Dear Seniors,
I have recently joined a 3-star hotel in Delhi as an HR Manager. Here we are giving 15 CLs and 15 PLs to all employees. But I believe the leaves are entitled as per law, whether the company comes under the Factory Act or the Delhi Shop and Establishment Act. Please guide me on whether the hotel would come under the Factory Act or Shop and Establishment Act?
One more doubt: Here we are paying the kitchen staff as per minimum wages (for unskilled workers) i.e., Rs 5278. Is this correct? And if someone has graduated, will the scale change accordingly? Should we pay them Rs 7020?
Please suggest.
Regards
From India, Delhi
Acknowledge(0)
Amend(0)
I have recently joined a 3-star hotel in Delhi as an HR Manager. Here we are giving 15 CLs and 15 PLs to all employees. But I believe the leaves are entitled as per law, whether the company comes under the Factory Act or the Delhi Shop and Establishment Act. Please guide me on whether the hotel would come under the Factory Act or Shop and Establishment Act?
One more doubt: Here we are paying the kitchen staff as per minimum wages (for unskilled workers) i.e., Rs 5278. Is this correct? And if someone has graduated, will the scale change accordingly? Should we pay them Rs 7020?
Please suggest.
Regards
From India, Delhi
Acknowledge(0)Amend(0)
To answer your first question, it is Shops and Establishment Act.. To second question: no idea.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Dear Komal,
Minimum wages are always paid based on the category of work a person is doing, not on the basis of his/her qualification. Suppose a person is doing some unskilled job, then he becomes a graduate; it doesn't affect the nature of his work. So, he will get paid as per his category, i.e., unskilled, semi-skilled, skilled, or highly skilled.
From India, New Delhi
Acknowledge(0)Amend(0)
68Minimum wages are always paid based on the category of work a person is doing, not on the basis of his/her qualification. Suppose a person is doing some unskilled job, then he becomes a graduate; it doesn't affect the nature of his work. So, he will get paid as per his category, i.e., unskilled, semi-skilled, skilled, or highly skilled.
From India, New Delhi
Acknowledge(0)Amend(0)
it comes under shops and commercial establishment act. CL- 12 SL- 12 PL-12 (After one year)
From India, Lucknow
Acknowledge(0)Amend(0)
From India, Lucknow
Acknowledge(0)Amend(0)
Dear Komal, Hotel industry covered by two acts. The manufacturing/production area is under factories act 1948 and the serving area is under shops & establishment act. Regards, Rajendra prasad
From India, Warangal
Acknowledge(0)Amend(0)
From India, Warangal
Acknowledge(0)Amend(0)
Leaves you need to give as per the [FONT=Arial]Act. In Delhi [as per Shops and Establishments Act], it should be 15 PL; one can get 12 CL annually. An employee who has completed a period of one month in continuous service shall be entitled to not less than one day's casual leave. The PL shall not be credited in advance at the beginning of the financial year. Since this is earned leave and becomes due only after working, in each financial year depending on attendance records, PL shall be credited at 5 days for every four-month cycle on 1st August, 1st December, and 1st April.
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Hi,
With reference to your query, the number of leave days differs from one company to another based on company policy and in accordance with the law. PL (Privilege Leave) will be 15 days (equivalent to 1.5 days for every 20 days worked), CL (Casual Leave) will be 12 days, and SL (Sick Leave) will be 7 days.
The company management has the flexibility to design the leave policy according to their specific requirements and working procedures.
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
With reference to your query, the number of leave days differs from one company to another based on company policy and in accordance with the law. PL (Privilege Leave) will be 15 days (equivalent to 1.5 days for every 20 days worked), CL (Casual Leave) will be 12 days, and SL (Sick Leave) will be 7 days.
The company management has the flexibility to design the leave policy according to their specific requirements and working procedures.
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
1. Is it mandatory to get registered for all the offices under the Shops and Establishment Act.
2. Can you please inform me which is the office/location that handles registration in Delhi for the Shops and Establishments Act.
Thank you,
From India, New Delhi
Acknowledge(0)Amend(0)
2. Can you please inform me which is the office/location that handles registration in Delhi for the Shops and Establishments Act.
Thank you,
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Mr. Komal,
All hotels and restaurants come under the Catering Establishments Act. I recommend purchasing a Catering Establishment Act book to determine leave entitlements as per the act. Regarding the minimum wages act, wages are calculated based on the employee's designation. By referring to the minimum wages act for Delhi, you can find specified wages for different positions. You should select the appropriate wages for the kitchen staff from there. The employee's educational qualifications, such as holding a degree, do not impact the wage scale.
Regards,
P. Karunakaran
From India, Madras
Acknowledge(0)Amend(0)
All hotels and restaurants come under the Catering Establishments Act. I recommend purchasing a Catering Establishment Act book to determine leave entitlements as per the act. Regarding the minimum wages act, wages are calculated based on the employee's designation. By referring to the minimum wages act for Delhi, you can find specified wages for different positions. You should select the appropriate wages for the kitchen staff from there. The employee's educational qualifications, such as holding a degree, do not impact the wage scale.
Regards,
P. Karunakaran
From India, Madras
Acknowledge(0)Amend(0)
Dear All,
My name is Murali Krishna, and I work as an HR professional in a private company. I would like to request clarification on a matter.
We have been deducting Provident Fund (PF) contributions based on the fixed basic salary and submitting them to the PF Department. Currently, we calculate 30% of the basic salary from the Gross Salary (GS), on which a 12% PF deduction is made. Our salary components include Basic, House Rent Allowance (HRA), and Special Allowance. The total amount of these components is equal to or more than the Minimum Wages set by the A.P. Government. However, when we consider 30% of the basic salary based on GS, the Special Allowance exceeds the basic salary. Consequently, the PF deductions are made based on the basic salary.
Unfortunately, the PF authorities have raised concerns stating that the basic salary is significantly lower than the special allowance. They have also pointed out that we are not complying with the Minimum Wages requirement in the basic salary component.
My question is whether the Minimum Wages (MW) should be calculated based on the Total Gross Salary or only on the Basic Salary. If MW should be calculated on the basic salary alone, then I will need to make adjustments to our salary structure.
I would appreciate it if you could provide clarification on this matter.
Best regards,
Murali Krishna
Email: murali_uma2003@yahoo.com
From India, Hyderabad
Acknowledge(0)Amend(0)
My name is Murali Krishna, and I work as an HR professional in a private company. I would like to request clarification on a matter.
We have been deducting Provident Fund (PF) contributions based on the fixed basic salary and submitting them to the PF Department. Currently, we calculate 30% of the basic salary from the Gross Salary (GS), on which a 12% PF deduction is made. Our salary components include Basic, House Rent Allowance (HRA), and Special Allowance. The total amount of these components is equal to or more than the Minimum Wages set by the A.P. Government. However, when we consider 30% of the basic salary based on GS, the Special Allowance exceeds the basic salary. Consequently, the PF deductions are made based on the basic salary.
Unfortunately, the PF authorities have raised concerns stating that the basic salary is significantly lower than the special allowance. They have also pointed out that we are not complying with the Minimum Wages requirement in the basic salary component.
My question is whether the Minimum Wages (MW) should be calculated based on the Total Gross Salary or only on the Basic Salary. If MW should be calculated on the basic salary alone, then I will need to make adjustments to our salary structure.
I would appreciate it if you could provide clarification on this matter.
Best regards,
Murali Krishna
Email: murali_uma2003@yahoo.com
From India, Hyderabad
Acknowledge(0)Amend(0)
For purposes of PF te Basic + DA should not be less than the prescribed minimum wage. Vasant Nair
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
I am in chennai. HR Manager of Savera Hotel Limited, my division it is under Tamil Nadu catering Establishment act and Andhra Pradesh it is Factories act. Thanking you
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Hotel comes under the category of Shops and Establishment Act.
The criteria for minimum wages are based on the nature of work being performed by the person and not on the basis of qualifications and experience of the individual.
(Dinesh)
From India, Bharat
Acknowledge(0)Amend(0)
The criteria for minimum wages are based on the nature of work being performed by the person and not on the basis of qualifications and experience of the individual.
(Dinesh)
From India, Bharat
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Minimum wages Oil Industry 2021 - 2022.pdf