Work schedule on public holidays toxic environment lake of staff even though complain about work
8 months ago
1.Our director and officer ordered us to do work on holidays as well as after office time also called us and text us on holidays for the work as our work is related with 17 districts mostly we are travelling for the work but in that case also they are not providing us a vehicle. Our incharge is in charge means no permanent head also they imposed clarical work like bid of service staff on us inspite we are technical staff.
Above are the issues whic we are facing because of this our mental health is spoiling by them.
A.Dear client,
As per Indian law, if you are asked to worked on national holidays, you either get a compensatory off or you are eligible to get double the pay. You can discuss with your manager. Only certain professions like emergency services/ public utilities etc are exempt from it.
As per Indian law, if you are asked to worked on national holidays, you either get a compensatory off or you are eligible to get double the pay. You can discuss with your manager. Only certain professions like emergency services/ public utilities etc are exempt from it.
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A.Dear Client,
Subject like work on public holidays, weekly holidays and overtime work is governed by different laws like the Factories Act, Industrial Dispute Act, Shops and Establishments Act, and Minimum Wages Act. Section 59 of the Factories Act, 1948 states that “No employee is supposed to work for more than 48 hours in a week and 9 hours in a day. Any employee who works for more than this period is eligible for overtime remuneration prescribed as twice the amount of ordinary wages. Section 14 of the Minimum Wages Act, 1948 states that “When the minimum wages of an employee are fixed for a particular period of time and the employee works beyond that period, then the employee has to be paid overtime wages for the extra time." overtime wages are paid in two ways – either on a per hour rate or a per piece rate in factories. In the per-hour or hourly rate, the per-hour wage of an employee is calculated, and double the amount is paid for every extra. working hour. In the per piece method, an employee is paid overtime for every extra piece made during the overtime period. The overtime work must be voluntarily taken up by the employee and not forced through an involuntarily or fraudulently signed agreement. An employer cannot engage or deploy an employee to work on extra hours maximum tor two hours beyond the scheduled duty hours. National and Festival Holiday Act, which is applicable to all establishments in the country, irrespective of under which law it is formed it is mandatory to grant leave on the following 3 days, i.e. 26th January (Republic Day), 15th August (Independence Day) and 2nd October (Gandhi Jayanti). Organizations that need to work on those days need to get prior approval from concerned authorities. As per the Factories Act, the first day of the week i.e. Sunday shall be a weekly holiday and the employer has to make sure that no worker works more than 10 days without a rest day of 24 hours. Under the Shops and Establishment Act, the employee shall be given a rest of 24 hours of rest in every week. An employee is entitled to double wages for work on national holidays. Employees/ The workers must be paid with Double OT wages for the work done on Sundays and for holidays normal wages are to be paid along with the Double OT wages for the period of work.
Subject like work on public holidays, weekly holidays and overtime work is governed by different laws like the Factories Act, Industrial Dispute Act, Shops and Establishments Act, and Minimum Wages Act. Section 59 of the Factories Act, 1948 states that “No employee is supposed to work for more than 48 hours in a week and 9 hours in a day. Any employee who works for more than this period is eligible for overtime remuneration prescribed as twice the amount of ordinary wages. Section 14 of the Minimum Wages Act, 1948 states that “When the minimum wages of an employee are fixed for a particular period of time and the employee works beyond that period, then the employee has to be paid overtime wages for the extra time." overtime wages are paid in two ways – either on a per hour rate or a per piece rate in factories. In the per-hour or hourly rate, the per-hour wage of an employee is calculated, and double the amount is paid for every extra. working hour. In the per piece method, an employee is paid overtime for every extra piece made during the overtime period. The overtime work must be voluntarily taken up by the employee and not forced through an involuntarily or fraudulently signed agreement. An employer cannot engage or deploy an employee to work on extra hours maximum tor two hours beyond the scheduled duty hours. National and Festival Holiday Act, which is applicable to all establishments in the country, irrespective of under which law it is formed it is mandatory to grant leave on the following 3 days, i.e. 26th January (Republic Day), 15th August (Independence Day) and 2nd October (Gandhi Jayanti). Organizations that need to work on those days need to get prior approval from concerned authorities. As per the Factories Act, the first day of the week i.e. Sunday shall be a weekly holiday and the employer has to make sure that no worker works more than 10 days without a rest day of 24 hours. Under the Shops and Establishment Act, the employee shall be given a rest of 24 hours of rest in every week. An employee is entitled to double wages for work on national holidays. Employees/ The workers must be paid with Double OT wages for the work done on Sundays and for holidays normal wages are to be paid along with the Double OT wages for the period of work.
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