ŠĻą”±į>ž’ rtž’’’q’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’’ģ„Į7 šæ@NbjbjUU !‚7|7|1J’’’’’’l€€€8øŌœ9¶|pģē1é1é1é1?(2<d5< 8$Õ9 õ;ČÄ8Ä8&Ł8&&&–ē1&ē1&J &Z/‡1Ó1p Ą_BĘ÷YÅl€˜†Ÿ1Ó1ļ809§1,½<#ņ½<Ó1&Ł RESEARCH, LEGISLATION AND LABOUR STANDARDS DIVISION ROAD HAULAGE INDUSTRY REMUNERATION ORDER REGULATIONS 1989 SYMBOL 167 \f "Symbol"SYMBOL 167 \f "Symbol"SYMBOL 167 \f "Symbol"SYMBOL 167 \f "Symbol"SYMBOL 167 \f "Symbol"SYMBOL 167 \f "Symbol"SYMBOL 167 \f "Symbol"SYMBOL 167 \f "Symbol"SYMBOL 167 \f "Symbol" THE INDUSTRIAL RELATIONS ACT Regulations made by the Minister under section 96 of the Industrial Relations Act. Govt. Notice No. 8 of 1990 Effective 01.09.1989 GN No. 141 of 1990 wef 01.02.1990 GN No. 223 of 1993 wef 01.01.1994 GN No. 191 of 1997 " 01.07.1997 GN No. 137 of 1998 " 01.07.1998 GN No. 126 of 1999 " 01.07.1999 GN No. 165 of 2000 " 01.07.2000 GN No. 132 of 2001 " 01.07.2001 GN No. 182 of 2002 " 01.07.2002 GN No. 171 of 2003 " 01.07.2003 GN No. 158 of 2004 " 01.07.2004 Previous : (G N No 99 of 1975, 131/75, 47/76, 151/76, 152/78, 66/79, 138/81, 333/81, 122/83, 207/83) 1. These regulations may be cited as the Road Haulage Industry (Remuneration Order) Regulations 1989. 2. In these regulations - "continuous employment"means the employment of a worker under an agreement or under more than one agreement where the interval between one agreement and the next does not exceed 28 days; "driver" means a worker in possession of a valid driving licence for the vehicle he is required to drive and who - (a) drives a motor vehicle such as a lorry, a van or a trailer for the transport of equipment, goods, other materials and personnel; (b) makes minor repairs and keeps the vehicle clean and in good running order; (c) carries out daily routine maintenance and checks; (d) reports any mechanical defects promptly to his employer; and (e) helps the motor mechanics, if required, when his vehicle is under repair; "driver grade I" means a driver who drives a vehicle of over 10 tonnes; "driver grade II" means a driver who drives a vehicle of more than 5 tonnes but not more than 10 tonnes; "driver grade III" means a driver who drives a vehicle of not more than 5 tonnes; "earnings" - (a) means basic wages; and (b) includes - (i) wages for work done in excess of a normal day's work or on a public holiday; (ii) remuneration paid under paragraphs 6 to 9 of the Second Schedule; "factory" - (a) has the same meaning as in the Labour Act; and (b) includes any premises where - (i) saline water is processed for extraction of salt; (ii) a lime kiln is operated; (iii) aloe fibre leaves or thread are processed or treated; (iv) any article is adapted for sale; "helper" means a worker who accompanies a driver for the purpose of loading and unloading the materials carried in the vehicle; "lorry attendant" means a worker who accompanies a lorry driver for the purpose of changing a flat tyre, attending to the pressure of tyres and securing any cargo carried by the vehicle and doing similar light duties; "road haulage industry" - (a) means the industry relating to the transport by van, lorry or trailer of equipment, building materials, personnel, goods and other materials; (b) includes the use of such transport by private owners or commercial and other firms and factories, in connection with their trade or business; (c) does not include - (i) an export enterprise; (ii) a distributive trade; (iii) a light metal industry; (iv) the sugar industry; (v) the construction industry; (vi) the baking industry; (vii) the cinema industry; (viii) the catering industry; (ix) the nursing homes; and (x) the tea industry; "worker" means a person who has entered into or works under a contract of service with an employer in the road haulage industry, whether the contract is oral or in writing. 3 (1) Subject to regulation 5 and paragraph 9 of the Second Schedule, every worker shall be- (a) remunerated at the rates specified in the First Schedule; and (b) governed by the conditions of employment specified in the Second Schedule. (2) The rates specified in the First Schedule include the appropriate additional remuneration payable under the Additional Remuneration Act. (3) Where a scale of wages applies to a worker, he shall be remunerated at the rate specified in the First Schedule in accordance with the number of completed years of service he reckons with the employer in the particular trade or category which applies to him.(G N No 223/1993) 4. Any agreement by a worker to relinquish his right to a paid holiday or to forego such leave shall be void. 5. Nothing in these regulations shall - (a) prevent an employer from paying a worker remuneration at a rate higher than that specified in the First Schedule or from providing him with conditions of employment more favourable than those specified in the Second Schedule; (b) authorise an employer to reduce a worker's remuneration or to alter his conditions of employment so as to make them less favourable. 6. These regulations shall be deemed to have come into operation on 1 September 1989. 7. The Road Haulage Industry (Remuneration Order) Regulations 1975 are repealed. Made by the Minister on 29 December 1989. SECOND SCHEDULE (regulation 3) 1. Normal working hours (1) Subject to subparagraphs (2) and (3), a normal working week shall consist of 45 hours made up of - (a) 8 hours on each of 5 days of the week other than public holidays; (b) 5 hours on one day of the week other than a public holiday. (2) No worker shall be required on any day to start work within 10 hours of his last work stoppage. (3) Every worker shall be entitled on every working day to - (a) a meal break of one hour; (b) two tea breaks of 10 minutes each, the first to be taken not earlier than 2 hours before lunch and the second not later than 2 hours after lunch. 2. Extra work (1) A worker who - (a) works on a public holiday shall be remunerated - (i) for the first 8 hours, at twice the basic rate; (ii) thereafter, at 3 times the basic rate; (b) performs more than a normal day's work on any other day shall be remunerated at one and a half times the basic rate. (2) A worker may be required to perform up to 10 hours extra work per week, exclusive of work done on a public holiday. 3. Notional calculation of basic rate For the purpose of determining remuneration due for extra work or any other cause - (a) a month shall be deemed to consist of 26 days; (b) a day shall be deemed to consist of 8 hours. 4. Payment of remuneration (1) Every worker shall be paid his wages during working hours - (a) in the case of a monthly worker, not later than the second working day of the following month; (b) in every other case, not later than the last working day of the week. (2) Every employer shall, at the time of paying the wages of a worker, issue to him a payslip stating inter alia - (a) the worker's name; (b) the total wages and each item of allowance; (c) all deductions made and the reasons therefor; (d) the total number of days on which he was present at work; (e) the number of hours of extra work performed by him and the corresponding extra payment; and (f) his social security number. 5. Special allowances GN No 223/93 (1) Every worker who is required to perform extra work after 6 p.m. shall, in addition to any remuneration due under paragraph 2, be paid a meal allowance of Rs 15 per day. (2) Every helper who is, in addition to his duties, required to perform the duties of a lorry attendant shall receive a duty allowance of Rs 15 per day. (3) Every lorry attendant who is, in addition to his duties, required to perform the duties of a helper shall receive a duty allowance of Rs 20 per day. 6. Annual leave (1) (a) Where a worker has remained in continuous employment with the same employer for 12 consecutive months, he shall, in the following 12 months, be entitled to 14 days' annual leave on full pay. (b) Seven days of the annual leave may be taken consecutively at such time as the worker may, on application made to and approved by the employer, elect. (c) The remaining 7 days shall be taken at such time as the worker and the employer may agree or, in default of agreement, at such time as the employer may determine. (d) A worker who wishes to take more than one day's leave shall give his employer not less than 7 days' written notice. (e) A worker who has been absent from work for one day may elect to have it reckoned as one day of his annual leave. (2) A worker shall be paid a normal day's pay in respect of each day's annual leave still due to him at the end of a period of 12 consecutive months except where before the end of the period he has - (a) not applied for the leave specified in subparagraph (1); (b) been dismissed from his employment for misconduct; (c) broken his agreement. 7. Sick leave (1) Subject to subparagraph (2), where a worker who has remained in continuous employment with the same employer for 12 consecutive months is sick, he shall during the following 12 months be entitled to - (a) 21 days' sick leave on full pay; and (b) a further period of 15 days on half pay in respect of any time which is - (i) wholly spent in a clinic or hospital; or (ii) certified by a medical practitioner of the clinic or hospital as necessary for the recuperation of the worker's health after his discharge from the clinic or hospital. (2) Where a worker is absent owing to sickness, he shall notify his employer of the fact on the first day of absence and, if the illness lasts for more than 4 consecutive days, he shall forward a medical certificate to that effect so as to reach his employer on the fifth day of absence. (3) An employer may, at his own expense, cause a medical practitioner of his own choice to examine a worker who is absent owing to sickness. 8. Public holidays (1) Where a worker, other than a monthly paid worker, has remained in continuous employment with the same employer for 12 consecutive months, he shall be entitled, in the following 12 months, to a normal day's wages in respect of every public holiday, other than a Sunday, that occurs while he is in the service of the employer and on which he is not required to work. (2) Where a worker who would otherwise have been entitled to a normal day's wages under subparagraph (1) or a monthly paid worker is called upon to work on a public holiday, other than a Sunday, he shall be paid at the end of the next pay period one normal day's wages in addition to any remuneration due under paragraph 2. 9. Piece rate work (1) Subject to subparagraph (2), a worker may be required to perform piece work for his employer at such rates, to be agreed upon between them, which shall not be less than a sum exceeding the relevant rate specified in the First Schedule by 10 per cent. (2) Where a worker is required to perform piece work on a public holiday or in excess of a normal day's work he shall be remunerated at a rate which shall not be less than a sum exceeding that to which he would be entitled under paragraph 2 by 10 per cent. 10. Protective equipment (1) Every employer shall provide - (a) a plastic raincoat with a hood every 2 years to every worker who is required to work in an open vehicle not fitted with a fixed canopy or a properly secured canopy-like metal structure supporting a tarpaulin of adequate size and good condition to provide adequate shelter to workers; (b) 2 uniforms every year to every worker who reckons at least 12 months' continuous employment with the employer; (c) a pair of shoes and a beret or cap every year to every helper who reckons at least 12 months' continuous employment with the employer. (2) The first uniform, the pair of shoes and the beret or cap specified in subparagraphs(1) (b) and (1) (c) respectively shall be issued at the beginning of the month following the month in which these regulations are made. (3) Any protective equipment provided under subparagraph (1) shall remain the property of the employer. 11. Travelling benefits GN No 223/93 (1) Every worker shall be paid the return bus fare where the distance between his residence and the place where he reports for work exceeds 4.8 km (3miles). (2) Subject to the distance limit specified in subparagraph (1), every worker who attends work by his own means of transport shall be entitled to an allowance equivalent to the corresponding return bus fare. 12. Court proceedings (1) Where fines are imposed by a Court of law - (a) due to the state of the vehicle which a driver is required to drive, such fines shall be borne by the employer; (b) due to the conduct of a driver, such fines shall be borne by the driver. (2) Remuneration shall be paid by the employer in respect of -- (a) any period spent by a worker in going to, attending or returning from a court in relation to proceedings in which he has been acquitted of an offence. (b) any period spent by a worker in going to, attending or returning from a court in relation to proceedings arising out of the state of the vehicle he is required to drive, irrespective of the verdict. 13. End of year bonus GN No 223/93 (1) Where a worker has remained in continuous employment with the same employer for 12 consecutive months in a year,he shall, at the end of that year, be entitled to a bonus equivalent to 1/12 of his earnings for that year. (2) Every worker who - (a) takes employment during the course of the year; (b) is still in employment as at 31 December; and (c) has performed a number of normal days' work equivalent to not less than 80 per cent of the working days during his employment in that year, shall be entitled at the end of that year to a bonus equivalent to 1/12 of his earnings for that year. (3) Seventy-five per cent of the expected bonus specified in subparagraphs (1) and (2) shall be paid not later than 5 clear working days before 25 December and the balance not later than on the last working day of the same year. (4) For the purpose of this paragraph, a day on which a worker - (a) was absent with his employer's authorisation ; (b) has reported for work but has not been offered work by his employer; or (c) has absented himself on ground of - (i) illness after notification to his employer under paragraph 7(2) of the Second Schedule, (ii) injury, shall count as a working day. 14. Death grant GN No 223/93 Where a worker who has remained in continuous employment with the same employer for not less than 12 consecutive months dies, the employer shall pay an amount of Rs 2000 - (a) to his spouse; or (b) if he leaves no spouse, to the person who has borne the funeral expenses. 15. Termination of employment Where a worker who is not paid monthly has remained in continuous employment with the same employer for 6 consecutive months, he shall, if his service is terminated on any ground other than misconduct, be entitled to not less than 14 days' notice. 16. Gratuity at death (1) Where a worker who has remained in the continuous employment of an employer for not less than 10 years dies, the employer shall pay a gratuity. (2) Where the death of a worker in employment occurs after the age of 60, the gratuity under subparagraph(1) shall be payable only if the worker has not been paid severance allowance in accordance with the Labour Act after reaching the age of 60, by the employer. (3) The gratuity specified in subparagraph (1) shall be paid - (a) in a lump sum and calculated according to the formula NxW/2; (b) to the deceased worker's spouse or where he leaves no spouse,in equal proportions to his dependants; irrespective of any benefits the worker or his dependants may be entitled to under Part V of the National Pensions Act. (4) For the purpose of - (a) subparagraph (3) (a) - (i) "N" means the number of years of service; and (ii) "W" means the last monthly wage of the worker; (b) subparagraph (3)(b) - (i) "spouse" means the person with whom the worker had contracted a civil or religious marriage and with whom he lived under a common roof at the time of his death; (ii) "dependant" means any person who was living in the deceased worker's household and was wholly or partly dependent on his earnings at the time of his death. 17. Gratuity on retirement before 60 on medical ground (1) Where a worker who has been in the continuous employment of an employer for not less than 10 years retires before the age of 60 on ground of permanent incapacity to perform his work duly certified by a Government Medical Practitioner, the employer shall pay a gratuity. (2) The gratuity specified in under subparagraph (1) shall be paid in a lump sum and calculated according to the formula N x W/2. (3) For the purpose of subparagraph(2) - (i) "N" means the number of years of service; and (ii) "W" means the last monthly wage of the worker. (4) The gratuity under subparagraph (1) shall be paid irrespective of any benefits to which the worker may be entitled under Part V of the National Pensions Act. 18. Attendance bonus (1) Every worker who, during a period of one month, does not absent himself from work on any day on which he is required to work, shall be entitled at the end of that month to an attendance bonus of not less than 5 per cent of the basic wages he has earned for that month. (2) For the purpose of subparagraph (1), absence on annual leave and injury leave following injury arising out of and in the course of employment shall not be reckoned as absence from work. 19. Maternity benefits GN Nos 141/90 & 223/93 (1) Subject to subparagraph (2), where a female worker has remained in continuous employment with the same employer for 12 months immediately preceding her confinement, she shall, on production of a medical certificate, be entitled to - (a) 12 weeks’ leave on full pay to be taken at her discretion before and/or after confinement provided that at least 6 weeks' leave shall be taken immediately following the confinement; and (b) an allowance of Rs 500 payable within 7 days of her confinement. (2) Where a female worker who has at any time had 3 confinements is pregnant, she shall not be entitled to the benefits specified in subparagraph(1) but she shall be entitled to only the leave specified in subparagraph(1)(a) without pay. (3) Where a female worker suffers a miscarriage which is duly certified by a Government Medical Officer, she shall be entitled to a minimum of 2 weeks' leave on full pay. 20 Overseas leave GN No 223/1993 (1) Subject to subparagraph(3), every employer shall grant to every worker reckoning continuous employment with him for a period of at least 15 years, one overseas leave of at least two months to be wholly spent abroad. (2) At least one month of the leave specified in subparagraph(1) shall be with pay, such pay being effected in advance and at least 7 days before the worker proceeds abroad. (3) The overseas leave shall be taken at such time as the worker and the employer may agree depending on the exigencies of the service. 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