 Job evaluation is a systematic process of analyzing and evaluating jobs to

determine the relative worth of each job in an organization.

Its objectives are:

 To determine position and place of a job
 To clarify responsibility and authority associated with each job
 To manage internal and external consistency in compensation
 To maintain complete data relating to job
 To provide basis for classification of new or changed job
 To ensure satisfaction for compensation and avoid discrimination in this
regard
 Job dimensions have to be properly selected, defined and
rated
 Evaluation program should be illustrated to the employees at
all levels
 Employees must be actively involved in the evaluation
 Market factors should be taken into consideration in job
evaluation
1. Preparation of a job evaluation plan
2. Job Analysis( Job Description and Job Specification)
3. Selection of job evaluation dimensions
4. Classification of jobs (Monetary value)
5. Implementation of job evaluation
6. Maintenance
 Non-quantitative Techniques
 Ranking
 Job grading

 Quantitative Methods
 Point rating method
 Factor comparison method

 Decision Band method

 Ranking involves assessment of jobs in an organization based on
knowledge, skills, effort and other job dimensions associated with each
job.

Techniques are:
 Relative Ranking: Representative job is identified, compared with each
job and then ranked
 Paired Comparison: Each job is compared with every other job in pairs
 Single Factor Ranking: Single most important dimension of a job is
identified and compared with single most important dimension of other
jobs

 Once ranking of the jobs is complete, a monetary value is attached to each

job
 Position Worth Relative Rank

Surgeon- Rs. 2.5 Lacs Per 1

(Representative Job) Month

Doctor (Medicine) Rs. 1.5 Lacs per 2

Month
(2nd Rank in
comparison with
Surgeon)
Pathologist Rs. 80,000 per 3
month (3rd Rank in
comparison with
Surgeon)
 Position Pair Better/ Number of Times for rating Better
Not Better
(B/NB)
Surgeon- Doctor NB-B Surgeon- 2 times
Surgeon-Pathologist B-NB
Surgeon- Nursing Staff B-NB Rank: 2

Doctor- Pathologist B-NB Doctor- 3 times

Doctor-Nursing Staff B-NB
Rank: 1

Pathologist-Nursing Staff B-NB Pathologist- 1 time

Rank: 3
Nursing Staff- 0 time
Rank: 4
 Position Single Most Important Comparison of Single
Factor Most Important Factors

Surgeon Doing Surgery 1

Doctor (Medicine) Identifying illness and 2

providing treatment

Pathologist Conducting Blood Test and 3

other Pathology test
 Jobs are classified and graded based on their significance and
their worth to the organization. Steps are:

 Analyze the organizational structure and its chief

characteristics
 Determining job dimensions for defining grades
 Defining and determining job grades as I,II and so on
 Classifying jobs under different grades as per grade
definitions
 Using inputs from employees and trade union representatives
regarding number and description of grades
 Freezing the grades and assigning monetary values to the key
grades and then to all other grades
 A quantitative point scale is developed to evaluate
jobs. Steps are:
 Determine compensable factors
 Determine sub-factors
 Define specific requirements of each sub-
factor(degree statements)
 Assign points to factors, sub-factors and degrees
 Preparation of a chart
 Applying point system
 Determine and define specific factors across
different jobs
 Identify benchmark jobs
 Factors in each benchmark job are compared and
ranked based on relative importance
 Factors are then assigned monetary values and sum
of monetary values assigned should add up to the
pay of benchmark job
 Remaining jobs are then evaluated based on the
evaluation of benchmark jobs
 Value of a job depends on its decision-making
requirements

 DBM distinguishes six levels of decision bands

ranging from most far reaching decisions on
organizational goals to simplest decisions

 Decision bands cover entire spectrum of decisions

that can be made in any organization

 DBM produces a decision based structure

 Employee Compensation: All forms of pay or rewards going
to employees and arising from their employment

 Direct Compensation: Pay in the form of wages, salaries,

incentives, commissions and bonuses

 Indirect Compensation: Pay in the form of financial benefits

such as insurance
 Wages and salaries are defined as hourly, weekly and
monthly pay that employees receive for their work in
an organization including incentives and benefits

 The system of compensating employees in a fair

manner, maintaining the principle of equity and
matching employee expectancy is called
compensation administration
 Maintaining equity in the administration of wages and salaries
 Maintaining competitiveness in the wage market
 Matching employee expectations
 Reinforcing positive employee behavior and contribution
 Eliminating any discrepancies in wage administration
 Devising an efficient system
 Optimization of management and employee interests
 Maintaining good industrial relations and harmony
 Attracting talented resources

 Retaining and motivating employees

 Financial Management

 Legal requirements
 Minimum Wage: It is the amount of remuneration
which is just sufficient to enable an average worker
to fulfill all his obligations
 Fair Wage: Workers performing work of equal skill,
difficulty or unpleasantness should receive equal or
fair wages
 Living Wage: Enabling the male earner to provide
for himself and his family, not only the bare
essentials of food, clothing and shelter, but also a
measure of frugal comfort including education for
the children, protection against ill-health,
requirements of essential social needs and a measure
of insurance against misfortunes
 Time wage plan: Employees are paid for the period
of time for which they have been employed
 Piece wage plan: Workers are paid for the work
done
 Skill based pay: Employees are compensated for
their job related skills
 Competency based pay: Employee is compensated
for their knowledge, skills and behavior he/she
brings to the job
 Broad-banding: It reduces the number of salary
levels into broad salary bands having a fixed
minimum and maximum which overlap with other
bands
 Variable compensation programs are designed to pay
employees in accordance with their performance and not in
accordance with their position in the organizational hierarchy.
They differentiate between performers and non-performers

 Executive compensation is the (sometimes referred to as“

excessively high”) compensation paid to the CEO or the top
executives of an organization
 Internal Factors
 Compensation strategy
 Worth of a Job
 Employee’s relative worth
 Employer’s ability to pay

 External Factors
 Labor Market Conditions
 Area Pay rates
 Cost of Living
 Collective bargaining
 Compensation Strategy
 It is the compensation of employees in ways that enhance motivation and
growth, while at the same time aligning their efforts with the objectives of
the organization

 Pay for performance standard: It is a standard by which managers tie

compensation to employee effort and performance

 Expectancy Theory: It predicts that one’s level of motivation depends on

the attractiveness of the reward sought and the probability of obtaining
those rewards

 Pay Secrecy: Employers may have over or implicit prohibition on sharing

pay information and some even put policies in writing

 Bases of Compensation: Employees covered(non-exempt) and not covered

(exempt) by overtime provisions
 Pay Equity is an employees’ perception that compensation
received is equal to the value of the work performed.

The kinds are:

 External Equity: People in similar jobs compare themselves to
what others are making in different organizations
 Internal Equity: People compare themselves to peers in
different jobs in the same organization
 Individual Equity: People compare themselves to others in
their organization with the same job
 Wage and Salary Surveys: It is a survey of wages paid to
employees of other employers in the surveying organization’s
relevant labor market

 Wage Curve: It is a curve in a scattergram representing the

relationship between relative worth of jobs and pay rates

 Pay grades: They are groups of jobs within a particular class that
are paid the same rate

 Red circle Rates: They are payment rates above maximum of the
pay range

 Compensation Scorecard: It collects and displays the results for all

the measures that a company uses to monitor and compare
compensation among internal departments or units
 Try to identify the flaws (if any) by reviewing the existing
executive compensation plan

 Design a pay system that is directly linked to organizational

objectives

 The plan should provide for retaining a competent and successful

executive for a longer period of time

 The funding of the executive compensation and other factors

should be taken care of all the various components, their range, the
related targets to be achieved and the final compensation should be
in the final plan

 The plan should be made known to all stakeholders

 The 8th Five year plan says that “ it is felt necessary that a
national wage policy is evolved towards the direction of
removing irrational and iniquitous disparities in wage and
salary levels and inducing efficiency in the wage system in
the country”

 This would also help to streamline institutional mechanisms

for wage fixation and also help in dealing with wage related
problems in the unorganized sector
 Cost to Company (CTC): It indicates the total amount
of expenses an employer (organization) spends on an
employee during one year. It is calculated by adding salary to
the cost of all additional benefits an employee receives during
the service period

CTC = Gross Salary + PF + Gratuity + Loan Components

(if any)

 Gross Salary (GS): It is the sum of all wages, salaries, profits,

interest payments, rents, and other forms of earnings, before
any deductions or taxes

GS = CTC- Employer’s PF Contribution – Gratuity

 It is the net amount of income received after the deduction of taxes,
benefits, and voluntary contributions from a paycheck

 It is the difference between the gross income less all deductions

 Deductions include income tax, Medicare contributions, retirement

account contributions, and medical, dental and other insurance
premiums

 The net amount or take-home pay is what the employee receives

Take Home Salary = GS – Income Tax – Employee’s PF

Contribution- Professional
 Basic salary is the amount paid to an employee before any
extras are added or taken off, such as reductions because of
salary sacrifice schemes or an increase due to overtime or a
bonus

 Basic salary is a fixed amount paid to employees by their

employers in return for the work performed or performance of
professional duties by the former

 Base salary, therefore, does not include bonuses, benefits or

any other compensation from employers

 Generally, Basic Salary constitutes 40 % to 60 % of Gross

Salary (Increases approximately by 3 % annually)
 Academic Grade Pay: It is a Scale/Band for a post that
increases approximately by 3 % annually

 Academic Variable Pay: It is the payment given for

performance/institutional development which is not fixed

 Encashment Leaves (EL) Encashment Arrears: If the ELs are

exchanged in return of payment made per EL, the arrears are
called as EL Encashment Arrears

 Books and Periodicals: It is the payment made if the

employee purchases books for official purpose
It is the amount of money that is given to employees on a regular
basis in order to help them pay for the things they need. The types
are:
 Special Pay Allowance: It is a fixed amount of payment given
over and above the basic salary in order to meet certain
requirements
 Conveyance Allowance: It is a transport allowance given to
compensate for their travel from residence to and from
respective workplace location
 Designation Allowance: It is the payment given for a specific
designation hold by an employee
 Dearness Allowance: It is a cost of living adjustment
allowance paid to Government employees, public sector
employees and pensioners
 Medical Allowance: It is fixed allowance that is paid to meet
the employees’ medical needs

 Leave Travel Concession: It the payment provided to travel

within India once in two or more years with spouse, children
and dependent parents. One month basic pay is given

 Entertainment Allowance: It is an amount given to the

employees for achieving the expenses incurred towards meal,
beverages, hotels, etc for the business clients of the company
 Income Tax: It is the amount of money paid to the Government
according to how much you earn

 Provident Fund: It is a pension fund provided with lump sum

payments at the time of exit from their place of employment. It has
two parts:
 Employee’s Contribution (Visible in Salary)
 Employer’s Contribution (Invisible in Salary)

 Professional Tax: It is levied for employees who practice

professions of CA, Accountants, Lawyer, Doctors, Professors, etc

 Employee State Insurance: It is a self financing social security and

health insurance scheme as per the ESI Act,1948

 Gratuity: It is a large gift of payment given to an employee when

he/she leaves the job or retires after a certain number of years.
Eligibility is completion of five years of confirmed service with an
organization
 Earnings
Basic Pay
Academic Grade Pay
Academic Variable Pay
House Rent Allowance
Special Pay
Conveyance Allowance
Designation Allowance
Medical Allowance
Leave Travel Conveyance
EL Encashment Arrears
Entertainment Allowance (if any)
Books and Periodicals (if any)
Deductions
Income Tax
Provident Fund (Employee’s
Contribution)
Professional Tax
Others (if any)
Employee State Insurance
Invisible: Provident Fund
(Employer’s Contribution)
Invisible: Gratuity
Individuals below 60 years age (including Woman Assessees)
 Organizational rewards are those that the employee
earns as a result of employment with organization.
Types are:
 Extrinsic rewards: Tangible in nature and are
normally under the control of organization
Ex: Promotion and Bonus

 Intrinsic rewards: Intangible in nature and are

internal to the individual
Ex: Challenging assignment or informal recognition
 Employee benefits are fringe advantages that accrue to an
employee over and above his salary as a result of his
employment with an organization and his/her position in the
organization.

The objectives are as follows:

 To provide employees special allowances to match cost of
living
 To reward employees for their employment
 To satisfy the unions’ demands in helping maintaining
harmonious industrial relations
 To attract and retain talent and enhance the organizational
commitment
 Short-term benefits- Wages and Salaries

 Post employment benefits- Pension and Provident Fund

 Long-term employment benefits- Sabbatical Leave and Long

service benefits

 Termination benefits- Payment to the dependents and

beneficiaries
 Employees Benefits Employees Benefits

Subsidized lunches Company transportation facility

Medical facilities Cafeteria and rest rooms

LTC Company sponsored study

PF and Pension Club membership

Employee insurance Recreational facilities

Maternity leave Credit Cards

Child care centers Professional memberships

Educational allowance for employees’ Tax assistance

children
Merit Scholarship for employees’ children Interest free loans
Company accommodation Getting helpers for elderly care
 Competitive benefits information

 Allowing for Employee involvement

 Flexible benefits for diverse workforce

 Administering benefits

 Communicating Employee benefits information

 Healthcare benefits: They range from group health insurance
coverage to reimbursement of pharmacy bills and outpatient bills

 Wellness programs: Preventive health check-ups, gym membership,

physiotherapy, yoga meditation, etc

 Leave encashment programs: It is a payment for time not worked

like paid holidays and vacations, bonuses, etc

 Severance Pay: It is a one-time payment given to an employee who

is being involuntarily terminated

 Supplemental employee benefits: It is an unemployment

compensation in cyclical industries like metals and agricultural
companies where employer pays the employees to attract them
when the industry turns around
 Life Insurance

 Food Coupons

 Flexible Time

 Transportation Benefits

 Retirement Programs

 Work-Life balance

 Child and Elder Care

 Credit Unions

 Educational assistance
It is a provision and a benefit offered by an organization to its
employees to stay away from work for genuine reasons with prior
approval of the authorities. The kinds are:
 Casual Leave
 On-duty special Leave
 Earned Leave
 Vacation
 Half pay Leave
 Maternity Leave
 Paternity Leave
 Sick Leave
 Sabbatical/Study Leave
 Incentives are rewards to an employee, over and
above his/her base wage or salary in recognition of
his/her performance and contribution

 Incentives can be termed as performance based

rewards

 Examples are Annual performance bonus and

Employee stock option plans
 Performance Evaluation

 Link incentives to business strategy

 Assess whether performance is inadequate due to lack of

motivation

 Assess whether the rewards program is itself motivational

 Keep the rewards program simple

 Get the employee buy-in

 Give enough time for incentive programs to succeed

 Recognition of an employee’s contribution

 A challenging assignment

 Giving additional responsibility

 Rewarding through free gifts or vacations

 Awards for exceptional performance

Short Term Plans: Related to employee productivity over a short time period, say, a day, a
week or a month. Types are:
 Halsey Plan – Time Based
 Rowan Plan - Time Based
 Barth system of Wages - Time Based
 Task Bonus system - If the worker completes the task within the standard time, then
his efficiency is 100% and in addition to the time wages, he is also paid a bonus of
20% on the wages earned.
 Point rating system - Each factor is then divided into levels or degrees which are
then assigned points. Each job is rated using the ob evaluation instrument.
The points for each factor are summed to form a total point score for the job.
 Progressive bonus - Under this system of incentive payment, the earnings increase at
a progressive rate once the output crosses the minimum or standard out.
Long Term Plans: Help in providing steady earnings, over a longer time period. Types are:
 Annual bonus
 Profit sharing( Distribution, Deferred and Combination)
 Gain sharing
 Employee Stock Plans(Purchase, Restricted stock, Stock option, Phantom shares,
Phantom stock and premium priced option)
 Annual Bonus: One time payment related to
company profits and group/unit performance paid at
the end of financial year

 Gain sharing: Group is rewarded for its team work,

coordination and other characteristics that have
determined its success
 The Scanlon Plan: Designed to lower labour cost without
lowering level of the firm’s activity. It is a function of ratio
between labor costs and sales value of production (SVOP).

 Improshare: It is an acronym of improved productivity with

through sharing.It is a gain-sharing program under which
bonuses are based on the overall productivity of the work
team.
› That is any savings arising from production of agreed-upon output in
fewer than expected hours is shared by firms and workers.
 Employees earn a share of company’s profit which is
normally calculated as a percentage of total profit.
 Types are:
 Distribution Plan: Annual or quarterly cash bonus is paid
according to a pre-determined formula and based on company
profits
 Deferred Plan: Employees earn profit sharing credits instead
of cash payment, which are distributed when employee parts
with organization
 Combination Plan: Employees are allowed to receive a
portion of each period’s profit in cash bonus, with the
remainder put in deferred plan
 Employees are given a part of ownership at a price lower than
market price, in consideration of their duration and/or
meritorious performance on the job.
Types are:
 Employee Stock Purchase Plan(ESSP): Employees are
given right to acquire company shares immediately after they
earn them
 Restricted Stock Plan (RSP): Employees need not put in
money but shares are subjected to some restrictions
 Employee Stock Option Scheme (ESOS): Company grants
an option to its employees to acquire shares at a future date
 Phantom Shares(Stock Appreciation Rights): Employee
does not need to put in any money and has right to relinquish
stock
 Phantom stock: Holder is protected against any depreciation
in the value of stock
 Premium Priced option: Performance vesting option that is
exercisable only if market price of stock reaches or exceeds
pre-determined exercise price which is significantly higher
than current market price
 Halsey Plan: A certain amount of work is fixed as a standard
output, which is to be completed in a prescribed time.
Formula is:
Extra Wage= Plan Percentage* Time saved* Hourly Rate
 Rowan Plan: Worker is guaranteed a minimum wage on a
time basis. Then, a standard time is fixed for completion of
work.
Extra earnings= Time saved* Time taken*Hourly
Rate/Standard Time
 Barth System: Workers are not guaranteed of a minimum
rate.

Wages= √ ( Standard Time* Time Taken * Hourly Rate)

Given
Standard Output: 6 Hours

Prescribed Time: 8 Hours

Hourly Rate: Rs.5

Plan Percentage of Wages: 50 %

Find out extra earnings/wage as per Halsey plan?

 Hourly Rate for hours of work: Rs.5* 6 Hours = Rs.30
 Time saved: Prescribed time-Standard output time=8-6=2

 Extra Wage= Plan Percentage* Time saved* Hourly Rate

= (50/100)* 2 * 5 = Rs.5

 Worker eventually earns= Hourly Rate for hours of work+

Extra Earnings = Rs.30 + Rs.5 = Rs. 35
 Given:
Standard Output: 6 Hours

Prescribed Time: 8 Hours

Hourly Rate: Rs.5

Find the extra earnings by Rowan Plan

Solution
Hourly Rate for hours of work: Rs.5* 6 Hours = Rs.30

Time saved: Prescribed time-Standard output time=8-6=2

Extra earnings= Time saved* Time taken*Hourly Rate/Standard

Time
= 2*6*5/8
= Rs. 7.5
The employee would earn= Hourly Rate for hours of work+
Extra Earnings = Rs.30 + Rs.7.5 = Rs. 37.5
 Given
Standard Time: 8 Hours

Time taken: 6 Hours

Hourly rate= Rs.5

 Calculate the wages by Barth system of Wages

Wages= Hourly Rate * √ ( Standard Time* Time Taken)

Wages= 5 *√ ( 8 * 6) = Rs.34.5
 Task bonus system: The task of each group member
is pre-determined and has to be achieved to earn a
bonus above standard pay

 Point rating system: Each job is rated in terms of

standard time. At the end of a specified period,
output of each worker is assessed

 Progressive Bonus: Earnings increase at a

progressive rate once output crosses standard output
 An organization fixes its standard value as 10 units of
production per hour. The number of working hours per day is
8 and the hourly rate is Rs.5. At the end of the day, a worker
produces 100 units. This is equivalent to 10 hours of
production as per the standard time value. Find out payment
that would be given to the worker
a. Without Point rating
b. With Point rating
 Solution:

100 Unit/ 10 Unit per hour = 10 Hours

Thus, the worker will be paid

With Point rating:10 Hours * Rs.5 per hour = Rs.50

Without Point rating: 8 Hours * Rs.5 per hour = Rs. 40

 Spot Bonus: It is an unplanned bonus given for employee’s
effort unrelated to an established performance measure

 Merit Pay: It links an increase in base pay to how successfully

an employee performs his or her job

 Sales Incentives: These are the incentives that are provided to

salespeople for their sales performance or for the contribution
of volume of their sales
 Straight Salary Plan: It is a compensation plan that permits
salespeople to be paid for performing various duties that are
not reflected immediately in their sales volume

 Straight Commission Plan: It is a compensation plan based on

percentage of sales

 Combined Salary and Commission Plan: It is a compensation

plan that includes a straight salary and a commission

 Salary plus Bonus Plan: It is a compensation plan that pays a

salary plus a bonus achieved by reaching targeted sales goals
All organizational members participate in the plan’s
compensation payout and employees are rewarded on the basis of
success of the organization over an extended time period

 Profit Sharing

 Stock Options

 ESOPs
 Base Salary

 Short-term incentives

 Long-term incentives

 Benefits

 Perks
The incentive plan should be:
 Linked to employee performance
 Communicated to the employees clearly
 Proportional to the contribution of each employee
 Minimally affected by external factors
 Flexible enough to accommodate changes in external factors
 Provide a challenge to the employees
 Also benefit the management
 Only add value on the bottom-line of the company
 Include both monetary and non-monetary incentives for
employees
 Possible to measure the value of the non-monetary incentive
plans
 Money is not a motivator

 Rewards punish

 Incentives rupture relationships

 Rewards ignore reasons

 Incentives discourage risk taking

 Rewards undermine passion

 Rewards lack transparency

Government Regulation of
Compensation in India
 The employee state insurance act, provides for certain
benefits to employees in case of sickness, maternity or any
injury

 It is the responsibility of the employer to ensure that both the

employer and the employee contribute to E.S.I(Employee
State Insurance) Account at the end of each wage period
 Sickness benefit – Cash benefit is paid to employee if he falls sick
during the benefit period
 Maternity benefit – A periodical cash benefit is payable to an
insured women employee, in case of confinement, miscarriage,
medical termination of pregnancy, premature birth of child, or
sickness arising from pregnancy, miscarriage, etc, occurring or
expected to occur in a benefit period
 Disablement Benefit – Disablement benefit is payable in the form
of cash instalments, to an employee who is injured in the course of
his employment and is, permanently or temporarily, disabled or
contacts any occupational disease
 The Workmen’s Compensation Act, 1923 aims to provide
workmen and/or their dependents some relief in case of
accidents arising out of and in the course of employment
and causing either death or disablement of workmen

 It provides for payment by certain classes of employees to

their workmen, as compensation for injury caused by the
accident
 Ensure the payment of compensation to an employee injured
during the course of employment
 Provide guidelines to the management and the employees
regarding industrial safety
 Determine the liability of the employer
 Define and specify the duties of the employer and the
employee in case of an accident
 Provide guidelines in determining and establishing the cause
of an accident and responsibility for the same
 Maintain better safety standards in organizations
 The Payment of Bonus Act is the outcome of the
recommendations made by the tripartite commission
which was set by the GOI way back in 1961

 The Act was promulgated on May 26, 1965.

Subsequently it was accepted by the Parliament and
accordingly in the year 1965, the payment of the
Bonus Act was enacted

 The Act was amended in 1968, 1969, 1975, 1976,

1977, 1978, 1980, 1985 and 1995
 To impose statutory obligation on the employer of every
establishment defined in the Act, to pay bonus to all eligible
employees working in the establishment

 To outline the principles of payment of the bonus according to the

prescribed formula

 To provide for the payment of minimum and maximum bonus

and linking the payment of bonus with the scheme of “Set-off”
and “Set on”

 To provide necessary machinery, to enforce the payment of bonus

 The payment of Bonus, Act, 1965 aims at providing for bonus to
employees of every establishment wherein 20 or more workmen are
employed on any day during an accounting year

 Every employee recieving salary or wages up to Rs. 3,500 .p.m. And

engaged in any kind of work, where skilled, unskilled, managerial,
supervisory or manual is entitled to bonus for every accounting year if he
has worked for at least 30 working days in that year

 The minimum bonus, which an employer is required to pay, even if he

suffered losses during the accounting year is 8.33% of salary or wages
during the year accounting year

If an employee has not worked for all the working days in an accounting
year, the minimum bonus payable to him for that year shall be
proportionally reduced

 Bonus should not exceed 20% of the salary or wages of the employees
 The Payment of Wages Act passed in the year 1936 was
enforced in March, 1937 on the recommendations of the
Royal Committee to facilitate regular and prompt payment of
wages to the workers and to prevent the exploitation of wage
earner by prohibiting arbitrary fines and deductions from his
wages.

The Act defines the term ‘wage’ as

 Any remuneration payable under an award or settlement,
 Any remuneration payable for overtime work, holidays or
leave periods
 And any other remuneration payable under the terms of
employment whether it is called a bonus or any other name.
 Responsibility of the employer for payment of wages
 Fixing the wage period
 Procedures for wage payment
 Payment of wages to discharged workers
 Permissible deductions from wages
 Nominations to be made by employees
 Penalties for contravention of Act
 Equal remuneration for men and women
 Obligations and rights of employers
 The Minimum Wages Act, 1984 was intended as a measure to
prevent exploitation of labor by payment of unduly low wages.
 It also regulates the working hours and specifies that no employee
can be asked to work for more than 9 hours a day without being
paid additional wages.
The main provisions of the Act are as follows:
 Fixing wages in certain sectors where there is prevalent labor
employment and exploitation.
 Fixing a minimum time and piece rate according to the
occupations and different classes of workers. The minimum wage
that is fixed will include a basic rate of wage and special allowance.
 The Act requires the appropriate government to review the
minimum wage rates so fixed at an interval of not more than 5 years.
 The appropriate Governments are empowered to appoint
Committees to hold enquiries and advise in fixing the rates of
minimum wages.
 The Payment of Gratuity Act, 1972 was enacted to introduce a scheme for
payment of gratuity for certain industrial and commercial establishments.

 The Act came into force from 16th September 1972. As per the Act,
‘Gratuity’ will be payable to any salaried employee, on the termination of
his employment after he has rendered continuous service for not less than
five years (A) on his superannuation , on his retirement of resignation or
death or disablement due to death or disease.

 In case of death, gratuity is payable, even if the employee has not

completed five years of service.

 It is the responsibility of the employer to pay gratuity to the employee,

failing which he would be penalized accordingly
 It applies to specific scheduled factories and establishments
employing 20 or more employees

 It ensures terminal benefits to provident fund, pension and

family pension in case of retirement or death while in service

 The EPF is a statutory interest guaranteed retirement plan

administered and supervised by EPFO

 The EPF plan allows employees and employers to contribute

upto 12 percent of basic salary
 The objective is to protect the dignity of motherhood and a new
person’s birth

 It provides full and healthy maintenance of the woman and her

child at this important time when she is not working

 Every woman shall be entitled to and her employer shall be liable

for the payment of maternity benefit at the rare of the daily wage
for the period of her actual absence

 The maximum period for which the woman shall be entitled to

maternity benefit shall be 26 weeks of which not more than eight
weeks shall precede the date of her expected delivery