Professional Documents
Culture Documents
DAVID
Role No.520960228
L.C .No.00120
i) Demand for and supply of labor influence wage and salary fixation. A low wage
may be fixed when the supply of labor exceeds the demand for it. A higher wage
will have to be paid when the demand exceeds supply, as in the case of skilled
labor. A paradoxical situation prevailing in our country is that the excessive
unemployment is being juxtaposed with shortage of labor. While unskilled labor is
available in plenty, there is a shortage of technicians, computer specialists and
professional managers. High remuneration to skilled labor is necessary to attract
and retain it. But exploitation of unskilled labor, like, for instance, paying poor
wages because it is available in plenty, is unjustifiable. The Minimum Wages Act,
1948, is precisely meant to prevent this kind of exploitation.
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iii) Productivity of labor also influences wage fixation. Productivity can arise due
to increased effort of the worker, or as a result of the factors beyond the control of
the worker such as improved technology, sophisticated machines and equipment,
better management and the like. Greater effort of the worker is rewarded through
piece rate or other forms of incentive payments. This form of productivity, due to
individual effort, cannot form a criterion of general wage movements.
b) Cost of Living
Next in importance to labor market is the cost of living. This criterion matters
during periods of rising prices, and is forgotten when prices are stable or falling.
The justification for cost of living as a criterion for wage fixation is that the real
wages of workers should not be allowed to be whittled down if prices increase. A
rise in the cost of living is sought to be compensated by payment of dearness
allowance, basic pay to remain undisturbed. Many companies include an escalatory
clause in their wage agreement terms of which dearness allowance increases or
decreases depending upon the movement of consumer price index (CPI).
c) Labor Unions
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d) Labor Laws
We have a plethora of labor laws at the central as well as at the state levels. Some
central laws which have a bearing on employee remuneration are the Payment of
Wages Act, 1936, the Minimum Wages Act, 1948; the Payment of Bonus Act,
1965; Equal Remuneration Act, 1976; and the Payment of Gratuity Act, 1972. The
Payment of Wages Act was passed to regulate payment of wages to certain classes
of persons employed in the industry. It also seeks to protect workers against
irregularities in payment of wages and unauthorized deductions by the employers.
In addition, the Act ensures payment of wage in a particular form and at regular
intervals. The Minimum Wages Act enables the central and the state governments
to fix minimum rates of wages payable to employees in sweated industries. The
Payment of Bonus Act provides for payment of a specified rate of bonus to
employees in certain establishments. The Gratuity Act provides for payment of
gratuity to employees after they attain superannuation. The Equal Remuneration
Act provides for payment of equal remuneration to men and women workers for
same or similar work. The Act stipulated stringent punishments for contravention
of its provisions. In addition to legal enactments, there are wage boards, tribunals
and fair wages committees which aim at providing a decent standard of living to
workers. In fact, ours is the only democratic country in the world which has
attempted wage regulation on so large a scale through state-sponsored agencies.
e) Society
The Supreme Court, since its very inception, has had to adjudicate industrial
disputes – particularly, disputes relating to wages and allied problems of financial
concern to the worker – an ethical and social outlook liberally interpreting the
spirit of the Constitution.
f) The Economy
The last external factor that has its impact on wage and salary fixation is the state
of the economy. While it is possible for some organizations to thrive in a recession,
there is no question that the economy affects remuneration decisions. For example,
a depressed economy will probably increase the labor supply. This, in turn, should
serve to lower the going wage rate. In most cases, the cost of living will rise in an
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expanding economy. Since the cost of living is commonly used as a pay standard,
the economy’s health exerts a major impact upon pay decisions. Labor unions, the
government, and the society are all less likely to press for pay increases in a
depressed economy.
a) Norms of wage and salary fixation such as job description, job evaluation,
grades of pay and wage parities are generally ignored. What an executive receives
depends on employer’s ability and employee’s bargaining strength.
b) Salaries and perks of executives are subject to annual reviews and hikes, unlike
the remuneration of employees, which is reviewed once in three years.
f) For executives posted abroad, relatively higher salaries are paid during their
foreign assignments. Once they are back in India, the same executives are paid less
to maintain parity with those working in the home office.
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Q3. Explain the Objectives and Features of Fringe Benefits
The important objectives of fringe benefits are:
e) To provide security to the employees against social risks like old age benefits
and maternity benefits.
f) To protect the health of the employees and to provide safety to the employees
against accidents.
b) These benefits are paid to workers not for any specific job or performance but to
stimulate their interest in the work.
c) Fringe benefits involve a labor cost for the employer and are not meant directly
to improve efficiency. For example, money spent on lighting in the factory is not a
fringe benefit, as it does not supplement the wages of employees.
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d) Fringe benefits refer to items for which a direct monetary value to the employee
can be ascertained, e.g., paid holidays, pension etc. On the other hand, services
refer to the items such as legal aid, dispensary etc.
A sound benefits program should be based on specific objectives that are in line
with organizational philosophy and policies. It should be affordable and cost-
effective.
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