9. CONCEPTS OF WAGES While evolving wage policy, three concepts of wages namely (i) minimum wages, (ii) fair wages and (iii) living wages are generally considered. These are broadly based on the needs of the workers, capacity of the employer to pay, and the general economic conditions prevailing in a country.
10. CONCEPTS OF WAGES Minimum wage: Minimum wage providing for sustenance of life plus for preservation of the efficiency of worker (some measure of education, medical requirements and amenities). Fair wage: Equal to the rate prevailing in the same trade and in the neighbourhood, or equal to the predominant rate for similar work throughout the country. Living wage: Higher than fair wage. Provided for bare essentials plus frugal comforts (education for children, insurance etc)
11. WAGE POLICY Wage Policy are principles acting as guidelines for determining a wage structure. Wage policy refers to all systematic efforts of the government in relation to national wage and salary system.
12. Economic Objectives of Wage Policy Full employment and optimum allocation of all resources The highest degree of economic stability consistent with an optimum rate of economic progress Maximum income security for all sections of the community
13. Social Objectives of Wage Policy The elimination of exceptionally low wages The establishment of ‘fair’ labour standards The protection of wage earners from the effects of rising prices The incentive for workers to improve their productive performance
14. WAGE POLICY IN INDIA The first step towards the evolution of a wage policy was the enactment of the Payment of Wages Act, 1936. The main objective of the Act is to prohibit any delay or withholding of wages legitimately due to the employees. The next step was the passing of the Industrial Disputes Act, 1947, authorizing all the state governments to set up industrial tribunals which would look into disputes relating to remuneration.
15. WAGE POLICY IN INDIA Another notable development that led to the evolution of wage policy was the enactment of the Minimum Wages Act, 1948. Then came the Equal Remuneration Act, 1976, which prohibits discrimination in matters relating to remuneration on the basis of religion, region or sex. In spite of legislations, tribunals and boards, disparities in wages and salaries still persist.
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17. METHODS OF WAGE FIXATION Legislation Wage Boards Pay Commissions Job Evaluation Collective Bargaining Arbitration and Adjudication
19. WAGE BOARD The wage board is tripartite in nature and is a voluntary negotiation body set up by discussions between the employers and the employees to regulate the wages. It consists of an equal number of representatives from the employers and the employees with an independent chairperson.
20. Functioning of wage board Wage board examines the need based minimum wage, job evaluation, productivity criteria, socio-economic considerations, need for incentives and employer’s capacity to pay to conclude their recommendations for basic pay, DA increase and other allowances.
21. PAY COMMISSION Pay commission are salary-fixing machinery of the central government for the employees of the public sectors and government employees. The commission has a team of economists, secretary/chairman of commerce and industries and representatives from relevant ministries under the chairmanship of a retired judge.
22. PAY COMMISSION First pay commission in 1946 Second pay commission in 1957 Third pay commission in 1970 Fourth pay commission in 1983 Fifth pay commission in 1994 Sixth pay commission in 2006
23. JOB EVALUATION Job evaluation is the process of systematically determining a relative internal value of a job in an organization. In all cases the idea is to evaluate the job, not the person doing it. Job evaluation is the process of determining the worth of one job in relation to that of the other jobs in a company so that a fair and equitable wage and salary system can be established.
24. Collective bargaining It is bi-party in nature, where representatives from the employers and the employee/unions form a board to discuss wage related issues and agreement is signed on the concluding remarks or agreement.
25. VOLUNTARY ARBITRATION If the parties to the dispute , voluntarily agree to submit the dispute to an impartial authority, whose decisions they are ready to accept, then it is known as voluntary arbitration. The voluntary submission of dispute to the arbitrator is the distinguishing features of this method of settlement of conflict.
26. COMPULSORY ARBITRATION OR ADJUDICATION If the parties fail to arrive at a settlement through all the other methods of settlement of conflict, then compulsory arbitration is used. In such a case either party or both the parties can request the government to settle the dispute through compulsory arbitration.
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28. When there is need to continue production in the best interest of the nation.
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30. When industries of strategic importance are involved, for example, oil and gas, petroleum, railways, post and telegraphs, telecommunications, etc.
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