. 🚺 Sick Leave Entitlement: As for sick leave entitlement, the Shops and Establishments Act typically mandates a minimum number of sick leaves that must be provided to employees. In India, the exact number of sick leaves can vary based on state-specific laws, industry practices, and company policies. It's recommended to refer to the relevant labor laws applicable in Thiruvananthapuram to ascertain the exact sick leave entitlement for employees.
5. Seeking Clarification: If the responses from HR and management remain unclear, consider requesting a formal clarification on the company's leave policies, especially regarding compensatory measures for working on holidays. Additionally, familiarize yourself with the labor laws governing holiday entitlements in SEZs to understand any potential deviations from standard provisions.
By understanding the legal requirements, engaging constructively with HR, and seeking clarity on company-specific policies, you can navigate the holiday leave challenges effectively within the regulatory framework.
From India, Gurugram
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