...EQUAL REMUNERATION ACT, 1976 [Act 25 of 1976 amended by Act 49 of 1987] CONTENTS CHAPTER I PRELIMINARY 1. Short title, extent and commencement. 2. Definitions. 3. Act to have overriding erect. CHAPTER II PAYMENT OF REMUNERATION AT EQUAL RATES TO MEN AND WOMEN WORKERS AND OTHER MATTERS 4. Duty of employer to pay equal remuneration to men and women workers for same work or work of similar nature. 5. No discrimination to be made while recruiting men and women workers. 6. Advisory Committee. 7. Power of appropriate Government to appoint authorities for hearing and deciding claims and complaints. CHAPTER III MISCELLANEOUS 8. Duty of employers to maintain registers. 9. Inspectors. 10. Penalties. 11. Offences by companies. 12. Cognizance and trial of offences. 13. Power to make rules. 14. Power of Central Government to give directions. 15. Act not to apply in certain special cases. 16. Power to make declaration. 17. Power to remove difficulties. 18. Repeal and saving. An act to provide for the payment of equal remuneration to men and women workers and for the prevention of discrimination, on the ground of sex, against women in the matter of employment and for matters connected therewith or incidental thereto Be it enacted by Parliament in the Twenty-seventh Year of the Republic of India as follow: - 2 Prefatory Note – Statement of Objects and Reasons. – Article 39 of Constitution envisages that the State shall direct its policy, among other things, towards securing that there...
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...LAW ACT, 2003 ARRANGEMENT OF SECTIONS 1. Scope of application PART II – PUBLIC EMPLOYMENT CENTRES AND PRIVATE EMPLOYMENT AGENCIES 2. Establishment of Public Employment Centre and registration of private employment agencies 3. Functions of the Centres 4. Registration of unemployed persons 5. Employment through Centres or Agencies 6. Employment data 7. Private Employment Agencies PART III – PROTECTION OF EMPLOYMENT 8 Rights of employers 9. Duties of employers 10. Rights of workers 11. Duties of workers 12. Contract of employment 13. Written statement of particulars of contract of employment 14. Prohibition of restrictive conditions of employment 15. Grounds for termination of employment 16. Types of contract of employment 17. Notice of termination of employment 18. Remuneration on termination of employment 19. Exception PART IV – GENERAL CONDITIONS OF EMPLOYMENT Sub-Part – Annual leave with pay 20. Leave entitlement 21. Continuous service 22. Interruption of work by public holidays, sickness of worker etc. 23. Interruption of work by voluntary work, civic duties and special leave 24. Sick leave not part of annual leave 25. Leave to be uninterrupted 26. Employer to bear cost of leave interruption 27. Record of employment leave 28. Worker may take leave in two equal parts 29. Leave entitlement to be restored to suspended worker on reinstallment 30. Termination of employment not to affect leave entitlement earned ...
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...women are being capable to work in all areas like economical, business, political, social and many more with same responsibilities and duties like men. Nowadays, “Gender Equality” is one of the debatable issues. Gender equality means men and women get equal importance, value, rights, treatments, positions and opportunities irrespective of their gender. Gender equality is obtained when people are being capable of getting equal awards, benefits, means, freedom, scope and chance nevertheless even if they are men or women. In the latest era, most of the countries in the world have shaped symbolic development in the direction of gender equality. The main purpose of gender equality is to obtain just identical results for both male and female and not the uniform results for all human beings in the workplace. Due to all these reasons and to control the situations, the Workplace Gender Equality Act 2012 is established and enforced. The Australian Government introduced legislation into parliament in March 2012 to retain and improve the Equal Opportunity for women in the Workplace (EOWW) Act and Equal Opportunity for Women in the Workplace Agency. The EOWW Amendment Bill successfully passed through Parliament on 22 November 2012. The new act is called the Workplace Gender...
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...to gender, age, social class, geographical background among other features. In adverse situations, discriminatory acts have often resulted into conflicts in the society therefore an array of devastating consequences. In addition, equitable development in most societies has often been compromised by cases of inequalities at different levels. Central in the discriminatory acts is cases of inequality exercised towards the feminine gender. Over the years, the women have been treated as the weaker gender therefore subject to unequal opportunities in the society. The glass ceiling well explains it, a term often used in political arenas to explain certain barriers to prevent women from attaining certain opportunities in the society. The year 2014 is not an isolation of cases of women equality. Numerous cases of actions depriving the women of equal participation in different sectors. More precisely, cases of gender inequality in the corporate sector have raised much concern due to the rapid increasing rates. Initially, both the two genders are often subjected to the same nature of scrutiny during the recruitment procedures. The qualifications demanded are in most cases at par. Furthermore, after securing placement in these companie, both women and men in same ranks in the society are tasked with an equal volume of tasks to accomplish. However, surprisingly, the remuneration plans are not often equally offered despite the same qualifications and tasks performed. Women employees are in most...
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...Executive Summary This report pretends to do a review of the Corporate Governance about Amazon.com. The methodology adopted for this work is based in information available from the company in its websites and annual reports. In the brief report the review of the structure, process and effectiveness of the governance of the amazon.com is made and the recommendations for appropriate improvements are given it the end of the report. I concluded that company shows the corporate governance components according to their core business and their environmental business. Table of the Contents 1. Introduction.................................................................................................04 2. Nominating and Corporate Governance Committee Charter.................... 04 3. Code of Business Conduct and Ethics........................................................05 4. Officers and Directors.................................................................................08 5. Conclusion & Recommendation.................................................................09 6. References...................................................................................................11 1. INTRODUCTION: Amazon.com, Inc. (NASDAQ: AMZN) is an American multinational electronic commerce company with headquarters in Seattle, Washington, United States. It is the world's largest online retailer. The company also produces consumer electronics...
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...CONTRACT OF AGENCY The general law of contracts is embodied in the Contract Act, 1872. The law of agency being a branch of the law of contracts, the same is incorporated in the said Act by giving it a full chapter on the subject. Thus sections 182 to 238 of the Contract Act, 1872 deal with the subject of Agency. Special enactments are also there and where a provision of a special Act is in conflict with the provision of the general Act, the former shall prevail unless the special law itself states otherwise. The wisdom behind this principle is to maintain consistency in law and to oust any ambiguity or confusion concerning any subject. PARTIES TO THE CONTRACT OF AGENCY AGENT AND PRINCIPAL: AGENT: Agent is an individual or firm authorized to act on behalf of another (called the principal), such as by executing a transaction or selling and servicing an insurance policy. The agent does not assume any financial risk in the transaction. The function of the agent is to act on behalf of his principal in bringing about a contract between his principal and a third party. The relationship between principal and agent can arise in many ways, by contract under seal or in writing or verbal, by contract implied from the conduct or situation of the parties and by ratification. An agent such as a director has a lot of duties for the company. He must act in good faith in the interests of the company. As well, he has duty to avoid actual and potential conflicts of interest. If the agent...
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...WRITTEN PARTICULARS (DOMESTIC WORKER) Given by: _______________________________________ (herein after referred to as "the employer") | | | |Address of employer: |…………………………………………… | | | | | |…………………………………………… | | | | | |…………………………………………… | | | | | |……………………………………………. | to _______________________________________ (herein after referred to as "the employee") 1. Commencement Employment will begin on ……………………………… and continue until terminated as set out in clause 6 of the guidelines. 2. Place of work ………………………………………………………………...
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...in this essay, with the perspectives of weighing the benefits with that of the costs of the national minimum wage. The essay goes about discovering what exactly is minimum wage and how it impacts the economy. Moreover, the advantages are compared against the disadvantages of the minimum wage rate. Furthermore, it also covers the detailed consequences of increased minimum wage after a research on what economists have surveyed about the recent increase in the minimum wage. Thus, this essay has thoroughly evaluated the pros and cons of implying with the law to allow for national minimum wage in the labor market. The minimum wage act was created in the 1938T as Fair Labor Standards Act, which makes it legally compulsory for the employers to pay their employees for the period of time worked. The minimum wage could be defined as the “minimum rate of remuneration that is must to be paid to a wage employees for the work they have done over a period of time, which cannot be neglected or reduced by individual contract and collective agreement”. The eligibility of minimum wage is that it is allotted to workers who are below 20 years old, for long as the probationary period lasts that is for almost 3 months. The minimum wage rate...
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...his fellow co-worker? Do those laws apply to his conduct toward the park guest? The civil rights laws’ covering this case comes under Title VII of the Civil Rights Act, 1964 (Cooper, 2010). This legislation safeguards the employees against discrimination at workplace on the basis of caste, color, creed, gender, origin (Cooper, 2010). The law applies to all employers whether national, state or local. Any company having fifteen or more employees has to adhere to this law. As per this law, a commission called Equal Employment Opportunities Commission has been set up, to protect people against discrimination and impose this as well as other applicable laws. Discrimination at place of work has always been in existence since long before any rules were applied. The U.S. Authorities initiated this law after hearing several cases of harassment. The law safeguards both the employees as well as the applicants applying for the job. The law states that no employer can take recruitment decision solely on the basis of the caste, color, creed, gender, or origin of the applicant. The company or employer cannot favor anyone on the basis of these factors while selecting or promoting. Also the employer cannot assign any task to the employee on the basis of these factors. The employer has no right to determine the remuneration of an employee on the basis of these factors. He cannot terminate the services of any worker on the basis of these factors. Also the employer is not supposed to show favoritism...
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...Case Study – Sydney Airport & Santos Limited BUSN 603- CORPORATE GOVERNANCE AND SOCIAL RESPONSIBILITY North Sydney Campus BUSN 603- CORPORATE GOVERNANCE AND SOCIAL RESPONSIBILITY North Sydney Campus Table of Contents Company Profile: 3 SANTOS MINING 3 Profile 3 Board Composition and Structure 3 Risk Management / Internal and External Controls 4 Code Of Conduct 4 Transparency Issue-Santos 4 SYDNEY AIRPORT 5 Profile 5 Board Composition / Structure 5 Risk Management / Internal and External Controls 6 Code of Conduct 6 Remuneration Committe Issue-Sydney Airport 6 Discussion And Conclusions 7 SECTION 2 7 Answer: (Question1, See Appendix) 7 SANTOS Limited Remuneration 7 Sydney Airport Remuneration 9 Answer: (Question 2, See Appendix)) 9 References 11 Appendix 13 Section 2 Questions 13 SANTOS Remuneration Table & Chart 13 Remuneration Committee Santos 15 Remuneration Committee Sydney Airport 15 Sydney Airport RemunerationTable & Chart 16 Company Profile:- SANTOS MINING Profile SANTOS (South Australian Northern Territory Oil Search) was founded in 1954 and was active in energy business for more than 50 years. Santos is one of the leading oil and gas producer supplying Australia and Asian customers. Santos made its significant discovery in natural gas in the...
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...owned by sole proprietor Bradley Stonefield. Landslide Limousine is a service provider of first-class luxury transportation. Landslide Limo’s strategic plan is to grow its labor force by 25 employees within a twelve month time frame. Much like the medium sized Clapton Commercial Construction, a Michigan based company looking to expand its business to Arizona and increase its current 650 workforce by 20% both companies will be required to adhere to laws that govern the Fair Labor Standards Act. The Fair Labor Standards Act (FSLA) protects employees against three employment related mandates compromised of minimum wage overtime, child labor and equal pay for men and women. The mandates outlined in the FSLA apply to employers regardless of company size and number of employees. Both organization are US based companies so employment laws are synonymous each must comply with the Child Labor Act that mandates employers abide by legal restrictions of employing those under the age 18. The act affords protection to underage employees in terms...
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...financial year ended 31 March 2014 and any non-observation of the Recommendations of MCCG 2012, including the reasons thereof, has been included in this Statement. Principle 1 – Establish Clear Roles and Responsibilities 1.1 Clear Functions of The Board and Management The Board leads the Group and plays a strategic role in overseeing the Group’s corporate objectives, directions and long term goals of the business. The Board is responsible for oversight and overall management of the Group. The Board Committees are established to assist the Board in discharging its responsibilities. The Board delegates specific responsibilities to three (3) principal Committees, namely the Audit Committee, the Nomination Committee and the Remuneration Committee. All committees have written terms of references and operating procedures and the Board receives reports on their proceedings and deliberations. The Chairman of the respective Committees shall report the outcome of their meetings to the Board. Minutes of all Board Committee meetings are circulated to the Board members so that they are kept abreast of proceedings and matters discussed at Board Committee meetings. Independent Non-Executive Directors...
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...149 AB InBev Annual Report 2012 Corporate Governance Statement Contents 150 152 155 155 157 159 164 Introduction The Board of Directors Chief Executive Officer and Executive Board of Management Internal Control and Risk Management Systems Shareholders Structure I tems to be Disclosed Pursuant to Article 34 of the Belgian Royal Decree of 14 November 2007 Remuneration Report Corporate Governance Statement 1. Introduction 1.1. The 2009 Belgian Code on Corporate Governance The corporate governance practices of Anheuser-Busch InBev are reflected in its Corporate Governance Charter, which is available on www.ab-inbev.com/go/Corporate_governance. The Charter is regularly updated. As a company incorporated under Belgian law and listed on Euronext Brussels, Anheuser-Busch InBev adheres to the principles and provisions of the Belgian Corporate Governance Code, published in March 2009 (www.corporategovernancecommittee.be). However, in order to reflect Anheuser-Busch InBev’s specific shareholding structure and the global nature of its operations, the Board of directors has adopted certain rules which depart from the Belgian Corporate Governance Code. In summary, these rules are the following: Principle 5.3./1 (Appendix D) of the Code: “the Board should set up a nomination committee composed of a majority of independent non-executive directors”: The Board of directors appoints the chairman and members of the Nomination Committee from among the directors, including at...
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...Inequality refers to the existence of disparities or injustices. In the recent past to present, inequality has existed in many parts of the world; ranging from wealth distribution in the world to working conditions in organizations. These disparities have a great negative impact on the lives of people and their living conditions. In several organizations, inequality is experienced in many ways. The gaps range from the way remuneration is done, and the way promotions are offered to the way disciplinary actions are taken upon those who are involved in misconduct within the organization. Every employee enjoys a working environment where he or she is treated with fairness, dignity and respect. Through the provision of a favorable working environment, employees become motivated, and the result will be improved productivity and customer service. Therefore, a healthy working environment should be free from inequalities of any kind in the organization. The management of any organization has a huge role to play to ensure fair practices and conditions at work. This paper is going to outline the measures that can be taken by the management to ensure a working environment free of inequalities. The first thing the management of any organization can do to realize the fairness in the organization is to conduct equality trainings to all employees (Castaldo et al. 2009). All employees should be made aware of the justice issues related to resource allocation, performance appraisal, recruitment...
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...ASSIGNMENT 1 PART A Question 1: What Human Resources services would you categorise as Transactional, Traditional and Transformational. Transactional services are those which are daily practices which are essential to the management of all Human Resource (HR) practices. These “micro” services have a low impact on the business strategy at hand but ensure smooth maintenance of operations (Wright, McMahan, Snell & Gerhart, 1998). Such examples may include payroll processing and record-keeping, general employee services. Traditional services are services which have some impact on daily running of the business and have some strategic elements necessary to maintain the businesses objectives. That is, they form the practices and systems to ensure execution of strategy, including recruitment and staff selection, training, and performance management, compensation, and industrial relations (Wright et al, 1998). These services have impacts on both an operational and strategic level. Transformational services have a high impact on a strategic level. These are the “macro” services which have the biggest impact on a business in moving towards achieving their objectives and strategies. These services have a large impact on the way the business operates and staffing, creating long-term capability and adaptability (Wright et al, 1998). Examples may include workforce planning, policy and work practice procedure development/changes, cultural change and strategic redirection. Question...
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