The document discusses India's Minimum Wages Act of 1948 and its provisions. It was introduced to ensure minimum wages for employees to maintain a basic standard of living. The Act applies to scheduled employments in the organized sector. It empowers the government to fix minimum wages and revise them periodically based on economic conditions and cost of living. Minimum wages are determined based on skill level, job location, and other factors. Non-compliance can result in penalties. Social work methods like casework, group work and community organization can be applied to help workers understand their rights and legislation.

1. Social Policy
and
Social Legislation
0 3 . 0 2 . 2 0 2 2

2. JOPAUL GEORGE
LIJA MARY MATHEW
MANUVEL AUGUSTINE
MARIAM THOMAS OOMMEN
MEGHA MARY MATHEWS

3. MINIMUM
WAGES ACT,
1948
PREVENTION OF
FOOD
ADULTERATION
ACT, 1954

4. The law provides a framework to guide and assist social workers in making
crucial decisions and preventing anti -discriminatory practice as well as
providing a framework of legal rights for service users. Principles of social
justice and human rights are fundamental to social work and without an
in-depth understanding of the law and how it affects social work practice,
it would be impossible to practice effectively.

6. In 1948, the Minimum Wages Act
was introduced with the purpose
of ensuring minimum wages to
employees so that they can
maintain a minimum living
standard.
When it was introduced, the
government has specified
minimum wages for12 tasks which
was later included with many
other tasks.

7. M I N I M U M W A G E S A C T , 1 9 4 8
• T O P R O V I D E M I N I M U M W A G E S T O T H E W O R K E R S
W O R K I N G I N O R G A N I S E D S E C T O R
• T O S T O P E X P L O I T A T I O N O F T H E W O R K E R S
• T O E M P O W E R T H E G O V E R N M E N T T O T A K E S T E P S
F O R F I X I N G M I N I M U M W A G E S A N D T O R E V I S I N G
I T I N A T I M E L Y M A N N E R
• T O A P P L Y T H I S L A W O N M O S T O F T H E S E C T I O N S
I N O R G A N I S E D S E C T O R ( S C E D U L E D
E M P L O Y M E N T )
MINIMUM WAGES ACT, 1948

8. HISTORY
THE INITIATIVE BY SHRI. K
G R CHOUDHARY IN 1920:
SET UP BOARDS FOR
DETERMINATION OF
WAGES
THE ILO ADOPTED
CONVENTION 26 AND 30 IN 1928
RELATING TO WAGE FIXING
MACHINERY IN TRADES OR
PARTS OF TRADES.
A MINIMUM WAGES BILL WAS
INTRODUCED IN CENTRAL
LEGISLATIVE ASSEMBLY ON
11.04.1946 AND CAME INTO FORCE
WITH EFFECT FROM 15.03.1948
THE COMMITTEE ON FAIR
WAGES WAS SET UP IN 1948
TO PROVIDE GUIDELINES
FOR WAGE STRUCTURE

9. 1 GOVERNING
BODY
Central/ State
SOME
CONSIDERATIONS
2 SKILL LEVEL OF
EMPLOYEE
Unskilled/Semi-
skilled/
skilled/highly-
skilled/ clerical
3 ZONE
Zone A, B or C

10. The requirements for the review and fixation of a
minimum wage is under Section 5 of the 1948
minimum wage Act.
The rule provides that:
• Committees and sub-committees shall be
appointed by the appropriate government as it
deems fit; to inform it on the possible review and
fixation of the minimum wage rate.
• The government shall notify the persons
concerned by making a publication in one of the
national dailies and specify a date not later than a
period of two months from the publication date
before the commencement of the hearing on the
matter.
Requirements for review and fixation
of Minimum Wages
The prevailing economic conditions, cost of living in a place, conditions which the work is
performed and nature of work to be performed shall be used as the factors to determine the
fixation of the minimum wage.

11. OUTSTANDING COMPONENTS
OF FIXING MINIMUM WAGES
The government is empowered to fix the minimum wage on the
components of:
• Cost of Living Index
The Govt. may fix
• Minimum time rate
• Minimum Piece rate
• Guaranteed time rate
• Overtime rate
• The Different minimum wage for various industrial areas - Section 3
(3) (a) of the Act provides that different minimum rates may be fixed
for different:
• Scheduled employment
• classes of work in a schedule of employment
• Locations, Adults, children, adolescent and apprentices have
different rates of wages.
• An all-inclusive rate that is based on the cost of living allowance, and
the value of cash.

12. Factors Considered As Irrelevant In
Fixation Of Minimum Wages
The following factors are irrelevant in fixation of
minimum wages:
• The fact that an employer can have business issues.
• The employer 's financial skill.
• Losses that the corporation may have suffered in the
intervening year.
• The employer's reluctance to purchase raw
materials.
• The industrial values of the area.

13. •
•
CONSEQUENCES OF NON-
COMPLIANCE WITH THE MINIMUM
WAGES ACT

14. Minimum Wages in India remained unchanged at 178
INR/Day in 2021 from 178 INR/Day in 2020.
MINIMUM WAGES IN INDIA: ISSUES AND
CONCERNS
• NORMS FOR FIXING MINIMUM
WAGES
• COVERAGE
• IMPLEMENTATION
• ENFORCEMENT

15. • SOCIAL CASE WORK
Social casework can be effectively used in situations of individual
problems; difficulties arising out of adjustment to work life due to
unavailability of minimum wages and maintain minimum living
standard
2. SOCIAL GROUP WORK
Group interaction can be used as an effective tool for helping
employees to understand themselves and improve their relations
with those around. It can be used in point consultation situations,
such as labour management council, various committees,
meetings, collective bargaining contexts, development
implementations of several welfare programs inside and outside
the workplace, building of group morale, etc. It can be used in
educational programs and workshops for at risk employees
APPLICABILITY OF SOCIAL WORK
METHODS

16. 3. COMMUNITY ORGANISATION
Social worker can help business to understand the total community
in which they live and utilize its resources to benefit the
community. Community consciousness and development are being
given importance by the management where the skills of the
professional social worker can be effectively used.
4.SOCIAL ACTION
Social action method would be useful when the social worker gives
services to the unions. Unions can today use the social worker’s
knowledge and specialized skills in putting forth demands,
negotiating peaceful strikes, serving and enforcing labour
legislations etc.
5. SOCIAL RESEARCH
Social research is being used in employment sectors. The purpose
is to collect and ascertain facts pertaining to a variety of issues and
problems in the work setting.