Dear Mr Nitin,
You can do 5 days working days in week ( two weekly offs) , you can plan your employes shift schedule for 10 hours per day and lunch brake is 30 Mints. so per day your employees will work 9.30 hours
example : 8.30 AM to 18.30, Lunch break is 1 PM to 1.30 PM
So total working hours in week is 9.30X5days = 47.30 hours, hence it is allow as per the factories Act. But you have to submit Form -11 with new shift schedule to factories department before start the new shift schedule. Please contact your Inspector of Factories for further clarification
V K Rao
From India, Guntur
49You can do 5 days working days in week ( two weekly offs) , you can plan your employes shift schedule for 10 hours per day and lunch brake is 30 Mints. so per day your employees will work 9.30 hours
example : 8.30 AM to 18.30, Lunch break is 1 PM to 1.30 PM
So total working hours in week is 9.30X5days = 47.30 hours, hence it is allow as per the factories Act. But you have to submit Form -11 with new shift schedule to factories department before start the new shift schedule. Please contact your Inspector of Factories for further clarification
V K Rao
From India, Guntur
Dear Nitin ...
Hope you will be fine...
I found this question immature Why ? Because you should know these simple things as you are working in HR and it relates to Benefit and Compensation. In every country there are some laws which are applicable to the industries. You should read and learn some basic rules from Factories Act or Standing Order or Shop & Establishment Act, law suggest that an adult worker can work for 48 hours a week excluding lunch or break, if company needs worker to work extra than the worker is entitled to have overtime which rates are different from actual hours, it should be doubled as normal. If he is getting 15000 salary per month than its rate per hour is Rs. 62.5 but when company needs him/her to work in overtime than this rate would be doubled i.e 62.5x2= 125 Rupees per hour.
I hope you will get what i want to say..
Regards
Khurram
From Pakistan, Karachi
Hope you will be fine...
I found this question immature Why ? Because you should know these simple things as you are working in HR and it relates to Benefit and Compensation. In every country there are some laws which are applicable to the industries. You should read and learn some basic rules from Factories Act or Standing Order or Shop & Establishment Act, law suggest that an adult worker can work for 48 hours a week excluding lunch or break, if company needs worker to work extra than the worker is entitled to have overtime which rates are different from actual hours, it should be doubled as normal. If he is getting 15000 salary per month than its rate per hour is Rs. 62.5 but when company needs him/her to work in overtime than this rate would be doubled i.e 62.5x2= 125 Rupees per hour.
I hope you will get what i want to say..
Regards
Khurram
From Pakistan, Karachi
It is clearly stated below in section 59 of Factories act 1948 that a worker shall, in respect of overtime work, be entitled to wages at the rate of twice(doubled) his ordinary rate of wages.
Section 59 in The Factories Act, 1948
59. Extra wages for overtime.—
(1) Where a worker works in a factory for more than nine hours in any day or for more than forty-eight hours in any week, he shall, in respect of overtime work, be entitled to wages at the rate of twice his ordinary rate of wages. 1[(2) For the purposes of sub-section (1), “ordinary rate of wages” means the basic wages plus such allowances, including the cash equivalent of the advantage accruing through the concessional sale to workers of foodgrains and other articles, as the worker is for the time being entitled to, but does not include a bonus and wages for overtime work.
From Pakistan, Karachi
Section 59 in The Factories Act, 1948
59. Extra wages for overtime.—
(1) Where a worker works in a factory for more than nine hours in any day or for more than forty-eight hours in any week, he shall, in respect of overtime work, be entitled to wages at the rate of twice his ordinary rate of wages. 1[(2) For the purposes of sub-section (1), “ordinary rate of wages” means the basic wages plus such allowances, including the cash equivalent of the advantage accruing through the concessional sale to workers of foodgrains and other articles, as the worker is for the time being entitled to, but does not include a bonus and wages for overtime work.
From Pakistan, Karachi
Dear Mr.AR85
Your case is illegal, you can go for file a complain against ur organization in the labour court or office of the Asst.labour commissioner. Prior to that u should have not signed any contractual agreement of condition of service.
Regards
Sekharendu Behera
From India, Mumbai
Your case is illegal, you can go for file a complain against ur organization in the labour court or office of the Asst.labour commissioner. Prior to that u should have not signed any contractual agreement of condition of service.
Regards
Sekharendu Behera
From India, Mumbai
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