Dear All,
Management is giving the least preference to the salary in a company. The company had a practice of paying the salary between the 17th and 25th of the succeeding month. There is no financial problem in the company.
Legally, how should one handle this type of situation or where should one notify this type of problem under statutory obligations?
Suggestions needed.
From India, Ahmadabad
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9Management is giving the least preference to the salary in a company. The company had a practice of paying the salary between the 17th and 25th of the succeeding month. There is no financial problem in the company.
Legally, how should one handle this type of situation or where should one notify this type of problem under statutory obligations?
Suggestions needed.
From India, Ahmadabad
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Is there anyone in the management team who can listen to you and find you a result. Ideally, when salaries are altered or delayed, there is formal communication by the HR. Please talk openly with the concerned HR/Authority. Observe the situation from both the employee and employer's side. Approaching the labor commissioner's office would be your last resort, where you need to address the damages on a far bigger scale.
From India, Mumbai
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From India, Mumbai
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Dear (Cite Contribution),
There is nobody to take a step forward for this type of grievances. In this situation, how to tackle it? A person who comes forward may become a target in the atmosphere. So the best method to tackle this is by statutory law. The only thing is how to follow the steps silently and ensure it is beneficial to all. Courage is required to make them understand that statutory law must be followed.
Please advise.
MK Verma
From India, Ahmadabad
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There is nobody to take a step forward for this type of grievances. In this situation, how to tackle it? A person who comes forward may become a target in the atmosphere. So the best method to tackle this is by statutory law. The only thing is how to follow the steps silently and ensure it is beneficial to all. Courage is required to make them understand that statutory law must be followed.
Please advise.
MK Verma
From India, Ahmadabad
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Dear Verma,
First of all, check the wage month to determine if it encompasses the 1st to the last day of the month or a different period. According to the Payment of Wages Act, 1936, wages must be paid within 7 days if the number of employees is less than a thousand. If the number of employees exceeds a thousand, the maximum timeframe extends to 10 days after the end of the wage month (Section 5).
In the event of a delay beyond these specified periods, the local Labour Inspector is empowered to initiate proceedings under the Act. Therefore, it is advisable to contact the local inspector for further assistance.
KK Nair
From India, Bhopal
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First of all, check the wage month to determine if it encompasses the 1st to the last day of the month or a different period. According to the Payment of Wages Act, 1936, wages must be paid within 7 days if the number of employees is less than a thousand. If the number of employees exceeds a thousand, the maximum timeframe extends to 10 days after the end of the wage month (Section 5).
In the event of a delay beyond these specified periods, the local Labour Inspector is empowered to initiate proceedings under the Act. Therefore, it is advisable to contact the local inspector for further assistance.
KK Nair
From India, Bhopal
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Dear Mr. K. K. Nair,
Thanks.
The wage month is from the 1st to the last day of the month. If the number of employees is less than 1000, the delay in wage payment should be communicated in writing to the Labour Inspector for authentication. Alternatively, it can be communicated verbally.
MK Verma
From India, Ahmadabad
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Thanks.
The wage month is from the 1st to the last day of the month. If the number of employees is less than 1000, the delay in wage payment should be communicated in writing to the Labour Inspector for authentication. Alternatively, it can be communicated verbally.
MK Verma
From India, Ahmadabad
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Mr. Verma, there is nothing like verbal complaint recognized under any labor law; everything needs to be in writing only.
However, complaint or no complaint, my advice to you guys is to look out for a job change. Delay in salaries is the first sign of a company going down the drain (please refer to the Kingfisher case). Even as you say there is no financial crunch in the company, you are definitely not in a very professional company that will care about employees.
From India, Mumbai
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However, complaint or no complaint, my advice to you guys is to look out for a job change. Delay in salaries is the first sign of a company going down the drain (please refer to the Kingfisher case). Even as you say there is no financial crunch in the company, you are definitely not in a very professional company that will care about employees.
From India, Mumbai
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Dear Shri Verma,
The complaint could be oral to the Inspector. It is for the inspector to act in this matter, for which a complaint is not necessary. He can suo motu take action too. Looking at the apprehension you had expressed earlier of possible victimization, the Labour Inspector could be informed orally and requested to intervene. However, if the same could be given in writing (Union can do this), then further action is bound to happen.
From India, Bhopal
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The complaint could be oral to the Inspector. It is for the inspector to act in this matter, for which a complaint is not necessary. He can suo motu take action too. Looking at the apprehension you had expressed earlier of possible victimization, the Labour Inspector could be informed orally and requested to intervene. However, if the same could be given in writing (Union can do this), then further action is bound to happen.
From India, Bhopal
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Dear Mr. K K Nair / Mr. Dixon Jose Thanks for your valuable advice. There is no Union in the Company.Finally the answer is these type of situation will be dealt by Labour Department. Regards MK Verma
From India, Ahmadabad
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From India, Ahmadabad
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If the employee's salary is above Rs. 18,000 per month, then the Payment of Wages (POW) Act is not applicable, and labor officers cannot take any legal action. This is a problem in India, unless the salary limit under the POW Act is removed. If so, all employees will benefit. The cited problem is widespread in many industries.
Varghese Mathew
9961266966
From India, Thiruvananthapuram
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Varghese Mathew
9961266966
From India, Thiruvananthapuram
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Dear Mr. Verma,
I am working in a central government limited company in an oligopoly where only four to five companies exist. Many of you might have guessed my company's identity since it is very much in the news for a mountain of losses, debts, and defaults on payments to vendors and suppliers. We are receiving our salaries almost one month behind schedule, and that too only a percentage of it. They do not mention when we will receive the balance or if we will receive it at all. If this is the state of affairs in a government concern, imagine where you stand in getting your grievances solved!
Thank you.
From India, New Delhi
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I am working in a central government limited company in an oligopoly where only four to five companies exist. Many of you might have guessed my company's identity since it is very much in the news for a mountain of losses, debts, and defaults on payments to vendors and suppliers. We are receiving our salaries almost one month behind schedule, and that too only a percentage of it. They do not mention when we will receive the balance or if we will receive it at all. If this is the state of affairs in a government concern, imagine where you stand in getting your grievances solved!
Thank you.
From India, New Delhi
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