Hi All,
I would like to know the criteria to work for 5 days a week. We are a small firm with 70 employees, and headquartered in US. We undertake mostly US work, also domestic at times. ( and our domestic clients work on saturday)
We work 9hrs a day, 4hrs on saturday, 49hrs a week( while heavy work, employees do work till evening without OT)
-We have US clients also few domestic clients.
-Saturdays usually not very productive, as most of them are in the weekend moods and do very little.
-There are attrition signals after the appraisals, this announcement would help retain them to an extent.
-Most of the time employees work on Indian holidays an d are not very happy about it.
-I am only trying to understand if we announe 5 days week, while we have a domestic clients work on saturday, we end up paying OTs/comp offs. The analysis is that we have huge domestic work this year.
Request you all to please tell me the advantages and disadvantages associated with it...
From India, Hyderabad
42I would like to know the criteria to work for 5 days a week. We are a small firm with 70 employees, and headquartered in US. We undertake mostly US work, also domestic at times. ( and our domestic clients work on saturday)
We work 9hrs a day, 4hrs on saturday, 49hrs a week( while heavy work, employees do work till evening without OT)
-We have US clients also few domestic clients.
-Saturdays usually not very productive, as most of them are in the weekend moods and do very little.
-There are attrition signals after the appraisals, this announcement would help retain them to an extent.
-Most of the time employees work on Indian holidays an d are not very happy about it.
-I am only trying to understand if we announe 5 days week, while we have a domestic clients work on saturday, we end up paying OTs/comp offs. The analysis is that we have huge domestic work this year.
Request you all to please tell me the advantages and disadvantages associated with it...
From India, Hyderabad
Dear Sari, As per Law, the working hour is 48 hours in a week. So you can formulate the working hours like 0900 hrs-1330 hrs ,from 1330 hrs-1400 hrs lunch break and again from1400 hrs- 1830 hrs, 1830 hrs-1845 hrs tea break again from 1845 hrs-1945 Hrs.
Because to maintain 5 days in a week employee has to work for 9and half hrs/day (5 days) excluding lunch break. You can not ask an employee to work more than 5 hrs at a stretch. Therefore two breaks definitely help them and also refreshing them . Thanks, Pranab
From India, Mumbai
Because to maintain 5 days in a week employee has to work for 9and half hrs/day (5 days) excluding lunch break. You can not ask an employee to work more than 5 hrs at a stretch. Therefore two breaks definitely help them and also refreshing them . Thanks, Pranab
From India, Mumbai
Where is your location? If it is in Ahmedabad, please do let me know if ther is an opening. I am a Graduate in English, now pursuing Diploma in HR, working with a NGO from last 8 years.
Regards,
Swapna
From India, Ahmadabad
Regards,
Swapna
From India, Ahmadabad
hai sairtha
If most people working in your company are youth then 5day-week will surely work . As most of the present day youth are turning out busy in weekends. I feel you can increase working hours by around 1hr to 1.5 hr in these 5days, so that you will not run behind deadlines..
Normally we are having just a single day off i.e., sunday. 2day break Will provide you with a chance to recharge your batteries so that you stay both mentally and physicaly alert in upcoming week...
To my best knowledge thats what this kid can say...
Hanuma
From India, Kakinada
If most people working in your company are youth then 5day-week will surely work . As most of the present day youth are turning out busy in weekends. I feel you can increase working hours by around 1hr to 1.5 hr in these 5days, so that you will not run behind deadlines..
Normally we are having just a single day off i.e., sunday. 2day break Will provide you with a chance to recharge your batteries so that you stay both mentally and physicaly alert in upcoming week...
To my best knowledge thats what this kid can say...
Hanuma
From India, Kakinada
Hi Sari
You want suggestion from me too!!! I am little conservative !!
BPOs and Call centres had been thin king all the time that they have nothing to do with manufacturing. But when I read some of these issues, highlightes by members, they are akin to many issues in manufacturing. If alone you look at some of the practices in manufacturting, you will get lots of ideas.
Shifts, overlapping shifts, Comp off, OT , Rotating weekly off, and many more practices can be learned.
You say you need to service more Indian Clients. and you want to close Saturday and make peoiple to work on OT on that day.
Basically, you need to look at your business ration What % is coming from US and how much from India. If Indian Business is negligible or say 30% then you can do what you said. But if Indian business is going to be say 70%, you can not plan OT. People still will say that they are not interested to come on Saturday.
Ashok Leyland followed a method long time back Giving one day salary extra for all those who are coming on Saturday. No OT
Over Time implies double wages.
Think something out of the box.
Attrirition may not be due to Saturday work You decalre Saturday off and ask people to come on OT, there still will be attrition.
Todays attrition is more due to Market Conditions.
Siva
From India, Chennai
You want suggestion from me too!!! I am little conservative !!
BPOs and Call centres had been thin king all the time that they have nothing to do with manufacturing. But when I read some of these issues, highlightes by members, they are akin to many issues in manufacturing. If alone you look at some of the practices in manufacturting, you will get lots of ideas.
Shifts, overlapping shifts, Comp off, OT , Rotating weekly off, and many more practices can be learned.
You say you need to service more Indian Clients. and you want to close Saturday and make peoiple to work on OT on that day.
Basically, you need to look at your business ration What % is coming from US and how much from India. If Indian Business is negligible or say 30% then you can do what you said. But if Indian business is going to be say 70%, you can not plan OT. People still will say that they are not interested to come on Saturday.
Ashok Leyland followed a method long time back Giving one day salary extra for all those who are coming on Saturday. No OT
Over Time implies double wages.
Think something out of the box.
Attrirition may not be due to Saturday work You decalre Saturday off and ask people to come on OT, there still will be attrition.
Todays attrition is more due to Market Conditions.
Siva
From India, Chennai
Hi dear.....Can I also put some comments :roll: :
If a Five Day week is not working out, you can even opt for 2nd and Last Saturday Off............What say U :?: atleast something is better than nothing..... :lol:
Regards,
Sindhu
From India, Delhi
If a Five Day week is not working out, you can even opt for 2nd and Last Saturday Off............What say U :?: atleast something is better than nothing..... :lol:
Regards,
Sindhu
From India, Delhi
Thanks Hanuma, thats sounds cool..
Thank you so much Siva for a clear picture.
The problem here is one dept is completely us based only us clients and day to day projs, so they have to come on Indian holidays (all)and are on bench during US holidays, (next day), and are paid ots/tls,pls,pms are given comp offs which are only getting accumulated. ANd infact they are ready to work without OT by declaring saturday offs as most of them are freshers and persuing higher studies thru distance learning, would help them have time to srudy.
But the other dept would not accept to work for 6 days, coz most of their salaries are same, and are never on bench due to indian clients, and are being working full day on saturday otherwise is half day.
Iam trying to come up with a general conclusion...to satisfy both the parties.
Any suggestions :)
From India, Hyderabad
Thank you so much Siva for a clear picture.
The problem here is one dept is completely us based only us clients and day to day projs, so they have to come on Indian holidays (all)and are on bench during US holidays, (next day), and are paid ots/tls,pls,pms are given comp offs which are only getting accumulated. ANd infact they are ready to work without OT by declaring saturday offs as most of them are freshers and persuing higher studies thru distance learning, would help them have time to srudy.
But the other dept would not accept to work for 6 days, coz most of their salaries are same, and are never on bench due to indian clients, and are being working full day on saturday otherwise is half day.
Iam trying to come up with a general conclusion...to satisfy both the parties.
Any suggestions :)
From India, Hyderabad
Follow Ashok Leyland Method salary is fixed for 22 days People coming on Saturdays will get that extra But they had major problems at a later stage and discontinued Initially it does work Siva
From India, Chennai
From India, Chennai
Thanks Siva.
If i announce to work two saturdays full day and two saturdays off..say second and fourth saturday.
The dept who is working full days feel acknowledged and the one requesting saturday off will be satisfied to an extent and you will not end up paying OTs/comp offs.
What say?? :)
From India, Hyderabad
If i announce to work two saturdays full day and two saturdays off..say second and fourth saturday.
The dept who is working full days feel acknowledged and the one requesting saturday off will be satisfied to an extent and you will not end up paying OTs/comp offs.
What say?? :)
From India, Hyderabad
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Case Study on 5 Days Week Implementation for 24X7 Business Model.pdf