Salary vs. Wage:
How can we differentiate between salary and wage? In labor law, there is a provision that we need to maintain a salary register. Is it also for an MNC company such as a Telecom Company or only for a factory and establishment where workers work? And... Is it only for the tea-boys, drivers, or is it also for all executives who work for the company?
Executive vs. Worker:
How can you define "An Executive is not a worker"? As our labor inspector says, executives should be considered part of the worker group as they do not make any decisions and do not have recruitment power.
For your information, I am Nobiul Ahasan, working in HR at a Telecom company. Please help me. These labor inspectors are considering everything based on the laws of 1957 and 1969. I can't understand why they fail to grasp the new trends of the corporate world.
From Bangladesh, Dhaka
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How can we differentiate between salary and wage? In labor law, there is a provision that we need to maintain a salary register. Is it also for an MNC company such as a Telecom Company or only for a factory and establishment where workers work? And... Is it only for the tea-boys, drivers, or is it also for all executives who work for the company?
Executive vs. Worker:
How can you define "An Executive is not a worker"? As our labor inspector says, executives should be considered part of the worker group as they do not make any decisions and do not have recruitment power.
For your information, I am Nobiul Ahasan, working in HR at a Telecom company. Please help me. These labor inspectors are considering everything based on the laws of 1957 and 1969. I can't understand why they fail to grasp the new trends of the corporate world.
From Bangladesh, Dhaka
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Dear,
The definition of workman is different under the Industrial Disputes Act and the Payment of Wages Act. Under the Payment of Wages Act, a workman shall be a person who is drawing up to Rs. 6,500 per month; whereas under the ID Act, salary/wages are not the criteria, but rather the supervisory nature of duties. Even if someone is a General Manager drawing Rs. 50,000 per month but not performing supervisory duties, they shall be considered a workman under the ID Act. However, under the Payment of Wages Act, only those drawing up to Rs. 6,500 are covered.
Supervisory duties do not simply entail signing appointment letters; it means having control over juniors, such as approving leave, taking disciplinary action, authorizing advances, and monitoring shifts/production.
Ak Malhotra
Senior General Manager
Dharampal Satyapal Limited
From India, Guwahati
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1The definition of workman is different under the Industrial Disputes Act and the Payment of Wages Act. Under the Payment of Wages Act, a workman shall be a person who is drawing up to Rs. 6,500 per month; whereas under the ID Act, salary/wages are not the criteria, but rather the supervisory nature of duties. Even if someone is a General Manager drawing Rs. 50,000 per month but not performing supervisory duties, they shall be considered a workman under the ID Act. However, under the Payment of Wages Act, only those drawing up to Rs. 6,500 are covered.
Supervisory duties do not simply entail signing appointment letters; it means having control over juniors, such as approving leave, taking disciplinary action, authorizing advances, and monitoring shifts/production.
Ak Malhotra
Senior General Manager
Dharampal Satyapal Limited
From India, Guwahati
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Amended Labor Laws.doc
Labor Laws Modified.pdf