Objective:
To manage and regulate additional working hours fairly, transparently, and in compliance with applicable labour laws.
Key Components
1. Approval Requirements
- All overtime work must be pre-approved by the reporting manager before it is undertaken.
- Emergency overtime may be approved post-facto in exceptional situations with proper justification.
- Unauthorized overtime will not be eligible for compensation.
2. Compensation
- Overtime may be compensated in either of the following forms:
- Overtime Pay: Additional payment based on company-defined hourly rates or applicable labour law provisions.
- Compensatory Off (Comp Off): Equivalent time off granted in lieu of extra hours worked.
- The method of compensation will be decided by management based on business requirements.
- Overtime rates (if applicable) will be defined in the compensation structure or employment contract.
3. Eligibility
- Overtime applies only to eligible employee categories as defined by the company (generally non-managerial and operational staff).
- Senior management, supervisory, or exempt roles may not be eligible for overtime compensation.
- All overtime must comply with maximum working hours permitted under applicable labour laws.
- Continuous or excessive overtime is discouraged to ensure employee well-being.
4. Documentation
- Employees must maintain accurate time records for all overtime work.
- Overtime should be logged in the HRMS, attendance system, or approved timesheets.
- Managers are responsible for verifying and approving recorded overtime hours.
- Proper documentation (emails, task logs, or approvals) may be required for audit and payroll processing.