[Rocky]

Originally Posted by GringoCArlos

Rocky made one small error (at least in the way that I understand what he wrote) in saying that because you gave him a raise in January, his benefits cost went up proportionally (if he meant equally up). The benefits would not be calculated as the employee receiving 10,000 a month for liquidation purposes if you were to fire him today.

If you had been paying him 8,000 a month since last January, and then this January you gave him a raise to 10,000, then should you fire him today, you would calculate his AVERAGE wages for the past 12 months (= (8,000 x 11) + (1 x 10,000)= monthly average of 8,166 per month right now. In March, his average wages would rise to 8,333, etc.

Overtime should be paid for anything over 44 hours a week. And no, the Labor Code won't allow things like 4 days x 11 hours a day without a hassle between the employer and the Labor Board - the Free Zones have tried to get this kind of change allowed, but it has been a tough fight.

The employee has a work contract with you under the Labor Code, whether written or implied, so if you want to change the terms, yes he must agree with the changes.

Unless the law has changed, then the benefits are proportionate to his/her latest salary.
Have you been made aware of some change in that law, that it is no longer the case?