Christiana O'Connell-Schizas’ Post

#Saudigazette The amended Saudi Labor Law ensures equal opportunities and treatment in the workplace. Key changes include: Probation Period: Cannot exceed 180 days. Maternity Leave: Extended to 12 weeks. Notice Period for Termination: 30 days for employees and 60 days for employers for open-ended contracts. Paid Leave: Workers will receive 3 days of paid leave for the death of a sibling. Overtime Pay: Workers can choose paid leave instead of overtime wages. Contract Mechanism: Clear guidelines for the duration and renewal of contracts for non-Saudi workers. The Council of Ministers approved amendments to 38 articles, deleted 7, and added 2 new ones. The changes take effect 180 days after publication in the official Gazette. The Ministry of Human Resources emphasized that these amendments aim to enhance job stability, protect workers' rights, improve training opportunities, and align with Saudi Vision 2030. More details are available on the ministry's website.

Labour Day - near universal recognition of the achievements and rights of workers. And isn't it nice that today many workers are given a day of rest (in many cases unpaid if not on full time contracts). No better day than today to reflect on the State of our Labour 1. Do we work eight-hour days? Or more than those eight hours? 2. Who benefits materially from the overtime we devote and produce for our employer? 3. Are we compensated materially for that overtime we put in? 4. Has our financial compensation kept up with the cost of living and housing over the last 5 years? Or our employers' reported profits? 5. On a typical working week, does work uplift our humanity, or suppress it? 6. Do our managers, leaders and working environment uplift our humanity, or suppress it? 7. Is the labour we are doing giving us meaning and fulfilment? 8. If you are responsible for the salaries, well-being and success of working people - are you doing enough to honour their labour and their humanity?

Two thoughts come to mind. As I am working in advertising agency, I had a discussion with a creative on the working hours before. the job like creative, can they make the work both being creative while on strategy and also fit for client's request, within the given working hours, or do they have the proper time to prepare/review/refine the ideas after rounds of internal and external feedback. Or what if the project has been planned for a whole year but only leave limited time for creative to make the work happen because of the market launch time. Most of them are working hard on more hours to create qualified ideas or spending more hours on exploration. that would trigger some consideration on project timeline management, and talent's capabilities & efficiencies. From my observation, some reasons lead to OT 1) due to the relationship of human resource's supply & demand, people tend to work more than 8 hours to increase personal value. Because it's easy to replace by someone else. It's like a war you have to fight with, but if you are not able to join, they will find someone else. 2) depends on the industry you are working, are you uniquely owing some core uncompetitive values that keep your product/service in high demand in the market. 3) what kind of the company culture you are in. or what kind of the culture that your client stands for.

Eid holidays announced by Government of Pakistan and Provincial Governments are from 10 April to 13 April 2024. Although in these holidays all employees are entitled enjoy their vacations with their families yet in certain circumstances due pressure of work, Blue collar and white collar workers , staff and Management may be asked to work on these holidays. Following are the Legal rules which must be followed in order to make them work. 1. An intimation must be sent to Inspector Factories showing details of employees working in these holidays. 2. Organizations must provide them benefit a. OVERTIME at double daily wage and b. substitute holiday. 3. Substitute Holiday may be availed within three days. if this is not possible , they these substitute holidays may be availed at any time by these employees with the consent of Management. #wakeupHR #Labourlaws #employmentLaws #copiedpost

#Copied Eid holidays announced by the Government of Pakistan and Provincial Governments are from 10 April to 13 April 2024. Although in these holidays all employees are entitled enjoy their vacations with their families yet in certain circumstances due pressure of work, Blue collar and white collar workers , staff and Management may be asked to work on these holidays. Following are the Legal rules which must be followed in order to make them work. 1. An intimation must be sent to Inspector Factories showing details of employees working in these holidays. 2. Organizations must provide them benefit a. OVERTIME at double daily wage and b. substitute holiday. 3. Substitute Holiday may be availed within three days. if this is not possible , they these substitute holidays may be availed at any time by these employees with the consent of Management. #wakeupHR #Labourlaws #employmentLaws

23 March Holiday Payment and Unfair Labour Practices. As per the labour laws of Pakistan, a worker working on National holidays ( 14th Aug / 23 March)/ Festival Holidays ( Eid holidays) or Public Holidays (25 Dec / 05 Feb / 1st May) are entitled to following 3 benefits. 1. Normal Daily Wage. + 2. Overtime Payment for all hours worked at double rate of Pay 3. Substitute Holiday on Normal working day. This law needs due attention of our HR/ IR And Compliance departments. Instead of compensating them on these holidays, I have seen people being victimised for not attending offices on holidays. It's high time, Let's educate our HR /IR And ADMINISTRATION Managers on Labour Laws so that they can use their offices and avoid unfair/ illegal acts. They must use their offices to stop these Unfair Labour Laws Practices. Please note that these laws are equally applicable on Management staff/ Officers and Managers. They are also entitled to these benefits if they are made to work on these holidays. Pl talk to your HR departments if you are not being compensated properly. #LabourRights #EmployeeRights #FairTreatment #LabourLaws #WorkplaceEquality #EmployeeBenefits #WorkLifeBalance #LegalCompliance #EmployeeAdvocacy #HRCompliance #UnfairLabourPractices #EmployeeProtection #LabourLawAwareness #WorkplaceJustice #EmploymentLaw #WakeUpHR

The Standing Orders Ordinance, 1968, is a law in Pakistan that regulates the terms and conditions of employment for workers in industrial establishments. It sets out the rules for employers and employees to follow, including provisions related to: 1. Conditions of employment 2. Hours of work and overtime 3. Leave and holidays 4. Termination of employment 5. Dispute resolution The ordinance applies to all industrial establishments in Pakistan, including factories, mines, and other establishments that employ 20 or more workers. Some key provisions of the Standing Orders Ordinance, 1968, include: 1. Written contract: Employers must provide a written contract to employees, outlining the terms and conditions of employment. 2. Hours of work: The ordinance sets out rules for working hours, overtime, and rest periods. 3. Leave: Employees are entitled to annual leave, sick leave, and casual leave. 4. Termination: Employers must follow procedures for terminating employment, including notice periods and severance pay. 5. Dispute resolution: The ordinance establishes procedures for resolving disputes between employers and employees. The Standing Orders Ordinance, 1968, aims to protect the rights of workers and promote fair labor practices in Pakistan.

Narayan Murthy's statement that Prime Minister works 18 hours a day, and therefore, the country's salaried employees should work 70 hours a week, is promoting the concept of an "Over Time Scam." What is the Over Time Scam? In countries like the USA, Japan, and China, people work 40 hours a week. In Germany, it's 34.7 hours a week. In France, it's 35 hours, in Australia, 38 hours, and in England, 48 hours a week. If people ever need to work more, they do so for 40 to 50 or 55 hours, and these extra hours are added to their salary as overtime. In India, the standard is 8 hours a day. If someone works 4 extra hours, it is added as overtime, resulting in higher pay. However, the private sector is now making employees work 12 hours instead of 8. The trend of adding overtime to regular working hours and paying a monthly salary has increased. Despite this, large corporate houses still have a rule of working 8 hours a day due to regulations. Narayan Murthy wants to abolish this rule and make it 12 hours, so workers do not have to be paid overtime.

Eid holidays announced by Government of Pakistan and Provincial Governments are from 10 April to 13 April 2024. Although in these holidays all employees are entitled enjoy their vacations with their families yet in certain circumstances due pressure of work, Blue collar and white collar workers , staff and Management may be asked to work on these holidays. Following are the Legal rules which must be followed in order to make them work. 1. An intimation must be sent to Inspector Factories showing details of employees working in these holidays. 2. Organizations must provide them benefit a. OVERTIME at double daily wage and b. substitute holiday. 3. Substitute Holiday may be availed within three days. if this is not possible , they these substitute holidays may be availed at any time by these employees with the consent of Management. #wakeupHR #Labourlaws #employmentLaws

Eid holidays announced by Government of Pakistan and Provincial Governments are from 10 April to 13 April 2024. Although in these holidays all employees are entitled enjoy their vacations with their families yet in certain circumstances due pressure of work, Blue collar and white collar workers , staff and Management may be asked to work on these holidays. Following are the Legal rules which must be followed in order to make them work. 1. An intimation must be sent to Inspector Factories showing details of employees working in these holidays. 2. Organizations must provide them benefit a. OVERTIME at double daily wage and b. substitute holiday. 3. Substitute Holiday may be availed within three days. if this is not possible , they these substitute holidays may be availed at any time by these employees with the consent of Management. #wakeupHR #Labourlaws #employmentLaws #copied