Premium Essay

Equal Remuneration Act

In: Business and Management

Submitted By farahshahnawaz
Words 969
Pages 4
Equal Remuneration Act 1976 - Presentation Transcript

1. Equal Remuneration Act 1976 By : Rajnikant George Kumari Laxmi 2. INTODUCTION o The principle of equal work to men and women worker has been gaining increasing acceptance all over the world. In many countries, law have been passed prohibiting discrimination between men and women in matters relating to payment of wages for similar work. o The State Policy article 39 of the Constitution envisages that the State shall direct its policy, among other things, towards securing that there is equal pay for equal work for both men and women. o The International Women’s Year, President of India promulgated the Equal Remuneration Ordinance, 1975 on 26th September, 1975 to provide for the payment of equal remuneration to men and women workers 3. Cont.. o Article 39(a) states that the citizens, men and women, equally, have the right to an adequate means of livelihood. o Article 39(d) “that there is equal pay for equal work for both men and women”. o Article 16(2) makes a specific mention that “no citizen shall on ground only of ….sex …be ineligible for or discrimination against in respect of any employment or office under state.” 4. o (a) “Appropriate Government” means – o (i) in relation to any employment carried on by or under the authority of the Central Government or a railway administration, or in relation to a banking company, a mine, oilfield or major port or any corporation established by or under a Central Act, the Central Government, and o (ii) In relation to any other employment, the State Government; o (b) “Commencement of this Act” means, in relation to an establishment or employment, the date on which this Act comes into force in respect of that establishment or employment; o (c)…...

Similar Documents

Free Essay

Equal Remuneration Act

...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......

Words: 3578 - Pages: 15

Premium Essay

Organisational Dialouge

...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 Equality Act and Equal Opportunity for Women in the Workplace Agency is now the Workplace Gender Equality Agency. OBJECTS: The Workplace Gender Equality Act 2012 targets to encourage gender equality at workplace for male and female. Section 2A indicates the main objects of WGE Act which are stated as follows: (a) “to promote and improve gender equality (including equal remuneration between women and men) in employment......

Words: 2222 - Pages: 9

Free Essay

Labour Act of Ghana

...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......

Words: 20517 - Pages: 83

Free Essay

The Glass Ceiling 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......

Words: 2901 - Pages: 12

Premium Essay

Corporate Governance

...governance matters. 9. The Committee develops and periodically reviews the Corporate Governance Guidelines and recommends changes to the Board. The Committee recommends compensation for newly-elected Directors and reviews Director Compensation as necessary. 3. Code of Business Conduct and Ethics employees should always act lawfully, ethically, and in the best interests of This Code of Business Conduct and Ethics (the "Code of Conduct") sets out basic guiding principles. Employees who are unsure whether their conduct or the conduct of their coworkers complies with the Code of Conduct should contact their manager or the Legal Department. Employees may also report any suspected noncompliance to the Legal Department or to the Ethics Line referred to in paragraph IX below. I. Compliance with Laws, Rules and Regulations Employees must follow applicable laws, rules and regulations at all times. Employees with questions about the applicability or interpretation of any law, rule or regulation, should contact the Legal Department. II. Conflicts of Interest Employees are expected to use their judgment to act, at all times and in all ways, in the best interests of A "conflict of interest" exists when an employee's personal interest interferes with the best interests of For example, a conflict of interest may occur when an employee or a family member receives a personal benefit as a result of the employee's position......

Words: 2304 - Pages: 10

Premium Essay

Domestic Worker Employment Contract

... | | | |………………………………………. |R………….. | | | | | | |……………………………………….. |R………….. | | | | | |5.4 |The total value of the above remuneration shall be | | | |(The total of clauses 5.1 to 5.2.2) |R………..…. | | |(Modify or delete clauses 5.2.1 to 5.2.2 as needed) | | | | | | 5.5 The employer shall review the employee’s salary/wage on or before 1 November of every year. 6. Termination of employment Either party can terminate this agreement with one weeks......

Words: 2712 - Pages: 11

Premium Essay

Contract of Agency

...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......

Words: 7591 - Pages: 31

Premium Essay

Hr Services

...countries affecting market. In developing HR services we must also take into consideration the objectives, strategies and needs of managers at all stages including line managers. Supporting managers with developing, delivering and implementing as well as evaluating existing and new policies and services to improve effectiveness in targeting the goals, objectives and strategies of the business at hand (Jones and Martain, 2013). Through consultation and effective communication a HR practitioner can consult with and assist line managers to identify the HR needs of their specific areas and can facilitate the implementation of policies which fit the organisational needs of the business in terms of people management, staff development and reward/remuneration outcomes. The diversity of the workplace is integral to achieving a business’s objectives. A workforce which is reflective of the environment/population which the business is targeting can assist in creating a better relationship between business/organisation and the client base with which they wish to connect, can improve the culture of the workforce and encourage new employees, reduce conflict amongst workers, increase creativity and productivity due to an increase in morale amongst colleagues and hence improve retention of staff (Jones & Martain, 2013). A business which is welcoming to all types of workers including aspects such as religion, disability, age, cultural background/ethnicity is likely to be perceived......

Words: 1916 - Pages: 8

Premium Essay

Business Management 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 provide unbiased and independent views in ensuring that the strategies proposed by the Management are fully deliberated and examined objectively, taking into perspective the long term interests of shareholders, other stakeholders and the community at large. The Board......

Words: 6032 - Pages: 25

Free Essay

Inappropriate Behavior

...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......

Words: 2914 - Pages: 12

Premium Essay

Compensation Management

...********* Multiple Answer Question Extent of employees turnover depends upon :- Correct Answer Physical conditions within organisation , Type of industry , Male to female ratio True/False Question Performance standards & norms for incentive payments should be set up high for better results. Correct Answer False Multiple Choice Multiple Answer Question E.S.I. Act aims at providing for certain cash benefits to employees in case of :- Correct Answer Sickness , Maternity , Medical True/False Question Employer's contribution to Superannuation Fund is taxable. Correct Answer False Multiple Choice Multiple Answer Question Forces that favour regional differences are :- Correct Answer Low mobility , Lower skilled job , Sources of income True/False Question The goals and ideals of a traditional Indian family were spiritual and religious. Correct Answer True Multiple Choice Single Answer Question In graduated time rates system, if basic salary is Rs.2000 and dearness allowance is 150% then total remuneration will be :- Correct Answer Rs.5000/- Match The Following Question Correct Answer Top managers Non-financial benefits Workers Piece-rate Salesmen Commission Managers Bonus Select The Blank Question The scanlon plan of profit sharing gives utmost importance to ________. Correct Answer Employee participation True/False Question If workers do......

Words: 6355 - Pages: 26

Premium Essay

Labour Law Demystified

...legislations are the questions which arise for determination in these appeals SWING OF THE JUDICIAL OUTLOOK Early years of Indian constitution - Zamindari Abolition - Land Ceiling The socialist 70’s - Nationalisation pro-labour Liberal 90’s & Neo 21st century - Recalibration to the centre Balancing act ORGANISATION INTERFACE External - Licenses & amendments Exemptions Periodic returns & filings Internal - HR policies Employee benefits Joining docs Disciplinary process LABOUR LAWS: ILLUSTRATIVE LIST a) b) c) d) e) f) g) h) i) j) k) l) m) n) Contract Labour (Regulation And Abolition) Act, 1970 Apprentices Act, 1961 A.P. Shops And Commercial Establishments Act, 1988 Payment Of Gratuity Act, 1972 Payment Of Wages Act, 1936 Minimum Wages Act, 1948 Equal Remuneration Act, 1976 Payment Of Bonus Act, 1965 Employment Exchange (Compulsory Notification Of Vacancies) Act, 1959 Maternity Benefit Act, 1961 Employees Compensation Act, 1923 A.P. Labour Welfare Fund Act, 1987 Employees’ Provident Fund & Miscellaneous Provisions Act, 1952 Employees’ State Insurance Act, 1948 SPECIFIC COMPLIANCES: ILLUSTRATION The Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013 - - Constitution of Internal Committee Display of notices Organise workshops and awareness programmes for employees Provide necessary facilities to the Internal Committee Make available information sought by the Internal Committee Upon request of woman provide assistance for filing......

Words: 358 - Pages: 2

Premium Essay

Weekly Reflection

...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 work hour limitations and supports employment in safe non-hazardous positions. In reviewing a large company such as Bollman Hotels a large luxury hotel chain currently located in Minneapolis, Minnesota they set their expansion out of the country. Their strategic expansion plan is to penetrate India and increase their current labor force of roughly twenty-five thousand (25,000) by 20%; they will not be able to follow US mandated Fair Labor Standards Act (FSLA), however, that does not mean they will not be compelled to follow employment laws. Much different from the US FLSA, India has the Minimum Wages Act of 1948, which was established to stipulate wage structure guidelines. The Act was implemented to establish fixed wages based in certain employment. What makes this different than the US......

Words: 751 - Pages: 4

Premium Essay

Corporate Law

...are required, again in the interests of good CG, to give regular financial statements to shareholders, and hold annual general meetings. Importantly, they cannot trade on this private information which they have but the shareholders don’t because this would be insider dealing and a criminal offence under the law (the Criminal Justice Act 1993). Voluntary or legal codes? The UK has a voluntary code of CG. This means that company does not need to follow it and there are no legal consequences if it does not. However, if it does not comply it must say which rule it is ignoring, and why. Even though it is voluntary, if a company ignores CG it may see its share price fall (because investors don’t trust it), other companies being unwilling to trade with it or give it generous payment terms (for example, buy now, pay in three months), and banks refusing to give it loans and even if they do, at higher rates of interest. This is a market-based form of policing. This is in contrast to the US system where CG tends to be more formal, more legalistic, and less voluntary in terms of compliance. For example, under the Sarbanes-Oxley Act 2002 directors who do not follow the law regarding CG can be prosecuted and may eventually go to prison. This has been one of the reasons why many companies have decided to de-list or to withdraw from the stock exchange and list in another country. This difference between voluntary and prescriptive is sometimes known as the......

Words: 2049 - Pages: 9

Premium Essay

Corporate Governance Evaluation of David Jones Ltd, Billabong International Ltd, Ten Ltd and Energy World Corporation Ltd

...associated measures. Section 2 outlines our assessment of the corporate governance quality of each of the four companies, as well a brief description of the company. Section 3 shows our firm’s conducted comparison of the four corporate governance structures. The final section includes the bibliography and appendix which supported our analysis. Corporate Governance Assessment Model Factor 1: Structure the board to add value Regardless of whether corporate governance is interpreted in its narrowest or broadest sense, the definition fundamentally stems from the concern to protect all stakeholders from managerial opportunism. Indeed, the structure, size and composition of the board are important to ensure that the duties of directors are to act in the interests of all stakeholders and to monitor management so their responsibilities are discharged properly. In particular, the independent judgement of board members is crucial in the bearing on board decisions to ensure that this goal is achieved. 1. Does the board comprise a majority of independent directors? Ensuring that a majority of independent directors to monitor the actions of executive directors helps to address the potential for, or perception of, conflict of interest of executive director involvement in board decisions. A good corporate governance structure would encourage the board to regularly assess whether each non-executive director is independent. 2. Are the roles of the chairperson and chief......

Words: 5767 - Pages: 24