Dear Manish,
Generally if we salary devide by 26 days employee's daily wage will be high comparision with 30 days, if employee take leave 2 or 3 days except sunday his deduction will be more than 30 days, so salary devide by 30 is beneficial for employee.
With Regards,
Manish Dave
HR Manager
Balaji Construction
From India, Pune
Generally if we salary devide by 26 days employee's daily wage will be high comparision with 30 days, if employee take leave 2 or 3 days except sunday his deduction will be more than 30 days, so salary devide by 30 is beneficial for employee.
With Regards,
Manish Dave
HR Manager
Balaji Construction
From India, Pune
Dear Reemawadhwa
There is no difference between the terms "salary" and "wage". Both are the same. The applicability of any labour law has to be decided with reference to the provisions of that particular law and not on the terms "salary" or "wage".
With regards
From India, Madras
169There is no difference between the terms "salary" and "wage". Both are the same. The applicability of any labour law has to be decided with reference to the provisions of that particular law and not on the terms "salary" or "wage".
With regards
From India, Madras
I think there is a confusion in his mind with regards to gratuity act, wherein the calculation is based on 26 days. In case of monthly wages/ salary payments, it is usually calculated on the based of actual No. of days of the particular month. But, in smoe organsiations, for the sake of simplicity, it is taken standard as 30 days (including for the month of February). Take an example : If a person has worked upto 20th of a particular month, which is not a week-end, i.e. Saturday, then he would be eligible for wages upto 20th only on pro-rata basis. But in case 20th happens to be Saturday, then, in that case he would be paid wages for Sunday also, provided he hasactually worked for the full week (preceding days). In case he has been absent during the week and he is not entitled to leave, wages for that day would be deducted as well as he would not be entitled for wages for 21st. This is a logical approach which may be taken
Regards
S.G. Bhavnani
From India, Delhi
Regards
S.G. Bhavnani
From India, Delhi
Dear Mr.Santhoshharshe Please read my first post in this thread. Wages for weekly off depends on the Act applicable to the establishment in which the worker is employed. With regards
From India, Madras
From India, Madras
Dear all,
How to calculate the daily wage will differ from establishment to establishments depending upon the law applicable to it, namely whether it is the Factories Act or the Shops and Establishments Act or the Mines Act or the Planatation Labour Act or the Motor Transport Workers Act. As I am working in a Mine, in ours Factory Act, Shops and Establishment Act, Mines Act are all applicable.
In my organisation, Executive are calculated as per 30 days and Non Executive are calculated as 26 days, whether as be Monthly Rated, Time Rated / Daily Rated and Piece Rated (As Piece jobs are not there but designation is).
I think it also depends on Union and Management Relationship too.
From India, Raigarh
How to calculate the daily wage will differ from establishment to establishments depending upon the law applicable to it, namely whether it is the Factories Act or the Shops and Establishments Act or the Mines Act or the Planatation Labour Act or the Motor Transport Workers Act. As I am working in a Mine, in ours Factory Act, Shops and Establishment Act, Mines Act are all applicable.
In my organisation, Executive are calculated as per 30 days and Non Executive are calculated as 26 days, whether as be Monthly Rated, Time Rated / Daily Rated and Piece Rated (As Piece jobs are not there but designation is).
I think it also depends on Union and Management Relationship too.
From India, Raigarh
Dear ALL,
if at all we go through the notification regarding the minimum wages issued ,we can find the answer . in the notification itself two rates are given 1)Total wages payable per month 2)Daily rate of wages per day.secondly we can not pay less than the minimum wages.
for example in AP the skilled monthly rate is 6922.00 and daily rate is 266.23 .you can find that the daily rate is arrived by calculating the daily rate *26 days.this is as simple.
if at all we go through the notification regarding the minimum wages issued ,we can find the answer . in the notification itself two rates are given 1)Total wages payable per month 2)Daily rate of wages per day.secondly we can not pay less than the minimum wages.
for example in AP the skilled monthly rate is 6922.00 and daily rate is 266.23 .you can find that the daily rate is arrived by calculating the daily rate *26 days.this is as simple.
Salary rule is to divide monthly salary by 30 days not by 26 days which is quite logical as well.
As per labour law every employer is bound to give one paid leave after 6 working days, that means employer paying for 30 days not for 26 days. so it will be divided by 30.
From India, Ghaziabad
As per labour law every employer is bound to give one paid leave after 6 working days, that means employer paying for 30 days not for 26 days. so it will be divided by 30.
From India, Ghaziabad
Dear All,
It is really confusing.
What people are apparently worried is that if they follow the labor inspector's advice, the costs will go high.
It boils down to we are more concerned with keeping the costs that complying with the Law and the spirit of the law. Are we not splitting hair? Death and Tax cannot be avoided... Either we try to comply or "save" in the short run, and later pay a hefty penalty.
If law is silent, then the section needs to be viewed from the spirit instead of the letter...
Regards,
AK
From India, Bangalore
It is really confusing.
What people are apparently worried is that if they follow the labor inspector's advice, the costs will go high.
It boils down to we are more concerned with keeping the costs that complying with the Law and the spirit of the law. Are we not splitting hair? Death and Tax cannot be avoided... Either we try to comply or "save" in the short run, and later pay a hefty penalty.
If law is silent, then the section needs to be viewed from the spirit instead of the letter...
Regards,
AK
From India, Bangalore
Hi Manish, For monthly rated employees, the monthly salary is divided by the number of calendar days in a given month and not 26. Regards
From India, Mumbai
From India, Mumbai
My opinions are against the labour officer. If this calculation is for an employee working on a monthly wage then it should be divided by 30. Since the holiday is a paid one. If an employee reports to work on that day we have to pay him at the of 150 per hour, which is how you pay when someone works over time. Does the labour inspector mean that in the months where there are many off days for either Diwali/on other occasions do we calculate their wages for that month as salary/25 or /24? This is ridiculous. Divisible by 30 days is also widely accepted world over even if the month has 31 days.
However if you need to determine how to calculate the daily wage for a temp emp or one who works on hourly basis, then divided by the exact no. of days worked is acceptable.
From United Arab Emirates, Dubai
However if you need to determine how to calculate the daily wage for a temp emp or one who works on hourly basis, then divided by the exact no. of days worked is acceptable.
From United Arab Emirates, Dubai
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