Dear all, I want your advice regarding this.
My company have contract basis employments.staff are working on 06 month contract basis.If one contract break they will renew it after 14 days break.But they ask us to work for 7 days within that 14 days due to high occupancy.But they are paying casual daily payments for those 7 days by Rs.500.
I just want to know is there any law or procedure calculating this casual pay,I mean it should be less than daily wages or it can be increased more than that..
Please advice me on this
Thank you
From Sri Lanka, Colombo
1My company have contract basis employments.staff are working on 06 month contract basis.If one contract break they will renew it after 14 days break.But they ask us to work for 7 days within that 14 days due to high occupancy.But they are paying casual daily payments for those 7 days by Rs.500.
I just want to know is there any law or procedure calculating this casual pay,I mean it should be less than daily wages or it can be increased more than that..
Please advice me on this
Thank you
From Sri Lanka, Colombo
What is the nature of job?
There is a minimum wage enactment in every state which lays down rates of pay for daily work.
Company has to pay the minimum wage as laid down by law.
Beyond that it is company discretion for those 7 days.
From India, Pune
There is a minimum wage enactment in every state which lays down rates of pay for daily work.
Company has to pay the minimum wage as laid down by law.
Beyond that it is company discretion for those 7 days.
From India, Pune
It is a hotel.they are paying more than minimum salary.only casual pay is the low
From Sri Lanka, Colombo
From Sri Lanka, Colombo
Are you getting more than or equal to Minimum Wages on daily basis? If so, then there is nothing much which can be done.
From India, Pune
From India, Pune
Dear Kodeshi,
Once the Minimum Wages are fixed under the Minimum Wages Act,1948 by the Appropriate Government for any employment in an industry, the status of that employment such as permanent, temporary, contractual or casual does not matter. The employer has the option in respect of the mode of payment only if it is different from the mode of payment based on which the statutory rate is fixed. In other words, if the minimum wages are at monthly rate, you have to divide it by 26 to arrive at the daily rate and if it is at daily rate, you have to multiply it by 30 to arrive at the monthly rate.
But it is discernible from your post that the monthly wages are more than the minimum wages but the casual wages are less than the monthly wages on pro-rata basis. What is important in such a situation is that the casual wages should not be less than the minimum wages.
From India, Salem
Once the Minimum Wages are fixed under the Minimum Wages Act,1948 by the Appropriate Government for any employment in an industry, the status of that employment such as permanent, temporary, contractual or casual does not matter. The employer has the option in respect of the mode of payment only if it is different from the mode of payment based on which the statutory rate is fixed. In other words, if the minimum wages are at monthly rate, you have to divide it by 26 to arrive at the daily rate and if it is at daily rate, you have to multiply it by 30 to arrive at the monthly rate.
But it is discernible from your post that the monthly wages are more than the minimum wages but the casual wages are less than the monthly wages on pro-rata basis. What is important in such a situation is that the casual wages should not be less than the minimum wages.
From India, Salem
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Bahrain labour law 2012 - 15052013.pdf
Induction procedure points.doc