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2021 is here. It is a year that we need more than ever of small and big getaways – Read in detail the New Years holidays and the three days.
In fact, there are many that you will searchn the ideal days in 2021 that will allow them to travel for a few days, as long as conditions allow.
Enough three days are created according to the dates that fall on some of the 2021 holidays.
Detailed vacation 2021:
New Year: Friday, January 1, 2021
Epiphany: Wednesday, January 6, 2021
Green Monday: Monday, March 15, 2021
Annunciation of the Virgin: Thursday 25 March 2021
Good Friday: Friday, April 30, 2021
Holy Saturday: Saturday, May 1, 2021
Help: Saturday, May 1, 2021
Easter Sunday: Sunday, May 2, 2021
Easter monday: Monday, May 3, 2021
Pentecost: Sunday, June 20, 2021
Holy Spirit: Monday, June 21, 2021
Assumption of Mary: Sunday, August 15, 2021
NO day: Thursday, October 28, 2021
Christmas: Saturday, December 25, 2021
Meeting of the Virgin: Sunday, December 26, 2021.
The three days created in 2021, for holidays:
Three days January 1-3 (January 1 – New Years – Friday)
Three days March 13-15 (3/15/2021 Clear Monday)
Three days June 19-21 (6/21/2021 Holy Spirit – Monday)
Three days December 25-27 (12/25/2021 Christmas)
There are also 4 days: Holy Week from 4/30/2021 – 5/3/2021 (Good Friday to Easter Monday).
What are mandatory vacations and how are they paid?
Custom holidays often confuse employees as to whether they should work on these days and whether, of course, they are paid in increments. The New Year does not belong to the mandatory holidays by law, but to the usual ones that are granted based on special regulations in the BCC, Labor Regulations, etc., either on a regular or voluntary basis by the employer.
The difference between mandatory vacations and regular or optional vacations is that the employment of employees is prohibited on mandatory vacations. and the operation of businesses other than those that legally operate on Sundays and holidays.
Thus if an employee is employed these days extra will be paid. Specifically, you will receive an additional salary and a 75% surcharge calculated on the legal hourly wage for as many hours as you work that day.
During optional vacations, the employer decides whether the company will operate, in which case employees are obliged to work if so decided.
They are not entitled to any salary other than the monthly salary, but are responsible for the 75% increase calculated over the legal hourly wage for the number of hours they work that day.
On mandatory holidays it is not legal to offset a day of rest due with the mandatory holiday.
Penalties
In the event that the employer, without the authority’s permission, employs the staff on Sundays or on compulsory holidays, they are punished with imprisonment of up to 6 months and a fine.
Compensation for days off
- For companies that do not operate
In companies that do not operate, the usual salary is paid without any surcharge to those that receive a salary, while those that are paid a salary are paid their monthly salary.
- For companies that operate legally
Employees who will be employees have the right to:
1) if they are paid a daily wage, their usual wage paid and a 75% surcharge that will be calculated on their legal hourly wage for as many hours as they work
2) In case employees are paid with a monthly salary:
a) In the case of companies that are late on Sundays and holidays and that operate exceptionally on mandatory holidays, 1/25 of their normally paid salary and an additional 75% surcharge on the legal salary for the number of hours of job
b) In the case of companies that legally operate on Sundays and other legal holidays, only a 75% surcharge is owed, which is calculated at 1/25 of their legal salary for as many hours as they work.
Where more favorable terms (for example, BCC, Rules of Procedure, business custom or custom) apply with respect to increases in pay for work on a mandatory holiday or Sunday, they prevail.
Mandatory days and custom holidays
The days of compulsory leave that have been determined by law and during which all industrial, artisan, commercial, professional activity, as well as the employment of salaried workers are prohibited are the following:
– March 25th
– Easter monday
– the feast of the Assumption of the Virgin (August 15)
– the feast of the Nativity of Christ (December 25).
– Second day of Christmas (December 26) (article 42 of Law 4554/2018)
– May 1 is defined as a mandatory holiday (article 14 of Law 4468/2017).
In addition to the previous (mandatory) holidays, they have been established by various organizations, large companies and other days of the year, celebrated or not, as holidays. These days are treated as holidays, whether they are defined by the Company Regulations, or by custom, or by Collective Agreement, arbitration award, decree, internal regulations or by business custom. These holidays are:
– New Year
– Epiphany
– Monday net
– Good Friday
– Holy Spirit
– Great local festivals.
On compulsory holidays the New Year and October 28
The incorporation of January 1 and October 28 to mandatory holidays includes the draft law of the Ministry of Labor on labor regulations that will be presented in January 2021.
October 28 belongs today to the optional holiday (unless otherwise provided by BCC, DA or the law).
The operation of companies and consequently the employment of employees in them belong exclusively to the discretion of the employer, in which case the employees are obliged to work if so decided.
Likewise, January 1 does not belong to the mandatory holidays by law, however they are granted based on special regulations in BCC, Labor Regulations, etc., either regularly or voluntarily by the employer.
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