Labour Law Project

Topic: Meaning of Wages and Provisions Related to Wages in

Various Laws

Contents

1 Introduction
2 The Payment of Wages Act, 1936
Application of the Act
Meaning of wages
Responsibility for Payment of wages
Wage period for payment of wages
Deductions from Wages allowable under the Act
Maintenance of registers and records
Rights of employees
Penalties
Payment in case of death of the employed person whose wages are not disbursed
3 Minimum Wages Act, 1948
Employers Checklist for Minimum Wages
Fixation of Minimum Wage Rate in India
Norms for fixing minimum wage
Cost of Living Allowance
Variable Dearness Allowance
4 Conclusion
5 Bibliography

Case List

1. Automobile Transport (Rajasthan) P. Ltd. v. Labour Commissioner, 1964 (2) LLJ

623 (Raj)
2. Basavaraja Chemma Naik v. Karnataka Veneers Ltd., 1985 (67) FJR 27 (Kar)
3. C.S.Parameswaram v. Authority under Minimum Wages Act, 1970 LIC 315
4. Chief Officer, Town Municipal Council, Nippani v. Ramchandra Dattatreya Patil,
AIR 1969 Mysore 202
5. Crown Aluminium Works v. Their Workmen, AIR 1958 SC 30
6. M.L.Gupta v. City Magistrate, AIR 1960 All. 541
7. Manganese Ore(India) Ltd. v. Chandilal Sahu, 1991 LLR 151
8. Municipal Committee, Raikot v. Shamlal Kaura, 1996 (1) LLJ 57 (SC)
9. Murugan Transports v. Radhakrishnan, AIR 1961 Mad 310
10. Poly Plast Pvt. Ltd. v. Shiv Prasad, 2007 (1) LLN 47
11. Radhey Shyam v. Labour Inspector, 1982 (44) FLR 176 (Raj)
12. Ramaswami Doss v. Rama Pillai, AIR 1955 Mad. 569
13. S. Ponnambalan v. Deputy Labour Commissioner, 1995 (1) LLJ 135 (Ker)
14. State of Jharkhand through of Labour v. Nirmal Singh, 2005 (2) LLJ 345
15. State of Rajasthan v. Mohan Singh and others, 2003 (96) FLR 4 (Raj.)
16. Robert Toppo v. State of Jharkhand and others, 2003 (98) FLR 716 (Raj)
17. Tamil Nadu spinning Mills Association, Dindigul v.State of Tamil Nadu, 2008 (1)
LLN 583 (Del.)

RESEARCH PROBLEM

1) Adjudication process under the Minimum Wages Act, 1948.

2) Procedure in case of Malicious and Vexatious Complaints

3) Procedure in case of Civil and Criminal Matters

AIMS & OBJECTIVES OF THE STUDY

To understand the adjudication procedure under the Minimum Wages

Act,1948.
To analyse the views of various High Courts and Honble Supreme Court in several disputes.
To review the different changing views of courts from time to time.

HYPOTHESIS
 The researcher assumed that the adjudication procedure covers all the principles of Natural
Justice.

The researcher also assumed that the procedure under civil and criminal matters are almost
same.

The researcher assumed that Section 20(3) of the Minimum Wages Act, 1948 is constitutionally
valid or not.

RESEARCH METHODOLOGY

The research methodology used in this project is the non-empirical type of research. The sources
from where the data has been collected are the secondary sources.

LITERATURE REVIEW

1. Ratna Sens Industrial Relations; Text and Cases proved to be useful in knowing the concept
of Wages. The researcher also came to know regarding different criteria taken into
consideration while determining wage rate in industries.

2. Dr. Kaushik C. Raval and Krishna Pal Maliks An Introduction to Labour Laws proved
to be useful in knowing the claims and procedures under Minimum Wages Act, 1948 in nutshell.

3. S.B.Raos Law and Practice on Minimum Wages proved to be useful for detailed study of
the topic, as this book contains commentaries and judicial interpretations of various cases in
different High Courts and Honble Supreme Court. Moreover the author could have focused
more on commentaries, mentioning his own views rather than explaining only on Judicial
interpretations.

4. Meenu Pauls Labour and Industrial Law is similar to S.B. Raos Law and Practice on
Minimum Wages as the book of Meenu Paul contains a brief commentaries provided by S.B.
Rao.

5. Dr. Avtar Singhs Introduction to Labour and Industrial Law was referred merely as a
bare act as there are no commentaries provided in the book. The language used in bare text is
presented in a simplified version.

6. S.N.Misras Labour and Industrial Laws explained the act with help of precedents as there
no commentaries, only bare-text and precedents.

SCOPE OF STUDY
 The researcher has limited the scope till section 20 of the Minimum Wages Act, 1948. As it
deals with adjudication procedure, authority, penalty etc.

THE PAYMENT OF WAGES ACT, 1936

Application of the Act:
The Act will apply to persons employed in any factory or employed (otherwise than in a factory)
upon any railway by a railway administration or, either directly or through a sub-contractor, by a
person fulfilling a contract with a railway administration, and to persons employed in an
industrial or other establishment.
Here "factory" means a factory as defined in section 2(m) of the Factories Act, 1948 (63 of 1948)
and includes any place to which the provisions of that Act have been applied under section 85(1)
thereof. "Industrial or other establishment" means any-
(a) Tramway service, or motor transport service engaged in carrying passengers or goods or both
by road for hire or reward;
(b) Air transport service other than such service belonging to, or exclusively employed in the
military, naval or air forces of the Union or the Civil Aviation Department of the Government of
India;
(c) Dock, Wharf or Jetty;
(d) Inland vessel, mechanically propelled;
(e) Mine, Quarry or Oil-field;
(f) Plantation;
(g) Workshop or other establishment in which articles are produced, adapted or manufactured,
with a view to their use, transport or sale;
(h) Establishment in which any work relating to the construction, development or maintenance of
buildings, roads, bridges or canals, or relating to operations connected with navigation,
irrigation, or to the supply of water or relating to the generation, transmission and distribution of
electricity or any other form of power is being carried on.
2. This Act applies to wages payable to an employed person in respect of a wage period if such
wages for that wage period do not exceed Rs 6500/- per month or such other higher sum which,
on the basis of figures of the Consumer Expenditure Survey published by the National Sample
Survey Organisation, the Central Government may, after every five years, by notification in the
Official Gazette, specify."
Meaning of wages
"Wages" means all remuneration (whether by way of salary, allowances, or otherwise) expressed
in terms of money or capable of being so expressed which would, if the terms of employment,
express or implied, were fulfilled, be payable to a person employed in respect of his employment
or of work done in such employment, and includes-
(a) Any remuneration payable under any award or settlement between the parties or order of a
court;
(b) Any remuneration to which the person employed is entitled in respect of overtime work or
holidays or any leave period;
(c) Any additional remuneration payable under the terms of employment (whether called a
bonus or by any other name);
(d) Any sum which by reason of the termination of employment of the person employed is
payable under any law, contract or instrument which provides for the payment of such sum,
whether with or without deductions, but does not provide for the time within which the payment
is to be made;
(e) Any sum to which the person employed is entitled under any scheme framed under any law
for the time being in force,
But does not include
(1) any bonus (whether under a scheme of profit sharing or otherwise) which does not form part
of the remuneration payable under the terms of employment or which is not payable under any
award or settlement between the parties or order of a court;
(2) the value of any house-accommodation, or of the supply of light, water, medical attendance
or other amenity or of any service excluded from the computation of wages by a general or
special order of the State Government;
(3) Any contribution paid by the employer to any pension or provident fund, and the interest
which may have accrued thereon;
(4) Any traveling allowance or the value of any traveling concession;
(5) Any sum paid to the employed person to defray special expenses entailed on him by the
nature of his employment; or
(6) Any sum as gratuity payable on the termination of employment in cases other than those
specified in sub-clause (d).]
Responsibility for Payment of wages
Every employer shall be responsible for the payment of all wages required to be paid under this
Act to persons employed by him and in case of persons employed,-
(a) In factories, if a person has been named as the manager of the factory under clause (f) of
subsection (1) of section 7 of the Factories Act, 1948 (63 of 1948);
(b) In industrial or other establishments, if there is a person responsible to the employer for the
supervision and control of the industrial or other establishments;
(c) Upon railways (other than in factories), if the employer is the railway administration and the
railway administration has nominated a person in this behalf for the local area concerned;
(d) In the case of contractor, a person designated by such contractor who is directly under his
charge and
(e) In any other case, a person designated by the employer as a person responsible for complying
with the provisions of the Act, the person so named, the person responsible to the employer, the
person so nominated or the person so designated, as the case may be, shall be responsible for
such payment.
It shall be the responsibility of the employer to make payment of all wages required to be made
under this Act in case the contractor or the person designated by the employer fails to make such
payment.
Wage period for payment of wages
The person responsible for payment of wages shall decide the wage period. But the period shall
not exceed one month.
The wages of every person employed upon or in any railway, factory or industrial or other
establishment upon or in which less than 1000 persons are employed, shall be paid before the
expiry of the 7th day after the last day of the wage-period in respect of which the wages are
payable
Any other railway, factory or industrial or other establishment that is where more than 1000
people are employed, shall be paid before the expiry of the 10th day, after the last day of the
wage-period in respect of which the wages are payable.
In the case of persons employed on a dock, wharf or jetty or in a mine, the balance of wages
found due on completion of the final tonnage account of the ship or wagons loaded or unloaded,
as the case may be, shall be paid before the expiry of the 7th day from the day of such
completion.
Where the employment of any person is terminated by or on behalf of the employer, the wages,
earned by him shall be paid before the expiry of the 2nd working day from the day on which his
employment is terminated.
But where the employment of any person in an establishment is terminated due to the closure of
the establishment for any reason other than a weekly or other recognized holiday, the wages
earned by him shall be paid before the expiry of the 2nd day from the day on which his
employment is so terminated.
Deductions from Wages allowable under the Act
Deductions from the wages of an employed person shall be made only in accordance with the
provisions of this Act, and may be of the following kinds only, namely:
(a) Fines: The total amount of fine which may be imposed in any one wage-period on any
employed person shall not exceed an amount equal to 3% of the wages payable to him in respect
of that wage-period. No fine shall be imposed on any employed person who is under the age of
fifteen years. Every fine shall be deemed to have been imposed on the day of the act or omission
in respect of which it was imposed. No fine imposed on any employed person shall be recovered
from him by instalments or after the expiry of 90 days from the day on which it was imposed
(b) Deductions for absence from duty;
(c) Deductions for damage to or loss of goods expressly entrusted to the employed person for
custody, or for loss of money for which he is required to account, where such damage or loss is
directly attributable to his neglect or default;
(d) Deductions for house-accommodation supplied by the employer or by government or any
housing board set up under any law for the time being in force (whether the government or the
board is the employer or not) or any other authority engaged in the business of subsidizing
house- accommodation which may be specified in this behalf by the State Government by
notification in the Official Gazette;
(e) Deductions for such amenities and services supplied by the employer as the State
Government or any officer specified by it in this behalf may, by general or special order,
authorize.
Explanation: The word "services" in 23[this clause] does not include the supply of tools and raw
materials required for the purposes of employment;
(f) Deductions for recovery of advances of whatever nature (including advances for traveling
allowance or conveyance allowance), and the interest due in respect thereof, or for adjustment of
over-payments of wages. Recovery of an advance of money given before employment began
shall be made from the first payment of wages in respect of a complete wage-period, but no
recovery shall be made of such advances given for traveling-expenses.
(ff) deductions for recovery of loans made from any fund constituted for the welfare of labour in
accordance with the rules approved by the State Government, and the interest due in respect
thereof;
(fff) deductions for recovery of loans granted for house-building or other purposes approved by
the State Government and the interest due in respect thereof;]
(g) Deductions of income-tax payable by the employed person;
(h) Deductions required to be made by order of a court or other authority competent to make
such order;
(i) Deductions for subscriptions to, and for repayment of advances from any provident fund to
which the Provident Funds Act, 1925 (19 of 1925), applies or any recognized provident fund as
defined or any provident fund approved in this behalf by the State Government, during the
continuance of such approval;
(j) deductions for payments to co-operative societies approved by the State Government or any
officer specified by it in this behalf or to a scheme of insurance maintained by the Indian Post
Office, and
(k) deductions, made with the written authorization of the person employed for payment of any
premium on his life insurance policy to the Life Insurance Corporation Act of India established
under the Life Insurance Corporation Act, 1956 (31 of 1956), or for the purchase of securities of
the Government of India or of any State Government or for being deposited in any Post Office
Savings Bank in furtherance of any savings scheme of any such government.]]
(kk) deductions, made with the written authorization of the employed person, for the payment of
his contribution to any fund constituted by the employer or a trade union registered under the
Trade Union Act, 1926 (16 of 1926), for the welfare of the employed persons or the members of
their families, or both, and approved by the State Government or any officer specified by it in
this behalf, during the continuance of such approval;
(kkk) deductions, made with the written authorization of the employed person, for payment of
the fees payable by him for the membership of any trade union registered under the Trade Union
Act, 1926 (16 of 1926);
(l) Deductions, for payment of insurance premium on Fidelity Guarantee Bonds;
(m) Deductions for recovery of losses sustained by a railway administration on account of
acceptance by the employed person of counterfeit or base coins or mutilated or forged currency
notes;
(n) Deductions for recovery of losses sustained by a railway administration on account of the
failure of the employed person to invoice, to bill, to collect or to account for the appropriate
charges due to that administration whether in respect of fares, freight, demurrage, wharfage and
carnage or in respect of sale of food in catering establishments or in respect of sale of
commodities in grain shops or otherwise;
(o) Deductions for recovery of losses sustained by a railway administration on account of any
rebates or refunds incorrectly granted by the employed person where such loss is directly
attributable to his neglect or default;]
(p) Deductions, made with the written authorization of the employed person, for contribution to
the Prime Ministers National Relief Fund or to such other Fund as the
Central Government may, by notification in the Official Gazette, specify;]
(q) Deductions for contributions to any insurance scheme framed by the Central Government for
the benefit of its employees.
The total amount of deductions which may be made above in any wage-period from the wages of
any employed person shall not exceed-
(i) in cases where such deductions are wholly or partly made for payments to co-operative
societies under clause (j) above, 75% of such wages, and
(ii) in any other case, 50% of such wages:
Where the total deductions authorized exceed 75% or, as the case may be, 50% of the wages, the
excess may be recovered in such manner as may be prescribed.
Maintenance of registers and records
It is the responsibility of the employer to maintain such registers and records giving particulars
of persons employed by him, the work performed by them, the wages paid to them, the
deductions made from their wages and such other particulars. Every record and register
maintained shall be preserved for a period of 3 years after the date of last entry made therein.
Rights of employees
Where contrary to the provisions of this Act any deduction has been made from the wages of an
employed person, or any payment of wages has been delayed, than following persons may apply
to such authority:
(1) Such person himself,
(2) Any legal practitioner or
(3) Any official of a registered trade union authorized in writing to act on his behalf, or
(4) Any Inspector under this Act, or
(5) Any other person acting with the permission of the authority appointed by the state
government. Every such application shall be presented within 12 months from the date on which
the deduction from the wages was made or from the date on which the payment of the wages was
due to be made, as the case may be:
Any application may be admitted after the said period of 12 months when the applicant satisfies
the authority that he had sufficient cause for not making the application within such period.
When any application made is entertained, the authority shall hear the applicant and the
employer or other person responsible for the payment of wages, or give them an opportunity of
being heard, and, after such further enquiry, if any, as may be necessary, may, without prejudice
to any other penalty to which such employer or other person is liable under this Act, direct the
refund to the employed person of the amount:
(1) Deducted, or
(2) The payment of the delayed wages, together with the payment of such compensation as the
authority may think fit. The amount of such compensation shall:
a) Not exceeding 10 times the amount deducted in the case where deduction has been wrongly
made from the wages and;
b) Not exceeding Rs 3000/- but not less than Rs 1500/- in the case where there is delay in
payment of wages.
Even if the amount deducted or delayed wages are paid before the disposal of the application,
direct the payment of such compensation, as the authority may think fit, not exceeding Rs 2000/-.
A claim under this Act shall be disposed of as far as practicable within a period of 3 months from
the date of registration of the claim by the authority.
Also no direction for the payment of compensation shall be made in the case of delayed wages if
the authority is satisfied that the delay was due to- (a) A bona fide error or bona fide dispute as to
the amount payable to the employed person; or
(b) The occurrence of an emergency, or the existence of exceptional circumstances, the person
responsible for the payment of the wages was unable, in spite of exercising reasonable diligence.
If the authority hearing an application under this section is satisfied-
(a) That the application was either malicious or vexatious, the authority may direct that a penalty
not exceeding Rs 375/-to be paid to the employer or other person responsible for the payment of
wages by the person presenting the application; or
(b) That in any case in which compensation is directed to be paid under the applicant ought not
to have been compelled to seek redress under this section, the authority may direct that a penalty
not exceeding Rs 375/- to be paid to the State Government by the employer or other person
responsible for the payment of wages.
A single application can also be made by the unpaid group of the employed persons. Employed
persons can be said to belong to Unpaid Group:
(1) If they are borne by the same establishment, and
a. If deductions have been made from their wages for the same wage period in contravention of
the Act, or
b. Their wages for the same wage period have remained unpaid after the day fixed by the Act.
An appeal can be made against an order dismissing either wholly or part of an application made.
The appeal can be made within 30 days of the date on which the order or direction was made.
The appeal has to be made before the court of small causes or the District Court by following
persons:
(1) By an employed person or any legal practitioner or any official of a registered trade union
authorized in writing to act on his behalf or any Inspector under this Act, if the total amount of
wages claimed to have been withheld from the employed person exceeds Rs 20/- or from the
unpaid group to which the employed person belongs or belonged exceeds Rs 50, or
(2) By the employer or other person responsible for the payment of wages, if the total sum
directed to be paid by way of wages and compensation exceeds Rs 300/- or such direction has
the effect of imposing on the employer or the other person a financial liability exceeding Rs
1000/-, or
(3) By any person directed to pay a penalty.
Penalties
(1) Whoever being required under this Act to maintain any records or registers or to furnish any
information or return-
(a) Fails to maintain such register or record; or
(b) Willfully refuses or without lawful excuse neglects to furnish such information or return; or
(c) Willfully furnishes or causes to be furnished any information or return which he knows to be
false; or
(d) refuses to answer or willfully gives a false answer to any question necessary for obtaining
any information required to be furnished under this Act, shall, for each such offence, be
punishable with fine which shall not be less than Rs 1500/- one but which may extend to Rs
7500/-.
(2) Whoever-
(a) Willfully obstructs an Inspector in the discharge of his duties under this Act; or
(b) refuses or willfully neglects to afford an Inspector any reasonable facility for making any
entry, inspection, examination, supervision, or inquiry authorized by or under this Act in relation
to any railway, factory or industrial or other establishment; or
(c) Willfully refuses to produce on the demand of an Inspector any register or other document
kept in pursuance of this Act; or
(d) prevents or attempts to prevent or does anything which he has any reason to believe is likely
to prevent any person from appearing before or being examined by an Inspector acting in
pursuance of his duties under this Act; shall be punishable with fine which shall not be less than
Rs 1500/-one but which may extend to Rs 7500/-.
(3) If any person who has been convicted of any offence punishable under this Act is again guilty
of an offence involving contravention of the same provision, he shall be punishable on a
subsequent conviction with imprisonment for a term which shall not be less than one month but
which may extend to six months and with fine which shall not be less than Rs 3750/- but which
may extend to Rs 22500/-.
(4) If any person fails or willfully neglects to pay the wages of any employed person by the date
fixed by the authority in this behalf, he shall, without prejudice to any other action that may be
taken against him, be punishable with an additional fine which may extend to Rs 750/- for each
day for which such failure or neglect continues.
Payment in case of death of the employed person whose wages are not disbursed
Where the amount payable to an employed person as wages could not be paid on account of his
death before payment or on account of his whereabouts not being known;
(a) Be paid to the person nominated by him in this behalf.
(b) Where no such nomination has been made or where for any reasons such amount cannot be
aid to the person nominated, be deposited with the prescribed authority.
4m. MINIMUM WAGES ACT, 1948
The concept of Minimum Wages was first evolved by ILO in 1928 with reference to
remuneration of workers in those industries where the, level of wages was substantially low and
the labour was vulnerable to exploitation, being not well organised and having less effective
bargaining power. The need for a legislation for fixation of minimum wages in India received
boost after World War II when a draft bill was considered by the Indian Labour Conference in
1945. On the recommendation of the 8th Standing Labour Committee, the Minimum Wages Bill
was introduced in the Central Legislative assembly on 11.4.1946 to provide for fixation of
minimum wages in certain employments.
The Minimum Wages Bill was passed by the Indian Dominion Legislature and came into force
on 15th March, 1948. Under the Act both State and Central Government are Appropriate
Governments for fixation/revision of minimum rates of wages for employments covered by the
Schedule to the Act. The minimum rates of wages also include Special Allowance (Variable
Dearness Allowance) linked to Consumer Price Index Number which are revised twice a year
effective from April and October. The rates of wages once fixed are revised at an interval not
exceeding of five years.
The National Minimum Wage has been considered at various for a in the past. However,
State/UT Governments are not unanimous on the need of a National Minimum Wage as
socioeconomic conditions vary from state to state, region to region and also from industry to
industry due to different geographical, topographical and agro-climatic factors. The Six Regional
Minimum Wages Advisory Committees set up in 1987 to reduce regional disparities among
States have been broadened and renamed as Regional Labour Ministers Conferences.
Employers Checklist for Minimum Wages
The employer must pay every employee wages as fixed by the Government.
(a) Wages must be paid in cash.
(b) For the fixation of minimum wages, the employment must have been in Schedule originally
or added to the Schedule by a notification under Section 27 of the Act.
(c) The employer can take actual work on any day up to 9 hours in a 12 hours shift, but he must
pay double the rate for any hour or part of an hour of actual work in excess of 9 hours or for
more than 48 hours in any week.
(d) Once a minimum wage is fixed according to the provisions of the Act, the employer must pay
to every employee engaged in a Scheduled employment, minimum wages notification for that
class of employees.
(e) The employer should fix wage-period for the payment of wages at intervals not exceeding
one month or such other larger period as may be prescribed.
(f) The employer should pay wages on a working day within seven days of the end of wage
period or within 10 days if 1000 or more persons are employed in an establishment.
(g) The employer should pay the wages to a person discharged not later than the second working
day after his discharge.
(h) Every employer should maintain a register of wages at workplace specifying the following
particulars for each wage period in respect of each employed person:
i. Minimum rate of wages payable;
ii. The number of days in which overtime was worked;
iii. The gross wages;
iv. The wages actually paid and the date of payment.
(i) Every employer should get the signature or the thumb impression of every person employed
on the wage book and the wage slips.
(j) The employer should exhibit at main entrance to the establishment and its offices, a notice in
respect of the following in English and local language:
i. Minimum rates of wages;
ii. Abstracts of the Acts and rules made there under;
iii. Name and address of the Labour Inspector/ Asst. Commissioner of Labour etc.
The minimum wages covers all workers in the sectors agricultural, industrial and small-scale
sectors.

This means:
farm labourers
landless labourers
factory workers
people working in cottage industries
Construction workers etc.
The issue of fixation of minimum wages is of primary importance in a country like India where
300 million people are employed in the informal sector with no collective bargaining power. This
is 93 % of the workers. The enactment of the Minimum Wages Act in 1948 is a landmark in the
labour history of India. The Act provides for fixation of minimum wages for notified scheduled
employment.
As per Government of India, for all the States, the minimum wages have been fixed at about Rs
40 to 60 per day per person, average about Rs 50 per day for 25 days per month.
There are 45 scheduled employments in the Central sphere and 1232 in the state sphere for which
minimum wages have been fixed. To protect the wages against inflation they were linked to rise
in the Consumer Price Index.
The variable dearness allowance (VDA) came into being in 1991 and the allowance is revised
twice a year.
At present 22 states /Union Territories have these provisions. The states and Union Territories
were further directed to ensure that minimum wages are not below Rs 45 per day for any
scheduled employment.
Fixation of Minimum Wage Rate in India:
Minimum rate of the wages fixed or revised consists of the following:
A basic rate of wages and a special allowance, viz., cost of living allowance ;
A basic rate of wages with or without cost of living allowance and cash value of concessions
for supplies of essential commodities ;
An all inclusive rate, i.e. basic rate, cost of living allowance and cash value of concessions.
The Government may fix the minimum rates of wages either by the hour, by the day, by the
month or by such wage period as may be prescribed.
The minimum wage rate may be fixed at
a) Time rate,
b) Piece rate,
c) Guaranteed time rate and
d) Overtime rate.
The Act provides that different minimum wage rate may be fixed for
a) Different scheduled employments,
b) Different works in the same employment,
c) Adult, adolescent and children,
d) Different locations or
e) Male and Female.
Also, such minimum wage may be fixed by
a) An hour,
b) Day,
c) Month, or
d) Any other period as may be prescribed by the notified authority.
Norms for fixing minimum wage:
Three consumption units per earner,
Minimum food requirement of 2700 calories per average Indian adult,
Cloth requirement of 72 yards per annum per family,

Rent corresponding to the minimum area provided under the government's Industrial Housing
Scheme and
Fuel, lighting and other miscellaneous items of expenditure to constitute 20 per cent of the
total minimum wage
Fuel, lighting and other miscellaneous items of expenditure to constitute 20% of the total
Minimum Wages,
Children education, medical requirement, minimum recreation including festivals/ceremonies
and provision for old age, marriage etc. should further constitute 25% of the total minimum
wage.
Cost of Living Allowance:
The minimum basic wages fixed are linked to consumer price index as a counter measure against
inflation. The cost of living is set twice in a year. The Commissioner of Labour notifies the rate
1st of April and 1st of October. The rates are fixed on the basis of the average rise in the State
industrial workers consumer price index numbers for half year ending December and June
respectively.
Variable Dearness Allowance:
Dearness Allowance is payable to monthly, daily and piece rate earners. Every six months the
respective State Governments issues the Cost of Living Index number for each and every
scheduled employment.
Recovery of the amounts from parties
section 20(5) of minimum wages act, 1948

The method of recovering the amounts required to be paid by section 20 is by sub-section (5) of
section 20, which reads as follows

Any amount directed to be paid under this section may be recovered

(a) if the authority is a Magistrate by the authority as if it were a fine imposed by the authority as
magistrate.
(b) if the authority is not a Magistrate by any Magistrate to whom the authority makes
application in this behalf as if it were a fine imposed by such Magistrate.
The section classifies the Authorities as Magistrates and non-Magistrates can recover the
amounts directed to be paid by him as if it was a fine imposed by him in the capacity of a
Magistrate. In case the Authority happens to be a non-Magistrate, he has to require a Magistrate
to require a Magistrate to recover the amounts as if the amounts were imposed by him as a fine.
In both the cases only these amounts that were directed to be paid under section 20 by the
Authority appointed under section 20 (1) of the Act can be recovered under these provisions. To

Recollect amounts recollect amounts are:-

(1) The difference between the minimum wages payable under the Act and actually paid
(Section 12)

(2) The wages for working on the days of rest [Section 13(1)(b) or (c)].

(3) Over time wages ( section-14)

(4) Compensation[ section 20(3)(i)]

 (5) Penalty for filing malicious and vexatious applications by the employees or their unions
or labour inspectors or the legal practitioners (Section 20 (4) & Section 20 (2)).
The directions given by the Authority need not be published in the official Gazette to
become enforceable as in the case of an award of the Industrial Disputes Act.
The Authority under section 20 of the Minimum Wages Act should go into the objections
of the employer and decide as to how much amount was payable to the workman before
he sends his request the Magistrate to recover the arrears of wages under section 20 (5)

The direction of the Authority that the employer should deposit first before the Authority
the amount due to the employee, so that it may be paid to the employee concerned was
upheld

In the case of State of Rajasthan v. Mohan Singh and others it was held that provision
of Act does not inhibit employer to pay more under a contract, where an employee gets
more than minimum prescribed, the provisions of Act would not apply and such
employee cannot claim any benefit under the act.

In the case of State of Rajasthan v. Mohan Singh and others it was held that provision of Act
does not inhibit employer to pay more under a contract, where an employee gets more than
minimum prescribed, the provisions of Act would not apply and such employee cannot claim any
benefit under the act.

In the case of Robert Toppo v. State of Jharkhand and others it was held that no provision in
the Act or in the rules states that Sramdan should not be treated as labour.

In the case of Tamil Nadu spinning Mills Association, Dindigul v.State of Tamil Nadu it was
held that workers in Textile industry could not be said to be non-sweated labour. It also held that
government has power to add any other employment in respect of which it thinks that minimum
rate of wages should be fixed under the Act.

Constitutional validity of section 20(3)(i)

In the case of Chief Officer, Bhavnagar Nagarpalika v. Meghjibhai Ugarbhi the
constitutional validity of section 20(3)(i) of the Act. The Court held that section 20 of the act is
expected that the authority under section 20 of the act will decide allies between the employer
and employs with respect to any dispute arising an account of non compliance of the relevant
provisions of the act regaling fixation of the rate of minimum wages. Such a power was of
judicial nature and parity the corrector of judicial power. The authority has to adjudicate upon the
rival of conflicting claim reside before it the authority has been vested with certain power under
the relevant provision contained in Cr. P. C. It has also made a court to facilitated its effective
functioning. The authority under section 20 (3) before the reaching a conclusion has to hear to
party concerned. It was also enjoined to make such further inquiry and such necessary for the
purpose of deciding and awarding compensation. The condition of hearing and making further
investigation are sufficient guidelines for the exercise of power. The argument under section 20
(4) of the act, the penalty of the employee is only upto RS. 50 and on the employer up to ten
times of the excess amount and hence, discriminatory was also rejected by the court. The court
held that considering the capacity of the workman and the employer to pay the penalty, the
provisions are not discriminatory in section 20 (3)(i) was valid.