Hi
I would like to know whether the overtime done by a contractual employee can be converted into a days work. For eg: in our organisation if an employee has done 9 hrs of overtime we adjust 8.5 hrs as a days work against the day for which he has remained absence and pay .5hrs of overtime. ie. we convert the day when he was absent as the day he has worked by adjusting his 8.5 hrs of overtime inclusive of lunch.We pay double for remaining hour of Overtime done.
Another thing I would like to know is that when an employee is doing the overtime after his regular duty hours (ie.8.5 hrs), is it legal to deduct his lunch time from the overtime. For eg: an employee has done his regular duty of 8.5 hrs (.5 hrs inclusive of lunch in his regular shift) and after that if he is performing an overtime of 9 hrs, is it legal to pay overtime for 8.5 hrs only considering that he has taken .5 hrs for lunch during overtime also.
Regards
Vidya
I would like to know whether the overtime done by a contractual employee can be converted into a days work. For eg: in our organisation if an employee has done 9 hrs of overtime we adjust 8.5 hrs as a days work against the day for which he has remained absence and pay .5hrs of overtime. ie. we convert the day when he was absent as the day he has worked by adjusting his 8.5 hrs of overtime inclusive of lunch.We pay double for remaining hour of Overtime done.
Another thing I would like to know is that when an employee is doing the overtime after his regular duty hours (ie.8.5 hrs), is it legal to deduct his lunch time from the overtime. For eg: an employee has done his regular duty of 8.5 hrs (.5 hrs inclusive of lunch in his regular shift) and after that if he is performing an overtime of 9 hrs, is it legal to pay overtime for 8.5 hrs only considering that he has taken .5 hrs for lunch during overtime also.
Regards
Vidya