Umakanthan53
Labour Law & Hr Consultant
+1 Other

Thread Started by #ommygautam

Dear All,
pl. elaborate me the rules of Weekly day of rest under the Act which is mentioned in Title-
(4) An employee shall be granted for rest day wages calculated at the rate applicable to the next preceding day and in case he works on the rest day and has been given a substituted rest day, he shall be paid wages for the rest day on which he worked, at the overtime rate and wages for the substituted rest day at the rate applicable to the next preceding day
as i understood it simple says to pay thrice payment to a worker, if he works in rest day/holiday.
as he works on rest day so payment will be made at overtime rate and as per law OT paid double so for rest day working payment will be double.
and wages for substituted rest day at the rate of applicable to next preceding day, i.e Single payment
so we can say its thrice payment.
13th February 2014 From India, Rudarpur
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.
14th February 2014 From India, Rudarpur
hai gautam,
weekly off/rest day is different from the over time payment.
Over time means beyond the eight hours of working day
double payment to be given for closed holiday or declared holidays.
If closed holiday or declared holidays falls on weekly off then only double payment can given for that day.
14th February 2014 From India, Visakhapatnam
Good Morning Sir,
thanks for your prompt reply. as you write i am agree with you with your first point regarding difference between Over time and weekly off/rest day.
same agree with payment on holiday/rest day, but my query is still not clear.
query was -" If any worker works on weekly off/rest day then as per rule which i mentioned in my above query how we make the payment." according to me its thrice.
and if i am not correct then pl. let me clear the meaning of Weekly day of Rest under Minimum Wages (Central) Rules, 1950. as i already mentioned before.
other seniors are requested to pl. give me your valuable suggestion/reply.
15th February 2014 From India, Rudarpur
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 and
(3) He should be paid wages oly for the work on the rest day at the over-time rate of wages.
Hope I've cleared your doubt.
16th February 2014 From India, Salem
#Anonymous
1- If the factory manager open the industry on weekly off and call for duty to any worker or staff employee. please give me information about this, as per act this is right OR wrong.
2- what is the act for panishedment against factory manager for this.
3- If any worker or staff employee works on weekly off then as per rule which how we make the payment.
26th July 2016 From India, Bhopal
How to calculation monthly salary divided 26 or 30 day on which act
28th April 2017 From India, undefined
Reply (Add What You Know) Start New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)





About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2019 Cite.Co™