[et_pb_section fb_built=”1″ _builder_version=”3.22″][et_pb_row _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text admin_label=”Internship” module_class=”posttitle” _builder_version=”4.9.7″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”]<\/p>\n
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The current statutory minimum wage (SMW) is now set at $40 per hour as at 1 May 2023. It is calculated by multiplying the total number of hours worked by the employee in the wage period by the SMW rate. According to section 6<\/a>\u00a0of the\u00a0Minimum Wage Ordinance<\/a>\u00a0(\u00a0Cap. 608<\/a>\u00a0), \u201ca payment made to an employee in any wage period for any time that is not hours worked by the employee MUST NOT be counted as part of the wages payable in respect of that or any other wage period\u201d. This means the remuneration for total number of hours worked should not include rest day pay, holiday pay, annual leave pay, or sick allowance, etc.<\/p>\n Section 2<\/a>\u00a0of the\u00a0Employment Ordinance<\/a>\u00a0(\u00a0Cap. 57<\/a>\u00a0) states that wages as defined refers to all remuneration, earnings, allowances such as travelling allowances, attendance allowances, commission, and overtime pay, etc. Therefore, if the employers have paid wages to the employees in that wage period lower than the statutory minimum wage, additional remunerations must be paid.<\/p>\n According to\u00a0section 32<\/a>\u00a0of the\u00a0Employment Ordinance<\/a>\u00a0(\u00a0Cap. 57<\/a>\u00a0), certain items can be deducted from the wages payable but must be included in the calculation of the minimum wage. These items may include, but are not limited to, damage to or loss of goods, meals, accommodation, recovery of any advance or over-payment of wages, recovery of any loan made to the employee by the employer, etc.<\/p>\n Youth employees should be aware of whether or not the\u00a0Minimum Wage Ordinance<\/a>\u00a0(\u00a0Cap. 608<\/a>\u00a0) applies to them. Normally, the ordinance applies to every employee, his or her employer and the contract of employment under which he or she is engaged. However,\u00a0section 7(4) and (5)<\/a>\u00a0of the Ordinance states that it does not apply to student interns and work experience students during a period of exempt student employment.<\/p>\n To be a student intern, as defined in\u00a0section 2<\/a>\u00a0of the ordinance, the student employees should be:<\/p>\n There is no restriction on the age of participants or the duration of the internship.<\/p>\n To be an exempted work experience student, he or she should also be enrolled in the same kind of programme as stated in point (i) or (ii) above. However, unlike a student intern, the work experience student does not necessarily need to take part in an internship arranged or endorsed by the educational institutions providing the programmes or have the work related to a curriculum. Additional requirements are that the work experience student should be under the age of 26 years at the beginning of the employment and as stated in\u00a0section 3<\/a>\u00a0, the period of exemption can at most be a continuous period of up to 59 days. There should at most be only one period of exempt student employment during the same calendar year. The student employee also has to make a statutory declaration verifying this fact and provide the declaration (or copy) to the employer.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" [et_pb_section fb_built=”1″ _builder_version=”3.22″][et_pb_row _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text admin_label=”Internship” module_class=”posttitle” _builder_version=”4.9.7″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”] XI. Internship [\/et_pb_text][et_pb_text _builder_version=”4.9.7″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” hover_enabled=”0″ sticky_enabled=”0″] A. Statutory minimum wage 1. Current Policy The current statutory minimum wage (SMW) is now set at $40 per hour as at 1 May 2023. It is calculated by […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":" Adoption is a legal process by which parental rights and responsibilities over a child are transferred from the birth parents to the adoptive parents. An adoption in Hong Kong must be effected in accordance with the Adoption Ordinance , Cap. 290<\/a> , Laws of Hong Kong. The guiding principle in the adoption process is the \u201cbest interests of the child\u201d ( section 8<\/a> of the Adoption Ordinance<\/a> ).<\/p> Local adoption service in Hong Kong is provided by the Adoption Unit of the Social Welfare Department and three non-governmental organizations, as Accredited Bodies:<\/p> The statutory requirements concerning the accreditation system in respect of local adoption in the HKSAR are set out in sections 26<\/a> , 26A<\/a> and 26B<\/a> of the Adoption Ordinance<\/a> .<\/p>","_et_gb_content_width":"","footnotes":""},"categories":[25,33,29],"tags":[],"class_list":["post-528","post","type-post","status-publish","format-standard","hentry","category-child-and-youth-affairs","category-rights-of-youth-as-employee","category-topics"],"yoast_head":"\n2. Deductions from wages<\/h3>\n
3. Exemptions under the Ordinance<\/h3>\n
Student Interns<\/h3>\n
\n
Exempted work experience student<\/h3>\n