Optional Holidays is the one which comes to us when we are getting employed. In schools are colleges, there might holidays which would cover almost all the festivals and dates which are auspicious to all the religion and region. In certain cases, there might be very few countable people, for whom the leave can be made possible and the attendance would be tallied at last, considering these factors. But, as far as the employment is concerned there arises a problem of taking optional leaves. The major reason being lot of people will be combined together, they may be from a different religion, region, language and so on.
In the beginning of every calendar year, the list of holidays would be given. Which would be decided by the higher level management. There would be a minimum count for which the holidays would be provided. There might be a surprise in the list of holidays. Certain festival day or holiday might fall on Sundays, which is official holiday for those companies. In that case, they would be looking forward for an alternative holiday, which might not have been considered for previous years and cannot be guaranteed for providing holiday for the succeeding year also. There will be a maximum option of holidays that would be compulsory holiday for all the employees.
where the minimum optional holiday occurs in minimum number. This is mainly due to the count of the people having a particular festival is minimum. So, if the count of people is more than 5% and less than 20%, then this optional holiday comes into play. Still 80% of people is more than enough to continue the production. This optional holiday might come into play. There may be some 5 choices for optional holiday and out of which they can take up any 2. But, the worst case might there is a rare possibility of people having all the five to be important and out of the remaining 8 of the compulsory holidays, none of them might be important.
In certain company these few people might not be asked to work during compulsory holidays and they might have the necessity to take the leave during these optional holidays (all the five may be). If it might be a well established company, they might have a facility to ask them to work on mandatory holidays and avail comp off during the days that they wish. Another alternative might be these work from home on those mandatory holidays for small scale companies, which might feel this idea as feasible. Or else simply taken earned leaves, if our requirement of optional holidays exceed.
In the beginning of every calendar year, the list of holidays would be given. Which would be decided by the higher level management. There would be a minimum count for which the holidays would be provided. There might be a surprise in the list of holidays. Certain festival day or holiday might fall on Sundays, which is official holiday for those companies. In that case, they would be looking forward for an alternative holiday, which might not have been considered for previous years and cannot be guaranteed for providing holiday for the succeeding year also. There will be a maximum option of holidays that would be compulsory holiday for all the employees.
where the minimum optional holiday occurs in minimum number. This is mainly due to the count of the people having a particular festival is minimum. So, if the count of people is more than 5% and less than 20%, then this optional holiday comes into play. Still 80% of people is more than enough to continue the production. This optional holiday might come into play. There may be some 5 choices for optional holiday and out of which they can take up any 2. But, the worst case might there is a rare possibility of people having all the five to be important and out of the remaining 8 of the compulsory holidays, none of them might be important.
In certain company these few people might not be asked to work during compulsory holidays and they might have the necessity to take the leave during these optional holidays (all the five may be). If it might be a well established company, they might have a facility to ask them to work on mandatory holidays and avail comp off during the days that they wish. Another alternative might be these work from home on those mandatory holidays for small scale companies, which might feel this idea as feasible. Or else simply taken earned leaves, if our requirement of optional holidays exceed.
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