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Three speed increases in legal compensation for additional hours worked

All data for partial and full employment – When evidenced overtime, paid overtime and how. What changes in part-time………

With three speeds will run lawful compensation for extra hours worked in part-time and full-time, after the enactment of provisions promoted the development polynomoschediou.

Time work now institutionalized increment 12% for each additional hour worked beyond the agreed, while for those who exceed the daily or weekly full employment limits already applicable surcharge 20% for overtime and 40% for overtime. The new regime, additional work in part-time employment will no longer cumulative with the agreed exceed the daily schedule, namely 9 hours for a 5-day work and 8 hours for 6-day work.

Analytically, the statutory maximum daily working time of an employee who is employed by status 5nthimeris full working week represents 9 hours. Conversely, for those employed full 6 day working week scheme, the statutory maximum daily hours are 8 hours.

The pay increases for the extra work so formed into three levels:

1. overtime:

In operations where applicable contractual working hours to 40 hours a week, the employee may work 5 extra hours a week without overtime accounted.
These hours overtime (41or, 42or, 43or, 44or, 45time) They paid the hourly rate paid plus against 20% and not included in the authorized overtime limits. For those employees working 6 day surplus labor is 8 hours a week (from 41st to 48th hour).

Caution, to give overtime and the employee is entitled to the additional 20% the hourly rate of, criterion is not the next, but the weekly employment, and even that takes place during weekdays (not count Sundays and holidays).

Therefore, if the employee is not exceeded during weekdays conventional weekly limit 40 hours, not entitled to the bonus (hourly wage plus 20%), He has not conducted overtime. namely, if the total hours not exceed 40 hours a week there is surplus labor. In order to overwork, exceeded the required 40 hours per week and up 45 hours for a 5-day (5 overtime hours) and up 48 hours for six days (8 overtime hours).

2. Overtime:

In operations where applicable contractual working hours to 40 hours a week, considered as overtime employment beyond 9 hours per day, in order for workers with the 5-day working week system. In contrast to workers with the 6 day working week system, considered as overtime employment beyond 8 hours per day.

The overtime is paid with the hourly rate plus 40% (pay until completion 120 hours per year, subject to the provisions on money overtime). Caution, in the case of overtime, consider not weekly, but the daily work.

This means that, if an employee 6 day working week exceeded 8 hours a day, is entitled to increase the hourly 40% for the 9th and each subsequent hour, whether it will exceed the level in weeks 40 cumulative hours of work.

Ie no overtime when the employee worked in excess of eight hours per day (for six-day work) or over nine hours per day (for a five-day work), even if the overload that is not exceeded that stipulated by law maximum weekly working limit (40 hours).

Respectively, the beyond 45 hours weekly employment of the employee the 5-day employment undertakings considered overtime, as the same is true for employees working 6 day and exceed 48 hours the week. Ie there is overtime, It requires overcoming 9 for five days or 8 on six-day-hour day, irrespective of weekly working hours.

3. Additional work in part-time:

The extra work in part-time, if not exceeded in the case because the weekly or daily schedule to the limits of overtime or overtime not paid at premium. Longer be increased, 12% on the agreed fee for each additional hour of work which the employee is employed in part-time will provide. The new provision put additional clause stipulating that the additional work can be carried out in’ maximum until the completion of the full daily working hours of a comparable worker (until 9 hours a day for a 5-day and up 8 hours a day for 6 day).

For example:
Suppose a worker employed in part-time from Monday to Friday (5nthimeros) for 4 hour daily (total 20 hours). If the need arises for additional work 3 hours one day a week, that the paid hours of this extra work;

Every hour in excess of the agreed 4 hour should be remunerated with hourly surcharge 12%. consequently, the employee is entitled to remuneration 12% on hourly for three more hours. While not resulting excess 40 hour working week. Therefore there is no question of surplus labor (increment 20%). also, not the limit violation of 9 hours per day,, therefore, there is no question of overtime (increment 40%).

Suppose a worker employed in part-time from Monday to Friday (5tractable) for 6 hours per day (total 30 hours). If the need arises for additional work 3 hours one day a week, how paid hours of this additional work;

Every hour in excess of the agreed 6 hours should be remunerated with hourly surcharge 12%. consequently, the employee is entitled to remuneration 12% on hourly for three more hours. Simultaneously, not clear excess 40 hour working week (33 hours), therefore no question of surplus labor (increment 20%). also, not the limit violation of 9 hours per day, therefore there is no question of overtime (increment 40%).

Suppose a worker employed in part-time from Monday to Friday (5tractable) for 6 hours per day (total 30 hours). If the need arises for additional work 3 hours two days a week, how paid hours of this additional work;

Every hour in excess of the agreed 6 hours should now be rewarded with an hourly surcharge 12%. consequently, the employee is entitled to remuneration 12% on the hourly wage of the 3 additional hours per day. Simultaneously, not clear excess 40 hour working week (36 hours), therefore no question of surplus labor (increment 20%). limit also no violation of 9 hours a day so there is no issue of overtime (increment 40%).

Suppose a worker employed in part-time from Monday to Friday (5nthimeros) for 6 hours per day (total 30 hours). If the need arises for additional work 3 hours four days a week, how paid hours of this additional work;

Every hour in excess of the agreed 6 hours should now amoifthei with hourly surcharge 12%. Therefore, the employee is entitled to remuneration 12% on the hourly wage of the 3 additional hours per day. Simultaneously, resulting exceeded 40 hour working week (42 hours), therefore question of surplus labor and the two additional hours must amoifthoun with surcharge 20%. But not the limit violation of 9 hours per day, therefore there is no question of overtime (increment 40%).

According to the new provision, the worker (6hour, 5nthimero) It can not be given for extra work over 3 hours per day, because it exceeds the full daily working hours of a comparable worker (until 9 hours a day for 5 days).

What about the rotating and intermittent employment

Job rotation is considered employment in fewer days per week or fewer weeks per month or less months year, but always full daily working hours. namely, job rotation is a specific part-time form, during which the employee is employed 1 or 2 or 3 or 4 days per week or fewer weeks per month or less months year, but always in full daily working hours. With,Regarding the job rotation system, statutory (ceiling) daily working time corresponds to 8 hours. This means that the job rotation every extra hour worked over 8 hours a day is considered to be compensated as overtime (increment 40%).

For example, even a worker employed by job rotation scheme from Tuesday, Thursday and Friday at 8 hours per day (total 24 hours). If you attend, for example, the Thursday of that week need for additional work 1 time, how the time of this additional work is remunerated; The 9th time employment of the employee is considered overtime, the resulting additional fee 40% (obtained, of course, account and the maximum overtime limits for workers in industrial, craft enterprises, farms and operations).

Intermittent employment is one in which an employee works fewer than 5 or 6 days a week and part time. If, for example, a worker employed on days Tuesday and Wednesday on a week day 5oro (intermittent employment) and should work on a Tuesday 2 Additional hours will be as follows amoifthei: There is no question of surplus labor, because there is no excess 40 hours per week, nor overtime. The additional work 2 hours, i.e., the 6th and 7th hour, They paid with the hourly rate plus 12%.

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