Respected All,
I Have a query related to Tea & Coffee
We are a manufacturing company we have employees around 70 to 85 ,
we are providing Tea & Coffee for 3 Shifts/ 2 times per shift
But only one or 2 employees are wantedly complaining about the Tea & Coffee Quality
In this case my query is :
It is a mandatory to provide Tea & Coffee to the employees by the company
If it is mandatory means please attach the copy related to this (if it is possible or available)
If not mandatory means please share the same (If it is possible or available
Thank you
From India, Thane
2I Have a query related to Tea & Coffee
We are a manufacturing company we have employees around 70 to 85 ,
we are providing Tea & Coffee for 3 Shifts/ 2 times per shift
But only one or 2 employees are wantedly complaining about the Tea & Coffee Quality
In this case my query is :
It is a mandatory to provide Tea & Coffee to the employees by the company
If it is mandatory means please attach the copy related to this (if it is possible or available)
If not mandatory means please share the same (If it is possible or available
Thank you
From India, Thane
It is a common practice followed in factories , irrespective of number of workers, to distribute Tea with snacks (Samosa, Kachori, Vada (in South India) in the morning (around 10 am) and also in the evening.(Tea with Biscuits)(around 4 pm). at their workplace. (I am talking about general shift).
From India, Aizawl
From India, Aizawl
The relevant Maharashtra Factory Rules 1963 is reproduced below:
85. Foodstuffs to be served and prices to be charged - (1) The Chief Inspector may, by an order in
writing, direct the manager to provide in the canteen any item of foodstuff if he is satisfied that such
item is in general demand. Such order shall specify the size of each portion to be served, the number
of portions which shall be available and the frequency of serving the particular item per week. Such
order shall also specify the time-limit within which the order shall be complied with.
So, pl check if any such order is issued, if so then comply with them. If there are no such orders, then use the Canteen Management Committee to nip them in the bud itself. You may have to deal with such offensive ones in a calculated manner. Such 2/3 specimens will be there in any work situation and their criticism is more to draw attention and show their leadership skills. There are multiple ways to deal with such employees and you will have to study them a bit to tackle them effectively.
From India, Mumbai
85. Foodstuffs to be served and prices to be charged - (1) The Chief Inspector may, by an order in
writing, direct the manager to provide in the canteen any item of foodstuff if he is satisfied that such
item is in general demand. Such order shall specify the size of each portion to be served, the number
of portions which shall be available and the frequency of serving the particular item per week. Such
order shall also specify the time-limit within which the order shall be complied with.
So, pl check if any such order is issued, if so then comply with them. If there are no such orders, then use the Canteen Management Committee to nip them in the bud itself. You may have to deal with such offensive ones in a calculated manner. Such 2/3 specimens will be there in any work situation and their criticism is more to draw attention and show their leadership skills. There are multiple ways to deal with such employees and you will have to study them a bit to tackle them effectively.
From India, Mumbai
Canteen is mandatory in Factories only if it employs ordinarily 250 or more workers.
From India, Thiruvananthapuram
From India, Thiruvananthapuram
Dear colleague,
Providing tea or coffee at workplace is a common courtesy. There is no law yet which compells you to provide this.
If any employee complains about the quality of the tea/ coffee, please look into it unless it is malicious.
Just because complaint is received, don't think you are obliging them because it is not mandatory. Fix the problem and not the solution.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Providing tea or coffee at workplace is a common courtesy. There is no law yet which compells you to provide this.
If any employee complains about the quality of the tea/ coffee, please look into it unless it is malicious.
Just because complaint is received, don't think you are obliging them because it is not mandatory. Fix the problem and not the solution.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
As per the new Code, the number of 250 is changed to 100.
As per the prevailing law, canteen is made compulsory in those factories where 250 or more
permanent workmen are employed. As per new code, canteen is made compulsory in factories where 100 persons including contract labourers are employed
From India, Aizawl
As per the prevailing law, canteen is made compulsory in those factories where 250 or more
permanent workmen are employed. As per new code, canteen is made compulsory in factories where 100 persons including contract labourers are employed
From India, Aizawl
Even under the Factories Act 1948 worker includes contract,temporary,daily,casual employees.
From India, Thiruvananthapuram
From India, Thiruvananthapuram
Dear colleague,
From the clarification, it appears, despite same % of the DA, the differential is being maintained between senior and junior if not so much as you may be wanting.
The DA has come to be given as a way of erosion in salary caused by the inflation. It is largely and predominantly given on basic salary only and not on other salry components at least in industries.
The basic salary reflects the relative job value and it's erosion due to inflation is compensated by way of DA. Therefore, when only linked to it, the principle is same basic should draw same quantum of DA/percentage and would be discriminatory if treated differentlly.
Keeping the above guiding principles in mind , no discrimination can be made as far as DA is concerned between same basic same category or different categories of the teaching staff.
If you want sizable differential between Senior and junior, explore delinking DA on other components and introduce graded quantum of allowances for different categories of the teaching staff keeping equality in percentage of DA intact.
I am aware it is not easy rocking apple's cart but if you can persuade and manage to do it ,well and good.
The other option is to tinker with the DA, the way you want without caring for anything and bulldozing your way without bothering about any principles. Of course, as HR professional, I will advise you against it.
Thank you and Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
From the clarification, it appears, despite same % of the DA, the differential is being maintained between senior and junior if not so much as you may be wanting.
The DA has come to be given as a way of erosion in salary caused by the inflation. It is largely and predominantly given on basic salary only and not on other salry components at least in industries.
The basic salary reflects the relative job value and it's erosion due to inflation is compensated by way of DA. Therefore, when only linked to it, the principle is same basic should draw same quantum of DA/percentage and would be discriminatory if treated differentlly.
Keeping the above guiding principles in mind , no discrimination can be made as far as DA is concerned between same basic same category or different categories of the teaching staff.
If you want sizable differential between Senior and junior, explore delinking DA on other components and introduce graded quantum of allowances for different categories of the teaching staff keeping equality in percentage of DA intact.
I am aware it is not easy rocking apple's cart but if you can persuade and manage to do it ,well and good.
The other option is to tinker with the DA, the way you want without caring for anything and bulldozing your way without bothering about any principles. Of course, as HR professional, I will advise you against it.
Thank you and Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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