This document discusses different institutional frameworks for determining wages and resolving labor issues in India. It outlines unilateral, bipartite, and tripartite frameworks, noting that 92% of the Indian workforce is unorganized. It describes wage boards as tripartite bodies that make recommendations on wages in different industries. It also discusses pay commissions set up by the central government to deal with non-government organizations and determine pay and allowances, working hours, and leave for public servants. The pay commissions have considered factors like demand and supply, social tests, inclusiveness, adequacy, and performance in fixing salaries over time.

1. INSTITUTIONAL FRAMEWORK
- ABHISHEK SHAW
- BIRBAL KR. MAHATO

2. • INTORDUCTION to Institutional Framework
• Types of Frameworks :
1. Unilateral Framework.
2. Bipartite Framework.
3. Third Party Framework.

3. • 92% Of the Indian workforce is unorganized.
• Wages are only fixed by the employer.
• Trade unions have limited roles to play.
•Generally wage levels are low.

4. • COLLECTIVE BARGAINING.
• Wage board -: the main duty is the fixation of the wages of the
employees. And gives recommendation to the planning commission.
• Constitution of the wage board-:
- tripartite in nature.
- 2 members from employees and employer side both.
- 1 member from consumer’s side and 1 economist.
- app. Govt. appoints the chairman with the
consultation of the chief justice.
• function of the wage board-:
Is to determine the wage payable to the employee in the concerned
industry or sector.
• Procedure of the wage board

5. • Pay Commissions:
•these were set up to deal with the non-governmental organizations.
-Central govt. sets up a Joint Consultative Machinery to discuss
matters of labor welfares.
-
-compulsory arbitration on:
1. pay and allowances.
2. weekly hours of works.
3. leave of a class or grade of employees.
•the first central [pay commission recognized that the influence of the
law of demand and supply cannot be wholly ignored in the fixation of
the salaries of public servants.

6. • The 2nd Central pay commission- included social tests.
• The 3rd Central pay commission-
1. inclusiveness
2. comprehensibility
3. adequacy
•
•The 4th Central pay commission- model employer principle
was reconsidered.
• The 5th Central pay commission- to encourage
employement in the government sector.

7. • The 6th central pay commission- exhorted the need of linking
pay with performance.
• Arbitration – wasn’t successful in India.
• Adjudication – through courts.