Hi All,
Basically, the employee is using his off day (personal time) to travel to oversea, which is more than 8 hours, for business purpose. He has no choice but to travel during his off day as he needs to be there 1 day before the event starts.
Can he claim a day off for the traveling time? Any of the Company practice this?
Thanks.
From Singapore
Basically, the employee is using his off day (personal time) to travel to oversea, which is more than 8 hours, for business purpose. He has no choice but to travel during his off day as he needs to be there 1 day before the event starts.
Can he claim a day off for the traveling time? Any of the Company practice this?
Thanks.
From Singapore
Many company’s are not following this. But if the company prefers to give him off, they can.. its purely discretion of the company.
183
Well, its totally depend on the company’s policy and can be availed if the board of directors or the owner agreed on the same. No such rules or law for the same.
From India, Lucknow
From India, Lucknow
If he is going on the official tour for the company's need, he should be given a comp. off. Companies cannot take his right to avail his off day the way he wants. If we don't do that sooner or later the day will come when Indian also like Americans will be very right conscious.
At our place we give the comp off and employees are also happy and the management also gets the work done.
From India, Visnagar
At our place we give the comp off and employees are also happy and the management also gets the work done.
From India, Visnagar
Dear HRCWM,
As other members have pointed out, this is the discretion of the company. Therefore, there is no general rule as such.
Nevertheless, you need to tell us two things. One is how long is the total travel time (which includes security clearance and immigration clearance as well). Secondly, when the employee is asking for compensatory off? After returning from abroad? In that case, you may give him off as per the policy on compensatory off.
Ok...
Dinesh V Divekar
From India, Bangalore
As other members have pointed out, this is the discretion of the company. Therefore, there is no general rule as such.
Nevertheless, you need to tell us two things. One is how long is the total travel time (which includes security clearance and immigration clearance as well). Secondly, when the employee is asking for compensatory off? After returning from abroad? In that case, you may give him off as per the policy on compensatory off.
Ok...
Dinesh V Divekar
From India, Bangalore
I have a different view, Granting compensatory off for the holidays on which an employee undertakes travel on duty may not be a prudent administrative practice for the following reasons.
1) It may create an anomalous situation.Supposing a company has a five day work schedule and an employee has to travel by train two days to reach his place of halt(as the company's business interests spread far and wide) and he undertakes travel on Saturday and Sunday and reports for work on Monday at the place of halt and assuming, he again undertakes his return journey on Saturday and Sunday and reaches his head quarters on Sunday night. He thus is eligible for four compensatory offs. After reporting for duty on Monday, he will abstain from duty for the entire week, if allowed to avail his four compensatory offs, followed by Saturday and Sunday.in the week. What if the employee's job involves two such trips in a month.
2)An employee on travel may be handsomely reimbursed by being little liberal in fixing the quantum of money for his halting allowance, daily conveyance expenses at the place of halt and his hotel accommodation to compensate for the loss of his time for his rest.
3) The concept of compensatory off is to compensate for the holiday on which an employee is called to actually work.Thus,on a holiday,instead of resting, he invests his physical and mental resources to produce goods or render services that is expected of him by the management. An employee on travel during holidays though on duty does not actually work by hammer and sickle or pen but only travels. thus granting compensatory off for travel on holiday may appear to militate against the basic concept of compensatory off.
This is only a view. However such matters fall in the discretion of a company and the discretion shall,be based on prudence.
B.Saikumar
From India, Mumbai
1) It may create an anomalous situation.Supposing a company has a five day work schedule and an employee has to travel by train two days to reach his place of halt(as the company's business interests spread far and wide) and he undertakes travel on Saturday and Sunday and reports for work on Monday at the place of halt and assuming, he again undertakes his return journey on Saturday and Sunday and reaches his head quarters on Sunday night. He thus is eligible for four compensatory offs. After reporting for duty on Monday, he will abstain from duty for the entire week, if allowed to avail his four compensatory offs, followed by Saturday and Sunday.in the week. What if the employee's job involves two such trips in a month.
2)An employee on travel may be handsomely reimbursed by being little liberal in fixing the quantum of money for his halting allowance, daily conveyance expenses at the place of halt and his hotel accommodation to compensate for the loss of his time for his rest.
3) The concept of compensatory off is to compensate for the holiday on which an employee is called to actually work.Thus,on a holiday,instead of resting, he invests his physical and mental resources to produce goods or render services that is expected of him by the management. An employee on travel during holidays though on duty does not actually work by hammer and sickle or pen but only travels. thus granting compensatory off for travel on holiday may appear to militate against the basic concept of compensatory off.
This is only a view. However such matters fall in the discretion of a company and the discretion shall,be based on prudence.
B.Saikumar
From India, Mumbai
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