Hr, Ir, Law, Disc. Matters
In a given day a worker is permitted to work for 9 hours maximum and 48 hours in a week. Here you can calculate 9 hours X 5 days = 45 hours = You will pay for 5 days present and 5 hours single OT and balance 15 hours Double OT.
If you are in Manufacturing Industry you are not permitted to allow any worker to work more than 48 hours a week or 8 hours a day and to compensate maximum of 9 hours a day.
22nd September 2012 From India, Kumbakonam
if you are manufacturing industry and factory act applies to you than 15 hour overtime is to be paid in the abovesaid condition.
you can not ask anyone to work without overtime for more than 9 hours in a day and 48 hours in a week.so 9X5=45 ,uoto 45 hours need not to pay overtime.rest 15 hours has to be paid as overtime
22nd September 2012 From India, Delhi
24th September 2012 From India, Bhopal
Hence he will be paid 5 days present (8 hours duty) 5 hours single OT Wages and then 10 hours will be double OT Wages.
In case if it is Factory then before allowing for OT, It must be approved by the Factories Inspector. Then only the OT work should be permitted.
24th September 2012 From India, Kumbakonam
As a matter of fact, the Software Industry people are highly educated and for which highly paid, they can take care of themselves. If the Software people sleep in their work station, it will not cost them much comparing to those in factory. If a worker sleep while working in factory it may endanger his life. To safeguard the worker from such accident, these types of law is generated by the Government.
25th September 2012 From India, Kumbakonam
This has reference to the query put forth by Ashley and duly replied by S Bhaskar. I would like to seek clarification with respect to working hours in a software company. Can a manager force his employees to work for 15 to 17 hours a day continuously for a week or a month citing business requirement as a reason. Can the employee be threatened to be sacked from the company or project for refusing to work for such long hours . This is reportedly being followed by a few companies in Bangalore with the purpose of cost cutting and increasing profitability, without recruiting additional resources.
1. Are there any laws pertaining to the above
2. Who would be the authority where the employee can seek redressal?
3. Are there any NASSCOM guidelines to be adhered to by the software companies?
20th September 2013 From India, Pune
21st September 2013 From India, Bhopal