Country's labour laws
|Country's labor laws||
Labor Standards Act. 1. Working conditions that are subject to employers and employees must be negotiated and agreed to the acceptance of both parties. When agreed, and then can not be changed arbitrarily. 2. Prohibit employers on wage discrimination in working conditions, hours of work claimed by reason on race or work status. 3. No employer discrimination on women workers. 4. The scope of enforcement. Applied in the workplace, business type defined 17 categories, including, but not location. Operators to employ only relatives who were eating with their employer as a member of the family and does not include employees of home. 5. Contract of employment conditions that define minimum standards of employment law does not apply and the contract is not required unless the life of the contract. Or a contract termination timing of the project to be considered no more than 1 year old contract and the employment contract must specify on wages and employment conditions, working hours to clear. And employers may not contract of employment to adjust claims if employees abuse 6. To terminate employment. Employers must notify employees at least the prior 30 days or employer may pay. The average wage is the period of 30 days notice instead of time. Excluding the case of termination due. Reason why natural disasters or other avoidance is not. Or terminate employment due to employee behavior. And does not include employees hired consecutive daily over 1 month or employees hired by the timing of employment. Exact no more than 2 months to hire seasonal employees, or a set period of employment not exceeding 4 months or employee of trial. 7. The pay must be paid in cash and paid directly to employees. The pay must be paid at least 1 time per month by paying the exact date. 8. If the establishment operates a reason to stop employers from division. Employers must pay the allowances 9. Pay for the employee or job performance. Employers must provide guarantees on the number. Payment to pay the proportion of hours thinking. 10,. To pay the minimum wage must be given legal minimum wage. 11. Regular hours 40 hours per week. Or less than 8 hours per day (excluding interval) if working more than 6 hours, employers must provide employees with at least 45 minutes live and work if more than 8 hours will need to stay at least 1 hour. 12. To pay overtime. If the employee working hours than normal. Employers must pay more in between 25% - 50% of wages in the normal working hours or wages in the normal working day. If a work period 22.00 - 05.00 hrs the next day or 23.00 am - 06.00 pm the next day to pay an extra 25%. 13. Annual holiday. Employers must provide employees with a weekly holiday for at least 1 day and make a holiday with the annual wage guidelines are as follows. - Who work for 6 consecutive months and the number of days from 80% up to employers to provide. Annual vacation 10 days. - For those who work 6 consecutive months from 1 year to stop up again 1 day and a holiday. Annual increase of leisure time work accounted for 1 day each year until the day breaks. 14th. The labor children. - Employers will hire children under the age of 15 years is not. - Employers must retain evidence of birth employee under 18 years of working at it. - Parents or guardians will employment contract. And children did not receive wages instead. - Normal working hours of child labor 40 hours per week. (Including self-hour) and 7 hours per day. (Total hours of self). - Employers to employees under 18 years of age working during 22.00 - 05.00 pm but is not hiring male employees aged over 16 years of age in the form of shift. - Employers must be held to those under 18 years of age work in the following manner. - Work of cleaning grease check or repair machinery or equipment may be hazardous generator. - Add or remove line DRIVING BELT machine while running. - ใชั lift or potential hazardous work or work of heavy lifting. As specified in the Ministerial Regulations. - Prohibit employers to hire people under the age of 18 years working with toxic materials or materials that drug may cause harm. Explosive inflammable material. Or work in a place where dust thermal radiation, gas pressure or location may cause. Threat to health welfare and safety. 15. The use of women workers. - No employer using female workers aged less than 18 years of age work in order 1-5 business type (For details, the office workers) working overtime more than 6 hours per week or more than 150 hours per year or work on holidays. And not to the women workers work more than 12 hours of overtime period of 2 weeks. - No employer using female workers aged less than 18 years of age work in between 22.00 am -05.00 pm, except on a new business in order to 6,7,13 or 14 or a job or business phone specified in the Ministerial Regulations. That is not harmful to the health and welfare of women workers. Or in the nature of work required. Night work, such as the manufacturing sector and food processing etc.. - No employer using female workers under 18 years of age work underground. Except as specified by the Ministerial Regulations that allow work necessary and temporary. - Prohibit employers to hire pregnant women. Or female child was born within 1 year working on moving heavy objects or work in places with dangerous gas. Or other work that is hazardous to pregnancy and childbirth. Raising children. The nature of these events will be determined by the Ministerial Regulations. - Do employers provide pregnant women due to deliver within 6 weeks or 10 weeks if the twin children that need to leave work. - Do employers provide maternity and women within 8 weeks of clinical work that is hazardous to health. - The case receiving a request. Employers to provide pregnant women working light. - If a pregnant women or women who are being asked not to motherhood employers held overtime. Work on holidays. Or work the night shift. - Women raising children under age 1 year or less can have more room for raising children 2 times each day at least 30 minutes. - For women workers suffering from the problem of the period to order employers to stop work. 16. To pay compensation. Medical treatment. If employees get sick. Or suffer damage because of work. Employers must provide employees receive medical treatment. By employers who pay for health care. Or responsibility on the part of medical treatment needed if a disease due to the scope of work and pay for medical care to the Ministerial Regulations. Compensation due to the strike. If employees do not receive wages. Have become dangerous due to medical care can not work the employer must pay compensation at a rate 60% of average wages during the strike. Compensation cases, loss of physical function or organ. For employees who suffer harm. Or illness as a result of work or loss of organs. Physical work of organs. Employer must pay compensation which is calculated according to the severity of the loss. Total compensation will be paid equal wages multiplied by the average number of days specified in the Ministerial Regulations as severe loss of it. If within 3 years, but the day he received medical treatment. Symptoms not improved employee employer may choose to pay compensation because the outage is equal to the number 1,200 on the average wage paid at time and then not be responsible to pay compensation under this Act. For cases diagnosed officers. Employee negligence resulting in harm experienced. Illness due to work or not employers are responsible to pay compensation during the strike and the loss of organs. If employees ถึงแก่ death due to work. Employer must pay compensation to the heirs amount equal to average pay multiplied by 1,000 days and cremation. Managing the body as the average wage multiplied by 60 days the employer will not pay compensation according to labor standards laws. If compensation has been paid by insurance or other laws and legislation. People have arguments about the diagnosis on the face of illness danger. Or death due to work. Medical treatments. The amount of compensation or other issues related to compensation can apply for a monitoring and diagnostics also can appeal judge's ruling to the commission staff compensation (Workmen's Accident Compensation Insurance Referee) with.