Compensatory Leave (CCL)

 Compensatory Leave(CCL):

(a)Compensatory Leave shall be equal to number of days for which an employee is required to work during Sunday(s) or holiday(s). Such Compensatory Leave shall be granted by the Director in advance but treated as Casual Leave.

Compensatory Off is time off that is granted to a worker as compensation for working overtime. In Employ Wise, compensatory leave off is taken as a leave(time off), for working extra on a working day; weekly off and a holiday[This primarily is defined in the leave rules depending on the company policy].

Compensatory off means it is allowed to those employees who worked on extra days like weekends or on holidays.. so company usually give them a comp-off for those extra worked days.. So that an employee can take a day off on any working day of the same month.

For comp-off each and every organization has different policy.. In some private sectors , they do not carry forward comp-off to next month if employee not able to use in the same month then they will lose their opportunity to take day off. and no salary/overtime will pay to them for their extra working days... and some companies carry forward so that they can use, whenever they want to use.. So it will vary from company to company.

I think the advantage is that employee can take a day off on his/her desire day with no loss( Salary or CL).

and Disadvantage is only that if it is not carry forward to next month then he/she has to use within a month.. and if he/she not able to take then they will lost they comp-off and no pay for extra working days.

Compensatory Off

Compensatory Off is an entitled leave that an employee can take on a working day as a compensation for working at employers request on a holiday or weekend. In simple terms, when an employee works overtime at the request of his employer, then later he/she can take time off or compensatory off from their work.

Basically compensatory off leaves are provided in order to reward the employee for the extra effort that he/she puts in, for the development of the organization. This is a means of taking care of the employee on behalf of the organization so that the employees, in-turn take equal care of the organization by maximizing their efforts.

1. If an employee works on 26th Jan he can get a comp off on the very next day also, but u just have to fix a time limit that u can utilise this comp off within a stipulated time period. If not, then it is exhausted. 2. If an employee works on Sundays where the company has got an off, it depends on the employer or his/her boss to find out as to whether the person has genuinely come to office for a work that he is called for, and if yes then here also the same rule applies, but again depending upon the work load he can be given comp off. 3. Comp offs can even be adjusted alongwith the employees leave - I mean he/she can take leave alongwith a comp off also. read more at: https://www.citehr.com/97711-what-rule-compensatory-off-against-working-public.html

Whenever a employee is required to work on weekly/Closed Holiday/public holiday, for the full day or a part, thereof but exceeding 5 hours in a day, he will be granted Compensatory Off for maximum one day. However, in exceptional circumstances if an employee is required to work for less than 5 hours or before lunch break he shall be entitled for ½ day Compensatory Off. The Compensatory Off shall not be sanctioned for half day. Two half day Compensatory Off shall be combined together for sanctioning of one day Compensatory Off and to be availed within stipulated period. Written permission of Head of the Division not below the rank of Senior Manager should be obtained before deploying an employee for any job on a closed holiday/weekly holiday /public holiday indicating the urgency & nature of job. If it is not possible to obtain written permission, verbal permission over telephone should be obtained which invariably should be followed with the written approval of the Head of the Department for engagement of an employee on Compensatory Off in order to avoid misuse of the above facility . Separate attendance record for having worked on a weekly/closed holiday should be maintained by the concerned department. The Head of the Division will approve the Compensatory Off on request of concerned employees within three months from the date on which the employee has worked. The Compensatory Off to the employees will be staggered so that not more than two employees will be on Compensatory Off on any particular day to avoid non-availability of employees. 

Compensatory Leave 

 Compensatory leave is paid time off for an eligible employee whose supervisor has approved: o additional hours in a workweek in which the employee has taken a holiday or leave, but has worked no more than 40 hours; o on an official office closing day if he or she is designated as an "essential employee" o needed to work on a holiday; or o on a scheduled day off.  Compensatory leave is granted on an hourfor-hour basis.  An eligible employee may earn one hour of compensatory leave for each hour that he or she is required to work for the reasons cited above.  A non-exempt employee is eligible to earn compensatory leave only when the hours physically worked in a workweek are 40 hours or less. If a non-exempt employee physically works more than 40 hours, the Overtime Leave policy applies.  Non-exempt employees also will be credited with compensatory leave when a holiday falls on a scheduled rest day.  Employees may receive compensatory leave for the number of holiday hours proportionate to their work schedules, not to exceed 8 hours.  Exempt employees will earn compensatory leave when required by the supervisor to work on an official office closing day if he or she is designated as an “essential employee" or on a holiday.  Compensatory leave may be used to provide paid time off from work for any purpose.

Overtime Leave

  Overtime leave is an alternative to cash payments for overtime hours worked.  Overtime leave is calculated at one and one-half times the number of hours actually worked in excess of 40 in the workweek.  The decision regarding whether to offer overtime leave to an employee is at the discretion and initiation of the department and/or supervisor.  Overtime leave is available only to fulltime non-exempt classified employees. Wage employees never qualify for paid leave and must be paid cash for any and all overtime hours worked.  Exempt employees do not qualify for Overtime Leave.  An employee who separates from the university with an overtime leave balance will be reimbursed for that leave at the hourly rate being earned at the time of separation from the university OR the employee's average hourly pay rate over the last 3 continuous years of employment, whichever is higher.  An employee who is transferred, promoted, or demoted to another nonexempt classified position at JMU will retain any Overtime Leave accrued.  An employee who is transferred, promoted, or demoted to an exempt position at JMU will be compensated for the accumulated Overtime Leave at the hourly rate being earned at the time of leaving the non-exempt position OR the employee's average hourly pay rate over the last 3 continuous years of employment, whichever is higher.  Overtime leave may not be used in leave sharing. 


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