Hi Satya,
Could you pls forward me a copy of judgement of this case.
I hope this will help me in sorting out some major problems relating to minimum wages.
my email id is :-
Thanks & regards
Prasad
From India, Mumbai
1Could you pls forward me a copy of judgement of this case.
I hope this will help me in sorting out some major problems relating to minimum wages.
my email id is :-
Thanks & regards
Prasad
From India, Mumbai
Dear All ,
pls. let me know if the employee is in goverment sector. and he is payroll emplyee. but he is not getting increment from last 20 years. his current age somewhere 40 years old.
what he should do for the same.
waiting for reply
with regards,
Anita
9967666605
pls. let me know if the employee is in goverment sector. and he is payroll emplyee. but he is not getting increment from last 20 years. his current age somewhere 40 years old.
what he should do for the same.
waiting for reply
with regards,
Anita
9967666605
Can employees in the Management Cadre of a limited Engineering sector company contest legally if they are being paid basic which is less than the minimum wages prescribed for skilled labor under the Minimum Wages Act for the labor in the Engineering Sector?
Please post an immediate reply herein and also on the email id:
From India, Mumbai
Please post an immediate reply herein and also on the email id:
From India, Mumbai
Once when I approached such a case, the question of the ALO was that paying a sum or amount of money cannot be referred to as "wage," maybe a bonus or other outstanding or loan. Thus, I had to argue that the amount paid was not "wage," and I won.
Though the present national labor, economic, and employment conditions, the Labor Department has nothing to do in the Cities or Corporates on MW act or SCE Act, as they need the annual and monthly return for which one paid employee is required to maintain the register and books, who is well-versed with the relevant rules. It is an extra burden for any establishment in the present economic crisis and the commercial type HRM. It is my view that this type of Labor Rules is necessary subject to agreement by the employer.
Instead, if the Labor Department forces any "pan dookans" for MW and/or SCE, the reaction would be uncivilized. (As I have seen the ALO bargains in an Electric Shop (sale). Besides, the commercial establishment should have the competent income to pay the minimum wage notified by the State.
Today, the 6th of March 2010, see the situation of Kerala State, (Raw Rice 25/- per Kg and Raw Dal Rs.80/- per Kg, Sugar is Rs.44/- per Kg, Bus fare Rs.0.60 per Km) increased price of provisions and vegetables and transportation and based on it, the MW should be somewhere between 10,000/- to 12,000/-. Has anybody thought about the practicability? It is a foul play to impose such an Act in such a fluctuating market situation in any place in the world. But, if there is a reliable complaint, a case can be filed by the LO.
From India, Kochi
Though the present national labor, economic, and employment conditions, the Labor Department has nothing to do in the Cities or Corporates on MW act or SCE Act, as they need the annual and monthly return for which one paid employee is required to maintain the register and books, who is well-versed with the relevant rules. It is an extra burden for any establishment in the present economic crisis and the commercial type HRM. It is my view that this type of Labor Rules is necessary subject to agreement by the employer.
Instead, if the Labor Department forces any "pan dookans" for MW and/or SCE, the reaction would be uncivilized. (As I have seen the ALO bargains in an Electric Shop (sale). Besides, the commercial establishment should have the competent income to pay the minimum wage notified by the State.
Today, the 6th of March 2010, see the situation of Kerala State, (Raw Rice 25/- per Kg and Raw Dal Rs.80/- per Kg, Sugar is Rs.44/- per Kg, Bus fare Rs.0.60 per Km) increased price of provisions and vegetables and transportation and based on it, the MW should be somewhere between 10,000/- to 12,000/-. Has anybody thought about the practicability? It is a foul play to impose such an Act in such a fluctuating market situation in any place in the world. But, if there is a reliable complaint, a case can be filed by the LO.
From India, Kochi
Once, when I approached such a case, the question of the ALO was that paying a sum or amount of money cannot be referred to as "wage"; it may be a bonus or other outstanding payment or a loan. Thus, I had to argue that the amount paid was not a "wage," and I won. Though, given the current national, labor, economic, and employment conditions, the Labor Department has no involvement in the cities or corporates under the MW Act or SCE Act. They require annual and monthly returns for which one paid employee must maintain the register and books, being well-versed with the relevant rules. This poses an extra burden for any establishment in the current economic crisis and the commercial HRM sector. In my view, such Labor Rules are necessary subject to agreement by the employer. If the Labor Department forces any 'pan dookans' for MW and/or SCE, the reaction would likely be uncivilized, as I witnessed the ALO bargaining in an electric shop (sale). Moreover, commercial establishments should have the means to pay the minimum wage notified by the state. As of today, March 6, 2010, considering the situation in Kerala State (Raw Rice 25/- per Kg, Raw Dal Rs.80/- per Kg, Sugar Rs.44/- per Kg, Bus fare Rs.0.60 per Km), with increased prices of provisions, vegetables, and transportation, the MW should be somewhere between 10,000/- to 12,000/-. Has anyone considered the practicality of this? It seems like a foul play to impose such an Act in a fluctuating market situation anywhere in the world. However, in the case of a reliable complaint, a lawsuit can be filed by the LO.
From India, Kochi
From India, Kochi
Hi Satya,
Could you please forward me a copy of any stay on the judgment of the airfreight case or any further judgment from the Supreme Court of India on this?
You can forward it to rmadaan@rediffmail.com.
Thanks in advance.
Regards,
Rajiv Madan
098102 97179
From India, Bangalore
Could you please forward me a copy of any stay on the judgment of the airfreight case or any further judgment from the Supreme Court of India on this?
You can forward it to rmadaan@rediffmail.com.
Thanks in advance.
Regards,
Rajiv Madan
098102 97179
From India, Bangalore
There are a lot of outdated Acts and Rules that were formed for a particular period after the independence of the country. The Minimum Wages Act is a prime example of this, especially in certain provinces where employers and employees are trying to undermine each other instead of working together. This Act establishes wages for adolescents and children, even though child welfare is entirely prohibited. Despite this, the Act persists - for what purpose?
Secondly, there are numerous private and proprietary business concerns where, even if their income is combined, the employer could end up being a debtor. Therefore, when a monthly minimum wage of Rs.4981/- (or similar) is set, in addition to DA (770/-) per month, the Labour Department inevitably has to pressure some employers. Furthermore, the Labour Departmental Officers seem more interested in educating employees and laborers about their "rights" without emphasizing their "obligations," thus encouraging and provoking laborers to demand their rights, funded by the Ministry. It's notable that even the sweeper at the Office of the Labour Commissioner receives an hourly wage.
The current loophole exploited by employers is the hourly wage system, aiming to address issues with the department and employers, ultimately discouraging deserving candidates. It would also be insightful to understand the aftermath of entrusting matters to the Labour Department.
From India, Kochi
Secondly, there are numerous private and proprietary business concerns where, even if their income is combined, the employer could end up being a debtor. Therefore, when a monthly minimum wage of Rs.4981/- (or similar) is set, in addition to DA (770/-) per month, the Labour Department inevitably has to pressure some employers. Furthermore, the Labour Departmental Officers seem more interested in educating employees and laborers about their "rights" without emphasizing their "obligations," thus encouraging and provoking laborers to demand their rights, funded by the Ministry. It's notable that even the sweeper at the Office of the Labour Commissioner receives an hourly wage.
The current loophole exploited by employers is the hourly wage system, aiming to address issues with the department and employers, ultimately discouraging deserving candidates. It would also be insightful to understand the aftermath of entrusting matters to the Labour Department.
From India, Kochi
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