The “no work, no pay” principle completely applies to special non-working days unless a favorable company policy dictates otherwise legally.
How does the “no work, no pay” principle legally apply to special non-working days? Read More »
Working on a standard special non-working day legally entitles the covered employee to receive 130% of their standard daily wage.
What is the exact premium pay rate for physically working on a special non-working day? Read More »
Working on a special non-working day that is also an official rest day legally yields 150% of the basic wage.
Overtime pay is the legally mandated additional compensation strictly required for work rendered beyond the standard eight hours daily.
How does the labor law officially define overtime pay for all covered employees? Read More »
Ordinary overtime work on a standard working day legally requires the payment of an additional 25% of the hourly rate.
What is the strictly legal overtime pay rate on an ordinary working day? Read More »
For successive holidays, an unpaid absence before the first forfeits both legal pays, unless the employee works on the first.
How is holiday pay legally handled when there are two successive regular holidays? Read More »
Regular holidays occurring during a temporary company shutdown or machinery repair period must still be fully compensated by the employer.
Piece-rate workers legally receive holiday pay based on their average earnings over the preceding seven days, respecting basic minimum wage.
How is holiday pay legally calculated for employees strictly paid on a piece-rate basis? Read More »
Seasonal workers are explicitly legally excluded from receiving mandatory holiday pay during their inactive off-season when they are not working.
Workers without regular days like stevedores remain fully legally entitled to receive holiday pay despite their inherently irregular working schedules.
