In my industry we hire workmen on outsourcing basis on payment of minimum wages and statutory benefits through contractor. we pay full wages by calculating 26 days duly allowing 4 week offs . In case of workmen absent the same would be deducted from 26 days for arriving wage payment. Is it correct as there are representations from workmen to deduct absent days from total working days .
From India, Hyderabad
From India, Hyderabad
Your question is nt clear. Is it that you pay the contractor (outsourced payroll provider) wages per day/ per worker deployed, and the rate is so fixed that the daily average is calculated by dividing the monthly minimum rate of wages by 26. If this is the calculation, the weekly offs are actually included in the daily rate payable, and in such scenario there is no need to pay for the weekly offs. Suppose that the monthly wages as per minimum wages is Rs 13000. Then the average daily wages would be Rs 500 (13000/26) Suppose a worker is absent on any day, you can pay for 25 days in a month. The amount of wages payable for that month would be Rs 12500, ie, Rs 500X 25.
From India, Kannur
4242From India, Kannur
Absent ? How about statutory leave entitled as per the CLRA? If EL/PL is allowed there may not be absenteeism or fewer. That apart I've no other choice if you would arrive at avg.wage by dividing by 25 or 26 days (denominator). But generally the denominator used to be no of calendar days of the respective month(s) for the purpose of avg. daily wages of a month. This operates like LOP. But subject to your leave policy the matter to be dealt. The 26 days norm is applicable for calculation of gratuity.
From India, Bangalore
From India, Bangalore
I differ Prof Kumar. The concept of 26 days applies not only to calculation of gratuity but to overtime calculation, calculation daily rate of wages and many other matters. If a monthly wages is fixed, the daily rate is arrived at by dividing it by 26 only. However, in respect of persons whose service is fixed for the month and whose salary is fixed per month, the daily average may be found by dividing the monthly gross by 30 or 31 also. In such scenario, however, the weekly off should be paid days. In the case of daily rated workers, when the minimum wages it is monthly wages by 26 as explained in the notification itself. At the same time, if you take the actual working days in the month, the wages per day would go on increasing with decrease in the number of days worked. It should not be like that.
From India, Kannur
From India, Kannur
Yes Madhuji, the avg.daily wages is as stipulated in the respective notifications issued from time to time at the same time it's the minimum wages. We have been using calendar day avg daily wages wherever the part of the month payment question arose & that worked well as there was no less or more, no doubt paid weekly holidays also applied. We have instances to tackle where LOP was involved. When we applied 26 or 25 days norms the deduction amount works out more and workers created problem. To avoid the unpleasantness we had the practice of applying calendar day avg wages invariably for all the months. This sounds logical for the simple reason everyone is entitled for one full month salary irrespective of whether 28,29,30 or 31. And we didn't engage contract labourers on daily wages but on MW, however when part of the month payment instances this type of averaging applied without any hassles. We had at one point of time over 14000 regular/permanent employees plus 3k contract/casual employees (managed through Forest Dept.) who were paid in cash till 1995.
From India, Bangalore
From India, Bangalore
It seems reasonable to calculate wages based on 26 days, allowing for 4 week-offs. However, if workers feel that absent days should be deducted from total working days, it might be worth discussing with them to clarify policies. Meanwhile, Retro bowl is a fantastic game that adds a fun twist to your breaks!
From Belgium, Brussels
From Belgium, Brussels
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Wage Calculation.xls
Minimum Wage of UP & UK.pdf