Dear All,
Please elaborate on the rules of the Weekly Day of Rest as mentioned in Title- (4) of the Act. According to the Act, an employee shall be granted wages for the rest day calculated at the rate applicable to the next preceding day. In the event that the employee works on the rest day and is provided with a substituted rest day, they shall be paid wages for the rest day they worked at the overtime rate, and wages for the substituted rest day at the rate applicable to the next preceding day.
In simple terms, this means that a worker should receive triple payment if they work on a rest day or holiday. Since the employee works on the rest day, the payment will be made at the overtime rate, which is double the regular rate. Additionally, the wages for the substituted rest day will be paid at the rate applicable to the next preceding day, resulting in a single payment. Therefore, it can be concluded that the total payment amounts to three times the regular payment for the worker.
Thank you.
From India, Rudarpur
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96Please elaborate on the rules of the Weekly Day of Rest as mentioned in Title- (4) of the Act. According to the Act, an employee shall be granted wages for the rest day calculated at the rate applicable to the next preceding day. In the event that the employee works on the rest day and is provided with a substituted rest day, they shall be paid wages for the rest day they worked at the overtime rate, and wages for the substituted rest day at the rate applicable to the next preceding day.
In simple terms, this means that a worker should receive triple payment if they work on a rest day or holiday. Since the employee works on the rest day, the payment will be made at the overtime rate, which is double the regular rate. Additionally, the wages for the substituted rest day will be paid at the rate applicable to the next preceding day, resulting in a single payment. Therefore, it can be concluded that the total payment amounts to three times the regular payment for the worker.
Thank you.
From India, Rudarpur
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Dear All, i really surprised that no body has given their view in above subject. pl. all are requested to give the your own views and suggestion. waiting for reply.
From India, Rudarpur
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From India, Rudarpur
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Dear all,
I am really surprised that nobody has given their views on the subject above. Please, all are requested to provide your own views and suggestions.
Waiting for a reply.
Hi Gautam,
A weekly off/rest day is different from overtime payment. Overtime means working beyond the eight hours of the working day. Double payment should be given for a closed holiday or declared holidays. If a closed holiday or declared holiday falls on a weekly off day, then double payment can only be given for that day.
From India, Visakhapatnam
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I am really surprised that nobody has given their views on the subject above. Please, all are requested to provide your own views and suggestions.
Waiting for a reply.
Hi Gautam,
A weekly off/rest day is different from overtime payment. Overtime means working beyond the eight hours of the working day. Double payment should be given for a closed holiday or declared holidays. If a closed holiday or declared holiday falls on a weekly off day, then double payment can only be given for that day.
From India, Visakhapatnam
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Dear Gautham,
May I request you to first make a thorough reading of rule 23 of the Minimum Wages (Central) Rules, 1950 in its entirety, please? I insist particularly that any section or rule should be read conjunctively with its provisos. Now, go through the first proviso to rule 23. Where the minimum daily rate of wages of the employee as notified under the Act has been worked out by dividing the minimum monthly rate of wages by 26 or the actual daily rate of the employee has been worked out by dividing the monthly rate of wages AND the actual daily rate of wages is not less than the notified minimum daily rate,
1) No wages for rest day.
2) If required to work on the rest day with substituted rest day as per rule 23 (2) and (3), no wages for the substituted rest day.
3) He should be paid wages only for the work on the rest day at the overtime rate of wages.
Hope I've cleared your doubt.
From India, Salem
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May I request you to first make a thorough reading of rule 23 of the Minimum Wages (Central) Rules, 1950 in its entirety, please? I insist particularly that any section or rule should be read conjunctively with its provisos. Now, go through the first proviso to rule 23. Where the minimum daily rate of wages of the employee as notified under the Act has been worked out by dividing the minimum monthly rate of wages by 26 or the actual daily rate of the employee has been worked out by dividing the monthly rate of wages AND the actual daily rate of wages is not less than the notified minimum daily rate,
1) No wages for rest day.
2) If required to work on the rest day with substituted rest day as per rule 23 (2) and (3), no wages for the substituted rest day.
3) He should be paid wages only for the work on the rest day at the overtime rate of wages.
Hope I've cleared your doubt.
From India, Salem
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1- If the factory manager opens the industry on a weekly off and calls any worker or staff employee for duty, please provide me with information about this. According to the act, is this right or wrong.
2- What is the punishment act against the factory manager for this?
3- If any worker or staff employee works on a weekly off, then according to the rules, how should we make the payment.
From India, Bhopal
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2- What is the punishment act against the factory manager for this?
3- If any worker or staff employee works on a weekly off, then according to the rules, how should we make the payment.
From India, Bhopal
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