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Does working on Sunday count as working overtime in your company?

by , 29 April 2013
A dedicated employee who showed up for work on a Sunday in the US helped prevent a huge mess thanks to frozen pipes which left standing water in 60% of the building, says AppealDemocrat. This damage would have been worse if the employee had only shown up for work the following day, like the rest of the company. But does this count as working overtime? It all depends on how you structure your employees' working week.

According to the Basic Conditions of Employment Act (BCEA), the amount of overtime you can legally ask your employees to work can't be more than 10 hours a week.
Added to this, you can't let an employee work more than 12 hours on any one day – that's including overtime and an hour's lunch break, says the Labour Law for Managers Loose Leaf.
At a push, you can agree to increase the maximum amount of overtime to 15 hours a week. But this agreement can't apply for more than two months in any 12-month period, explains Taryn Strugnell on FSP Business
It's common practice for companies to stagger their shifts so that employees don't work overtime alone, but do you know how to pay your employee if he agrees to work overtime on a Sunday?
Here's what to pay your employee if he works overtime on a Sunday… 
If your employee does work overtime on a Sunday, you must pay double his normal wage for each hour worked. 
That's unless Sunday is an ordinary day of work for him, as it is in most Muslim countries and Israel.
So if your company's parent company is based in a Muslim country or Israel, Sunday is probably a normal working day for you, says Wikipedia
Here's what to pay your employee if Sunday's part of his normal work week…
If it is, you'll have to pay him at least one and a half times his wage for each hour he works, explains the Labour Law for Managers Loose Leaf.
But if the employee works less than his normal shift on a Sunday, and his pay for the time he works on that Sunday is less than what he receives for a normal day, you must still pay him his ordinary daily wage.
Simple as that.

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