Dear friends,
My doubt is if an employee is called for duty on his weekly off and it also happens to be a national holiday, in which manner his payment will be made. Is he eligible for double overtime? In our nearby factories one day extra payment is made. Clarification is requested.
Regards,
Vilas
From India, Ajmer
4My doubt is if an employee is called for duty on his weekly off and it also happens to be a national holiday, in which manner his payment will be made. Is he eligible for double overtime? In our nearby factories one day extra payment is made. Clarification is requested.
Regards,
Vilas
From India, Ajmer
can any body help in this problem generally my company looks morning overtime and evening overtime saperate
work start time 08.30
work sign in time 09.45
work sign out time-6.30
work end time -7.30
for all above calcutation i need formula in this situation daily 8 hrs removed and extra should be calculated as over time to employees how to calculate and if any body knows the let me help in this regards
From India, Hyderabad
work start time 08.30
work sign in time 09.45
work sign out time-6.30
work end time -7.30
for all above calcutation i need formula in this situation daily 8 hrs removed and extra should be calculated as over time to employees how to calculate and if any body knows the let me help in this regards
From India, Hyderabad
I am working in Manufacturing company (Hyderabad) as a Accounts Manager.. My company is trying to pay the leave encasement for all staff ...My Quotation is ..
1) When the person eligible to apply the leave encasement (Is there any minimum days)
2) Sick Leaves they can encasement ??
3) Any Statutory Like ESI ,PF & Others applicable
The Above for Manufacturing unit ..
From India, Hyderabad
1) When the person eligible to apply the leave encasement (Is there any minimum days)
2) Sick Leaves they can encasement ??
3) Any Statutory Like ESI ,PF & Others applicable
The Above for Manufacturing unit ..
From India, Hyderabad
Dear Kiran,
1) There is no specific timeline as to when a person should apply for encashment. As per the company policy you should be able to do, but in general practice usually during settlement / once in a year etc., companies will allow employees to apply for it.
Note- Being the reason for granting of leave is to refresh our-self in a given intervals and come back fresh to work.
2) In majority of the case, sick leaves are not allowed for encashment, but if your company policies allows it, you can go ahead and do it.
3) There is no involvement of PF / ESI ect into encashment, but Yes! Income tax is applicable, i.e any amount you encash are taxable.
In general leave policies are subjected to company practices, and it should have been mentioned in your HR policy documents itself."
From India, Bengaluru
1) There is no specific timeline as to when a person should apply for encashment. As per the company policy you should be able to do, but in general practice usually during settlement / once in a year etc., companies will allow employees to apply for it.
Note- Being the reason for granting of leave is to refresh our-self in a given intervals and come back fresh to work.
2) In majority of the case, sick leaves are not allowed for encashment, but if your company policies allows it, you can go ahead and do it.
3) There is no involvement of PF / ESI ect into encashment, but Yes! Income tax is applicable, i.e any amount you encash are taxable.
In general leave policies are subjected to company practices, and it should have been mentioned in your HR policy documents itself."
From India, Bengaluru
Dear Suntek Corp Solutions Pvt. Ltd.,
Willing to pay your employees for the OT is a best practice and appreciate the same. While calculating OT we should always keep in mind how many hours extra a person has worked and how much are you willing to pay per hour. If I am company XXX paying employees for OT as Rs. 100/ hour then monthly calculate the total hours worked and multiply the same.
Note: You can also have an option for Compensatory Off in this case, where some employees would like to opt for a leave rather than getting paid extra. Also check this link: https://www.greythr.com/in/features/...ment-software/ to know how greytHR helps in this process.
From India, Bengaluru
Willing to pay your employees for the OT is a best practice and appreciate the same. While calculating OT we should always keep in mind how many hours extra a person has worked and how much are you willing to pay per hour. If I am company XXX paying employees for OT as Rs. 100/ hour then monthly calculate the total hours worked and multiply the same.
Note: You can also have an option for Compensatory Off in this case, where some employees would like to opt for a leave rather than getting paid extra. Also check this link: https://www.greythr.com/in/features/...ment-software/ to know how greytHR helps in this process.
From India, Bengaluru
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