The employer determines the rest day, which can be on a Sunday, or any other day of the week. Your employer cannot compel you to work on a rest day, unless under exceptional circumstances. A 30-hour rest period that starts before 6pm on a Sunday is considered as 1 rest day within the week, even if it extends into the Monday of the following week.Ī week is continuous period of 7 days starting from Monday and ending on Sunday. It is not a paid day.įor shift workers, the rest day can be a continuous period of 30 hours. Your employer must provide 1 rest day per week.Ī rest day comprises 1 whole day (midnight to midnight). (Hourly basic rate of pay × 1.5 × Number of hours worked overtime) + (Rest day or public holiday pay).Overtime on a rest day or public holiday is calculated as follows: Such extra hours are included in the 72-hour limit. Work on rest day or public holidays is not counted in the 72-hour overtime limit, except for work done beyond the usual daily working hours on those days. Note: these work activities will not be granted exemption. Maximum hours of overtimeĪn employee can only work up to 72 overtime hours in a month.Įmployers can apply for an exemption if they require employees to work more than the 72 hours of overtime in a month. If an employer requires employees to work more than 12 hours a day (up to a maximum of 14 hours), they must apply for an overtime exemption. Working more than 12 hours a day (overtime exemption) An interruption of work that was impossible to foresee.Urgent work to be done to machinery or plant.Work that is essential to the life of the community, national defence or security.However, your employer can ask you to work more than 12 hours a day in the following circumstances: Total weekly pay at the basic rate of pay / Total number of hours worked in the weekĪs an employee, you are not allowed to work more than 12 hours a day. (12 x Monthly basic rate of pay) / (52 x 44)ĭaily pay at the basic rate / Working hours per day The hourly basic rate of pay is calculated as follows:
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