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Hi,
As an HR professional, you are responsible for handling recruitments, post-hirings, induction, orientation, payrolls, employee communication, training & development. HR is the backbone of any organization, so HR professionals have to work hard to ensure the happiness of employees within the organization. Therefore, it is crucial to be proficient in communication and behavior.
Best regards,
Nidhi Singh 😀
From India, Delhi
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As an HR professional, you are responsible for handling recruitments, post-hirings, induction, orientation, payrolls, employee communication, training & development. HR is the backbone of any organization, so HR professionals have to work hard to ensure the happiness of employees within the organization. Therefore, it is crucial to be proficient in communication and behavior.
Best regards,
Nidhi Singh 😀
From India, Delhi
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No job in HR,
just search Cite HR posts, you'll come to know how many people are saying they rarely have any work in HR. You are also welcome to HR. Be in HR and enjoy.
Just pinpoint what others are not doing, that's your only job, and do some paperwork - sort resumes. Okay! 😛😛😛😛😛😛😛😛
From India, Pune
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just search Cite HR posts, you'll come to know how many people are saying they rarely have any work in HR. You are also welcome to HR. Be in HR and enjoy.
Just pinpoint what others are not doing, that's your only job, and do some paperwork - sort resumes. Okay! 😛😛😛😛😛😛😛😛
From India, Pune
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Dear All,
I am really surprised to see the response of this person saying there is no work in HR. I don't want to say anything because, being in HR, I have a lot of work that will not get complete if I sit the whole night in the office. People want to learn - learning never ends. If people don't want to learn, there is nothing to learn or do.
Best regards,
Nidhi Singh
From India, Delhi
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I am really surprised to see the response of this person saying there is no work in HR. I don't want to say anything because, being in HR, I have a lot of work that will not get complete if I sit the whole night in the office. People want to learn - learning never ends. If people don't want to learn, there is nothing to learn or do.
Best regards,
Nidhi Singh
From India, Delhi
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Hi, Friend.
HR is one department wherein there are so many divisions inside it like Recruitment, Generalist, Training & Development, and more. It depends on your interest in which part of HR you want to build your interest.
Regards, Kavitha Arunachalam
From India, Bangalore
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HR is one department wherein there are so many divisions inside it like Recruitment, Generalist, Training & Development, and more. It depends on your interest in which part of HR you want to build your interest.
Regards, Kavitha Arunachalam
From India, Bangalore
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It will not be complete if I sit the whole night in the office.
Seems you have lost your social life to the company. Well, sitting the whole night; better ask your company to arrange accommodation for you in the office. :roll: :roll: :roll:
You're too loyal to your company, a true loyal employee. Well, let's see what the company gives you for working the whole night... an award, a medal. :wink: :wink: :wink:
Please note the corrected spelling and grammar, along with the revised paragraph formatting.
From India, Pune
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Seems you have lost your social life to the company. Well, sitting the whole night; better ask your company to arrange accommodation for you in the office. :roll: :roll: :roll:
You're too loyal to your company, a true loyal employee. Well, let's see what the company gives you for working the whole night... an award, a medal. :wink: :wink: :wink:
Please note the corrected spelling and grammar, along with the revised paragraph formatting.
From India, Pune
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Mr.\Miss Whoever you are ! This is very disappointing statement, given by you. Look, if you frustrated with HR, the please dont make so, others. Purshottam Saini
From India, Calcutta
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From India, Calcutta
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Once again for you, If did not get anything from HR. Then why don’t you leave HR Community. It will be your best service for HR Community Purshottam Saini
From India, Calcutta
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From India, Calcutta
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Whoever you are, people who have work are always busy with either their work or helping colleagues by sharing their work. For lazy individuals, there is no work. Lazy individuals always keep criticizing the work they do and others.
From India
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From India
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If I did not get anything from HR, why don't you leave the HR community? It will be your best service for the HR community.
That's the attitude of an HR. Can't an employee tell the HR that they should really work on themselves, stop thinking highly of themselves, and misuse the management? Show humbleness in their daily work and profession, instead of representing the company's strict policy to the employees and troubling them with various tricks and techniques.
I'm here to make you all aware of what HR is and what is expected of you. Well, you as HR can't even properly answer employees' queries. Let others try.
From India, Pune
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That's the attitude of an HR. Can't an employee tell the HR that they should really work on themselves, stop thinking highly of themselves, and misuse the management? Show humbleness in their daily work and profession, instead of representing the company's strict policy to the employees and troubling them with various tricks and techniques.
I'm here to make you all aware of what HR is and what is expected of you. Well, you as HR can't even properly answer employees' queries. Let others try.
From India, Pune
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Thats a rude reply ... :( :( :( :( :( :( :( :( :( :( :( :( :( :( :( :no: :no: :no: :no: :no: :no: :no: :no: :no: :no: :no: what i tell is for ur good,,
From India, Pune
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From India, Pune
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Can I know your name.
I don't think that my comment was rude. Being an HR, I know what kind of critical and decisive situations I need to handle. An HR has to ensure that their actions satisfy both the management and the employees.
From India
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I don't think that my comment was rude. Being an HR, I know what kind of critical and decisive situations I need to handle. An HR has to ensure that their actions satisfy both the management and the employees.
From India
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Dear All,
I am really hurt by some irresponsible statements. Any department has no work until you show interest in it. So, it depends upon the attitude of the person to see the things. All the best.
Regards,
Prashant
From India, Mumbai
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I am really hurt by some irresponsible statements. Any department has no work until you show interest in it. So, it depends upon the attitude of the person to see the things. All the best.
Regards,
Prashant
From India, Mumbai
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IJP stands for Internal Job Posting. It is used for people to transfer between their own branches at the same profile or with a higher profile if suitable with qualification and experience. Hope it's clear.
Regards,
Desktopbee
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Regards,
Desktopbee
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Dear Friends he want to ask, what is Maximum working hours per day as per indian labour law?
From India
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From India
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As per the Factories Act of 1948, the maximum working hours per day are 8 hours plus 2 hours of overtime, totaling 10 hours, and 48 hours in a week. Overtime is limited to 2 hours per day, not exceeding 12 hours per week and 50 hours in a quarter.
Truly Yours, Kumar.H.P
From Hong Kong
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Truly Yours, Kumar.H.P
From Hong Kong
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Hi Maximum working hours as per Law is 8 Hrs. If company is registered under shop act then it may change because there are certain relaxation to companies registered under shop act. regards SJ
From India, Patna
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From India, Patna
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Hi If a company is registered under shops & establishment act, then what could be the maximum working hours???? Leena
From India, Madras
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From India, Madras
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Under what conditions should a company be registered under shop and factory establishments. Regards, Shweta Swarnkar
From India
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From India
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Hi Everyone Maximum working hours can be 9 hrs including the lunch time (If the organization is 5 days working) Regards Garima
From India, Gurgaon
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From India, Gurgaon
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Dear according to shop & establishment act there is maximum nine hours in a day and 48 hours in week. Regards xpert
From Pakistan, Karachi
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From Pakistan, Karachi
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Please log on to www.hrassistance.blogspot.com for information on working hours for workers in the Labour Laws section.
Thank you.
From India, Madras
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Thank you.
From India, Madras
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hi as per The Factories Act 1948 maximum working hours per day is 9 hrs (including rest intervals) and maximum 48 hours per a week regards krishna saladi +91 98481 04265
From India, Madras
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From India, Madras
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Dear Leena and Shwetha,
There are two different issues: one is about ownership and the other is running an undertaking.
1. Ownership
Any undertaking can be owned by an individual (Proprietor), partners (Partnership), or by a company (equity shareholding). These owners can decide to run any business undertaking, which may involve manufacturing, trading, services (such as hotels/hospitals), retailing (shops), or BPOs.
Registration of ownership shall be under those acts and with specific authorities. It is more related to the capital.
2. Undertaking
An undertaking can be a factory, shop, mine, hotel, hospital, or a BPO. To run these undertakings, the owner obtains a license from the prescribed authority. Factories may have their headquarters separately, and they will fall under the establishment.
I am not sure about the Mines Act. All other legislation prescribes eight hours for the employees, workmen, or employees. What is the exact question? Is it about the maximum hours for the establishment or for the employees?
Siva
From India, Chennai
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There are two different issues: one is about ownership and the other is running an undertaking.
1. Ownership
Any undertaking can be owned by an individual (Proprietor), partners (Partnership), or by a company (equity shareholding). These owners can decide to run any business undertaking, which may involve manufacturing, trading, services (such as hotels/hospitals), retailing (shops), or BPOs.
Registration of ownership shall be under those acts and with specific authorities. It is more related to the capital.
2. Undertaking
An undertaking can be a factory, shop, mine, hotel, hospital, or a BPO. To run these undertakings, the owner obtains a license from the prescribed authority. Factories may have their headquarters separately, and they will fall under the establishment.
I am not sure about the Mines Act. All other legislation prescribes eight hours for the employees, workmen, or employees. What is the exact question? Is it about the maximum hours for the establishment or for the employees?
Siva
From India, Chennai
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In case if any organisation need to have a shift timing of 12 hours per day (not exceeding 45 hours per week or 180 hours per month) is it allowed.
From India, Bangalore
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From India, Bangalore
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Hi all,
The employee in one factory works for 8.5 hours per day. They take a total of 3 breaks: 15 minutes, 30 minutes, and 15 minutes, which adds up to 1 hour. Apart from these breaks, they also stop the machine for 10 to 15 minutes per shift for natural needs, which hampers productivity. Is this correct? What does the factory act suggest? Kindly guide.
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The employee in one factory works for 8.5 hours per day. They take a total of 3 breaks: 15 minutes, 30 minutes, and 15 minutes, which adds up to 1 hour. Apart from these breaks, they also stop the machine for 10 to 15 minutes per shift for natural needs, which hampers productivity. Is this correct? What does the factory act suggest? Kindly guide.
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Gentleman,
First, we have to understand the concept of "Compressed Shift" for engaging employees on 12-hour shifts working at a stretch.
As per the Factories Act, employees working more than 9 hours excluding periods of rest and intervals are eligible for overtime. On the other hand, if the total working hours in a week exceed 48 hours, even then, they are eligible for overtime if they fall under the definition of Workmen under the Factories Act.
If employees are outside the purview of the Factories Act and the definition of workmen as described under relevant labor laws, they can be compensated with compensatory time off for the extra time spent on work.
If you are thinking of introducing 12-hour working shifts, employees must not engage in manual or physically taxing work for a stretch of 12 hours. It is practically hazardous for the health of workers to work for more than 8 hours, exceeding ILO resolutions and norms.
However, you may arrange 12-hour shifts as compressed shifts by compensating with an equal number of hours as applicable holidays. For example, if you follow a 5-day working week and 2 days off, the total hours of 12 x 4 = 48 hours are for working, with the remaining three days as compensatory off. You can manage shift rotations accordingly, depending on the number of days you want to schedule as working days, allowing employees to take off days under the so-called "compressed shift." This practice is common in the Oil & Gas industry, particularly for offshore jobs on rigsites, where wages are paid on an hourly basis. These are high-end jobs with critical and specialized tasks, and the working environment is challenging. Shift rotations like 70:21, 35:35 are employed in such scenarios.
Applying this principle to low-paid Indian workers would be a heinous crime against humanity because they are not eligible for even 10% of the salaries offered for such compressed shifts in the Oil & Gas sector. This demanding working schedule is primarily handled by Europeans.
For those unfamiliar with how to measure compensable and non-compensable activities during shifts, the following norms are internationally recognized and accepted:
Compensable work chart
What time must employees be paid for? Use the chart below for a quick reference.
Time spent during working hours
Compensable:
- Coffee and snack breaks
- Fire drills
- Grievance adjustment during times when employees are required to be on premises
- Meal periods if employees are not relieved of duties, not free to leave posts, or if the period is too short to be useful (less than 1/2 hour)
- Meal periods of 24-hour on-call employees
- Medical attention on plant premises or if directed outside by the employer
- Meetings to discuss daily operations problems
- Rest periods of 20 minutes or less
- Retail sales product meetings sponsored by the employer
- Show-up time if employees are required to remain on premises before being sent home
- Sleeping time if the tour of duty is less than 24 hours
- Stand-by time - remaining at post during lunch periods or temporary shutdown
- Suggestion systems
- Walking to the production area after donning required work gear
- Travel:
o from job site to job site
o from work site to outlying job
o to customers
o from preliminary instructional meeting to work site
- Waiting:
o by homeworkers to deliver or obtain work
o by truck drivers guarding while loading
o for work after reporting at a required time
o while on duty
o to take off protective work gear at the end of the day
Noncompensable:
- Absence for illness, holiday, or vacation
- Meal periods of 1/2 hour or longer if relieved of all duties and free to leave post (can be confined to plant premises)
- Medical attention by employee's choice of outside doctor
- Shutdown for regular maintenance
- Sleeping time up to eight hours if tour of duty is 24 hours or longer, with an agreement to exclude sleep time, facilities for sleeping are provided, at least five hours of sleep are possible during the scheduled period, and interruptions to perform duties are counted as hours worked
- Union meetings concerning solely internal union affairs
- Voting time (unless required by state law)
- Waiting after relieved of duty for a specified period allowing the employee to engage in personal activity
Time spent before, after, or between regular work hours
Compensable:
- Arranging or putting merchandise away
- Bank employees waiting for an audit to finish
- Changing clothes, showering, or washing if required by the nature of the work (e.g., jobs with chemicals requiring bathing for worker health)
- Clearing the cash register or totaling receipts
- Discussing work problems at shift change
- Distributing work to workbenches
- Equipment maintenance before or after a shift
- Getting the plant ready for operation
- Homework under contract with the employer
- Make-ready work, preparatory work necessary for the principal activity
- On-call time if the employee must stay on or near premises, restricting liberty or not using time as desired
- Photography and fingerprinting for identification purposes
- Physical exam required for continued service
- Suggestions developed pursuant to an assignment
- Travel time to a customer for an after-hour emergency
Noncompensable:
- Changing clothes, washing, or showering for employee convenience
- Homework of which the employer has no knowledge
- Meal periods while on out-of-town business
- Medical attention by a company doctor, even if the injury occurred at work
- Obtaining equipment from lockers where not recommended or required
- On-call time when only a phone number or similar contact device is required for the employee to come and go as desired
- Opening the plant and turning on lights and heat
- Pre-employment tests
- Retail sales meetings sponsored by a manufacturer if attendance is voluntary
- Reporting early to relieve the prior shift promptly
- Time between a whistle and the start of work
- Trade school attendance
- Training programs sponsored by the employer outside regular work hours, with voluntary attendance, no productive work during attendance, and not directly related to the employee's present job.
In summary, it is essential to ensure fair compensation for employees' time and activities during shifts, as outlined in the international norms.
Regards,
Sawant
From Saudi Arabia
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First, we have to understand the concept of "Compressed Shift" for engaging employees on 12-hour shifts working at a stretch.
As per the Factories Act, employees working more than 9 hours excluding periods of rest and intervals are eligible for overtime. On the other hand, if the total working hours in a week exceed 48 hours, even then, they are eligible for overtime if they fall under the definition of Workmen under the Factories Act.
If employees are outside the purview of the Factories Act and the definition of workmen as described under relevant labor laws, they can be compensated with compensatory time off for the extra time spent on work.
If you are thinking of introducing 12-hour working shifts, employees must not engage in manual or physically taxing work for a stretch of 12 hours. It is practically hazardous for the health of workers to work for more than 8 hours, exceeding ILO resolutions and norms.
However, you may arrange 12-hour shifts as compressed shifts by compensating with an equal number of hours as applicable holidays. For example, if you follow a 5-day working week and 2 days off, the total hours of 12 x 4 = 48 hours are for working, with the remaining three days as compensatory off. You can manage shift rotations accordingly, depending on the number of days you want to schedule as working days, allowing employees to take off days under the so-called "compressed shift." This practice is common in the Oil & Gas industry, particularly for offshore jobs on rigsites, where wages are paid on an hourly basis. These are high-end jobs with critical and specialized tasks, and the working environment is challenging. Shift rotations like 70:21, 35:35 are employed in such scenarios.
Applying this principle to low-paid Indian workers would be a heinous crime against humanity because they are not eligible for even 10% of the salaries offered for such compressed shifts in the Oil & Gas sector. This demanding working schedule is primarily handled by Europeans.
For those unfamiliar with how to measure compensable and non-compensable activities during shifts, the following norms are internationally recognized and accepted:
Compensable work chart
What time must employees be paid for? Use the chart below for a quick reference.
Time spent during working hours
Compensable:
- Coffee and snack breaks
- Fire drills
- Grievance adjustment during times when employees are required to be on premises
- Meal periods if employees are not relieved of duties, not free to leave posts, or if the period is too short to be useful (less than 1/2 hour)
- Meal periods of 24-hour on-call employees
- Medical attention on plant premises or if directed outside by the employer
- Meetings to discuss daily operations problems
- Rest periods of 20 minutes or less
- Retail sales product meetings sponsored by the employer
- Show-up time if employees are required to remain on premises before being sent home
- Sleeping time if the tour of duty is less than 24 hours
- Stand-by time - remaining at post during lunch periods or temporary shutdown
- Suggestion systems
- Walking to the production area after donning required work gear
- Travel:
o from job site to job site
o from work site to outlying job
o to customers
o from preliminary instructional meeting to work site
- Waiting:
o by homeworkers to deliver or obtain work
o by truck drivers guarding while loading
o for work after reporting at a required time
o while on duty
o to take off protective work gear at the end of the day
Noncompensable:
- Absence for illness, holiday, or vacation
- Meal periods of 1/2 hour or longer if relieved of all duties and free to leave post (can be confined to plant premises)
- Medical attention by employee's choice of outside doctor
- Shutdown for regular maintenance
- Sleeping time up to eight hours if tour of duty is 24 hours or longer, with an agreement to exclude sleep time, facilities for sleeping are provided, at least five hours of sleep are possible during the scheduled period, and interruptions to perform duties are counted as hours worked
- Union meetings concerning solely internal union affairs
- Voting time (unless required by state law)
- Waiting after relieved of duty for a specified period allowing the employee to engage in personal activity
Time spent before, after, or between regular work hours
Compensable:
- Arranging or putting merchandise away
- Bank employees waiting for an audit to finish
- Changing clothes, showering, or washing if required by the nature of the work (e.g., jobs with chemicals requiring bathing for worker health)
- Clearing the cash register or totaling receipts
- Discussing work problems at shift change
- Distributing work to workbenches
- Equipment maintenance before or after a shift
- Getting the plant ready for operation
- Homework under contract with the employer
- Make-ready work, preparatory work necessary for the principal activity
- On-call time if the employee must stay on or near premises, restricting liberty or not using time as desired
- Photography and fingerprinting for identification purposes
- Physical exam required for continued service
- Suggestions developed pursuant to an assignment
- Travel time to a customer for an after-hour emergency
Noncompensable:
- Changing clothes, washing, or showering for employee convenience
- Homework of which the employer has no knowledge
- Meal periods while on out-of-town business
- Medical attention by a company doctor, even if the injury occurred at work
- Obtaining equipment from lockers where not recommended or required
- On-call time when only a phone number or similar contact device is required for the employee to come and go as desired
- Opening the plant and turning on lights and heat
- Pre-employment tests
- Retail sales meetings sponsored by a manufacturer if attendance is voluntary
- Reporting early to relieve the prior shift promptly
- Time between a whistle and the start of work
- Trade school attendance
- Training programs sponsored by the employer outside regular work hours, with voluntary attendance, no productive work during attendance, and not directly related to the employee's present job.
In summary, it is essential to ensure fair compensation for employees' time and activities during shifts, as outlined in the international norms.
Regards,
Sawant
From Saudi Arabia
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Dear All,
As per the Factories Act, the provisions are laid down under sections 51, 54, 55, & 56. One can refer to these guidelines. Although the maximum working hours are 9 hours, they can be spread over up to 10.5 hours per day.
51. WEEKLY HOURS - No adult workers shall be required or allowed to work in a factory for more than forty-eight hours in any week.
54. DAILY HOURS - Subject to the provisions of section 51, no adult worker shall be required or allowed to work in a factory for more than nine hours in any day. Provided that, with the previous approval of the Chief Inspector, the daily maximum hours specified in this section may be exceeded to facilitate the change of shifts.
55. INTERVALS FOR REST - (1) The periods of work of adult workers in a factory each day shall be fixed so that no period exceeds five hours and no worker works for more than five hours before having an interval for rest of at least half an hour. (2) The State Government or, subject to the control of the State Government, the Chief Inspector, may exempt any factory from the provisions of sub-section (1) by written order and for specified reasons, ensuring the total hours worked without an interval does not exceed six.
56. SPREADOVER - The periods of work of an adult worker in a factory shall be arranged so that, inclusive of intervals for rest under section 55, they do not spread over more than ten and a half hours in any day. Provided that the Chief Inspector may, for specified reasons in writing, increase the spread over up to twelve hours.
From India, Delhi
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As per the Factories Act, the provisions are laid down under sections 51, 54, 55, & 56. One can refer to these guidelines. Although the maximum working hours are 9 hours, they can be spread over up to 10.5 hours per day.
51. WEEKLY HOURS - No adult workers shall be required or allowed to work in a factory for more than forty-eight hours in any week.
54. DAILY HOURS - Subject to the provisions of section 51, no adult worker shall be required or allowed to work in a factory for more than nine hours in any day. Provided that, with the previous approval of the Chief Inspector, the daily maximum hours specified in this section may be exceeded to facilitate the change of shifts.
55. INTERVALS FOR REST - (1) The periods of work of adult workers in a factory each day shall be fixed so that no period exceeds five hours and no worker works for more than five hours before having an interval for rest of at least half an hour. (2) The State Government or, subject to the control of the State Government, the Chief Inspector, may exempt any factory from the provisions of sub-section (1) by written order and for specified reasons, ensuring the total hours worked without an interval does not exceed six.
56. SPREADOVER - The periods of work of an adult worker in a factory shall be arranged so that, inclusive of intervals for rest under section 55, they do not spread over more than ten and a half hours in any day. Provided that the Chief Inspector may, for specified reasons in writing, increase the spread over up to twelve hours.
From India, Delhi
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Dear All,
The maximum hours, inclusive of spread over, is 10 and a half; however, the person may be asked to stay for more in case of exigency or emergency. In relation to overtime, it is not the hours in the day that matter, but the weekly hours.
Thank you.
From India, Ahmadabad
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The maximum hours, inclusive of spread over, is 10 and a half; however, the person may be asked to stay for more in case of exigency or emergency. In relation to overtime, it is not the hours in the day that matter, but the weekly hours.
Thank you.
From India, Ahmadabad
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Hi,
I just joined a new BPO company. They have this new pilot process. We are to work for 5 days a week and get 2 weekly offs. My shift timings are from 7:30 pm to 3:30 am in the morning with 1 hour of break timing.
This BPO has its first international pilot process and is, in my opinion, overworking everyone. We haven't received our weekly offs at proper timings; we get them after 7-8 days of working and only one weekly off, not 2. We are being informed that in a month, we are to get 8 offs, and if the company has requirements, then it will make us work and pay us an additional day's salary. Most of us don't want to work those days and don't need that day's salary. We are being worked more than 48 hours in a week and not getting offs. If we take the offs at our own will, we stand to be marked absent and lose out on attendance pay, which is like 1000.
I do not wish to leave the company as it's in a stream that I specialize in and it's nearby my home. I am sure the company is in violation of rules; I just don't know which.
In case I am wrong, please correct me. If not, please advise a possible solution or where to complain regarding this.
Thanks
From India, Mumbai
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I just joined a new BPO company. They have this new pilot process. We are to work for 5 days a week and get 2 weekly offs. My shift timings are from 7:30 pm to 3:30 am in the morning with 1 hour of break timing.
This BPO has its first international pilot process and is, in my opinion, overworking everyone. We haven't received our weekly offs at proper timings; we get them after 7-8 days of working and only one weekly off, not 2. We are being informed that in a month, we are to get 8 offs, and if the company has requirements, then it will make us work and pay us an additional day's salary. Most of us don't want to work those days and don't need that day's salary. We are being worked more than 48 hours in a week and not getting offs. If we take the offs at our own will, we stand to be marked absent and lose out on attendance pay, which is like 1000.
I do not wish to leave the company as it's in a stream that I specialize in and it's nearby my home. I am sure the company is in violation of rules; I just don't know which.
In case I am wrong, please correct me. If not, please advise a possible solution or where to complain regarding this.
Thanks
From India, Mumbai
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Please clarify whether 48 hours are including/excluding the lunch breaks? I also need some proof that it is from the government of India
From India, New Delhi
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From India, New Delhi
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dear it is 48 hours excluding break.it is given in shop and est act as well as factories act .section 51 of factories act says this ,you can read section 56 also to get more idea about it. j s malik
From India, Delhi
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From India, Delhi
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Hey Friends,
I am purely an accounts guy, and I don't know anything about HR policies. In my offer letter, the HR department of my company mentioned that I have to work 9 hours per day, including Saturday. Could you please let me know what I can do to change it to 8 hours?
Regards,
Bhat. :)
From India, Bangalore
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I am purely an accounts guy, and I don't know anything about HR policies. In my offer letter, the HR department of my company mentioned that I have to work 9 hours per day, including Saturday. Could you please let me know what I can do to change it to 8 hours?
Regards,
Bhat. :)
From India, Bangalore
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You may approach the Labour Department (Factory & Labour wing) of your area as these are the law-enforcing agencies.
Regards,
R.N. Khola
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
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Regards,
R.N. Khola
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
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Hi all,
I would like to know if a company is registered under the Shop and Establishment Act, and its office timings are from 8.45 am to 5.45 pm, can it force its employees to work on Saturday as well for an additional 3 hours?
Additionally, if there are two employees with the same designation in the same department, can one of them be forced to work on Saturday under the above-mentioned conditions while the other enjoys their weekend off?
What actions can be taken in this regard? Can the person who is required to work on Saturday avail any benefits of their Personal Leave (4 Saturdays a month)? What are the rules governing such conditions?
Please explain, help, and guide.
From India, Delhi
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I would like to know if a company is registered under the Shop and Establishment Act, and its office timings are from 8.45 am to 5.45 pm, can it force its employees to work on Saturday as well for an additional 3 hours?
Additionally, if there are two employees with the same designation in the same department, can one of them be forced to work on Saturday under the above-mentioned conditions while the other enjoys their weekend off?
What actions can be taken in this regard? Can the person who is required to work on Saturday avail any benefits of their Personal Leave (4 Saturdays a month)? What are the rules governing such conditions?
Please explain, help, and guide.
From India, Delhi
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Shift Timings:
Hi, I am working in a security company as an executive HR. Please help me with information regarding shift timings. Is there any specific rule regarding changing shift timings? Can we start the shift from midnight 12?
From India, Bangalore
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Hi, I am working in a security company as an executive HR. Please help me with information regarding shift timings. Is there any specific rule regarding changing shift timings? Can we start the shift from midnight 12?
From India, Bangalore
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Working Hours, Spread Over & Overtime of Adults
Weekly hours not more than 48.
Daily hours, not more than 9 hours.
Intervals for rest at least ½ hour on working for 5 hours.
Spread over not more than 10½ hours.
Overlapping shifts prohibited.
Extra wages for overtime double than normal rate of wages.
Restrictions on employment of women before 6AM and beyond 7 PM.
From India, Surat
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Weekly hours not more than 48.
Daily hours, not more than 9 hours.
Intervals for rest at least ½ hour on working for 5 hours.
Spread over not more than 10½ hours.
Overlapping shifts prohibited.
Extra wages for overtime double than normal rate of wages.
Restrictions on employment of women before 6AM and beyond 7 PM.
From India, Surat
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Hi,
I am working in the animation industry. Please help me with information regarding working hours. Are there any specific rules regarding the number of working hours in this industry? Here, they force us to work more than 60 hours a week without any overtime.
From India, Hyderabad
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I am working in the animation industry. Please help me with information regarding working hours. Are there any specific rules regarding the number of working hours in this industry? Here, they force us to work more than 60 hours a week without any overtime.
From India, Hyderabad
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Sir, my question is regarding the work timing in our company. It is from 8:30 am to 5:30 pm, and we are required to work on the 1st, 3rd, and 5th Saturdays. Are these working days compulsory as per labor law? Kindly advise.
From India, Madras
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From India, Madras
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If a company is forcing their employees to exceed the maximum hours, and if they speak against that, they are asked to leave the company. Is there a way to take legal action against them under labor laws?
From India, Delhi
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From India, Delhi
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Dear Madhukar,
Organizations which are covered under the State Shops & Establishment Act.
With Regards,
R.N.KHOLA
From India, Delhi
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Organizations which are covered under the State Shops & Establishment Act.
With Regards,
R.N.KHOLA
From India, Delhi
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Dear [Recipient's Name],
If the employer provides you with a one-hour rest interval, then it is in accordance with the law. The employer can schedule work from Monday to Saturday for 8 hours each day.
With Regards,
R.N.Khola
From India, Delhi
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If the employer provides you with a one-hour rest interval, then it is in accordance with the law. The employer can schedule work from Monday to Saturday for 8 hours each day.
With Regards,
R.N.Khola
From India, Delhi
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Dear,
If the company is requiring employees to work extra hours, such as overtime, you can file a claim before the competent court or authority. You may also lodge a complaint with the relevant officer in your area. If the company has the power to terminate your employment, you should also explore the available relief options. Proper advice on service matters cannot be given without considering factors such as the nature of work, supervisory powers, length of service, employment terms and conditions, and remedies available under labor or civil laws.
With Regards,
R.N.Khola
From India, Delhi
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If the company is requiring employees to work extra hours, such as overtime, you can file a claim before the competent court or authority. You may also lodge a complaint with the relevant officer in your area. If the company has the power to terminate your employment, you should also explore the available relief options. Proper advice on service matters cannot be given without considering factors such as the nature of work, supervisory powers, length of service, employment terms and conditions, and remedies available under labor or civil laws.
With Regards,
R.N.Khola
From India, Delhi
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Dear Manmeet N,
You are hereby advised to go through The Motor Transport Workers Act, 1961 for both of your points relating to hours of work and leaves.
With Regards,
R.N. Khola
From India, Delhi
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You are hereby advised to go through The Motor Transport Workers Act, 1961 for both of your points relating to hours of work and leaves.
With Regards,
R.N. Khola
From India, Delhi
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Dear,
In general, it is 9 hours per day and 48 hours in a week. You must keep in mind both points while determining the working hours for employees covered under any of the labor laws.
With Regards, R.N.Khola
From India, Delhi
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In general, it is 9 hours per day and 48 hours in a week. You must keep in mind both points while determining the working hours for employees covered under any of the labor laws.
With Regards, R.N.Khola
From India, Delhi
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Thank you, Mr. R.N. Khola. My question is: if a staff nurse is working in a government hospital and doing shift duty, is she entitled to gazetted holidays and Sundays off? Also, what is the maximum number of work hours allowed in a week? Thank you in advance.
From India, Chandigarh
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From India, Chandigarh
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Dear,
In my opinion, employees/staff of government hospitals are governed by the State Civil Service Rules. Therefore, you are to examine those service rules for your query.
With regards, R.N. Khola
QUOTE=bnslbk;1018638]
Thanks, Mr. R.N. Khola. My question is, if a staff nurse is working in a government hospital and doing shift duty, is she entitled to gazetted holidays and Sundays off? Also, what is the maximum number of work hours allowed in a week? Thanks in advance.
[/QUOTE]
From India, Delhi
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In my opinion, employees/staff of government hospitals are governed by the State Civil Service Rules. Therefore, you are to examine those service rules for your query.
With regards, R.N. Khola
QUOTE=bnslbk;1018638]
Thanks, Mr. R.N. Khola. My question is, if a staff nurse is working in a government hospital and doing shift duty, is she entitled to gazetted holidays and Sundays off? Also, what is the maximum number of work hours allowed in a week? Thanks in advance.
[/QUOTE]
From India, Delhi
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Dear all,
According to the Factories Act 1948:
1. Weekly hours: Not more than forty-eight hours in any week, but in a day, the number of hours working can be a maximum of up to 9. So, in a factory, instead of the normal duty hours of 8, we can have 9 hours of duty, subject to a maximum working hours limit in a week of up to 48 hours.
2. For working more than these hours, written permission should be obtained from the labor inspector or through standing orders, and for that, double the rate of pay should be given.
3. However, the maximum number of hours in a week, including overtime, shall not exceed 60. Additionally, the total overtime hours cannot exceed 50 in a quarter (meaning a period of three months).
I hope this information is helpful to all.
Thanks and regards,
Manish Gupta
Admin & HR Manager
Email: guptakmanish@yahoo.com
From India, Mumbai
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According to the Factories Act 1948:
1. Weekly hours: Not more than forty-eight hours in any week, but in a day, the number of hours working can be a maximum of up to 9. So, in a factory, instead of the normal duty hours of 8, we can have 9 hours of duty, subject to a maximum working hours limit in a week of up to 48 hours.
2. For working more than these hours, written permission should be obtained from the labor inspector or through standing orders, and for that, double the rate of pay should be given.
3. However, the maximum number of hours in a week, including overtime, shall not exceed 60. Additionally, the total overtime hours cannot exceed 50 in a quarter (meaning a period of three months).
I hope this information is helpful to all.
Thanks and regards,
Manish Gupta
Admin & HR Manager
Email: guptakmanish@yahoo.com
From India, Mumbai
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can a company forcefully impose on employee to work beyond 9 hrs. shift... if no under what section can we fight against them...
From India, Delhi
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From India, Delhi
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Dear Viren,
When different labor laws allow us to work overtime, albeit with certain limits, and if the worker/employee refuses to work overtime, then from whom will the management take overtime?
With Regards,
R.N. Khola
[viren26;1030226] Can a company forcibly impose on an employee to work beyond a 9-hour shift? If not, under what section can we fight against them?
From India, Delhi
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When different labor laws allow us to work overtime, albeit with certain limits, and if the worker/employee refuses to work overtime, then from whom will the management take overtime?
With Regards,
R.N. Khola
[viren26;1030226] Can a company forcibly impose on an employee to work beyond a 9-hour shift? If not, under what section can we fight against them?
From India, Delhi
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The question is not clear. Anyway, the maximum work hours without OT would be 8 hours * 9 working days or 9 hours * 8 working days. It should not be more than 48 working hours a week, with a compulsory holiday in a week.
From India, Bangalore
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From India, Bangalore
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Dear,
Working hours are regulated under the State Shops & Establishment Act with regards to the Corporate Offices. Therefore, go through the applicable Shops Act of your State.
With Regards,
R.N. Khola
From India, Delhi
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Working hours are regulated under the State Shops & Establishment Act with regards to the Corporate Offices. Therefore, go through the applicable Shops Act of your State.
With Regards,
R.N. Khola
From India, Delhi
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Dear Jayraj,
According to the Factory Act, overtime (OT) calculation is done by considering 26 days in a month to calculate the daily wage (or 8 for per hour wage). The calculated daily wage is then multiplied by 2 to determine the OT wage.
I hope I have clarified all your doubts.
Manish Gupta
From India, Mumbai
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According to the Factory Act, overtime (OT) calculation is done by considering 26 days in a month to calculate the daily wage (or 8 for per hour wage). The calculated daily wage is then multiplied by 2 to determine the OT wage.
I hope I have clarified all your doubts.
Manish Gupta
From India, Mumbai
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Hi,
Our company is demanding us to work 13 hours a day, sometimes even requiring us to come in on weekends. We work in IT and understand the client's requirements, but it's tough to work every day. Unfortunately, our employer is not in a position to understand this.
What could be done about this?
Thanks,
Kavitha
From United States, Hoboken
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Our company is demanding us to work 13 hours a day, sometimes even requiring us to come in on weekends. We work in IT and understand the client's requirements, but it's tough to work every day. Unfortunately, our employer is not in a position to understand this.
What could be done about this?
Thanks,
Kavitha
From United States, Hoboken
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hello, i just wanted to know how the working hour’s is defined is it production hours + spread hours (lunch hour and tea time) per day and for a week regards deepak
From India, Bangalore
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From India, Bangalore
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Section 56 of the Factories Act stipulates that the period of work of an adult worker shall be arranged so that, inclusive of intervals for rest under Section 55 (Section 55 states that no worker shall work for more than five hours before having an interval), it shall not spread over more than 10.5 hours. This means a worker should not be engaged for more than 10.5 hours. There is an exception: in cases where special permission from the CLC is obtained, such spread over can be increased to 12 hours.
From United States
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From United States
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hello, in our company we r working for 9.5hrs/day and 5days a weak inclusive of lunch and tea 1hr /day is it ok or we have to work on Saturday to complete 48hr /weak As per the Factories Act -1948
From India, Bangalore
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From India, Bangalore
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As per Act a employee should not b working morethan 8 hrs (Exclude Lunch Break) OT should not b exceed 10hrs/Week. this is only applicable
From India, New Delhi
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From India, New Delhi
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According to Indian Labour Laws, working hours are 8 hrs. 6 days a week. The maximum working hours are 48 hrs in a week, and that applies very aptly to Blue collar workers. However, in the case of white-collar workers in the private sector, it is a minimum of 12 hours a day in India, stretching up to 15 hours with a clear thought in mind - 'Perform or Perish'. You may earn fat pay packets, but there is no peace of mind, whether you are a Vice President, Executive Assistant, or Accountant. 90% of our workforce is engaged in the private sector. If this situation continues, there will be many burnouts. I am writing this as I was told by the HR Manager of Grasim Industries Ltd (Cement), while appearing for an interview for the position of Office Secretary, that there is no question of staying up to a certain time; you have to stay back with your boss. If the boss leaves at 6:00 p.m., you may leave, but if he stays until 11:00 p.m., you have to stay.
From India, Delhi
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From India, Delhi
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I think my question is similar to Kavitha. I am working in the IT industry. Our regular working hours say, "Min 10 hours per day (including all breaks) for 5 days in a week." As per this, we don't cross labor law restrictions assuming 9 hours of working per day; it's 45 hours per week.
In practice, as the minimum is 10 hours, everyone will be forced to stay till 10:30 hours, sometimes it goes up to 15 hours. In the document, it shows only 45 hours per week, but in actuality, due to the request/pressure from the management, everyone will be crossing 50 hours of working per week (no OT payment).
In this situation, is this organization running breaking the law, or is it still as per the law?
Thanks,
Praveen
From India, Bangalore
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In practice, as the minimum is 10 hours, everyone will be forced to stay till 10:30 hours, sometimes it goes up to 15 hours. In the document, it shows only 45 hours per week, but in actuality, due to the request/pressure from the management, everyone will be crossing 50 hours of working per week (no OT payment).
In this situation, is this organization running breaking the law, or is it still as per the law?
Thanks,
Praveen
From India, Bangalore
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Dear Praveen,
When the actual working hours exceed the statutory prescribed limit, who will determine if it is in accordance with the law? Simultaneously, the government has set minimum wages for these eight hours of work. Sometimes, the government is unable to provide a workforce at the minimum wages they have established, leading the employer to pay above the minimum wages to match market rates due to the unavailability of labor at minimum wage levels.
If you are not afraid to stand up for your rights, you can seek assistance from the law enforcement agency to take necessary action against the management. You also have the option to file a claim case before the competent authority.
With Regards,
R.N.Khola
From India, Delhi
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When the actual working hours exceed the statutory prescribed limit, who will determine if it is in accordance with the law? Simultaneously, the government has set minimum wages for these eight hours of work. Sometimes, the government is unable to provide a workforce at the minimum wages they have established, leading the employer to pay above the minimum wages to match market rates due to the unavailability of labor at minimum wage levels.
If you are not afraid to stand up for your rights, you can seek assistance from the law enforcement agency to take necessary action against the management. You also have the option to file a claim case before the competent authority.
With Regards,
R.N.Khola
From India, Delhi
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Can the companies/employer term the overtime as mandatory? As far as my knowledge goes, it should be on a mutually agreeable basis between the employee and the employer. Can anyone clarify on this point?
I have witnessed this situation where some try to exploit employees by making them work overtime every day against their will and physical ability, threatening them with consequences of losing their job. You will be shocked to know it is an MNC!
From India, Hyderabad
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I have witnessed this situation where some try to exploit employees by making them work overtime every day against their will and physical ability, threatening them with consequences of losing their job. You will be shocked to know it is an MNC!
From India, Hyderabad
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Hello, guys!
I wonder that we are at such a stage when the whole world is looking at us as the most fruitful economy, but still people do not understand their responsibility towards the development of the country.
My sister is working in a Vodafone Store, and she is made to work approximately 10 hours per day with almost a 5-minute break. Furthermore, she is not entitled to take a holiday even on Sundays.
Can somebody please explain to me in detail how I can proceed against this injustice and under what laws of the Indian constitution? Please provide information that will help me give a warning to the owner of that store. Maybe he could rectify his faulty administration!
Thank you very much!
Arvind Kumar Sharma, IIT Roorkee, India
From India, Jaipur
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I wonder that we are at such a stage when the whole world is looking at us as the most fruitful economy, but still people do not understand their responsibility towards the development of the country.
My sister is working in a Vodafone Store, and she is made to work approximately 10 hours per day with almost a 5-minute break. Furthermore, she is not entitled to take a holiday even on Sundays.
Can somebody please explain to me in detail how I can proceed against this injustice and under what laws of the Indian constitution? Please provide information that will help me give a warning to the owner of that store. Maybe he could rectify his faulty administration!
Thank you very much!
Arvind Kumar Sharma, IIT Roorkee, India
From India, Jaipur
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What is the maximum working hours under the Shops & Establishments Act, including break time, overtime, and regular working hours? Is it per day or per week? Does the act differ from state to state? Are there any other relaxations given to establishments in the BPO industry?
Thanks,
Roopchand
From India, Hyderabad
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Thanks,
Roopchand
From India, Hyderabad
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Dear Roopchand,
As this is a State Act, there are possibilities of variation. Therefore, it will be better to go through your applicable State Act for your query.
With Regards,
R.N.Khola
From India, Delhi
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As this is a State Act, there are possibilities of variation. Therefore, it will be better to go through your applicable State Act for your query.
With Regards,
R.N.Khola
From India, Delhi
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In my company, we work for 9 hours, 6 days a week, which totals 54 hours per week. The morale of the employees is quite low here. Please suggest some valid reasons to convince the management to switch to 5 days a week timings.
Thanks,
P.S.
From India, Hyderabad
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Thanks,
P.S.
From India, Hyderabad
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Dear P.S.,
I think your company is legal even though it's stressful work. I am assuming it's 9 hours of presence in the office, which means, considering one hour break every day, it's 8x6 = 48 hours. You are exactly working as per Indian labor law. Convincing management in this may be difficult, but considering the stress, health problems, and attrition rates, you can propose better timings.
Thanks,
Praveen
From India, Bangalore
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I think your company is legal even though it's stressful work. I am assuming it's 9 hours of presence in the office, which means, considering one hour break every day, it's 8x6 = 48 hours. You are exactly working as per Indian labor law. Convincing management in this may be difficult, but considering the stress, health problems, and attrition rates, you can propose better timings.
Thanks,
Praveen
From India, Bangalore
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If I am not mistaken, the employees have to work 48 hours a week, which comes to 9 hours for 5 days or 8 hours for 6 days (these hours are inclusive of the break time).
What if the management makes the employees work 54 hours a week? There should be some law to stop it; employees are just being exploited, and the attrition rate is skyrocketing. There should be a ruling body to stop it.
From India, Mumbai
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What if the management makes the employees work 54 hours a week? There should be some law to stop it; employees are just being exploited, and the attrition rate is skyrocketing. There should be a ruling body to stop it.
From India, Mumbai
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Dear Member,
First, examine which of the Acts is applicable to your establishment relating to working hours. Then, go to the relevant provisions in that particular Act regarding your query.
With Regards,
R.N. Khola
"If I am not mistaken, the employees have to work 48 hours a week, which amounts to 9 hours for 5 days or 8 hours for 6 days (these hours are inclusive of break time). What if the management makes the employees work 54 hours a week? There should be a law to stop it. Employees are just being exploited, and the attrition rate is skyrocketing. There should be a ruling body to address this issue."
From India, Delhi
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First, examine which of the Acts is applicable to your establishment relating to working hours. Then, go to the relevant provisions in that particular Act regarding your query.
With Regards,
R.N. Khola
"If I am not mistaken, the employees have to work 48 hours a week, which amounts to 9 hours for 5 days or 8 hours for 6 days (these hours are inclusive of break time). What if the management makes the employees work 54 hours a week? There should be a law to stop it. Employees are just being exploited, and the attrition rate is skyrocketing. There should be a ruling body to address this issue."
From India, Delhi
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What are the maximum working hours per day, including overtime and lunch breaks (e.g., 2 breaks of half an hour each), under the Shops & Establishment Act in Andhra Pradesh?
Additionally, what are the maximum working hours per week if it is a 5-day workweek, including overtime and lunch breaks of an hour each day as mentioned above?
From India, Hyderabad
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Additionally, what are the maximum working hours per week if it is a 5-day workweek, including overtime and lunch breaks of an hour each day as mentioned above?
From India, Hyderabad
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Dear R.N. Khola,
Does the Factory Act apply to staff working in Haryana Government hospitals, i.e., sub-centres, PHCs, community health centres, and general hospitals? I am referring to class 4, class 3, and class 1 employees, meaning non-skilled, semi-skilled, and skilled staff. Are they entitled to gazetted holidays and Sundays off, or are they required to be on duty even on holidays?
Thank you.
From India, Chandigarh
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Does the Factory Act apply to staff working in Haryana Government hospitals, i.e., sub-centres, PHCs, community health centres, and general hospitals? I am referring to class 4, class 3, and class 1 employees, meaning non-skilled, semi-skilled, and skilled staff. Are they entitled to gazetted holidays and Sundays off, or are they required to be on duty even on holidays?
Thank you.
From India, Chandigarh
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Dear R.N.Khola,
I mean, if a doctor, staff nurse, or ward servant working in Haryana Health Services is on duty on a gazetted holiday or Sunday, should a compensatory off be given to him/her? What are the service rules regulating this? Does this apply to everyone, or are the rules different for casualty staff and other officers?
From India, Chandigarh
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I mean, if a doctor, staff nurse, or ward servant working in Haryana Health Services is on duty on a gazetted holiday or Sunday, should a compensatory off be given to him/her? What are the service rules regulating this? Does this apply to everyone, or are the rules different for casualty staff and other officers?
From India, Chandigarh
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Dear Member,
The Factories Act of 1948 does not apply to Haryana Government Hospitals, sub-centers, etc. All the staff and other officers are governed by the Haryana Civil Service Rules. You have to go through these rules for your working conditions.
With Regards,
R.N.Khola
Dear R.N.Khola,
Does the Factory Act apply to the staff working in Haryana government hospitals, sub-centers, Primary Health Centers (PHCs), community health centers, and general hospitals? I mean, do Class 4, Class 3, and Class 1 employees, i.e., non-skilled, semi-skilled, and skilled staff, get gazetted holidays and Sundays off, or are they required to be on duty even on holidays?
Thank you.
From India, Delhi
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The Factories Act of 1948 does not apply to Haryana Government Hospitals, sub-centers, etc. All the staff and other officers are governed by the Haryana Civil Service Rules. You have to go through these rules for your working conditions.
With Regards,
R.N.Khola
Dear R.N.Khola,
Does the Factory Act apply to the staff working in Haryana government hospitals, sub-centers, Primary Health Centers (PHCs), community health centers, and general hospitals? I mean, do Class 4, Class 3, and Class 1 employees, i.e., non-skilled, semi-skilled, and skilled staff, get gazetted holidays and Sundays off, or are they required to be on duty even on holidays?
Thank you.
From India, Delhi
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Hi, this is Sayanti. Can anybody inform me about the early leaving policy of employees from the workplace (before completing duty hours)? For how long can they be allowed to leave early? Please inform me if there is any policy regarding regular latecomers in any company.
Email IDs:
sayanti.sanyal@rediffmail.com
sayanti.sanyal@mnbc.in
From India, Guwahati
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Email IDs:
sayanti.sanyal@rediffmail.com
sayanti.sanyal@mnbc.in
From India, Guwahati
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Can anybody inform the maximum working hour policy for any employees of the company. can anybody leave before the duty timing? Please give me the feedback.
From India, Guwahati
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From India, Guwahati
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Hi,
Please, can anyone advise me on overtime payments? Is there any eligibility for the payment of overtime? In the corporate world, do we need to pay overtime to employees working below executive levels?
Thanks,
Trupti
From India, Pune
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Please, can anyone advise me on overtime payments? Is there any eligibility for the payment of overtime? In the corporate world, do we need to pay overtime to employees working below executive levels?
Thanks,
Trupti
From India, Pune
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Hi,
This is regarding Compensatory Off given to shift employees. As per my knowledge, Compensatory off is not given to general shift employees. Can you tell me the plausible reasons behind this?
Also, according to the Organisation of Working Time Act 1970 for EU, it is required to give a daily rest break of 11 consecutive hours. This might be a reason for not giving comp off to general shift employees as they do get a rest of consecutive 11 hours but is there any such provision in the Indian law?
The ILO guidelines on comp off also mention a rest of 10 hrs in 24 hrs but is India a signatory of the same?
From India, New Delhi
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This is regarding Compensatory Off given to shift employees. As per my knowledge, Compensatory off is not given to general shift employees. Can you tell me the plausible reasons behind this?
Also, according to the Organisation of Working Time Act 1970 for EU, it is required to give a daily rest break of 11 consecutive hours. This might be a reason for not giving comp off to general shift employees as they do get a rest of consecutive 11 hours but is there any such provision in the Indian law?
The ILO guidelines on comp off also mention a rest of 10 hrs in 24 hrs but is India a signatory of the same?
From India, New Delhi
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Hi,
I am working as a training coordinator in a safety service provider company. My office timings are 9 to 7, including a 30-minute lunch break. There is 6 days of working, and I used to commute by train, which takes almost 1.5 hours to reach the office and the same to come back. So, after returning home, nothing can be done except having food and going to bed.
Can anybody suggest what to do?
From India, Mumbai
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I am working as a training coordinator in a safety service provider company. My office timings are 9 to 7, including a 30-minute lunch break. There is 6 days of working, and I used to commute by train, which takes almost 1.5 hours to reach the office and the same to come back. So, after returning home, nothing can be done except having food and going to bed.
Can anybody suggest what to do?
From India, Mumbai
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We are covered under the Shops and Establishment Act, and we work 8 1/2 hours, 6 days a week. What is the solution to get it to a 5-day week, and what are the minimum to maximum working hours for the week an employee needs to put in.
From India, Mumbai
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From India, Mumbai
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Dear Member,
For information regarding hours of employment, breaks, and rest intervals, please refer to the applicable Shops and Establishment Act in your state. If your unit falls under The Industrial Disputes Act, 1947, then prior to making any adjustments to the employment terms, you should review section 9A and schedule IV of this Act.
Regards,
R.N.Khola
From India, Delhi
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For information regarding hours of employment, breaks, and rest intervals, please refer to the applicable Shops and Establishment Act in your state. If your unit falls under The Industrial Disputes Act, 1947, then prior to making any adjustments to the employment terms, you should review section 9A and schedule IV of this Act.
Regards,
R.N.Khola
From India, Delhi
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Hello,
Reality is quite different from this. Many companies have a 9-hour working day with 6 working days. Sometimes, employees are made to work for more than 9 hours, and they cannot complain, thus risking their job.
What could the employees do in such a case?
Regards,
Harpreet
From India, Lucknow
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Reality is quite different from this. Many companies have a 9-hour working day with 6 working days. Sometimes, employees are made to work for more than 9 hours, and they cannot complain, thus risking their job.
What could the employees do in such a case?
Regards,
Harpreet
From India, Lucknow
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Dear Member,
First, examine under which Act and Rules you are allowed to have overtime (OT) from the employees/workers, and then review the OT provisions/rules in that applicable Act/rules.
Regards,
R.N.Khola
From India, Delhi
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First, examine under which Act and Rules you are allowed to have overtime (OT) from the employees/workers, and then review the OT provisions/rules in that applicable Act/rules.
Regards,
R.N.Khola
From India, Delhi
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Total working hours per week are 48 hours (not exceeding that; if exceeded, the company needs to pay overtime). This means 8.30 hours per day, and on the weekend (Saturday), we can consider it as a half day, with the remaining time being 5.30 hours.
Regards,
Ravi
From India, Visakhapatnam
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Regards,
Ravi
From India, Visakhapatnam
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Dear Friends, Just want to double check, is it 8hrs inclduing the lunch break or excluding the break? A quick reply would be appriciable. Thanks, Manish
From India, Ernakulam
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From India, Ernakulam
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Dear Manish,
Eight hours excluding break.
Regards,
R.N.Khola
Dear Friends,
Just want to double-check, is it 8 hours including the lunch break or excluding the break? A quick reply would be appreciated.
Thanks,
Manish
From India, Delhi
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Eight hours excluding break.
Regards,
R.N.Khola
Dear Friends,
Just want to double-check, is it 8 hours including the lunch break or excluding the break? A quick reply would be appreciated.
Thanks,
Manish
From India, Delhi
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I agree with what Harpreet has quoted. In reality, very few companies follow the 48-hour work week. However, I don't know why there is no action taken against them. The fact that employees don't want to jeopardize their employment stops them from complaining about it. Management feels that once hired, they have every right to get the work done regardless of the time. Unfortunately, HR professionals themselves refrain from pushing management on this issue as they feel they need the job.
Regards,
Neha
From India, Chandigarh
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Regards,
Neha
From India, Chandigarh
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Dear,
I want to know if we handled the company-owned retail showroom, then what will be our maximum working hours in that showroom because these days the company is forcing us to do 12-hour shifts forcefully.
Thanks,
Anonymous
From India, Delhi
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I want to know if we handled the company-owned retail showroom, then what will be our maximum working hours in that showroom because these days the company is forcing us to do 12-hour shifts forcefully.
Thanks,
Anonymous
From India, Delhi
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My question is, I am working in a company-owned retail showroom. Previously, we worked in shifts from 10 am to 7 pm and the second shift started from 1 pm to 10 pm. It was up to us to choose our preferred shift. However, now our company is forcing us to work from 10 am to 10 pm, totaling 12 hours a day for 6 days. Do they have the right to enforce this according to Indian labor law?
Thanks,
Prince
From India, Delhi
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Thanks,
Prince
From India, Delhi
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Dear All,
As per the Factories Act, the maximum limit of working hours is 9 hours in a day and 48 hours in a week. However, it can be exceeded with the previous approval of the Chief Inspector in order to facilitate shift changes.
Regards,
Siba
From India, Pune
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As per the Factories Act, the maximum limit of working hours is 9 hours in a day and 48 hours in a week. However, it can be exceeded with the previous approval of the Chief Inspector in order to facilitate shift changes.
Regards,
Siba
From India, Pune
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Dear Member,
Welcome to CiteHR. The employer is to make payment of wages to the employed person for his work done or of employment up to such date as per the applicable Act, e.g., Payment of Wages Act, 1936, State Shops & Establishment Act, etc.
R.N.Khola
From India, Delhi
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Welcome to CiteHR. The employer is to make payment of wages to the employed person for his work done or of employment up to such date as per the applicable Act, e.g., Payment of Wages Act, 1936, State Shops & Establishment Act, etc.
R.N.Khola
From India, Delhi
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Please Give the Answer that if the Company will violates the Rule 51,54 is there any punishment by the labor court in andhra pradesh. Regards Vishva
From India, Kakinada
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From India, Kakinada
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Dear T. Sivasankaran,
What are the working hours of the employee if the worker will work continuously for 12 hours in 7 days? Does this violate labor laws, and what action will the labor court take against the company? Please clarify, sir.
From India, Kakinada
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What are the working hours of the employee if the worker will work continuously for 12 hours in 7 days? Does this violate labor laws, and what action will the labor court take against the company? Please clarify, sir.
From India, Kakinada
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Hey friends,
I am a shift engineer working on a three-shift basis. I am forced to work in the 1st and 3rd weeks or 2nd and 4th weeks in the night shift, totaling 14 days per month. Are there any rules to break this method? This is completely management-driven.
By Rampattss.
From India, Thanjavur
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I am a shift engineer working on a three-shift basis. I am forced to work in the 1st and 3rd weeks or 2nd and 4th weeks in the night shift, totaling 14 days per month. Are there any rules to break this method? This is completely management-driven.
By Rampattss.
From India, Thanjavur
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Maximum working hours can be 8 hrs including the lunch time (If the organization is 5 days working)
From India, Mumbai
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From India, Mumbai
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Dear Seniors,
Please let me know if the company is enforcing its staff to work 12 hours per day for night shifts or day shifts. The company is also insisting that employees work at least six hours on Sundays. Additionally, the company pays its staff on the 25th of every month.
In this case, what do our labor laws stipulate to protect us as employees? I am eagerly awaiting your valuable reply or feedback.
Thanks & Regards.
From India, Mumbai
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Please let me know if the company is enforcing its staff to work 12 hours per day for night shifts or day shifts. The company is also insisting that employees work at least six hours on Sundays. Additionally, the company pays its staff on the 25th of every month.
In this case, what do our labor laws stipulate to protect us as employees? I am eagerly awaiting your valuable reply or feedback.
Thanks & Regards.
From India, Mumbai
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I have a basic doubt. If an employee comes in the first shift (6 am - 2 pm) and continues in the second shift (2 pm - 10 pm), is it in violation of the daily working hours provision under the Factories Act?
Would you like to know if an employee working across two shifts within a day aligns with the daily working hours regulation specified in the Factories Act?
From India
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Would you like to know if an employee working across two shifts within a day aligns with the daily working hours regulation specified in the Factories Act?
From India
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Please clarify if a retail showroom has to work on national holidays 26th January, 15th August, and 2nd October. What permissions need to be obtained by the employer and from whom?
Kindly respond urgently.
Thank you
From India, New Delhi
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Kindly respond urgently.
Thank you
From India, New Delhi
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Facts about Indian Labour Law Pitfall on Our Compensation & Benefits System.pdf