An employee is not allowed to work for more than twelve hours in a day.  It is only in cases of emergencies like an accident or urgent work to be done to the plant or equipment or abnormal pressure of work due to special circumstances or to prevent loss of perishable goods, should an employee be required to work in excess of twelve hours.  Under no circumstances, should an employee be required to work in excess of twelve hours on a regular basis.  Please contact the Labour Department if you are regularly asked to work for more than twelve hours per day.

Overtime is ordinarily given to daily and hourly rated pay and not salaried employees. However, if your salary does not compensate adequately, the employer may be required to pay you overtime even though you have been classified as a salaried supervisor. In this case, you should seek the guidance of a Labour Officer at the Labour Department.

No. Any work in excess of the normal hours, that is maximum of eight hours, will earn overtime pay. Thus, the employer will be required to pay the worker overtime for the extra hour worked on Mondays to Thursdays.

An employee’s normal hours of work for any one employer should not exceed eight hours. If an employee works in excess of eight hours on a normal work day, he or she is to be paid at the rate one and a half times his or her basic rate of pay. Where an employee works on a public holiday, the employee must be paid a basic hourly rate of at least one and one-half times his or her basic wage for each hour worked in addition to the basic wage of the employee.

No. An employer is only permitted to extend your probationary period where it is in your interest to do so. For example, he or she may extend your probationary period where your absence from work due to illness or injury makes your actual working time on the job insufficient for your employer to make a fair assessment of your suitability for the job.

During your probationary period your employer is expected to ensure that you are given orientation and guidance on how your job should be done and how you should conduct yourself at the job. Your employer should inform you of the company’s human resources policies, its administrative procedures and health and safety policies. Your employer should also provide supervision and regular feedback on your performance.

No. An employer must have a valid and fair reason for dismissing a worker at all times, including during the probationary period. That reason must be connected with the worker’s ability to perform or his conduct on the job or redundancy where the job has been abolished.

No.  Any effort by an employer to offer terms and conditions that are less favourable than those of the Code is not legal.  Your employer may offer you better conditions than those of the Code where it is fair to do so.

 

Department of Labour and Workforce Development

Ashley Ritter Bldg
Road Town, Tortola
Virgin Islands (British) VG1110

Labour Protection Manager

ROLE SUMMARY

The successful applicant to assist with the management of the Department’s daily operations and administrative functions within the labour protection unit to ensure its efficiency and effectiveness.

MAIN RESPONSIBILITIES

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