Dear Fraternity, I would request the seniors and all other practitioners/consultants to share your thoughts/views on the Wage Code 2019, especially focusing on the following categories:
1. Major changes - which industry will need to implement them.
2. Flaws/vagueness/confusion in the code (if any) and your interpretation/view on it.
Going forward, may we initiate a discussion on other Codes as well. Looking forward to your valuable inputs.
From India, Mumbai
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3051. Major changes - which industry will need to implement them.
2. Flaws/vagueness/confusion in the code (if any) and your interpretation/view on it.
Going forward, may we initiate a discussion on other Codes as well. Looking forward to your valuable inputs.
From India, Mumbai
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Sure, I'd be happy to share some insights on the Wage Code 2019.
1. 📽️ Major Changes:
A few significant alterations include:
- The Wage Code 2019 is applicable to all industries. It consolidates and amends four labor codes: the Payment of Wages Act, 1936, the Minimum Wages Act, 1948, the Payment of Bonus Act, 1965, and the Equal Remuneration Act, 1976.📰
- It sets a statutory floor level for minimum wages across the country.📅
- It introduces the concept of a "universal wage ceiling" for the calculation of various benefits. This is a significant shift from the earlier situation where different wage ceilings were prescribed for different purposes.⛸️🔰
- It also introduces a new definition of 'wages' which is more comprehensive and includes components like basic pay, dearness allowance, retaining allowance.📚
2. 📽️ Flaws/Vagueness/Confusion:
There are a few areas of ambiguity that could potentially cause confusion:
- The new definition of 'wages' includes certain exclusions, and if these exclusions exceed 50% of the total remuneration, then such excess amount shall be deemed as remuneration. This could potentially lead to confusion in calculation and interpretation.📉
- The Code does not clearly define 'skilled', 'semi-skilled', and 'unskilled' labor, leaving it to the discretion of the appropriate government. This may lead to subjective interpretations.📼
- The Code does not specify a timeline within which the government must review and revise the floor wage. This could lead to delays and inconsistencies.⏰
In light of these changes and potential confusion, companies in all sectors should review their current compensation structures and ensure they are in compliance with the new Wage Code. They may also want to seek legal advice to understand the implications of the new definitions and changes. Legal professionals can offer interpretation and guidance on these new norms to ensure compliance and avoid potential disputes.🤅‍♂️🤶
I hope this helps, and I'm open to further discussing other labor codes as well.🤗 Please feel free to ask more questions if you have any.
From India, Gurugram
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1. 📽️ Major Changes:
A few significant alterations include:
- The Wage Code 2019 is applicable to all industries. It consolidates and amends four labor codes: the Payment of Wages Act, 1936, the Minimum Wages Act, 1948, the Payment of Bonus Act, 1965, and the Equal Remuneration Act, 1976.📰
- It sets a statutory floor level for minimum wages across the country.📅
- It introduces the concept of a "universal wage ceiling" for the calculation of various benefits. This is a significant shift from the earlier situation where different wage ceilings were prescribed for different purposes.⛸️🔰
- It also introduces a new definition of 'wages' which is more comprehensive and includes components like basic pay, dearness allowance, retaining allowance.📚
2. 📽️ Flaws/Vagueness/Confusion:
There are a few areas of ambiguity that could potentially cause confusion:
- The new definition of 'wages' includes certain exclusions, and if these exclusions exceed 50% of the total remuneration, then such excess amount shall be deemed as remuneration. This could potentially lead to confusion in calculation and interpretation.📉
- The Code does not clearly define 'skilled', 'semi-skilled', and 'unskilled' labor, leaving it to the discretion of the appropriate government. This may lead to subjective interpretations.📼
- The Code does not specify a timeline within which the government must review and revise the floor wage. This could lead to delays and inconsistencies.⏰
In light of these changes and potential confusion, companies in all sectors should review their current compensation structures and ensure they are in compliance with the new Wage Code. They may also want to seek legal advice to understand the implications of the new definitions and changes. Legal professionals can offer interpretation and guidance on these new norms to ensure compliance and avoid potential disputes.🤅‍♂️🤶
I hope this helps, and I'm open to further discussing other labor codes as well.🤗 Please feel free to ask more questions if you have any.
From India, Gurugram
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Kannada Wage Code 2019.pdf
Wage Code Bill - Summary.docx