Labor Laws and Worker Rights Quiz

A garde malade's normal workday consists of 12 hours of actual work, excluding breaks. The workday can start on any day, including public holidays.

A worker is entitled to a 24-hour rest period every 7 days. This rest day is usually on a Sunday.

If a worker is required to work 6 days a week, they get paid for a full day even if leaving early after 5 hours of work on the 6th day.

If a worker completes a piece of work, task work, or similar within a shorter time than a normal workday or week, they still get paid for the full day/week.

An employer can request a worker to work on flexitime.

A worker can request to work on flexitime to care for a child under school age or with an impairment.

An employer has 21 days to respond to a worker's flexitime request.

An employer must grant a flexitime request unless there are reasonable business grounds to refuse.

A worker must notify their employer at least 24 hours in advance if they want to work less than the stipulated hours on a specific day.

Workers receive double their normal hourly rate for work done during normal hours on a public holiday.

Workers receive triple their normal hourly rate for work done after normal hours on a public holiday.

Workers receive one and a half times their normal hourly rate for work done on a weekday exceeding normal working hours.

An agreement can specify that the pay includes overtime and public holiday work, but it must clearly state the maximum number of hours for these types of work.

A court order that prevents an individual from selling, mortgaging, or transferring ownership of their immovable property without the permission of the court.

The supervising officer must notify the public about the protective order, including publishing in newspapers.

A list of restrictions placed on a property that could prevent certain actions from happening without the court's consent.

Any individual can apply to the court to change or lift the protective order.

The court can modify or lift a protective order if it's in the interest of justice.

The court can lift the protective order if the worker's owed wages have been paid in full.

The court can discharge the protective order if the case in question has been resolved.

The court can lift the protective order based on its own judgment of what is fair and just.

The minimum wage is a legal minimum amount of money that an employer must pay to their employees. This wage must be adhered to, even if the employee works less hours than usual or is paid on a piece rate basis.

An employee's basic wage or salary depends on their specific situation. For workers whose salary is prescribed, it is the amount stated in their contract, even if they work less hours than usual or are paid on a piece rate basis. However, their actual wage or salary must not be lower than the national minimum wage.

Prior to 2018, workers in the export enterprise sector with prescribed wages that were below the national minimum wage were entitled to receive the national minimum wage plus additional remuneration.

When a worker's salary is not prescribed and not mentioned in their employment contract, their total earnings from the appointed date define their basic wage or salary.

If a worker's salary is not prescribed and they have a contract, their basic wage is determined by the higher amount: either the national minimum wage or the salary agreed upon in their contract.

Previous additional remuneration granted under any legislation is included in the calculation of the basic wage or salary.

Allowance, commission, or benefits that are not part of a worker's base pay or salary are excluded from the basic wage or salary. These are considered additional benefits.

The definition of 'Basic wage or salary' clarifies the calculation of an employee's baseline pay, including various situations like prescribed salaries, contracts, and additional remuneration. It also emphasizes that the national minimum wage must be met.

A fund set up to pay workers in case of employer insolvency, covering basic wages, indemnity for notice, and end-of-year gratuity for up to 3 months.

The maximum amount a worker can receive from the Wage Guarantee Fund Account is 50,000 rupees.

To be eligible for the Wage Guarantee Fund, an enterprise must be declared insolvent by the Supreme Court.

The Wage Guarantee Fund Account is funded by a seed capital, investment interest, and recovered assets from insolvent employers.

Workers need to register a complaint with the supervising officer to claim unpaid remuneration.

Employers are informed of a claim for unpaid wages within 7 days of the claim's registration.

The supervising officer investigates the claim and determines if the worker is eligible for payment.

The supervising officer approves the claim and issues a payment to the worker.

If an employer fails to pay a worker's earned wages within 7 days following a claim, the supervising officer will pay the worker from the Wage Guarantee Fund Account.

The supervising officer will be notified of the amount of the remaining wages owed to a worker following a company liquidation by the liquidator. The liquidator will then deposit a specified amount with the Wage Guarantee Fund Account and pay the remaining balance directly the worker if possible.

If any benefits are paid out to someone who is not eligible, the Director-General will recover the amount in the same manner as income tax.

Within 7 days of a worker submitting a claim for payment, the employer must inform the supervising officer of the date they will pay overdue wages, or if funds are unavailable, the date they plan to make payment.

When a claim is filed, the employer submits details of the worker's remuneration within 7 days to the supervising officer.

If the supervising officer deems the claim to be legitimate, they will notify the employer to pay any overdue wages within 7 days.

An employer must provide written notice to the supervising officer of the date a worker's remuneration will be paid. If funds are unavailable, they must provide the intended date of payment.

The supervising officer has 7 days to pay the worker from the Wage Guarantee Fund Account if the employer fails to pay the remuneration within 7 days following a claim.