OT should be calculated on basic+da and all allowances if yes then post court judgements
From India, Pune
From India, Pune
264
Dear ANNONYMOUS,
SHRIKANT_PRA has replied your query correctly.
Please read section 59(2) of Factory Act 1948 which says ordinary rate of wages means the basic plus such allowance, including cash equivalent of ........but does not include bonus and wages for overtime.
Also it is held in Chief General Manager, Telecom Factory Vs. H. R. Thakur & Ors. 1998 I CLR 1260 (Mumbai) that HRA is to be taken into consideration while computing overtime wages.
From India, Mumbai
SHRIKANT_PRA has replied your query correctly.
Please read section 59(2) of Factory Act 1948 which says ordinary rate of wages means the basic plus such allowance, including cash equivalent of ........but does not include bonus and wages for overtime.
Also it is held in Chief General Manager, Telecom Factory Vs. H. R. Thakur & Ors. 1998 I CLR 1260 (Mumbai) that HRA is to be taken into consideration while computing overtime wages.
From India, Mumbai
Dear Anamika,
before asking for Court Judgement, please go through the applicable act in detail.You have not mentioned about the act under which OT is paid-Factories Act/Shops & Commercial Establishments Act?
Please make use of the knowledge of seniors by giving all relevant details.
From India, New Delhi
before asking for Court Judgement, please go through the applicable act in detail.You have not mentioned about the act under which OT is paid-Factories Act/Shops & Commercial Establishments Act?
Please make use of the knowledge of seniors by giving all relevant details.
From India, New Delhi
Dear Concerned,
You need not to look for any court judgement in this matter since the manner to calculate the OT is already given in the act. Simply, the Over Time to be calculated on Monthly or daily rate of Basic+DA+any other fixed allowances. The eligible salary for OT Calculation does not include 1) any variable allowances (Overtime, Performance based Incentives,Commission,Bonus etc.), 2) any allowances paid annually (LTA/LTC,Bonus under the Bonus Act, Medical Reimbursement etc.), 3) any kind of leave encashment, 4) any kind of insurance policy premium so paid by the employer and is included in CTC.
Thanks,
A S Jhala
From India, Udaipur
You need not to look for any court judgement in this matter since the manner to calculate the OT is already given in the act. Simply, the Over Time to be calculated on Monthly or daily rate of Basic+DA+any other fixed allowances. The eligible salary for OT Calculation does not include 1) any variable allowances (Overtime, Performance based Incentives,Commission,Bonus etc.), 2) any allowances paid annually (LTA/LTC,Bonus under the Bonus Act, Medical Reimbursement etc.), 3) any kind of leave encashment, 4) any kind of insurance policy premium so paid by the employer and is included in CTC.
Thanks,
A S Jhala
From India, Udaipur
Dear All
Madras High Court on 30th November 2011 (Heavy Vehicles Factory Employees' Union v Union of India) has held that for purposes of overtime calculation - House Rent Allowance, City Compensatory Allowance, Transport Allowance and Small Family Allowance have to be included. This has resulted in lot of confusion and as a result various problems and litigation in the Courts. In this connection, it is important to note the following : -
Section 59 of the Factories Act is reproduced herebelow for quick reference.
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.
(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.
Kerala High Court on 12th July 2011 (V E JOSSIE, MCM (AE), NAY v THE OFFICER COMMANDING IN CHIEF FLAG) had upheld the orders of the Central Administrative Tribunal, Chennai Branch - which while rejecting the claim of the Petitioners stated that “ by holding that when a specific clarification is made in provision 2 of Section 59 about the term ordinary rate of wages, the applicants cannot contend that the allowances include HRA, TA and other allowances and there is no reason to hold that the term ‘ allowance ‘ includes all allowances viz., HRA, TA etc., which is not the intention of the legislature while incorporating the relevant provisions “. In this context it is most relevant to note the Judgement of the Mysore High Court (Dasappa v Labour Court - 25th June 1969 { I LLJ 486}) wherein the Judge had mentioned that “ the word ‘ such ’ used therein makes the operation restricted. If it was the intention of the legislature that the proviso should cover the entire Section, the word ‘ such ‘ would not have been used there “.
The words “ Basic wages plus such allowances “ means only the allowances that has got the characteristics of Basic wages and therefore only Dearness allowance which has been rightly and legally included for purpose of PF, Bonus and Gratuity can be considered for the purpose of OT wages. It is very clear that the intension of the legislature while using the word “ such “ is only to restrict the allowances and certainly not for inclusion of all allowances.
As per Section 92 of the Factories Act 1948, the Manager of the Factory can be guilty only if there is any contravention of any of the provisions of the Act or of any Rule made thereunder. Section 59 (1) and (2) does not contain any provision specifically requiring the Manager to include HRA, Conveyance allowance etc.,
Calcutta High Court in Asbestos Cement Ltd v Chief Inspector of Factories, Govt of West Bengal and Others (1984 LIC 549) had held that ‘ there is no provision in the Act empowering the Inspector or the Chief Inspector of Factories to direct the Employer to make payment of over-time wages including therein certain allowances ‘. Therefore it is clear that the Inspector of Factories can neither give directions to the Manager to include certain allowances not clearly mentioned while computing OT wages nor allege contravention of the provisions of the Act if certain allowances are not included.
Since there is no clarity in the interpretation, more expert views are welcome.
Regards
N Nataraajhan, Sakthi Management Services (Hp : + 91 94835 17402 ; E-mail :
)
From India, Bangalore
Madras High Court on 30th November 2011 (Heavy Vehicles Factory Employees' Union v Union of India) has held that for purposes of overtime calculation - House Rent Allowance, City Compensatory Allowance, Transport Allowance and Small Family Allowance have to be included. This has resulted in lot of confusion and as a result various problems and litigation in the Courts. In this connection, it is important to note the following : -
Section 59 of the Factories Act is reproduced herebelow for quick reference.
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.
(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.
Kerala High Court on 12th July 2011 (V E JOSSIE, MCM (AE), NAY v THE OFFICER COMMANDING IN CHIEF FLAG) had upheld the orders of the Central Administrative Tribunal, Chennai Branch - which while rejecting the claim of the Petitioners stated that “ by holding that when a specific clarification is made in provision 2 of Section 59 about the term ordinary rate of wages, the applicants cannot contend that the allowances include HRA, TA and other allowances and there is no reason to hold that the term ‘ allowance ‘ includes all allowances viz., HRA, TA etc., which is not the intention of the legislature while incorporating the relevant provisions “. In this context it is most relevant to note the Judgement of the Mysore High Court (Dasappa v Labour Court - 25th June 1969 { I LLJ 486}) wherein the Judge had mentioned that “ the word ‘ such ’ used therein makes the operation restricted. If it was the intention of the legislature that the proviso should cover the entire Section, the word ‘ such ‘ would not have been used there “.
The words “ Basic wages plus such allowances “ means only the allowances that has got the characteristics of Basic wages and therefore only Dearness allowance which has been rightly and legally included for purpose of PF, Bonus and Gratuity can be considered for the purpose of OT wages. It is very clear that the intension of the legislature while using the word “ such “ is only to restrict the allowances and certainly not for inclusion of all allowances.
As per Section 92 of the Factories Act 1948, the Manager of the Factory can be guilty only if there is any contravention of any of the provisions of the Act or of any Rule made thereunder. Section 59 (1) and (2) does not contain any provision specifically requiring the Manager to include HRA, Conveyance allowance etc.,
Calcutta High Court in Asbestos Cement Ltd v Chief Inspector of Factories, Govt of West Bengal and Others (1984 LIC 549) had held that ‘ there is no provision in the Act empowering the Inspector or the Chief Inspector of Factories to direct the Employer to make payment of over-time wages including therein certain allowances ‘. Therefore it is clear that the Inspector of Factories can neither give directions to the Manager to include certain allowances not clearly mentioned while computing OT wages nor allege contravention of the provisions of the Act if certain allowances are not included.
Since there is no clarity in the interpretation, more expert views are welcome.
Regards
N Nataraajhan, Sakthi Management Services (Hp : + 91 94835 17402 ; E-mail :
From India, Bangalore
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OT.xls
Draft for piece rate with ot-tlr-jan-2009 .zip