Question 1: Discuss in detail the various methods of fixation and revision of the minimum wages, under the Minimum wage Act, 1948?

Under the section 5 of the minimum wage of Act 1948, there are two methods of fixation/revision of the minimum wage.

Committee Method and Notification method

In the minimum wages the revision should not exceed the intervals in the 5 years. According to the section 3 the government empowers appropriate fix the minimum wages in a scheduled employments. Now in the Committee method, to create an enquiry or to give the advice the committee or sub-committee is set up for this. And in the Notification method, in official Gazette for the official date as well as for the publishes the government is responsible for this. On a “cost of living Index” the revision of the minimum wages is made. For the decision of the minimum wages, there are various norms that are very form industry to industry. In the different form, like the part of the state, classes or class, along with the mode of employment the minimum wages is set through the states (nath, 2013). To help in the fixation of the minimum wages, the wage board is constituted. To revise along with the fix of a minimum wages the state of government as well as the Central is empowered. The states of government fix the minimum wages for the scheduled employments. Though no date is specified, then the notification is come into the force with the expiry of the three months, when the date is issued. With the retrospective effect the minimum rate of the wages could be revised (Pillai, 2011).

Question 2

Explain the following Under the Equal Remuneration Act, 1976

Answer:

Objective:

The objective of the Equal Remuneration Act, 1976 is, to pay the Equal Remuneration to women workers as well as men worker .In the matter of employment, against the women, on the ground of sex to prevent the discriminations. For women to provide the increasing opportunities. For the women, to provide employment opportunities to set up the advisory committee.  

Scope:

The scope of the Equal Remuneration Act, 1976 is the, the provision is extend for the employments categories. And this act is extends in whole India

Duties of employers to Pay equal Remuneration to men and women

In the employment Remuneration as well as in establishment, no employer should pay to the worker that is employed through him. It may be in cash, or in any kind at the fewer rates that is favorable for those which paid the remuneration through him. For the objective of the complying by the sub-section provision, no employer shall. The rates of the Remuneration is payable before the commencements in the Equal Remuneration Act, 1976 for the duties of employer (WWW.advocatekhoj.com/, 2019).

No gender discrimination on the recruitment

From and on the Commencement of Remuneration act, no employer will create the recruitments for a work of the same nature. Expect the employment of the women, like the restricted as well as prohibited through and under the law, create the discrimination against the women for the time in the force.

Authorities for hearing and deciding claims and complaint

For the purpose of deciding as well as hearing the complaint along with the claims; the government through the notification under the rank of the labor officer fits the authorities;

In the any provision of this act, the com plaints by the regard of the contravention.

At the equal rate of the women worker as well as men worker, the claim is arising out the wages of the non-payment

Question 3

Explain in detail the Merit Incentive pay. Also explain incentives schemes which are based on the output for the group and individuals.

The organization set the funds for the merit pay incentives, as well as established the set of the parameters, on the behalf of the employees to meet the incentives that is appraised. The merit pay program increase the grid along with it is determined by the two factors, the compa-ratio as well as the performances rating. And the incentive pay might the target the individuals of the company, and in the organization, the merit pay incentives are offered to everyone. The organization is awarded the merit pay incentives to the individual of the worker that is based on the performance (Jex, 2002).  

For the use of the merit pay incentives the companies are often designed the funds, and maintain the parameters which meet to earn the incentives. To all the employees the merit pay is common to offer the organization. To earn the reward there is an equal opportunity that is offered through the organization. For the performance of the program, as the part of the larger pay, the merit pay incentives are used.

Question 4

Discuss in detail the steps involved in designed performance linked schemes

There are the following step that are involved in the designing of performance linked schemes

Jex, S. (2002). Organizational Psychology: A Scientist-Practitioner Approach (illustrated ed.). John Wiley & Sons,.

nath, R. (2013, March 19). Minimum Wage Rate Fixation Procedure. Retrieved from The Minimum Wages Act, 1948 The Minimum Wages Act, 1948: http://minimumwagesact1948.blogspot.com/2010/09/minimum-wage-rate-fixation-procedure.html

Pillai, R. (2011). Legal Aspect of Business (Mercantile Law). S. Chand Publishing,.

Silva , S. d. (2018). AN INTRODUCTION TO PERFORMANCE AND SKILL-BASED PAY SYSTEMS. INTERNATIONAL LABOUR ORGANISATION.

WWW.advocatekhoj.com/. (2019). 4. Duty of employer to pay equal remuneration to men and women workers for same work or work of a similar nature. Retrieved from http://www.advocatekhoj.com/library/bareacts/equalremuneration/4.php?Title=Equal&STitle=Duty%20of%20employer%20to%20pay%20equal%20remuneration%20to%20men%20and%20women%20workers%20for%20same%20work%20or%20work%20of%20a%20similar%20nature.