Dear Mr. Nitin,
You can have a 5-day working week (two weekly offs). You can plan your employees' shift schedule for 10 hours per day, and the lunch break is 30 minutes. So, each day, your employees will work for 9.30 hours. For example: 8.30 AM to 18.30, with a lunch break from 1 PM to 1.30 PM.
Therefore, the total working hours in a week would be 9.30 x 5 days = 47.30 hours, which is allowed as per the Factories Act. However, you must submit Form-11 with the new shift schedule to the factories department before implementing the new schedule. Please contact your Inspector of Factories for further clarification.
V. K. Rao
From India, Guntur
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54You can have a 5-day working week (two weekly offs). You can plan your employees' shift schedule for 10 hours per day, and the lunch break is 30 minutes. So, each day, your employees will work for 9.30 hours. For example: 8.30 AM to 18.30, with a lunch break from 1 PM to 1.30 PM.
Therefore, the total working hours in a week would be 9.30 x 5 days = 47.30 hours, which is allowed as per the Factories Act. However, you must submit Form-11 with the new shift schedule to the factories department before implementing the new schedule. Please contact your Inspector of Factories for further clarification.
V. K. Rao
From India, Guntur
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Dear Team,
As per the rule, including overtime, a person can work at most 54 hours and not more than that in a week. If anyone wants to adjust, in 5 working days, normally IT companies do 9 hours per day and Saturday half day, which is quite acceptable.
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As per the rule, including overtime, a person can work at most 54 hours and not more than that in a week. If anyone wants to adjust, in 5 working days, normally IT companies do 9 hours per day and Saturday half day, which is quite acceptable.
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Dear Nitin,
I hope you are doing well.
I found this question immature. Why? Because you should know these simple things as you are working in HR, and it relates to benefits and compensation. In every country, there are laws applicable to industries. You should read and learn some basic rules from the Factories Act, Standing Orders, or the Shop & Establishment Act. The law suggests that an adult worker can work for 48 hours a week, excluding lunch or breaks. If a company needs a worker to work extra hours, the worker is entitled to have overtime, which is paid at rates different from the normal hours. It should be double the normal rate. For example, if a worker is receiving a salary of 15000 per month, then the rate per hour is Rs. 62.5. However, when the company requires him/her to work overtime, this rate would be doubled, i.e., 62.5 x 2 = 125 Rupees per hour.
I hope you understand what I am trying to convey.
Regards,
Khurram
From Pakistan, Karachi
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I hope you are doing well.
I found this question immature. Why? Because you should know these simple things as you are working in HR, and it relates to benefits and compensation. In every country, there are laws applicable to industries. You should read and learn some basic rules from the Factories Act, Standing Orders, or the Shop & Establishment Act. The law suggests that an adult worker can work for 48 hours a week, excluding lunch or breaks. If a company needs a worker to work extra hours, the worker is entitled to have overtime, which is paid at rates different from the normal hours. It should be double the normal rate. For example, if a worker is receiving a salary of 15000 per month, then the rate per hour is Rs. 62.5. However, when the company requires him/her to work overtime, this rate would be doubled, i.e., 62.5 x 2 = 125 Rupees per hour.
I hope you understand what I am trying to convey.
Regards,
Khurram
From Pakistan, Karachi
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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
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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
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Dear Mr. AR85,
Your case is illegal. You can file a complaint against your organization in the labor court or the office of the Assistant Labour Commissioner. Prior to that, you should not have signed any contractual agreement regarding the conditions of service.
Regards,
Sekharendu Behera
From India, Mumbai
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Your case is illegal. You can file a complaint against your organization in the labor court or the office of the Assistant Labour Commissioner. Prior to that, you should not have signed any contractual agreement regarding the conditions of service.
Regards,
Sekharendu Behera
From India, Mumbai
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