Picking up from where we last discussed, today we will take a look at some entitlements in relation to Public Holidays.
Public Holiday entitlement and pay
All employees are entitled to 11 paid public holidays (PH) per year under the Employment Act. If the employee is required to work on a PH, employer is required by law to pay an extra day salary or grant a full day off; giving off-in-lieu is also allowed as an option by employers. Off-in-lieu can be given to all managers and executive level employees, or workmen earning more than $4500 per month and non-workmen earning more than $2700 per month.
Employees are entitled to a gross rate of pay on a PH if he was not absent on the working day immediately before or after the PH or he/she was on authorised leave on the day immediately before or after the PH. Authorised leave refers to sick leave, annual leave and unpaid leave etc.
If the PH falls on a non-working day or off day, Employer needs to compensate with an extra day's pay in lieu of that holiday or give another day off in place of the holiday.
Lastly, employees are not entitled to PH pay if the PH falls on an approved unpaid leave.
Example
Jane works at an accounting firm as a personal assistant earning $4000 per month. A PH happens to fall on a Sunday and her off days are on the weekends i.e. Saturday and Sundays. She is entitled to one day of extra pay or one day of off-in-lieu in this case.
Now, her boss requires her to assist him in a company event that will be held on that particular PH, therefore she was required to work on that PH. As such, her boss can compensate her in a number of ways such as giving her two days of off-in-lieu to cover the PH and the off day, or compensate her with two extra days of pay, or a mixture of both.
That's it for today! I will be covering calculation of salary in the next article.
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