This document summarizes research on assuring income and life for employees through wage regimes. It discusses the concept of wages, the obligations of states and employers to ensure wages, and difficulties and inadequacies in current wage regimes. The author proposes solutions such as establishing a suitable minimum wage system for different areas and occupations, and supplementing wage payment bases and forms to address issues like gender and disability discrimination. Reforming wage regimes requires comprehensive study and balancing interests to ensure wages provide stable living standards for employees.
presentation on following topics:
1. facts and issues involved in 2nd September strike case
2.facts and issues involved in maruti manesar plant case.
3. facts and issues involved in BAGALKOT Cement Co. v. Pathan case
This document discusses wage policy and methods of wage fixation. It defines key concepts like minimum wage, fair wage, and living wage. The economic and social objectives of wage policy are outlined as full employment, economic stability, income security, fair labor standards, and protecting workers from inflation. In India, key legislations that shaped wage policy include the Payment of Wages Act, Minimum Wages Act, and Equal Remuneration Act. Methods of wage fixation discussed are legislation, wage boards, pay commissions, job evaluation, collective bargaining, and arbitration. Wage boards are tripartite bodies that examine factors to set wages while pay commissions fix government employee salaries. Job evaluation determines the relative value of jobs and collective bargaining involves employer-employee
The document discusses the history and evolution of industrial relations and labor laws. It covers:
- The emergence of industrial relations with the Industrial Revolution in Europe in the late 18th century and its spread globally.
- The emergence of two distinct classes - capitalists and working class - with the rise of the factory system. Initial exploitation of workers through poor conditions and child labor.
- The evolution of industrial relations in India through four phases from ancient times to post-independence, including the establishment of the first unions and passage of early labor laws.
- The tripartite nature of industrial relations involving labor, management, and the government. Key components and objectives of industrial relations.
The document discusses social justice, organized and unorganized sectors, and labour welfare in India. It provides definitions and characteristics of organized sectors, unorganized workers, and informal sectors. It also describes the importance of labour welfare for workers, employers, and society. Labour welfare aims to provide equal access to wealth, health, and opportunities for all people through amenities, regulations, and institutions.
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
The document discusses the roles and responsibilities of a labour welfare officer in factories in India according to the Factories Act of 1948. A labour welfare officer acts as an advisor, counselor, and liaison between factory management and workers to improve efficiency, productivity, and profitability. Their main duties include supervising welfare programs, advising management on policies, resolving disputes, and ensuring statutory obligations to workers are met to maintain harmonious industrial relations. They are also responsible for counseling employees and helping management shape labour policies that benefit both workers and the company.
This document provides an overview of industrial relations in India. It discusses key topics like the three main participants in industrial relations (workers, employers, government), the impact of the Indian constitution and liberalization policies on IR. Some key points made include:
- IR describes the relationship between management and employees regarding employment conditions. The growth of large companies changed personal employer-employee relations.
- Trade unions represent workers' interests, while employers' organizations represent managers. The government also plays a role in protecting both parties' interests.
- The ILO works to promote full employment, workers' rights, and good working conditions globally. It is a tripartite organization with government, employer, and employee representatives.
presentation on following topics:
1. facts and issues involved in 2nd September strike case
2.facts and issues involved in maruti manesar plant case.
3. facts and issues involved in BAGALKOT Cement Co. v. Pathan case
This document discusses wage policy and methods of wage fixation. It defines key concepts like minimum wage, fair wage, and living wage. The economic and social objectives of wage policy are outlined as full employment, economic stability, income security, fair labor standards, and protecting workers from inflation. In India, key legislations that shaped wage policy include the Payment of Wages Act, Minimum Wages Act, and Equal Remuneration Act. Methods of wage fixation discussed are legislation, wage boards, pay commissions, job evaluation, collective bargaining, and arbitration. Wage boards are tripartite bodies that examine factors to set wages while pay commissions fix government employee salaries. Job evaluation determines the relative value of jobs and collective bargaining involves employer-employee
The document discusses the history and evolution of industrial relations and labor laws. It covers:
- The emergence of industrial relations with the Industrial Revolution in Europe in the late 18th century and its spread globally.
- The emergence of two distinct classes - capitalists and working class - with the rise of the factory system. Initial exploitation of workers through poor conditions and child labor.
- The evolution of industrial relations in India through four phases from ancient times to post-independence, including the establishment of the first unions and passage of early labor laws.
- The tripartite nature of industrial relations involving labor, management, and the government. Key components and objectives of industrial relations.
The document discusses social justice, organized and unorganized sectors, and labour welfare in India. It provides definitions and characteristics of organized sectors, unorganized workers, and informal sectors. It also describes the importance of labour welfare for workers, employers, and society. Labour welfare aims to provide equal access to wealth, health, and opportunities for all people through amenities, regulations, and institutions.
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
The document discusses the roles and responsibilities of a labour welfare officer in factories in India according to the Factories Act of 1948. A labour welfare officer acts as an advisor, counselor, and liaison between factory management and workers to improve efficiency, productivity, and profitability. Their main duties include supervising welfare programs, advising management on policies, resolving disputes, and ensuring statutory obligations to workers are met to maintain harmonious industrial relations. They are also responsible for counseling employees and helping management shape labour policies that benefit both workers and the company.
This document provides an overview of industrial relations in India. It discusses key topics like the three main participants in industrial relations (workers, employers, government), the impact of the Indian constitution and liberalization policies on IR. Some key points made include:
- IR describes the relationship between management and employees regarding employment conditions. The growth of large companies changed personal employer-employee relations.
- Trade unions represent workers' interests, while employers' organizations represent managers. The government also plays a role in protecting both parties' interests.
- The ILO works to promote full employment, workers' rights, and good working conditions globally. It is a tripartite organization with government, employer, and employee representatives.
The document provides an overview of industrial relations in Nepal, including key concepts, actors, processes, and legislation.
The main points are:
1) Industrial relations involve the relationships between employers, employees, unions, and the government, and aim to minimize conflict and maximize cooperation in the workplace.
2) The main actors are employers, employees, unions representing workers, and the government which regulates industrial relations through laws.
3) Key processes for resolving disputes include conciliation, referral to the Ministry of Human Resources, and adjudication by the Industrial Court.
4) The main legislation governing industrial relations in Nepal is the Labour Act which covers employment terms, wages, hours, health and safety, and
The document provides an overview of industrial relations, including definitions of key terms, the importance of industrial relations, problems in the public sector, the growth of trade unions, and the code of conduct. It also discusses concepts, trade unions, collective bargaining, and disputes in industrial relations.
Combating Erosion of Worker and Trade Union Rightseasytocall
This document discusses the erosion of worker rights in Malaysia through practices like outsourcing and short-term contracts. It notes how the right to 8 hours of work, recreation and rest has been amended to allow longer hours. While employment was once understood as regular and permanent, now it is often short-term without benefits. Outsourcing allows employers to avoid obligations to workers by using third party contractors. This undermines unions and worker bargaining power. The document calls for abolishing such practices and returning to a direct two-party employment model that protects worker rights and regular employment.
This document provides an overview of the constitutional and legal framework of industrial relations in India. It discusses how the Indian Constitution establishes certain fundamental rights and directive principles related to labour. It also outlines key labour laws like the Trade Unions Act 1926, Industrial Employment (Standing Orders) Act 1946, and Industrial Disputes Act 1947. Additionally, it examines the impact of International Labour Organization conventions on Indian labour legislation and industrial relations. The document is intended to familiarize readers with the role of the Indian Constitution and labour laws in shaping the country's industrial relations system.
Japan has a seniority-based employment system that prioritizes stable employment. Wages increase based on age and tenure, and bonuses are paid twice yearly through collective bargaining agreements. Trade unions have a three-tier hierarchical structure and represent both white and blue-collar workers, though only regular employees can join. Annual "spring offensive" negotiations between enterprise unions and employers set industry-wide wages and benefits through unified action. If disputes are not resolved between parties, the labor commission can provide support. Key differences with India include seniority-based versus merit-based wages in Japan, more stable employment, and temporary workers' inability to unionize there.
The document discusses several reports from the 2nd National Commission on Labour regarding trade unions, industrial relations, technological change, collective bargaining, and welfare and working conditions in India. Some key points include: 1) Trade unions have become more fragmented and politicized. 2) Industrial disputes now focus more on job security rather than wages. 3) The government is more willing to grant permissions for business closures and layoffs. 4) Technological changes should accommodate displaced workers and ensure they receive an equitable share of increased productivity and efficiency.
Trade unions are organizations formed by workers to collectively bargain with management to improve working conditions and protect worker interests. This document discusses the history, objectives, functions, and current state of trade unions in Bangladesh. It notes that while trade union rights are constitutionally protected, implementation remains a challenge, with low unionization rates in the private sector. Overall, trade unions play an important role in Bangladesh but continue facing issues like weak financial positions, outside influence, and lack of recognition from some employers.
Labour Flows and Economic Fault Lines Within The ASEAN Region - Livelihood In...easytocall
This paper, Labour Flows and Economic Fault Lines Within the ASEAN region:
Livelihood in the Age of Neo-Liberalism by Charles Hector, was presented at the Princess Maha Chakri Sirindhorn Anthropology Centre (SAC) Anthropology Conference entitled Envisioning the ASEAN Socio-Cultural Community: Culture, Conflict and Hope held at the SAC from 28th - 30th March 2012.Bangkok, Thailand
Managing industrail relations & contemprory issuesPiyushHirwani
Industrial relations comprise the relationship between employers and employees (and their unions) within a workplace or industry. It involves collective bargaining between unions and management over issues like wages, working conditions, hiring/firing practices, and dispute resolution. The goal of industrial relations is to promote harmony between employers and workers through establishing processes like works committees, collective bargaining, and grievance procedures. It aims to protect the socioeconomic interests of both parties and avoid industrial conflicts.
The document discusses the role of HR managers in labour relations. It outlines 7 key roles:
1. Advising managers on labour laws and responsibilities.
2. Conducting negotiations with unions on behalf of the employer.
3. Ensuring agreements are properly interpreted and implemented within the organization.
4. Correcting situations that violate agreements to maintain good relations.
5. Promoting joint consultation and worker participation in decisions.
6. Providing workforce statistics and information for negotiations and decision-making.
7. Advising on or operating grievance and other procedures to resolve disputes.
The HR manager acts as the link between management and unions, ensuring agreements are followed and resolving
Trade Unions, Wages and Wage DifferentialsAman Arora
Trade unions in India organized strikes to protest government policies seen as anti-labor. Issues included pay raises, inflation, social security for informal workers, and proper implementation of labor laws. Different unions marched to Parliament to protest issues like price rises, FDI in retail, and non-implementation of social security and labor laws. Wage differentials exist between industries, regions, occupations, and sectors due to factors like skills, costs of living, and levels of development. While laws aim to reduce disparities, gaps remain such as between organized and informal sector workers.
This document provides an overview of industrial relations in Malaysia. It defines key terms like employer, employee, and trade union. It describes the principles of industrial relations as including trade unionism, trade recognition, trade dispute resolution, and collective bargaining. It outlines the roles of government, including providing labor laws and the objectives of the Ministry of Human Resources. Trade unions are discussed, including their objectives to promote responsible and democratic trade union movements. The Code of Conduct for Industrial Harmony between employers and employees is introduced, which aims to establish principles and guidelines for achieving harmonious industrial relations.
This document provides an overview of human resource management in Malaysia. It discusses the key functions of HR departments including recruitment, safety, employee relations, compensation and benefits, compliance, and training and development. It also outlines the governing body of HR in Malaysia, known as the Ministry of Human Resources (MOHR), and its roles, responsibilities, policies, and current issues related to foreign workers and levies.
This document provides an overview of wages and compensation practices at Kissan Mouldings Ltd. It discusses key concepts like the definition of wages and salary, factors that influence wage structure, different wage theories, and the wage determination process. The wage determination process involves job analysis, wage surveys, grouping jobs into pay grades, pricing each pay grade, fine-tuning pay rates, and establishing wage administration rules. The document also covers different types of wages like time wages, piece rates, and wage incentive plans.
The document discusses the concept of labour welfare. It begins by explaining that labour welfare aims to improve the well-being of workers through measures taken by employers, unions, and government organizations. These measures provide facilities beyond wages to enable workers to lead good work and personal lives. Labour welfare also aims to counteract the negative effects of industrialization. The document then examines labour welfare from holistic, social, and relative perspectives. It emphasizes that the concept of labour welfare is dynamic and depends on factors like economic development, social customs, and industrialization levels.
The document discusses employee welfare and its importance. It states that employee welfare is a comprehensive term that includes various services, benefits, and facilities offered by employers to enrich employees' lives and keep them happy and content. Welfare facilities help raise workers' standard of living by indirectly reducing their financial burden. The document then provides details about the Coal India Limited (CIL), a public sector organization and largest coal producer in India. CIL contributes over 50% of the country's coal supply and aims to increase production to meet growing energy demands.
The document discusses industrial relations in India, outlining key aspects of the system such as the legislative framework, key actors (employers, workers, government), and tripartite bodies that aim to balance interests. It also covers the evolution of the system from pre-independence to modern times, noting the impact of globalization and technological changes. Maintaining sound industrial relations is important as it can promote productivity and employment while improving lives, whereas poor relations may stunt industry growth and decrease GDP.
Legal Aspect in Determining Minimum Wages in order to Make a Harmony Industri...AJHSSR Journal
Wages are the right of every worker and become one of the important points in the field of
labor and industrial relations, therefore if it is not appropriate in handling and the process of determining it will
lead to industrial relations disputes. So the purpose of this article is to analyze the legal aspects of setting
minimum wages in Indonesia. The conclusion of this article is that handling wages must meet the legal aspects
that underlie how matters relating to wages are carried out based on the prevailing laws and regulations. The
legal aspect of the wage field includes the process and authority for determining wages, implementing wages,
calculating and paying wages, postponing wages, imposing fines and wage deductions, administrative sanctions
and criminal provisions, as well as monitoring the implementation of wage provisions. By law, all of this must
be understood by its basis and philosophy. Therefore, to deal with professional wages requires understanding the
legal aspects of wages.
This document summarizes key aspects of labour laws and industrial relations in India. It outlines the various labour laws in India related to areas like industrial relations, wages, working conditions, and social security. These laws are enacted by both central and state governments. The document also describes the industrial disputes resolution process in India, which involves preventive and settlement machinery like works committees, conciliation, arbitration, and labour courts/tribunals. Recent amendments to labour laws aim to increase coverage of workers, enhance dispute resolution mechanisms, and streamline the establishment of employment regulations.
The document provides an overview of industrial relations in Nepal, including key concepts, actors, processes, and legislation.
The main points are:
1) Industrial relations involve the relationships between employers, employees, unions, and the government, and aim to minimize conflict and maximize cooperation in the workplace.
2) The main actors are employers, employees, unions representing workers, and the government which regulates industrial relations through laws.
3) Key processes for resolving disputes include conciliation, referral to the Ministry of Human Resources, and adjudication by the Industrial Court.
4) The main legislation governing industrial relations in Nepal is the Labour Act which covers employment terms, wages, hours, health and safety, and
The document provides an overview of industrial relations, including definitions of key terms, the importance of industrial relations, problems in the public sector, the growth of trade unions, and the code of conduct. It also discusses concepts, trade unions, collective bargaining, and disputes in industrial relations.
Combating Erosion of Worker and Trade Union Rightseasytocall
This document discusses the erosion of worker rights in Malaysia through practices like outsourcing and short-term contracts. It notes how the right to 8 hours of work, recreation and rest has been amended to allow longer hours. While employment was once understood as regular and permanent, now it is often short-term without benefits. Outsourcing allows employers to avoid obligations to workers by using third party contractors. This undermines unions and worker bargaining power. The document calls for abolishing such practices and returning to a direct two-party employment model that protects worker rights and regular employment.
This document provides an overview of the constitutional and legal framework of industrial relations in India. It discusses how the Indian Constitution establishes certain fundamental rights and directive principles related to labour. It also outlines key labour laws like the Trade Unions Act 1926, Industrial Employment (Standing Orders) Act 1946, and Industrial Disputes Act 1947. Additionally, it examines the impact of International Labour Organization conventions on Indian labour legislation and industrial relations. The document is intended to familiarize readers with the role of the Indian Constitution and labour laws in shaping the country's industrial relations system.
Japan has a seniority-based employment system that prioritizes stable employment. Wages increase based on age and tenure, and bonuses are paid twice yearly through collective bargaining agreements. Trade unions have a three-tier hierarchical structure and represent both white and blue-collar workers, though only regular employees can join. Annual "spring offensive" negotiations between enterprise unions and employers set industry-wide wages and benefits through unified action. If disputes are not resolved between parties, the labor commission can provide support. Key differences with India include seniority-based versus merit-based wages in Japan, more stable employment, and temporary workers' inability to unionize there.
The document discusses several reports from the 2nd National Commission on Labour regarding trade unions, industrial relations, technological change, collective bargaining, and welfare and working conditions in India. Some key points include: 1) Trade unions have become more fragmented and politicized. 2) Industrial disputes now focus more on job security rather than wages. 3) The government is more willing to grant permissions for business closures and layoffs. 4) Technological changes should accommodate displaced workers and ensure they receive an equitable share of increased productivity and efficiency.
Trade unions are organizations formed by workers to collectively bargain with management to improve working conditions and protect worker interests. This document discusses the history, objectives, functions, and current state of trade unions in Bangladesh. It notes that while trade union rights are constitutionally protected, implementation remains a challenge, with low unionization rates in the private sector. Overall, trade unions play an important role in Bangladesh but continue facing issues like weak financial positions, outside influence, and lack of recognition from some employers.
Labour Flows and Economic Fault Lines Within The ASEAN Region - Livelihood In...easytocall
This paper, Labour Flows and Economic Fault Lines Within the ASEAN region:
Livelihood in the Age of Neo-Liberalism by Charles Hector, was presented at the Princess Maha Chakri Sirindhorn Anthropology Centre (SAC) Anthropology Conference entitled Envisioning the ASEAN Socio-Cultural Community: Culture, Conflict and Hope held at the SAC from 28th - 30th March 2012.Bangkok, Thailand
Managing industrail relations & contemprory issuesPiyushHirwani
Industrial relations comprise the relationship between employers and employees (and their unions) within a workplace or industry. It involves collective bargaining between unions and management over issues like wages, working conditions, hiring/firing practices, and dispute resolution. The goal of industrial relations is to promote harmony between employers and workers through establishing processes like works committees, collective bargaining, and grievance procedures. It aims to protect the socioeconomic interests of both parties and avoid industrial conflicts.
The document discusses the role of HR managers in labour relations. It outlines 7 key roles:
1. Advising managers on labour laws and responsibilities.
2. Conducting negotiations with unions on behalf of the employer.
3. Ensuring agreements are properly interpreted and implemented within the organization.
4. Correcting situations that violate agreements to maintain good relations.
5. Promoting joint consultation and worker participation in decisions.
6. Providing workforce statistics and information for negotiations and decision-making.
7. Advising on or operating grievance and other procedures to resolve disputes.
The HR manager acts as the link between management and unions, ensuring agreements are followed and resolving
Trade Unions, Wages and Wage DifferentialsAman Arora
Trade unions in India organized strikes to protest government policies seen as anti-labor. Issues included pay raises, inflation, social security for informal workers, and proper implementation of labor laws. Different unions marched to Parliament to protest issues like price rises, FDI in retail, and non-implementation of social security and labor laws. Wage differentials exist between industries, regions, occupations, and sectors due to factors like skills, costs of living, and levels of development. While laws aim to reduce disparities, gaps remain such as between organized and informal sector workers.
This document provides an overview of industrial relations in Malaysia. It defines key terms like employer, employee, and trade union. It describes the principles of industrial relations as including trade unionism, trade recognition, trade dispute resolution, and collective bargaining. It outlines the roles of government, including providing labor laws and the objectives of the Ministry of Human Resources. Trade unions are discussed, including their objectives to promote responsible and democratic trade union movements. The Code of Conduct for Industrial Harmony between employers and employees is introduced, which aims to establish principles and guidelines for achieving harmonious industrial relations.
This document provides an overview of human resource management in Malaysia. It discusses the key functions of HR departments including recruitment, safety, employee relations, compensation and benefits, compliance, and training and development. It also outlines the governing body of HR in Malaysia, known as the Ministry of Human Resources (MOHR), and its roles, responsibilities, policies, and current issues related to foreign workers and levies.
This document provides an overview of wages and compensation practices at Kissan Mouldings Ltd. It discusses key concepts like the definition of wages and salary, factors that influence wage structure, different wage theories, and the wage determination process. The wage determination process involves job analysis, wage surveys, grouping jobs into pay grades, pricing each pay grade, fine-tuning pay rates, and establishing wage administration rules. The document also covers different types of wages like time wages, piece rates, and wage incentive plans.
The document discusses the concept of labour welfare. It begins by explaining that labour welfare aims to improve the well-being of workers through measures taken by employers, unions, and government organizations. These measures provide facilities beyond wages to enable workers to lead good work and personal lives. Labour welfare also aims to counteract the negative effects of industrialization. The document then examines labour welfare from holistic, social, and relative perspectives. It emphasizes that the concept of labour welfare is dynamic and depends on factors like economic development, social customs, and industrialization levels.
The document discusses employee welfare and its importance. It states that employee welfare is a comprehensive term that includes various services, benefits, and facilities offered by employers to enrich employees' lives and keep them happy and content. Welfare facilities help raise workers' standard of living by indirectly reducing their financial burden. The document then provides details about the Coal India Limited (CIL), a public sector organization and largest coal producer in India. CIL contributes over 50% of the country's coal supply and aims to increase production to meet growing energy demands.
The document discusses industrial relations in India, outlining key aspects of the system such as the legislative framework, key actors (employers, workers, government), and tripartite bodies that aim to balance interests. It also covers the evolution of the system from pre-independence to modern times, noting the impact of globalization and technological changes. Maintaining sound industrial relations is important as it can promote productivity and employment while improving lives, whereas poor relations may stunt industry growth and decrease GDP.
Legal Aspect in Determining Minimum Wages in order to Make a Harmony Industri...AJHSSR Journal
Wages are the right of every worker and become one of the important points in the field of
labor and industrial relations, therefore if it is not appropriate in handling and the process of determining it will
lead to industrial relations disputes. So the purpose of this article is to analyze the legal aspects of setting
minimum wages in Indonesia. The conclusion of this article is that handling wages must meet the legal aspects
that underlie how matters relating to wages are carried out based on the prevailing laws and regulations. The
legal aspect of the wage field includes the process and authority for determining wages, implementing wages,
calculating and paying wages, postponing wages, imposing fines and wage deductions, administrative sanctions
and criminal provisions, as well as monitoring the implementation of wage provisions. By law, all of this must
be understood by its basis and philosophy. Therefore, to deal with professional wages requires understanding the
legal aspects of wages.
This document summarizes key aspects of labour laws and industrial relations in India. It outlines the various labour laws in India related to areas like industrial relations, wages, working conditions, and social security. These laws are enacted by both central and state governments. The document also describes the industrial disputes resolution process in India, which involves preventive and settlement machinery like works committees, conciliation, arbitration, and labour courts/tribunals. Recent amendments to labour laws aim to increase coverage of workers, enhance dispute resolution mechanisms, and streamline the establishment of employment regulations.
Labour laws in India regulate wages and working conditions to protect employees. The Payment of Wages Act sets rules for timely and full payment of wages without unauthorized deductions. The Minimum Wages Act mandates minimum wages to prevent exploitation and ensure subsistence. The Payment of Bonus Act requires employers to share profits with employees through bonus payments. Labour welfare aims to improve living standards and promote industrial peace through healthcare, housing, education and recreation benefits. Compliance with these laws is important for businesses to safeguard employees' rights and interests.
Labour law, or employment law, governs the relationship between employers, employees, and trade unions. It deals with issues like wages, working conditions, hiring/firing practices, and workers' rights to unionize. The goal of labour laws in India is to reduce conflicts between employers and employees and promote industrial growth and national development. Labour is a shared responsibility between the central and state governments in India. Some key labour laws cover issues like industrial relations, wages, working conditions, social security, and equality in the workplace. The laws aim to protect workers' interests while maintaining harmonious relations between workers and employers.
The document discusses wages and wage incentive plans. It defines different types of wages such as nominal wages, real wages, living wages, and minimum wages. It also discusses factors that influence wage systems and characteristics of a good wage system. The two main methods of wage payment are time-based and output-based. Several incentive plans are described, including Taylor's differential piece rate system, Merrick's differential piece rate system, and the Halsey premium plan. The document provides an overview of considerations for establishing fair and effective compensation systems for employees.
This document discusses compensation management and wage theories. It covers the different elements that make up total compensation, including base pay, incentives, and benefits. It also discusses objectives of wage policies, wage legislation like the Payment of Wages Act and Minimum Wages Act, compensation issues, wage determination methods, and various theories of wages like subsistence theory, wage fund theory, and marginal productivity theory. Maslow's hierarchy of needs and Herzberg's two-factor theory are also summarized.
The document provides an overview of Vietnam's labor laws and practices, including the following key points:
1) Labor relations are governed mainly by government decrees and regulations issued by the Ministry of Labor, Invalids and Social Affairs (MOLISA). MOLISA is responsible for state management of labor issues.
2) Labor laws are interpreted in favor of employees and disputes are often resolved in their favor. It is difficult for employers to terminate employees but easy for employees to terminate contracts.
3) Employers must ensure labor contracts and internal labor rules are consistent with labor laws to avoid invalidity. Fixed-term contracts give flexibility but have limits on extensions.
4) Upon termination or redundancy, employees
Wage System Manufacturing Company: Normative and ExpectationsHendra Gunawan
The study determine the wages models applied by the company in Batam which is expected to provide a wide range of reference models in different strata of wage and cluster companies. It is also expected to help the local government as a factor in determining the minimum wage policy making through recommendations wages models are ideal in Batam. Data was collected using interview techniques to the manufacturing industry in three related units in a company that is human resource, administrative staff and production staff. The results of the study were analyzed qualitatively to explore models that have been applied and the desire of employees. The model has been applied to remuneration in accordance with the general models that already exist, but there are still some wishes of the employees on the compensation of employees in the company they both administrative and production employees. Researchers also analyzed employee satisfaction with the existing system and the results are most of the employees did not feel satisfed with the remuneration system.
Necessities, Importance & Principles of Labour Laws in Indiasatyabrata patro
This document discusses the introduction, definition, and necessity of labour legislation. It defines labour legislation as laws enacted by governments to provide economic and social justice for workers through regulations on wages, benefits, and working conditions. Labour laws are necessary to improve industrial relations, protect workers from exploitation, ensure fair wages and compensation, and promote healthy and safe working environments. The principles that guide labour legislation are social justice through equitable distribution of profits between employers and employees, social welfare and equality for workers, and supporting national economic growth.
unit 5 HRM.pptx this ppt is all about Unit 5 of Subject HRMMohdAeliyaHaider
The document discusses various topics related to employee relations including the origin and growth of labor relations, trade unions, collective bargaining, labor laws, grievance handling, and HR analytics. It also covers the basics of ethics and fair treatment in the workplace as well as policies and measures to ensure employee safety. Key elements of industrial relations include the parties involved, processes used, and outcomes achieved in resolving disputes between employers and employees.
Wage determination and government intervention on private sectorsSayotters
This document discusses industrial relations and wage determination in Malaysia. It covers the different types of wages like subsistence, living and fair wages. Minimum wage levels are determined by authorities using various criteria. While employers see wages as labor costs, workers define wages as direct payments received. The government has introduced reforms like the National Wage Consultation Council to improve wage determination and collective bargaining between employers and workers.
Compensation, also known as employee remuneration, is what employees receive in exchange for their contributions to an organization. It is influenced by both external factors like the labor market, cost of living, labor laws, and unions as well as internal factors like compensation policies, job analysis, and individual employee attributes. A 2010-2011 compensation survey found that after declines in 2009, most companies' salary budgets were projected to rise in 2011 with average global salary increases expected to jump from 2.59% to 3.14%. Specific regions and sectors like South Asia, technology, and energy were expected to see above average increases.
Compensation & Salary Administration by Raja Rao PagidipalliRaja Ramesh
This document discusses compensation and salary administration. It defines key terms like wage, salary, earnings, and real wage. It outlines objectives of wage and salary administration like acquiring qualified employees and retaining current ones. Factors affecting compensation are discussed, including comparable industry pay, cost of living, productivity, and government legislation. Methods of job evaluation and pricing are explained. Performance, skills, seniority and other factors that determine an employee's financial compensation are also summarized.
The Vietnamese labor law is oriented towards protecting employees and disputes are often decided in their favor. Employers must follow strict procedures for contract termination that involve notice periods and severance payments. Social insurance contributions paid by both employers and employees have been increasing and currently total 25% of gross salary but will rise to 33.5% by 2014. Minimum wages are also being gradually increased each year until 2015 to ensure a living wage.
The document discusses various aspects of compensation including its meaning, forms, objectives, and administration. It defines compensation as money and benefits received by employees in exchange for their services. Compensation aims to attract, retain, and motivate talent. It includes wages, salaries, incentives, and fringe benefits like provident funds and insurance. Factors influencing wages are also discussed such as supply and demand for labor, cost of living, and productivity. The principles of wage administration and national wage policy in India are outlined. Wages are classified into minimum wage, fair wage, and living wage based on their ability to cover basic needs.
Understanding Statutory Compliance Requirements in Payroll what are the impor...TalentPro India HR Pvt Ltd
Understanding Statutory Compliance Requirements in Payroll, what are the important payroll statutory compliances?
https://www.talentproindia.com/2022/11/08/understanding-statutcompliance-requirements-in-payroll-what-are-the-important-payroll-statutory-compliances/
This document provides an overview of India's labor laws and industrial relations system. It discusses key topics including:
- The main labor laws that govern industrial relations, wages, working conditions, and social security.
- The roles of trade unions, employer organizations, and the government in industrial relations.
- The mechanisms used to prevent and resolve industrial disputes, including conciliation, arbitration, and labor courts.
- Recent amendments made to various labor laws regarding issues like wages, bonuses, and maternity benefits.
- The objectives and roles of industrial relations in promoting harmonious relations between management and workers.
So in summary, it outlines the main components of India's labor law framework and industrial relations
A calendar charting the dates and the evolution of the main laws and regulations that affect the management of human resources the Democratic republic of Congo.
Concept of compensation reward compensation dimensions system of compensatingDivya Pachchigar
This document discusses compensation and reward systems. It defines compensation as monetary payments and benefits received by employees in exchange for work. It explores different dimensions of compensation including wages, salaries, incentives, and benefits. It discusses concepts of minimum wage, living wage, and fair wage. It also describes different methods of wage payment such as time wages, piece wages, and balance methods. Finally, it discusses factors that influence wages and defines incentives as additional rewards for employees to motivate performance.
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1. American Research Journal of Humanities Social Science (ARJHSS)R) 2020
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American Research Journal of Humanities & Social Science (ARJHSS)
E-ISSN: 2378-702X
Volume-03, Issue-06, pp 82-85
June-2020
www.arjhss.com
Research Paper Open Access
Assurance of Income and Life for Employees through
Wage Regime
Nguyen Kim Dung, Pham Thu Trang1
1
(Thai Nguyen University of Technology, Vietnam)
Corresponding author: Pham Thu Trang1
ABSTRACT : Basing on theoretical analysis about the wage regime, at the same time, identifying the subjects
obliged to ensure the income and life of employees through the wage regime, this paper initially points out the
inadequacies, difficulties and proposes solutions to perfect this regime.
Keywords: Wage, income assurance, employees
I. INTRODUCTION
In labor relations, wages are a key factor that maintains the tie between employers and employees. That
is because for employers, wages are an input of the production and business process, which directly affects
profits. Meanwhile, for employees, wages are a regular source of income, which helps ensure the lives of
individuals and their families. In fact, the wage regime for employees still has certain shortcomings and
difficulties. In order for wages to really be the main source of income and contribute to stabilizing the lives of
employees, it is necessary to study the regulations on obligations of the relevant entities, as well as the
implementation reality, thereby proposing solutions to perfect this regime.
II. CONTENT
1. Concept, characteristics and functions of wage
Wage is a relatively complex concept, which has been studied by many different sciences but primarily
and firstly, political science and legal science. In terms of the political economy, wage is a constituent of
production costs, which is used to buy and sell goods that are labor, contributing to solving the labor division
and production management process.
In the field of legal science, the concept of wage is regulated by the International Labor Organization
(ILO), in Article 1 of Convention No. 95 on Protection of Wages [1]. This regulation shows us the following
signs of wage recognition: (i) wages are a means for employers to pay employees; (ii) the payment form is in
cash; (iii) the establishment is agreed upon by the parties or required by the national law.
In Vietnam, the concept of wages is defined in Article 90 of the Labor Code 2012. According to this
regulation, wages are made up of 3 parts: basic wages, allowances and other additional payments. Through this
regulation, the State plays a management role, contributing to ensuring fairness among parties in labor relations,
especially protecting employees - the more disadvantaged entity in the conditional labor relationship that
guarantees income and life.
Serving as a link between employees and employers, wages have the following functions: value
measurement; labor power reproduction; labor stimulation; savings and social function [4, p. tr.359 - 361]. The
function of value measurement represents wages as the labor price of employees, which is closely linked to the
production process and contributes to creating wealth for the society. The function of labor power reproduction
is reflected in the compensation, maintenance and development of the current and future labor force of
employees. The function of stimulation reflects that the State and employers consider wages as a means to
motivate employees to feel secure, eager to engage in productive labor, to abide by labor discipline and to
1
This research is funded by Thai Nguyen University of Technology, Vietnam
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enhance responsibility and work performance. Wages help employees address needs in life, including risk
provisions. Regarding the social function, wages contribute to improving the lives of employees and their
families, limiting the unemployment.
II. OBLIGATION TO ENSURE INCOME AND LIFE OF EMPLOYEES THROUGH
WAGE REGIME
2.1. Obligations of the State
Labor relations are those with special participants, including: employee - state - employer. This special
stakeholder system constitutes a tripartite regime in which the State “utilizes the results of tripartite cooperation
to develop, implement, and adjust labor policies and laws” [4, p.120]. The State's obligations in ensuring income
and living standards for employees are as follows:
Firstly, the State promulgates regulations on minimum wage and adjusts minimum wage. Determining
that employees are subjects with low economic status, limited knowledge and ability, the State will set a
minimum wage to serve as a basis for the two parties in the labor relationship so that they cannot reach
agreement on a lower wage. The minimum wage is determined by time, by region and by industry. Bases for the
State to stipulate the minimum regional wage on the basis of recommendations of the National Wage Council
include: "The minimum living needs of employees and their families, socio-economic conditions and wages on
the labor market" (Clause 2, Article 91 of the Labor Code). Regulations on minimum regional wages to protect
the real income value of employees against inflation and other market fluctuations. In Vietnam, the regulations
on regional minimum wages have been adjusted for many times, specifically:
Statistics of regional minimum wages over years
Year Legal basis Regional minimum wage (unit: VND/month)
I II III IV
2016 Decree No. 122/2015/ND-CP 3,500,000 3,100,000 2,700,000 2,400,000
2017 Decree No. 153/2016/ND-CP 3,750,000 3,320,000 2,900,000 2,580,000
2018 Decree No. 141/2017/ND-CP 3,980,000 3,530,000 3,090,000 2,760,000
2019 Decree No. 157/2018/ND-CP 4,180,000 3,710,000 3,250,000 2,920,000
2020 Decree No. 90/2019/ND-CP 4,420,000 3,920,000 3,430,000 3,070,000
(Source: Adapted by the author)
In general, according to the regulation, regional minimum wages have been increased gradually over
years. This provision creates a uniform measure for employers to rate their wages, reducing the average among
types of labor. In addition, this revision is suitable to the conditions of socio-economic development,
contributing to ensuring the income and life of employees in the context of market fluctuations.
Secondly, the State encourages employers to ensure that the wage regime for employees is higher than
the level prescribed by the law. These incentives are expressed in Clause 1, Article 4 and Article 102 of the
Labor Code. These regulations are intended to increase the competitiveness of wage-paying employers in a way
that benefits employees. For employees, this provision is a motivation for them to reproduce simple labor, labor
enthusiasm, production, contributing to increasing income and stabilizing life.
2.2. Obligations of employers
Since an employment relationship is a relationship between hiring, employment, and payment of wages
between employers and employees, employers must be obliged to ensure the rights of the employees, including
the wage regime. Accordingly, employers have the following obligations:
Firstly, in principle and payment period, employers must pay wages directly, fully and on time. In
special cases where wages cannot be paid on time, it must not be later than 01 month and employers must pay
employees an additional amount at least equal to the deposit interest rate set by the State Bank of Vietnam
announced at the time of payment (Article 96 of the Labor Code). Employers are obliged to ensure monthly
wages at least once, possibly "once a month or half a month" (Clause 2, Article 95 of the Labor Code). These
rules are intended to limit employers 'appropriation of employees' wages, affecting their maintenance of
minimum living standards.
Secondly, employers are obliged to secure wages for employees in special cases, such as probation,
overtime, and night work. In order to ensure favorable conditions for employees when probationing, especially
for salaries to help them maintain their lives, Article 27 of the Labor Code stipulates that wages during the
probation period is agreed upon by the two parties, but at least equal to 85% of wages. When working overtime,
employees must use more labor, change the circadian rhythm, especially at night to change the time of sleep and
work in artificial light conditions. Therefore, employees need to compensate certain wages to maintain labor
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force and stabilize daily life. Article 97 of the Labor Code stipulates that overtime pay is equal to at least 150%
on weekdays, 200% on Sundays and 300% on holidays (Clause 1); overtime at night is paid an additional 20%
compared to daytime work (Clause 2).
Thirdly, employers are obliged to pay salaries to employees when they stop working because of their
employees' fault. Articles 98 and 100 of the Labor Code stipulate that employees who stop working due to an
employee's fault are paid as agreed with the employer, but not lower than the regional minimum wage or
advance payment. These regulations not only ensure the income and life of employees from the sales of labor,
but also ensure that their wages are not affected by objective reasons and business risks.
Fourthly, employers are obliged to ensure income for employees in case of job loss and severance. In
case the merger, consolidation, or division of an enterprise or cooperative leads to the employee losing his/her
job, the employer must pay a job-loss allowance to the employee, equal to 01 month wage for each year of
work, but at least equal to 02 months' wage (Articles 44, 45, 49 of the Labor Code). When the labor contract is
terminated (except for cases of social insurance payment, reaching retirement age and dismissal), the employer
is responsible for paying severance pay to the employee who has worked regularly for full 12 months or more
and received one-half a month's wage for each working year. These regulations are aimed at creating favorable
conditions for employees who are able to maintain their current lives and soon find new jobs that match their
capacities and needs.
Fifthly, employers are obliged to pay employees during breaks prescribed by Articles 111, 112, 115
and 116 of the Labor Code. This provision protects the right to rest in order to reproduce the labor force while
ensuring the income of employees. If employees take time off work, but do not guarantee them about wages,
they cannot really rest.
III. DIFFICULTIES, INADEQUACIES AND PROPOSE SOLUTIONS TO ENSURE
INCOME AND LIFE FOR EMPLOYEES THROUGH WAGE REGIME
The current wage regime guarantees a part of income and life of employees, but still presents the
following shortcomings:
Firstly, the regulations on regional minimum wage are still low, not really meeting the minimum living
needs of employees. The determination of the regional minimum wage is calculated mainly on the basis of the
depreciation of living expenses, not covering all expenses actually paid by employees, such as telephone,
transportation and raising costs, supporting dependents such as children, elderly parents, etc. On the other hand,
before the regional minimum wage increased, the cost of living such as housing, electricity, water, food prices
have increased [2]. Moreover, in the process of implementing the law, many employers still stick to the region's
minimum wages to agree to pay employees. This directly affects the daily lives of employees, especially
densely-populated areas, industrial parks and export processing zones, such as Hanoi, Ho Chi Minh City, Dong
Nai, Binh Duong, etc. and living costs are higher than other regions.
For employees working in the public sector, wages are still low and depending too much on the state
budget, the wage scale and payroll system are mainly based on the seniority of the work, as a basis for payment
of social insurance and health insurance. This wage regime has not really become a measure of labor value and
creates difficulties for employees in ensuring their lives for themselves and their families.
Secondly, the regulations on bases and forms of payment still have certain shortcomings. The provision
in Article 90 of the Labor Code on the basis of payment of wages are based on labor productivity, work quality
and gender non-discrimination. This provision omits bases for calculating and paying employees, such as the
work environment, wage discrimination criteria such as race, age, and background of origin or disability.
From these difficulties and shortcomings, the author proposes a number of measures to reform the
wage regime and contributing to ensuring income and living standards for employees as follows:
Firstly, build a minimum wage system that is suitable for each subject, consult experts to calculate the
costs that may be incurred by employees. Especially for employees working in areas with high living costs, it is
necessary to have support policies on housing rentals, childcare at preschools, travel expenses, etc. There is a
clear distinction between working positions between the public and private sectors to ensure that wages are paid
to employees in the true sense of labor value. Furthermore, it is necessary to have a financial backup plan for
employees in cases of risks such as accidents, illness, and death.
Secondly, amend and supplement regulations on wage payment bases and forms accordingly.
Regarding the basis of payment, it is necessary to supplement the working environment without discrimination
based on any criteria such as gender, race, age or disability. Regarding the wage payment form through a bank
account, it imposes an obligation on employers to pay the costs of opening and maintaining an account to reduce
the burden on the employees.
Furthermore, reforming the wage regime needs comprehensive research, closely following practical
requirements of the country's economy, the ability to supply and demand of labor in the market, the integration
factor as well as the solvency of the organization and enterprise. These factors are a practical basis for the State
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and employers to regulate the management and recruitment of human resources, balancing the interests between
entities in labor relations, especially ensuring that wages are the main source of income for employees to
stabilize their lives.
IV. CONCLUSION
The wage regime is one of the important contents contributing to the harmonization of the labor
relations between employees and employers, as well as contributing to stabilizing the country's economy. The
theoretical research, as well as practical regulations on wage regime are crucial in order to find positive points to
continue promoting and overcoming shortcomings and difficulties in order to contribute to ensuring income and
life for employees on the basis of harmonizing the interests of employers and the State.
For the State and the Government, the study of the wage regime demonstrates the role of management
and administration entities in the economy and shows the care to employees’ life. For organizations and
enterprises that employ employees, the completion of the wage regime is always a key issue in the process of
effective management and allocation of labor resources. Therefore, reforming the wage regime to contribute to
ensuring income and living standards for employees should be conducted in a synchronized and timely manner
by all concerned subjects.
REFERENCES
[1]. International Labour Organization, “Co95 – Protection of Wages Convention, 1949 (No.95)”,
https://www.ilo.org/dyn/normlex.
[2]. Phan Hoat, “Opinion poll about regional minimum wage increase: Both employees and enterprises
share the same mind ”, http://cand.com.vn/Su-kien-Binh-luan-thoi-su/Lay-y-kien-tang-luong-toi-thieu-
vung-Ca -course-of-enterprises-with-enterprises- with-interests-557023
[3]. National Assembly of the Socialist Republic of Vietnam, Labor Code 2012.
[4]. Hanoi Law University (2015), Labor Law Curriculum, People’s Public Security Publishing House.