Town of Farragut’s Post

effective from 2nd Febuary 2022, as per amendments in Labor law (33) of 2021 The law states with regards to Public Holiday as below:- If an employee required to work on a public holiday, the employee is entitled to get paid for overtime . For example , if employee requires to work on 2nd December ( UAE National day), then he/she is entitle to take a "Day in lieu" OR an overtime equal to 50% of his basic wage Computation will be: basic salary x12/52/48x1.50*no of hrs > where as 12 is no of months > 52 is no of weeks per year > 48 is no of hours per week > 1.50 is rate per hour on public holiday "Sharing is caring"

Clause 6(2) of the Main Collective Agreement An employer may not require or permit an employee who is a security officer to work more than - (i) an average of 48 ordinary hours of work in a week over the agreed period; and (ii) an average of ten hours overtime in a week over the agreed period. Calculations of shifts per month should be in line with this clause.

Salary arrangements can be a common form of underpayment. Employees on salary need to be paid at least the minimum rates under their award or enterprise agreement for all the time they are required to work. And that includes any overtime or penalty rates that may apply. An employee's salary may already be high enough to compensate them for extra hours of work. If that’s the case, they likely won’t be entitled to extra pay. But it also may not compensate you them all the additional overtime. So if an employee is doing extra hours, they should check if they are being paid enough. Employees can use the Fair Work Pay Calculator to check if they are already being compensated for all the hours of work under their award: https://lnkd.in/gwTz54k7 #fairwork #salary

Salary arrangements can be a common form of underpayment. Employees on salary need to be paid at least the minimum rates under their award or enterprise agreement for all the time they are required to work. And that includes any overtime or penalty rates that may apply. An employee's salary may already be high enough to compensate them for extra hours of work. If that’s the case, they likely won’t be entitled to extra pay. But it also may not compensate you them all the additional overtime. So if an employee is doing extra hours, they should check if they are being paid enough. Employees can use the Fair Work Pay Calculator to check if they are already being compensated for all the hours of work under their award: https://lnkd.in/gY_gZSys #fairwork #salary

Companies dont want to pay drivers what they are worth when they are doing good job. If you dont believe me look at what responses I have gotten. But first here is what I look for in company and for pay: First 90 days I expect to at least get 28 dollars per hour for 30 days. Now mind you my day is 8 hours long so that comes out to 224 dollars per day. No overtime. 336 dollars with 4 hours overtime 224 +112 = 336 this is time and half So if company want to hire and save money salary would be in order.

Daily Tip: Back to basics... all live-out nannies are entitled to overtime (1.5 X their regular rate) for any hours over 40 in a workweek. Some states have different thresholds (e.g. CA) and if you live in a state that does, you must follow the state guidelines. Many state require live-in nannies to receive overtime and again, if you live in one of those states, the state law applies. There are still a large number of nannies that do not receive OT so let's keep repeating the message.

As per Labour Act 2017 (2074), in situations where employees are required to work overtime, then such overtime hours should not exceed 4 hours per day and 24 hours per week. #didyouknowfacts #labouract2074 #overtimework #merojob #AimHigher

Your fears will hold you back. Learning to overcome fear is difficult. Start small and work on them overtime. You will start to see that your dreams are possible and that your fear does not control you.

🚨 Attention Employers 🚨 As of today, the minimum salary threshold for most exempt employees is $844 per week ($43,888 per year). This is a big jump from the previous threshold of $684 per week ($35,568 per year). If you have salaried employees making less than $43,888 per year, you most likely need to start paying them overtime when they work more than 40 hours in a week. The other option is to raise their salary to the new minimum so they can continue to be exempt from overtime (assuming they meet the other exemption requirements). Any questions? Let's talk.