Equal Remuneration Act

In: Social Issues

Submitted By neet
Words 3578
Pages 15
[Act 25 of 1976 amended by Act 49 of 1987] CONTENTS CHAPTER I PRELIMINARY 1. Short title, extent and commencement. 2. Definitions. 3. Act to have overriding erect. CHAPTER II PAYMENT OF REMUNERATION AT EQUAL RATES TO MEN AND WOMEN WORKERS AND OTHER MATTERS 4. Duty of employer to pay equal remuneration to men and women workers for same work or work of similar nature. 5. No discrimination to be made while recruiting men and women workers. 6. Advisory Committee. 7. Power of appropriate Government to appoint authorities for hearing and deciding claims and complaints. CHAPTER III MISCELLANEOUS 8. Duty of employers to maintain registers. 9. Inspectors. 10. Penalties. 11. Offences by companies. 12. Cognizance and trial of offences. 13. Power to make rules. 14. Power of Central Government to give directions. 15. Act not to apply in certain special cases. 16. Power to make declaration. 17. Power to remove difficulties. 18. Repeal and saving. An act to provide for the payment of equal remuneration to men and women workers and for the prevention of discrimination, on the ground of sex, against women in the matter of employment and for matters connected therewith or incidental thereto Be it enacted by Parliament in the Twenty-seventh Year of the Republic of India as follow: -


Prefatory Note – Statement of Objects and Reasons. – Article 39 of Constitution envisages that the State shall direct its policy, among other things, towards securing that there is equal pay for equal work for both men and women. To give effect to this constitutional provision, the President promulgated on the 26th. September, 1975, the Equal Remuneration Ordinance, 1975 so that the provisions of Article 39 of the Constitution may be implemented in the year which is being celebrated as the International Women’s Year. The Ordinance provides for payment of equal…...

Similar Documents

How Remuneration Is Determined in Csr

...How your Remuneration is Determined 1. INTRODUCTION CSR staff are paid an annual salary, along with company superannuation contributions and annual leave loading. In the case of senior staff, the salary and benefits are combined as a remuneration package. The processes for determining annual salaries and fixed remuneration packages in CSR are the same. All references to "salary" in this document relate equally to both salary and remuneration package. Senior staff however, should also refer to the document "Guidelines for Packaging of Fixed Remuneration". Salary decisions are based on market data, individual levels of contribution to the business and level of Individual salaries reflect personal skills, experience, level of responsibility and accountability - irrespective of gender. People in seemingly similar jobs may be paid different salaries as they bring different levels of skills, experience and performance to the role. Salaries are reviewed each year, with effect from 1 July. 2. THE BROAD PRINCIPLES A common approach CSR has a common approach to determining the salaries of staff in all businesses throughout Australia. Generally people in similar jobs in different businesses and locations have similar salary levels. Differences may occur due to regional differences in salary markets, demand for particular skills and experience, or the individual differences mentioned previously - personal skills, experience in the role and......

Words: 1211 - Pages: 5

Equal Pay Act

...Equal Pay Act Equal Pay Act, which was introduced by the Unite States, was intended to prohibit discrimination of sex in the payment of wages by employers. Nowadays, when designing the internal alignment piece of compensation program, we should pay more attention to the law. Personally, I believe that Equal Pay Act plays an indispensable role in designing the salary program and the reasons are as fellows. First and foremost, the importance of Equal Pay Act largely lies in that it plays a part in eliminating discrimination by law. Equal Pay Act, which was issued in 1963, takes the lead in advocating the concept of equal pay for equal work in the Unite States. Therefore, we should conform to the law in the progress of making compensation program. In other words, we should attach importance to regulate the internal alignment piece of compensation program according to law. Secondly, there is no denying that equal pay for equal work persists in maintaining the internal equity, which is one of the most important object of pay management. According to Adams’s equity theory, when employees get paid, they care about not only the absolute amount of the salary but also the relative pay. They will use many kinds of methods to judge whether the salary is reasonable and the result will affect the enthusiasm of employees. Last but not least, equal pay has its great values for improving the company performance in the long run. On the one hand, equal pay can reduce...

Words: 350 - Pages: 2

Labour Act of Ghana

...LAW ACT, 2003 ARRANGEMENT OF SECTIONS 1. Scope of application PART II – PUBLIC EMPLOYMENT CENTRES AND PRIVATE EMPLOYMENT AGENCIES 2. Establishment of Public Employment Centre and registration of private employment agencies 3. Functions of the Centres 4. Registration of unemployed persons 5. Employment through Centres or Agencies 6. Employment data 7. Private Employment Agencies PART III – PROTECTION OF EMPLOYMENT 8 Rights of employers 9. Duties of employers 10. Rights of workers 11. Duties of workers 12. Contract of employment 13. Written statement of particulars of contract of employment 14. Prohibition of restrictive conditions of employment 15. Grounds for termination of employment 16. Types of contract of employment 17. Notice of termination of employment 18. Remuneration on termination of employment 19. Exception PART IV – GENERAL CONDITIONS OF EMPLOYMENT Sub-Part – Annual leave with pay 20. Leave entitlement 21. Continuous service 22. Interruption of work by public holidays, sickness of worker etc. 23. Interruption of work by voluntary work, civic duties and special leave 24. Sick leave not part of annual leave 25. Leave to be uninterrupted 26. Employer to bear cost of leave interruption 27. Record of employment leave 28. Worker may take leave in two equal parts 29. Leave entitlement to be restored to suspended worker on reinstallment 30. Termination of employment not to affect leave entitlement......

Words: 20517 - Pages: 83

Equal Treatment

...Dr. Light English 102 15 October 2012 Equal Treatment for Those with Criminal Histories All states should require equal treatment for all individuals with criminal records and the expungement of criminal histories for non-violent offenders after a certain period of time in order to reduce employment discrimination and the unemployment of qualified individuals. With the great proliferation of technology in today’s society, it is very easy for employers to obtain almost any information they desire regarding an individual or potential employee. Because this information is so easily obtain, more employers are now requesting background checks for potential hires. The need for background checks is clearly a valid one; however, in many instances employers are not looking beyond the fact that an individual has a criminal history. There are many times when an individual is arrested and charged, but not convicted of a crime. Employers are not even bothering to look any further in lots of cases. To make matters even worse, a great many of employers that use temporary employment services or recruiting agencies don’t even see the application as it is never forwarded to them once the agency discovers the individual has a criminal history. This denies many individuals, who are otherwise qualified, the opportunity to even be considered for the job. In his article, A fair shot at a job, Brent Staples states, “The United States Equal Employment Opportunity Commission ruled......

Words: 1490 - Pages: 6

Equal Pay for Equal Work

...In the 1800’s women were held to a higher moral standard then man which enabled women to enter the workforce. American culture expected women to preserve the family values not become “money makers” or head of the household. Women were unable to enter the workforce, vote, or get an education until the 19th century and even after they had received rights their rights were not equal to a mans. Institutions refused to allow women in educational programs and since they were economically dependent upon men, women had a poor socioeconomic status. Until the World Wars, that demanded women’s help in all areas of the labor market did society start to accept women as more than Susie-Home-Makers. The role of women drastically changed after the World Wars yet pay for women remained unequal to that of men, this led to the equal rights movement were women demanded “equal pay for equal work” (4). Working women ranked equal pay as a top priority for Congress in 2001 and the issue reemerged under President Barack Obama when he signed an amendment to the Fair Pay Act last year. The consequences of not acting on this important issue is plummeting tax revenues and further widened income inequality during an already starving US economy. Personal income taxes, child care taxes, earned income tax credits, payroll taxes, and state and local taxes all have aspects that affect the majority of women. Most of the tax system was drafted during the 1930s, 1940s, and 1950s when most women were not in the......

Words: 1556 - Pages: 7

Impact of the Remuneration Act April 6th, 2010

...hele schrijfproces is blijven verstrekken. Ook bedank ik mijn promotor van de individuele, economische paper, Prof. Dr. D. Heremans, van harte voor de nuttige tips. Daarnaast bedank ik Maarten voor de juridische inzichten die hij me bijbracht tijdens de samenwerking. Tot slot wil ik mijn ouders bedanken die mij de kans gaven om deze studies te volgen en het geduld dat ze met mij hebben gehad tijdens de moeilijke blokperiodes. Ook mijn vriend had hierin zijn aandeel. | 27 Bibliografie Economische bronnen Abowd, J. M. (1990). Does Performance-Based Managerial Compensation Affect Corporate Performance? Industrial and Labor Relations Review, 43(3), 52-73. Baeten, X. (2012). Firm level corporate governance characteristics and CEO remuneration: a cross-national European study. Berle, A., & Means, C. (1932). The Modern Corporation and Private Property. New York: The Macmillan Company. Coughlan, A., & Schmidt, R. (1985). Journal of Accounting and Economics(7), 43-66. Dang, C., & Frank Li, Z. (2013). Measuring Firm Size in Empirical Corporate Finance. Eisenhardt, K. M. (1989). Agency Theory: an assessment and review. The Academy of Management Review, 14(1), 57-74. Fama, E., & Jensen, M. (1983). The seperation of ownership and control. Journal of Law and Economics, 32. Healy, P., & Palepu, K. (2001). ournal of Accounting and Economics(31), 405-410. Heremans, D., & Bosquet, K. (2011). Vennootschapsrecht versus law, economics en finance. In J. R. Instituut, Quid leges sine......

Words: 9160 - Pages: 37


...Equal Have ever consider a world so huge and immeasurable can be so unjust. I mean Problems of the past still affect the future. Women have always been the scape goat in term of blame or in adequate of men. This shape power that if women were to have a good or great idea it would be dismissive In the following are some topics that regard gender and some refers from "killing us softly 4"from Jean Kilbourne. She talks about adverting ads that sexually women and make or trying to turn them in to object rather than a human being. I saw an old navy commercial about woman in pants by presence them in different size and made look appeal to the male audience. One can say that we live in a male dominate socially. I'm not trying to sound sexist but it is true. From history has told from the begin regard of era that woman were in to be homemaker and servants. In the world women working side by side with can make a difference but inequity such as wages, treatment, and having a say. Today people are define by sociality by gender and how they are act towards one another. First ads affect people perceptive on how to live and want to do. A quote from Kilbourne “saying that don't look like there prefect but are made from four different woman's parts”. In most to all advertisement woman look at these ads and fell insecure and try to imitate that way they look. To them an out ward appearance is a primary feature that is important to maintain “prefect” image they are going for. One of the...

Words: 1910 - Pages: 8


...adoptive carers. Some children have needs that arise from disability or deficiency or may have progenitors that have an incapacity. Some children come from classes who experience social rejection or severe poverty; some have to face discrimination and racism because of their ethnicity, the languages they speak, their religious or beliefs, their gender or their deficiency. These factors influence the well-being of children and can have and influence on their development. For these reasons, the early years setting ensure by a policy of equal opportunities a change for children fulfil their potential (MCI, undated a). As mentioned in the article 29 of The UN Convention on the Rights of the Child (UNCRC, 2008) “Education should develop each child’s personality and talents to the full.” The Early Years Foundation Stage (EYFS, 2012) sets the principles for the early years providers in England. Moreover, it defined equal opportunities as a promotion of equal access to education for all children, a non-discriminatory approach to gender, nationality, race, religion, culture, individual needs, family set-up, sexual orientation of parents. As well, develop plans to meet the necessities of each child and record his/her progress. Also, set up and maintain a policy that encourage diversity and respect for others....

Words: 283 - Pages: 2

Equal Pay Act

...Research the Equal Pay Act of 1963: why is it important to know this law when designing the internal alignment piece of your compensation program? The Equal Pay Act (EPA), “which is part of the Fair Labor Standards Act of 1938, as amended (FLSA), and which is administered and enforced by the EEOC, prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions” (The Equal Pay Act of 1963, n.d.). President Kennedy signed the EPA act in 1963 and establishes an important step in protecting women’s right in working field. In my opinion, there is no doubt that women are equal to men for getting jobs and deserve the same amount of salary if they are under same level of working environment. Hence, it is important for the organization to know this law when designing the internal alignment piece of their compensation program. As I learned in the first week, the compensation program is one of the most significant tools organizations could influence their employees (Milkovich, Newman& Gerhart, 2011, p.1). Whether it is well designed or not is able to determine the success or failure of the organization. In addition, Milkovich, Newman& Gerhart further stated that, “internal alignment refers to the pay relationships among different jobs/skills/competencies within a single organization” (Milkovich, Newman& Gerhart, 2011, p. 69). Even though the......

Words: 449 - Pages: 2

Equal Employment

...Equal Employment Opportunity Act and Equal Employment Opportunity Commission HRM/300 Equal Employment Opportunity Act and Equal Employment Opportunity Commission The Equal Employment Opportunity Act is the law that has evolved over several generations. The Act covers perspective, current and terminated employees to provide equal opportunities and equality for every individual respective to age, sex, color, gender, race, disability, veteran status, religion and national origin. The Equal Employment Opportunity Commission enforces equality in the workplace and ensures all ordinances are emphasized and followed to avoid possible discrimination cases. Probable Defense In the case of the woman that applied for the baseball gear job and sued because she did not get the job, was told she did not have a case to stand on, which could come from any probable defense. There is no evidence that proves that the woman was better than any other applicant or if wrongly denied employment in any form. Even if an appeal goes to the EEOC through their exemptions such as BFOQ, there still is not enough information for a case. For instance, the EEOC has a few exemptions under BFOQ. According to "The Bfoq Exception to Discrimination Laws" (1999), “there is no BFOQ for race or color, the BFOQ exception has been narrowly construed. The employer must prove that only individuals of one sex, national origin, religion or age group can perform the duties of the job in a safe and efficient......

Words: 1426 - Pages: 6

Equal Remuneration Act

...Equal Remuneration Act 1976 - Presentation Transcript 1. Equal Remuneration Act 1976 By : Rajnikant George Kumari Laxmi 2. INTODUCTION o The principle of equal work to men and women worker has been gaining increasing acceptance all over the world. In many countries, law have been passed prohibiting discrimination between men and women in matters relating to payment of wages for similar work. o The State Policy article 39 of the Constitution envisages that the State shall direct its policy, among other things, towards securing that there is equal pay for equal work for both men and women. o The International Women’s Year, President of India promulgated the Equal Remuneration Ordinance, 1975 on 26th September, 1975 to provide for the payment of equal remuneration to men and women workers 3. Cont.. o Article 39(a) states that the citizens, men and women, equally, have the right to an adequate means of livelihood. o Article 39(d) “that there is equal pay for equal work for both men and women”. o Article 16(2) makes a specific mention that “no citizen shall on ground only of ….sex …be ineligible for or discrimination against in respect of any employment or office under state.” 4. o (a) “Appropriate Government” means – o (i) in relation to any employment carried on by or under the authority of the Central Government or a railway administration, or in relation to a banking company,...

Words: 969 - Pages: 4

Equal Employment Act

...Equal Equal Employment Employment Opportunity Act of 1972 Opportunity Act of 1972 The Equal Employment Opportunity Act 1972 Introduction I. History a. Presidents i. Franklin D. Roosevelt ii. Harry S. Truman iii. John F. Kennedy b. The act prohibits II. Why the law was created c. Fair treatment III. Who the law benefits d. e. IV. Who the law affects f. g. V. Improvement h. Women i. People with disabilities j. lack of accountability k. negative attitudes VI. Case Studies l. McDonnell Douglas Corp vs. Percy Green m. Four factors n. Morton v Mancari History of the Law There were several different titles passed by different Presidents leading up to the Employment act of 1972. They are as followed in order: * In June 1941, the day before World War II, President Franklin D. Roosevelt signed Executive Order 8802 prohibiting government contractors from engaging in employment discrimination based on race, color, or national origin. * In July 1948, President Harry S. Truman orders the desegregation of the Armed Forces by Executive Order 9981. * In March 1961, President John F. Kennedy signs Executive Order 10925 prohibiting federal government contractors from discriminating because of race and establishing the President's Committee on Equal Employment Opportunity. * In June 1963, Congress...

Words: 902 - Pages: 4

Equal Pay Act

...variations with the “Equal Pay Act”. The thoughts and ideas of discrimination against those of different genders and how they relate to the pay scale. Being based on experience and time on the job plays a major part in the role of individuals involved in the working environment. Exploring the ideas and concepts behind this act and how it has transformed over a course of 50 years. Looking at real cases and even scholarly articles from individuals such as Christina Hoff Summers. Keywords: Equal Pay Act, Gender, Male and Female There are many laws that have prohibited individuals from being able to do certain things. One of the main things that we have seen throughout our time is the idea and concept that laws are not always for the people. When it comes to working a job, many people will focus on experience, education and previous job training that an individual has held to determine their pay. However, we have seen other issues that do not even apply to that. The “Equal Pay Act” was created so no one in the working lifestyle would be or could be discriminated against for any reason pertaining to the job and their pay. In a world full of opportunities, no one expects to go into somewhere and not receive the correct pay due discrimination which is illegal and unfair in many aspects of life. The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal.......

Words: 3577 - Pages: 15


...Assignment 3 Research Methodology by John Anderson 909441387 May 2012 Variable pay and its effect on Sales Team Motivation 1. INTRODUCTION It is widely accepted that Sales People are motivated by having some element of their remuneration linked to their actual sales performance. What is not clear is what the level of guaranteed pay (Fixed) should be and what level of variable Pay (commission) should be? This question essentially asks to what level the company wishes to share the reward of high sales performance while mitigating and sharing the risk of poor sales performance with the sales people. I will seek to understand the impact on sales people of having their package made up entirely of Commission and having no basic salary to rely on in times when they have not performed. The commission scheme I am analysing has the advantage of not being capped so there is potential for top performers to earn the highest wages in the company. I will explore the motivation levels as well as staff retention of top performers as well as poor performers. 1.1 Background to the study (Situation/context/related problem/concern in brief) 1.1.1 Situation: - the profitability and performance of a business is largely reliant on the amount of new business brought in by the sales teams as well the continued support and profitability of the existing client base. The motivation of the sales individuals as well as the team as a whole should therefore......

Words: 3195 - Pages: 13

Performance Related Remuneration

...Companies that are profit-driven (as opposed to user-driven for example - Facebook) will use accounting numbers as a form of compensation - Profitability or Earnings Per Share (EPS) are a reliable metric or indicator of value for companies of this nature and for their shareholders. Bonding EPS with remuneration ensures that decision-making and strategy is in congruence with the goals of organizational principals and management. Accounting-related compensation contracts provide a system that can be directly related to the financial performance and the capacity of the company to fulfill such remuneration contracts. B) Find a company that uses this method. Identify the company and provide an example that us used. Westfield is a publicly listed company (ASX) that uses a form of accounting-related compensation contracts. Listed on Page 104 of Westfield Group Annual Report 2010 is a table of an EPS-Percentage Vesting remuneration system for senior executives. For example, looking back on 2010, EPS for Westfield Group (adjusted for Westfield Retail Trust) was 91cents, which falls into the 125% bracket of percentage vesting. On page 116 of the Annual Report, CFO Mr. Peter Allen’s remuneration was $1,700,000, 25% higher than if EPS remained at 87.9 cents. C) On the 18th of June 2010, Australian Ethical Investment Limited advised the market that its profit for the year ended 30th June 2009 was incorrect, and was in fact overstated by 8.38%. If Australian Ethical......

Words: 503 - Pages: 3

Advertising Preferences | [MYLF] Brooklyn Chase - Fuck The Pain Away (30 11 2018) rq mp4 | Dragon Ball – Bảy Viên Ngọc Rồng chap 43