Pl.refer Chapter VI, Section 57,58,59-61 of Factories Act, 1948, Chap.VIII for Leave for detailed guidelines on the working hours, weekly holidays etc.
From India, Bangalore
362From India, Bangalore
I think the provisions yu have quoted are for Israel not for india We don’t have such a ministry even
From India, Mumbai
From India, Mumbai
Dear All,
Pl.browse the follg. links for guiddance on leave and working hours etc. (Karnataka model) also.
Working hours, Leave policies and Holidays in Karnataka, India « Sadanandnaik's Blog
kumar.s.
bg
From India, Bangalore
Pl.browse the follg. links for guiddance on leave and working hours etc. (Karnataka model) also.
Working hours, Leave policies and Holidays in Karnataka, India « Sadanandnaik's Blog
kumar.s.
bg
From India, Bangalore
hi all
i can suggest that to avoid such kind of absenteeism you can implement policy which can be named as attendance incentive policy, that can be implemented after calculating the total loss you are incurring due to absenteeism,
assume if your 20 employees are taking leave without informed or informed lets say 2 days per month that ll come to 40days in total lets assume you are loosing 1000 rupees per day due to such problem that ll come to rs 40000/month
if you are offering Rs 500 to those employee who are working for full month as attendance incentive or bonus it ll cost you around 500*20=10000/- if you see you are in profit of Rs30000/- with this illustration......
regards
Pritesh 09823204610
From India, Mumbai
i can suggest that to avoid such kind of absenteeism you can implement policy which can be named as attendance incentive policy, that can be implemented after calculating the total loss you are incurring due to absenteeism,
assume if your 20 employees are taking leave without informed or informed lets say 2 days per month that ll come to 40days in total lets assume you are loosing 1000 rupees per day due to such problem that ll come to rs 40000/month
if you are offering Rs 500 to those employee who are working for full month as attendance incentive or bonus it ll cost you around 500*20=10000/- if you see you are in profit of Rs30000/- with this illustration......
regards
Pritesh 09823204610
From India, Mumbai
Dear friends,
The working hours of 48 hrs. and others has been covered broadly by the Madhya Pradesh High Court in its judgment in a different circumstances which may be conveniently quoted for this discussion also.
Pl.refer case law: Verghese (A.J.) and others Vs. Bharat Aluinium Co.Ltd and another (1986-II-LLN-659).
The full text of the case law/judgment is not in my possession but to say plant workers should have 48 hrs. in a week and clerical staff in admn. will work for 41 1/2 hrs. in a week. No violation of Art.14 & 16 of the Constitution.
kumar.s
From India, Bangalore
The working hours of 48 hrs. and others has been covered broadly by the Madhya Pradesh High Court in its judgment in a different circumstances which may be conveniently quoted for this discussion also.
Pl.refer case law: Verghese (A.J.) and others Vs. Bharat Aluinium Co.Ltd and another (1986-II-LLN-659).
The full text of the case law/judgment is not in my possession but to say plant workers should have 48 hrs. in a week and clerical staff in admn. will work for 41 1/2 hrs. in a week. No violation of Art.14 & 16 of the Constitution.
kumar.s
From India, Bangalore
Dear friend,
Pl.refer this link which would provide you short notes on many of the labour laws.
Amit Arun & Associates - Payroll Management and Financial Consultant..
labour.nic.in
India Trade, Indian Employment Law, India Work Permits, India Pakistan Trade Unit
http://www.carajkumarradukia.com/han...labourlaws.doc Lawyersclubindia - Law, Lawyers, Advocates, Law Firms,Legal Help, Legal Experts,Judgements, Social Network for Lawyers, Legal Community, Law Help, Indian Lawyers ›
www.legalindia.in/labour-law-in-india
labour laws
You will find enough materials in these cites.
Good day.
kumar.s.
From India, Bangalore
Pl.refer this link which would provide you short notes on many of the labour laws.
Amit Arun & Associates - Payroll Management and Financial Consultant..
labour.nic.in
India Trade, Indian Employment Law, India Work Permits, India Pakistan Trade Unit
http://www.carajkumarradukia.com/han...labourlaws.doc Lawyersclubindia - Law, Lawyers, Advocates, Law Firms,Legal Help, Legal Experts,Judgements, Social Network for Lawyers, Legal Community, Law Help, Indian Lawyers ›
www.legalindia.in/labour-law-in-india
labour laws
You will find enough materials in these cites.
Good day.
kumar.s.
From India, Bangalore
Advised to following act
1) Issue a circular or notice to all the employees about the leave procedure.
2) Issue warning letter to the employees absenting from work initially
3) If employees continues to absent, issue him strong letter about his absence.
4) Deduct salary on the absent days - also pay the PF contribution to proportionate days of work
5) If this continues, sack them
From India, Tiruchchirappalli
1) Issue a circular or notice to all the employees about the leave procedure.
2) Issue warning letter to the employees absenting from work initially
3) If employees continues to absent, issue him strong letter about his absence.
4) Deduct salary on the absent days - also pay the PF contribution to proportionate days of work
5) If this continues, sack them
From India, Tiruchchirappalli
Pl clarify if an employee is allowed continuously for a period of more than 20 hours. If not pl inform the law under which it prevented. our organization is a hospital. GK
From India
From India
Shop & Establishment Act prevents you from asking / allowing an employee to work for more 8 hours shift. There are also restrictions on over time hours that an employee can work.
From India, Mumbai
From India, Mumbai
All said about discipline, deduction of salary-wages. You may incorporate or introduce the attendance bonus which is a sizeable part of the salary. If employee remain present for say full month (except Saturdays & Sundays), he/she gets good attandance bonus. and for any leave/absence don't pay any attndance bonus. People will strive to improve their attendance records. Once implemented do share your experience & views. Similarly you may introduce the performance bonus for the target bound group performance on desired out put etc.
Thank you & All the best
Divyang
From India, Vadodara
Thank you & All the best
Divyang
From India, Vadodara
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