Central Government specifies wages of Rs. 18,000 per month under section 1(6) of the Payment of Wages Act, 1936.
NOTIFICATION NO. SO 2260(E), DATED 11-9-2012
In exercise of the powers conferred by sub-section (6) of section 1 of the Payment of Wages Act, 1936 (4 of 1936), the Central Government, based on the figures of the Consumer Expenditure Survey published by the National Sample Survey Organisation, hereby specifies Rupees eighteen thousand per month as the wages under the said sub-section (6).
Regards,
Kamal
From India, Pune
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186NOTIFICATION NO. SO 2260(E), DATED 11-9-2012
In exercise of the powers conferred by sub-section (6) of section 1 of the Payment of Wages Act, 1936 (4 of 1936), the Central Government, based on the figures of the Consumer Expenditure Survey published by the National Sample Survey Organisation, hereby specifies Rupees eighteen thousand per month as the wages under the said sub-section (6).
Regards,
Kamal
From India, Pune
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Where we found the attached notification or some details in this. please share if any clerification are there. need more detail. Regards, ajay Sharma
From India, Palampur
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From India, Palampur
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Dear Ajay Attached here is the copy of notification, hope this will suffice you. Regards,
From India, Secunderabad
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From India, Secunderabad
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Dear All, Pls clarify whether this notification will supercede the respective State/s prescribed Minimum Wages ? Awaits response pls. Thks, AK Sharma
From India, Mumbai
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From India, Mumbai
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Dear All, The said notification will only result in ceiling of ESI contribution and facilities. This is no where connected with minimum wages or any kind of salary.
From India, Secunderabad
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From India, Secunderabad
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Dear Mr. S. K. Giridhar,
How will we consider the same, only i.e., "The said notification will only result in a ceiling of ESI contribution and facilities. This is nowhere connected with minimum wages or any kind of salary."
Thanks,
Subroto Mukherjee
From India, Mumbai
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How will we consider the same, only i.e., "The said notification will only result in a ceiling of ESI contribution and facilities. This is nowhere connected with minimum wages or any kind of salary."
Thanks,
Subroto Mukherjee
From India, Mumbai
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Lets not confuse Payment of Wages Act with Minimum Wages Act or ESIC Act.
All these act are separate from each other having separate set of objectives. These acts provides separate set of obligations/compliances of the employers.
The objective of the Payment of Wages Act, 1936 is to (1) regulate payment of wages, imposition of fines and deductions from wages, and (2) eliminate all malpractices by laying downwage periods and time and mode of payment of wages etc.
This Act ensures payment of wages in a particular form at regular intervals without unauthorized deductions. The compliance of the Payment of Wages act is applicable to the employees getting wages upto 18,000/- per month
Obligations of Employers as per Payment of Pages Act:-
Every employer is primarily responsible for payment of wages to his employees.
a.) Every employer should fix the wage-period, which may be per day, per week or per month, etc., but in no case it should exceed one month.
b.) Employer should make timely payment of wages. If the number of employees is less than 1000, then wages must be paid within 7 days of the expiry of the wage period, and in other case within 10 days of the expiry of the wage period. Besides, all payments of wages should be made only on a working day.
c.) Wages should be paid in cash or by cheque or by crediting in employee’s bank account, after obtaining his written consent.
d.) The employer should not make any unauthorized deductions from wages.Employer can make permissible deductions such as for income tax, recovery of loans and advances, employee’s subscription to provident fund, and with his written consent for payment of life insurance premium, purchase of Government securities, deposits in any Post Office Savings Bank, contributions to any labor welfare fund and fees for membership of any trade union, etc. etc.
e.) In case of death of an employee, all amounts payable to him as wages should be paid to his nominee or legal heir.
Hope doubts of you guys are clear now.
Regards,
Kamal
From India, Pune
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All these act are separate from each other having separate set of objectives. These acts provides separate set of obligations/compliances of the employers.
The objective of the Payment of Wages Act, 1936 is to (1) regulate payment of wages, imposition of fines and deductions from wages, and (2) eliminate all malpractices by laying downwage periods and time and mode of payment of wages etc.
This Act ensures payment of wages in a particular form at regular intervals without unauthorized deductions. The compliance of the Payment of Wages act is applicable to the employees getting wages upto 18,000/- per month
Obligations of Employers as per Payment of Pages Act:-
Every employer is primarily responsible for payment of wages to his employees.
a.) Every employer should fix the wage-period, which may be per day, per week or per month, etc., but in no case it should exceed one month.
b.) Employer should make timely payment of wages. If the number of employees is less than 1000, then wages must be paid within 7 days of the expiry of the wage period, and in other case within 10 days of the expiry of the wage period. Besides, all payments of wages should be made only on a working day.
c.) Wages should be paid in cash or by cheque or by crediting in employee’s bank account, after obtaining his written consent.
d.) The employer should not make any unauthorized deductions from wages.Employer can make permissible deductions such as for income tax, recovery of loans and advances, employee’s subscription to provident fund, and with his written consent for payment of life insurance premium, purchase of Government securities, deposits in any Post Office Savings Bank, contributions to any labor welfare fund and fees for membership of any trade union, etc. etc.
e.) In case of death of an employee, all amounts payable to him as wages should be paid to his nominee or legal heir.
Hope doubts of you guys are clear now.
Regards,
Kamal
From India, Pune
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Dear All,
The following is a proper and simple explanation:
"The Payment of Wages Act applies to all employees whose wages are less than Rs. 10,000 per month. The Government of India, Ministry of Labour and Employment, in exercise of the powers conferred by sub-section (6) of Section 1 of the Payment of Wages Act, has amended the relevant section, and the wage limit for coverage has been enhanced to Rs. 18,000 per month."
A copy of the notification has been attached by Mr. S K Giridhar in the thread. I hope this has made it clearer for everyone.
Regards,
Bharghavi
From India, Bangalore
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The following is a proper and simple explanation:
"The Payment of Wages Act applies to all employees whose wages are less than Rs. 10,000 per month. The Government of India, Ministry of Labour and Employment, in exercise of the powers conferred by sub-section (6) of Section 1 of the Payment of Wages Act, has amended the relevant section, and the wage limit for coverage has been enhanced to Rs. 18,000 per month."
A copy of the notification has been attached by Mr. S K Giridhar in the thread. I hope this has made it clearer for everyone.
Regards,
Bharghavi
From India, Bangalore
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If an employee's salary is $10,000.00 per month, can they file a case in labor court against their employer for any compensation or not? I believe that an employee currently earning $18,000.00 per month can also file a case in labor court. Please provide justification.
From India, Delhi
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From India, Delhi
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@Sunil
Only a workman (as defined in the ID Act) can approach a labor court. Labor courts are constituted to settle disputes arising out of the ID Act. Wages or designations of employees are not the criteria to decide whether an employee is a workman or not. It is the nature of duties of the employee which will have the final say on the matter.
Regards, Kamal
From India, Pune
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Only a workman (as defined in the ID Act) can approach a labor court. Labor courts are constituted to settle disputes arising out of the ID Act. Wages or designations of employees are not the criteria to decide whether an employee is a workman or not. It is the nature of duties of the employee which will have the final say on the matter.
Regards, Kamal
From India, Pune
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