Avoid non-compliance with overtime law and learn these 9 overtime regulations
Employees who earn above the earnings threshold, as laid out by legislation, it's usually agreed that some overtime has already been included in their salaries, and that excessive overtime will be remunerated at the discretion of management.
But employees who earn below this threshold (R205 433, 30) have overtime regulations that apply to them.
Here are 9 overtime regulations for you to learn in order to avoid finding yourself on the wrong side of the law...
An employer may not require, or allow, an employee:
· To work overtime
unless in line with an agreement; and
· To learn more than 12 hours a day or 10 hours' overtime
An employer must pay an employee at least 1.5 times the employee's wage for overtime
work done, except for Sundays which must be paid at double time.
You don't have to pay your employees overtime
the four alternatives you have that can save you thousands on your staff's salaries this month...
regulation#2, and an agreement may allow for an employer:
· To pay an employee not less than his ordinary wage for overtime
worked and give the employee at least 30 minutes' time off on full pay for every hour of overtime
· Grant an employee at least 90 minutes' paid time off for every hour of overtime
An employer must grant paid time off, in terms of 'overtime regulation#3', within 1 month of the employee becoming entitled to it. But an agreement may increase the 1 month period, stated above, to 12 months.
An agreement made in terms of overtime
regulation#1, when the employee starts employment or within 3 months after employment, falls away within 1 year.
The method of payment (either pay or appropriate time off on full pay) will be authorised by the Managing Director and is dependent on the nature of work and the requirements of the company.
Would you like to learn what the other 3 regulations are? Then subscribe to the Practical Guide to HR Management
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