Izzat's avatar'
Izzat•4 tahun yang lepasAbout Salary & Benefits

Other ways to compensate employee who OT?

Instead of paying. Because his base salary is 4.5k, his OT is too costly
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Rasyid's avatar'
Rasyid•5 tahun yang lepas
Yes you may consider replacement leave if let say he does OT for more than 4 or 5 hours. You can set the condition. Further, you can set that this replacement leave need to cleared within a month or two. We do this for our Executive and above staff when they perform OT.
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Joyce Lai's avatar'
Joyce Lai•5 tahun yang lepas
What we practised at my current company is, for those salary above 2k, the OT will calculate based on 2k only.
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Jeff Chong's avatar'
Jeff Chong•5 tahun yang lepas
If you need this guy and he is willing to work such long hours to do a critical job you under urgent conditions than pay her well. A pivotal job of HR is to be the conscience of the organization. That includes helping he business leaders access their better angels in making this type of decisions.
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Edward911's avatar'
Edward911•5 tahun yang lepas
I would suggest you speak to the employee and get his opinion as well. Instead of forcing him to accept the companies compensation on his, see what he has in mind. He may prefer a replacement day instead. Or may want higher allowance. Companies need not be confined to market practice.
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