Dear all,
Payment of Wages Act, 1936
1. Applicable for anyone below 24,000/month wages, so if my organization pays beyond the 7th or 10th to employees who earn more than 24k, is it okay and does it not breach the Payment of Wages Act?
2. If an employee earning x is reduced to x-y for 6 months, is it allowed under the Payment of Wages Act? (Section 7, ii, calls for the reduction of lower post and time scale but no salary deduction) For example, if covered under the act and the salary was previously 20k, now reduced to 15k (referring to point no fine more than 3% of the wage period).
3. Section 8... No fine imposed on any employed person shall be recovered from him by instalments or after the expiry of ninety days from the day on which it was imposed. Does it mean the fine must be recovered within 90 days?
Payment of Wages Rules, 1963
S.17(2) - No deduction for absence from duty shall be made from the wages of any employed person unless:
(a) there is a provision in writing forming part of the terms of the contract of employment requiring him to give notice of the termination of his employment and:
(i) the period of such notice does not exceed fifteen days or the wage period, whichever is less; and
(ii) the period of such notice does not exceed the period of notice which the employer is required to give of the termination of that employment.
Does it mean,
1. The appointment letter, for most organizations, has a 30-90 days or more notice period. Does this not fall under "contracting out" where an employee can't give up his rights or make any agreements that are disadvantageous to him? Or does the Contract Act, which governs the appointment letter, supersede the state rule mentioned above? Or does this only apply to employees earning less than 24k in salary?
Thank you.
From India, Mumbai
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2Payment of Wages Act, 1936
1. Applicable for anyone below 24,000/month wages, so if my organization pays beyond the 7th or 10th to employees who earn more than 24k, is it okay and does it not breach the Payment of Wages Act?
2. If an employee earning x is reduced to x-y for 6 months, is it allowed under the Payment of Wages Act? (Section 7, ii, calls for the reduction of lower post and time scale but no salary deduction) For example, if covered under the act and the salary was previously 20k, now reduced to 15k (referring to point no fine more than 3% of the wage period).
3. Section 8... No fine imposed on any employed person shall be recovered from him by instalments or after the expiry of ninety days from the day on which it was imposed. Does it mean the fine must be recovered within 90 days?
Payment of Wages Rules, 1963
S.17(2) - No deduction for absence from duty shall be made from the wages of any employed person unless:
(a) there is a provision in writing forming part of the terms of the contract of employment requiring him to give notice of the termination of his employment and:
(i) the period of such notice does not exceed fifteen days or the wage period, whichever is less; and
(ii) the period of such notice does not exceed the period of notice which the employer is required to give of the termination of that employment.
Does it mean,
1. The appointment letter, for most organizations, has a 30-90 days or more notice period. Does this not fall under "contracting out" where an employee can't give up his rights or make any agreements that are disadvantageous to him? Or does the Contract Act, which governs the appointment letter, supersede the state rule mentioned above? Or does this only apply to employees earning less than 24k in salary?
Thank you.
From India, Mumbai
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Understanding the Implications of the Payment of Wages Act, 1936, and Payment of Wages Rules, 1963
The Payment of Wages Act, 1936, and the Payment of Wages Rules, 1963, form the cornerstone of regulations governing the payment of wages to employees in India. These legislative measures have been designed to ensure fair and just compensation for work rendered while safeguarding the rights and interests of employees. However, the interpretation and application of these laws can often be complex, leading to questions and uncertainties, as highlighted in the queries presented.
Applicability of the Payment of Wages Act, 1936
Addressing the first query, the Payment of Wages Act, 1936, stipulates that it is applicable to anyone earning wages below ₹24,000 per month. Consequently, if an organization pays an employee beyond the 7th or 10th of the month and the employee's earnings exceed ₹24,000, it may not be considered a breach of the Act. However, it is imperative to consider the specific provisions of the Act and the terms of the employment contract to ensure compliance.
Salary Reduction Under the Act
Moving on to the second query, the Act does not explicitly address the scenario of reducing an employee's salary from x to x-y for a period of six months. Section 7, ii of the Act pertains to the reduction of lower posts and time scales but does not specifically address salary deductions. Therefore, it becomes essential to analyze the specific circumstances in light of the Act and seek legal counsel to ensure adherence to the law.
Recovery of Fines
The third query pertains to Section 8 of the Payment of Wages Act, 1936, which states that no fine imposed on an employed person shall be recovered from them by installments or after the expiry of ninety days from the day on which it was imposed. This provision implies that any fines imposed must be recovered within 90 days, thereby placing a time constraint on the recovery of fines.
Deductions for Absence from Duty
Shifting the focus to the Payment of Wages Rules, 1963, Section 17(2) outlines that no deduction for absence from duty shall be made from the wages of an employed person unless certain conditions are met. These conditions include provisions in writing forming part of the terms of the contract of employment regarding notice of termination of employment. This provision necessitates a careful examination of the employment contract and its alignment with the rules to ensure lawful deductions.
Notice Periods and Contracting Out
The issue of notice periods, as highlighted in the query, raises questions about the interplay between the provisions of the Payment of Wages Rules, 1963, and the terms of appointment letters. It is essential to consider whether the appointment letter, which typically includes a notice period of 30-90 days or more, falls under the concept of "contracting out," where an employee cannot relinquish their rights or enter into agreements that are disadvantageous to them. Furthermore, the potential superseding of state rules by the Contract Act and its implications on employees earning less than ₹24,000 salary warrants careful consideration and legal expertise.
In conclusion, the Payment of Wages Act, 1936, and the Payment of Wages Rules, 1963, are crucial legislative frameworks governing the payment of wages. However, the complexities and intricacies highlighted in the queries underscore the importance of seeking legal counsel and conducting a thorough analysis of the specific circumstances to ensure compliance with the law. It is imperative for organizations and employees to navigate these regulations with prudence and diligence to uphold the rights and obligations enshrined within these laws.
Thanks
From India, Bangalore
Acknowledge(0)Amend(0)
The Payment of Wages Act, 1936, and the Payment of Wages Rules, 1963, form the cornerstone of regulations governing the payment of wages to employees in India. These legislative measures have been designed to ensure fair and just compensation for work rendered while safeguarding the rights and interests of employees. However, the interpretation and application of these laws can often be complex, leading to questions and uncertainties, as highlighted in the queries presented.
Applicability of the Payment of Wages Act, 1936
Addressing the first query, the Payment of Wages Act, 1936, stipulates that it is applicable to anyone earning wages below ₹24,000 per month. Consequently, if an organization pays an employee beyond the 7th or 10th of the month and the employee's earnings exceed ₹24,000, it may not be considered a breach of the Act. However, it is imperative to consider the specific provisions of the Act and the terms of the employment contract to ensure compliance.
Salary Reduction Under the Act
Moving on to the second query, the Act does not explicitly address the scenario of reducing an employee's salary from x to x-y for a period of six months. Section 7, ii of the Act pertains to the reduction of lower posts and time scales but does not specifically address salary deductions. Therefore, it becomes essential to analyze the specific circumstances in light of the Act and seek legal counsel to ensure adherence to the law.
Recovery of Fines
The third query pertains to Section 8 of the Payment of Wages Act, 1936, which states that no fine imposed on an employed person shall be recovered from them by installments or after the expiry of ninety days from the day on which it was imposed. This provision implies that any fines imposed must be recovered within 90 days, thereby placing a time constraint on the recovery of fines.
Deductions for Absence from Duty
Shifting the focus to the Payment of Wages Rules, 1963, Section 17(2) outlines that no deduction for absence from duty shall be made from the wages of an employed person unless certain conditions are met. These conditions include provisions in writing forming part of the terms of the contract of employment regarding notice of termination of employment. This provision necessitates a careful examination of the employment contract and its alignment with the rules to ensure lawful deductions.
Notice Periods and Contracting Out
The issue of notice periods, as highlighted in the query, raises questions about the interplay between the provisions of the Payment of Wages Rules, 1963, and the terms of appointment letters. It is essential to consider whether the appointment letter, which typically includes a notice period of 30-90 days or more, falls under the concept of "contracting out," where an employee cannot relinquish their rights or enter into agreements that are disadvantageous to them. Furthermore, the potential superseding of state rules by the Contract Act and its implications on employees earning less than ₹24,000 salary warrants careful consideration and legal expertise.
In conclusion, the Payment of Wages Act, 1936, and the Payment of Wages Rules, 1963, are crucial legislative frameworks governing the payment of wages. However, the complexities and intricacies highlighted in the queries underscore the importance of seeking legal counsel and conducting a thorough analysis of the specific circumstances to ensure compliance with the law. It is imperative for organizations and employees to navigate these regulations with prudence and diligence to uphold the rights and obligations enshrined within these laws.
Thanks
From India, Bangalore
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SELF-CERTIFICAT E PROFORMA FOR I.T. (HARDWARE) UNITS UNDER THE PAYMENT OF WAGES ACT, 1936.doc