Minimum Wages Act, 1948

Object and scope of the legislation

To provide for fixing minimum rates of wages in certain
employments. The employments are those which are included in
the schedule and are referred to as ‘Scheduled Employments’.
The Act extends to whole of India.

Case: - Unichoyi v. State of Kerala.

The philosophy of the Minimum Wages Act and its significance in the
context of conditions in India has been explained by the Supreme Court
as follow-
Purports to achieve is to prevent exploitation of labour and
for that purpose empowers the appropriate Government to
take steps to prescribe minimum rates of wages in the
scheduled industries.
In an underdeveloped country which faces the problem of
unemployment on a very large scale, it is not unlikely that
labour may offer to work even on starvation wages.
The policy of the Act is to prevent the employment of such
sweated labour in the interest of general public and so in
prescribing the minimum rates, the capacity of the employer
need not to be considered.
What is being prescribed is minimum wage rates which a
welfare State assumes every employer must pay before he
employs labour”.

Important Definitions
Employee [Section 2(i)]
Means any person
who is employed for hire or reward to do any work, skilled
or unskilled, manual or clerical in a scheduled employment
in respect of which minimum rates of wages have been fixed;
and includes an outworker to whom any articles or materials
are given out by another person to be made up, cleaned,
washed, altered, ornamented, finished, repaired, adapted or

1 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

 otherwise processed for sale purpose of the trade or business
of that other person where the process is to be carried out
either in the home of the out-worker or in some other
premises, not being premises under the control and
management of that person;
and also includes an employee declared to be an employee
by the appropriate Government;
but does not include any member of Armed Forces of the
Union.

Employer [Section 2(e)]

means any person
who employs, whether directly or through another
person, or whether on behalf of himself or any other
person, one or more employees in any scheduled
employment in respect of which minimum rates of wages
have been fixed under this Act,
And includes,
in a factory where there is carried on any scheduled
employment in respect of which minimum rates of wages
have been fixed under this Act, any person named under
clause (f) of sub-section (1) of Section 7 of the Factories
Act, 1948, as manager of the factory;
in any scheduled employment under the control of any
Government in India in respect of which minimum rates
of wages have been fixed under this Act, the person or
authority appointed by such Government for the
supervision and control of employees or where no person
of authority is so appointed, the Head of the Department;
in any scheduled employment under any local authority
in respect of which minimum rates of wages have been
fixed under this Act the person appointed by such
authority for the supervision and control of employees or
where no person is so appointed, the Chief Executive
Officer of the local authority;
in any other case where there is carried on any scheduled
employment in respect of which minimum rates of wages

2 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

 have been fixed under this Act, any person responsible to
the owner of the supervision and control of the employees
or for the payment of wages.
Person who engages workers through another, like a
contractor would also be an employer.
But does not include
Wages payable by an employer to a member of his family
who is living with him and is dependent on him {Section
26(3)}.

Case: - Nathu Ram Shukla v. State of Madhya Pradesh

It was held that if minimum wages have not been fixed for any branch of
work of any scheduled employment, the person employing workers in
such branch is not an employer within the meaning of the Act.

Case: - Loknath Nathu Lal v. State of Madhya Pradesh

An out-worker who prepared goods at his residence, and then supplied
them to his employer was held as employee for the purpose of this Act.

Appropriate Government [Section 2(b)]

Means –
Central Government, in relation to any scheduled
employment carried on by or under the authority of the
Central or a railway administration, or in relation to a mine,
oilfield or major part or any corporation established by a
Central Act, and
State Government, in relation to any other scheduled
employment.

Scheduled employment [Section 2(g)]

Means
An employment specified in the Schedule or any process or branch
of work forming part of such employment.
The schedule is divided into two parts namely, Part I and Part II.
When originally enacted Part I of Schedule had 12 entries.

3 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

 Part II relates to employment in agriculture.
It was realised that it would be necessary to fix minimum wages in
many more employments to be identified in course of time.
Accordingly, powers were given to appropriate Government to
add employments to the Schedule by following the procedure laid
down in Section 21 of the Act.
The State Government and Central Government have made
several additions to the Schedule and it differs from State to State.

Wages [Section 2(h)]

Means
all remunerations capable of being expressed in terms of money,
which would, if the terms of the contract of employment, express
or implied, were fulfilled, be payable to a person employed in
respect of his employment or of work done in such employment .
And includes house rent allowance.
But does not include:
the value of any house accommodation, supply of light, water
medical;
the value of any any other amenity or any service excluded by
general or social order of the appropriate Government;
contribution by the employer to any Pension Fund or Provides
Fund or under any scheme of social insurance;
any traveling allowance or the value of any traveling concession;
any sum paid to the person employed to defray special expenses
entailed on him by the nature of his employment;
any gratuity payable on discharge.

Fixation of minimum rates of wages [Section 3(1)(a)]

‘Appropriate Government’ shall fix the minimum rates of wages,
payable to employees in an employment specified in Part I and
Part II of the Schedule, and in an employment added to either part
by notification under Section 27.
In case of the employments specified in Part II of the Schedule, the
minimum rates of wages may not be fixed for the entire State.
Parts of the State may be left out altogether.

4 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

 In the case of an employment specified in Part I, the minimum
rates of wages must be fixed for the entire State, no parts of the
State being omitted.
“Appropriate Government” may not fix minimum rates of wages
in respect of any scheduled employment in which less than 1000
employees in the whole State are engaged. But when it comes to its
knowledge after a finding that this number has increased to 1,000
or more in such employment, it shall fix minimum wage rate.

Case: - Basti Ram v. State of A.P.

The rates to be fixed need not be uniform. Different rates can be fixed for
different zones or localities.

Case: - Bijoy Cotton Mills v. State of Ajmer

The constitutional validity of Section 3 was challenged in this case. The
Supreme Court held that the restrictions imposed upon the freedom of
contract by the fixation of minimum rate of wages, though they interfere
to some extent with freedom of trade or business guarantee under
Article 19(1)(g) of the Constitution, are not unreasonable and being
imposed and in the interest of general public and with a view to
carrying out one of the Directive Principles of the State Policy as
embodied in Article 43 of the Constitution, are protected by the terms of
Clause (6) of Article 9.

Revision of minimum wages {Section 3(1)(b)}

Appropriate Government’ may review at such intervals as it may
thing fit, such intervals not exceeding 5 years, and revise the
minimum rate of wages, if necessary.
This means that minimum wages can be revised earlier than five
years also.

Manner of fixation/revision of minimum wages {Section 3(2)}

‘Appropriate Government’ may fix minimum rate of wages for:
time work, known as a Minimum Time Rate;
piece work, known as a Minimum Piece Rate;
a “Guaranteed Time Rate” for those employed in piece work for

5 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

 the purpose of securing to such employees a minimum rate of
wages on a time work basis; (This is intended to meet a situation
where operation of minimum piece rates fixed by the appropriate
Government may result in a worker earning less than the
minimum wage), and
A “Over Time Rate” i.e. minimum rate whether a time rate or a
piece rate to apply in substitution for the minimum rate which
would otherwise be applicable in respect of overtime work done
by employee.
Different minimum rates of wages may be fixed for {Section 3(3)}–
different scheduled employments;
different classes of work in the same scheduled employments;
adults, adolescents, children and apprentices;
different localities
Minimum rates of wages may be fixed by any one or more of the
following wage periods-
by the day,
by the month, or
by such other large wage periods as may be prescribed;
Where such rates are fixed by the day or by the month, the manner of
calculating wages for month or for a day as the case may be, may be
indicated.
However, where wage period has been fixed in accordance with the
Payment of Wages Act, 1936 vide Section 4 thereof; minimum wages
shall be fixed in accordance therewith [Section 3(3)].

Minimum rate of wages (Section 4)

Any minimum rate of wages fixed or revised by the appropriate
Government under Section 3 may consist of –
a basic rate of wages and a special allowance at a rate to be
adjusted, at such intervals and in such manner as the appropriate
Government may direct to accord as nearly as practicable with the
variation in the cost of living index number applicable to such
worker (hereinafter referred to as the cost of living allowance); or
a basic rate of wages or without the cost of living allowance and
the cash value of the concession in respect of supplies of essential

6 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

 commodities at concessional rates where so authorized; or
All inclusive rate allowing for the basic rate, the cost of living
allowance and the cash value of the concessions, if any.
The cost of living allowance and the cash value of the concessions
in respect of supplies essential commodities at concessional rates
shall be computed by the competent authority at such intervals
and in accordance with such directions specified or given by the
appropriate Government.

Procedure for fixing and revising minimum wages (Section 5)

In fixing minimum rates of wages in respect of any scheduled
employment for the first time or in revising minimum rates of wages,
the appropriate Government can follow either of the two methods
described below.

First Method - Committee Method [Section 5(1)(a)]

The appropriate Government may appoint as many committees
and sub-committees as it considers necessary to hold enquiries and
advise it in respect of such fixation or revision as the case may be.
After considering the advice of the committee or committees, the
appropriate Government shall, by notification in the Official
Gazette fix or revise the minimum rates of wages.
The wage rates shall come into force from such date as may be
specified in the notification.
If no date is specified, wage rates shall come into force on the
expiry of 3 months from the date of the issue of the notification.

Case: - Edward Mills Co. v. State of Ajmer

It was held that Committee appointed under Section 5 is only an
advisory body and that Government is not bound to accept its
recommendations.

Composition of the Committee {Section 9}

It shall consist of persons to be nominated by the appropriate
Government representing employers and employee in the
scheduled employment, who shall be equal in number and

7 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

 independent persons not exceeding 1/3rd of its total number of
members.
One of such independent persons shall be appointed as the
Chairman of the Committee by the appropriate Government.

Second Method - Notification Method [Section 5(1)(b)]

When fixing minimum wages under Section 5(1)(b), the
appropriate Government shall by notification, in the Official
Gazette publish its proposals for the information of persons likely
to be affected thereby and specify a date not less than 2 months
from the date of notification, on which the proposals will be taken
into consideration.
The representations received will be considered by the appropriate
Government.
It will also consult the Advisory Board constituted under Section 7
and thereafter fix or revise the minimum rates of wages by
notification in the
Official Gazette.
The new wage rates shall come into force from such date as may
be specified in the notification.
However, if no date is specified, the notification shall come into
force on expiry of 3 months from the date of its issue.
Minimum wage rates can be revised with retrospective effect.

Advisory Board { Section 7}

The advisory board is constituted by the appropriate Government for
the purpose of co-ordinating the work of committees and sub-
committees appointed under Section 5 of the Act and advising the
appropriate Government generally in the matter of fixing and revising
of minimum rates of wages.
According to Section 9 of the Act, the advisory board shall consist of
persons to be nominated by the appropriate Government representing
employers and employees in the scheduled employment who shall be
equal in number, and independent persons not exceeding 1/3rd of its
total number of members, one of such independent persons shall be
appointed as the Chairman by the appropriate Government.

8 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

It is not necessary that the Board shall consist of representatives of any
particular industry or of each and every scheduled employment.

Case: - B.Y. Kashatriya v. S.A.T. Bidi Kamgar Union.

An independent person in the context of Section 9 means a person who
is neither an employer nor an employee in the employment for which
the minimum wages are to be fixed.

Case: - State of Rajasthan v. Hari Ram Nathwani

It was held that the mere fact that a person happens to be a Government
servant will not divert him of the character of the independent person.

Central Advisory Board {Section 8}

Central Government shall appoint a Central Advisory Board for the
purpose of advising the Central Government and State Governments in
the matters of fixation and revision of minimum rates of wages and
other matters under the Minimum Wages Act and for coordinating work
of the advisory boards.
The Central Advisory Board shall consist of persons to be nominated by
the Central Government representing employers and employees in the
scheduled employment who shall be equal in number and independent
persons not exceeding 1/3rd of its total number of members, one of such
independent persons shall be appointed as the Chairman of the Board
by Central Government.

Minimum wage – whether to be paid in cash or kind {Section 11}

Minimum wages payable under the Act shall be paid in cash.
But where it has been the custom to pay wages wholly or partly in
kind, the appropriate Government, on being satisfied, may
approve and authorize such payments.
Such Government can also authorize for supply of essential
commodities at concessional rates.
Where payment is to be made in kind, the cash value of the wages
in kind or in the shape of essential commodities on concessions
shall be estimated in the prescribed manner.

9 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

Payment of minimum wages is obligatory on employer (Section 12)
Payment of less than the minimum rates of wages notified by the
appropriate Government is an offence.
Employer shall pay to every employee engaged in a scheduled
employment under him such wages at a rate not less than the
minimum rate of wages fixed by the appropriate Government
under Section 5 for that class of employment without deduction
except as may be authorized, within such time and subject to such
conditions, as may be prescribed.

Fixing hours for a normal working day (Section 13)

Fixing of minimum rates of wages without reference to working hours
may not achieve the purpose for which wages are fixed. Thus, by virtue
of Section 13 the appropriate Government may –
fix the number of work which shall constitute a normal working
day, inclusive of one or more specified intervals;
provide for a day of rest in every period of seven days which shall
be allowed to all employees or to any specified class of employees
and for the payment of remuneration in respect of such day of rest;
provide for payment of work on a day of rest at a rate not less than
the overtime rate.

The above stated provision shall apply to following classes of employees

only to such extent and subject to such conditions as may be prescribed:
Employees engaged on urgent work, or in any emergency, which
could not have been foreseen or prevented;
Employees engaged in work in the nature of preparatory or
complementary work which must necessarily be carried on
outside the limits laid down for the general working in the
employment concerned;
Employees whose employment is essentially intermittent;
{employment of an employee is essentially intermittent when it is
declared to be so by the appropriate Government on ground that
the daily hours of the employee, or if these be no daily hours of
duty as such for the employee, the hours of duty, normally
includes period of inaction during which the employee may be on
duty but is not called upon to display either physical activity or

10 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

 sustained attention.}
Employees engaged in any work which for technical reasons, has
to be completed before the duty is over;
Employees engaged in any work which could not be carried on
except at times dependent on the irregular action of natural forces.

Case: - Benode Bihari Shah v. State of W.B.

There is correlation between minimum rates of wages and hours of
work. Minimum wages are to be fixed on basis of standard normal
working hours, namely 48 hours a week.

Payment of overtime (Section 14)

when an employee, whose minimum rate of wages is fixed under
this Act by the hours, the day or by such longer wage period as
may be prescribed, works on any day in excess of the number of
hours constituting a normal working day, the employer shall pay
him for every hour or part of an hour so worked in excess at the
overtime rate fixed under this Act or under any other law of the
appropriate Government for the time being in force whichever is
higher.
Payment for overtime work can be claimed only by the employees
who are getting minimum rate of wages under the Act and not by
those getting better wages.

Wages of a worker who works less than normal working day

(Section 15)
Where the rate of wages has been fixed under the Act by the day for an
employee and if he works on any day on which he employed for a
period less than the requisite number of hours constituting a normal
working day, he shall be entitled to receive wages for that day as if he
had worked for a full working day.
Provided that he shall not receive wages for full normal working day –
if his failure to work is caused by his unwillingness to work and
not by omission of the employer to provide him with work, and
such other cases and circumstances as may be prescribed.

11 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

Minimum time – rate wages for piece work (section 17)
Where an employee is engaged in work on piece work for which
minimum time rate and not a minimum piece rate has been fixed, wages
shall be paid in terms of Section 17 of the Act at minimum time rate.

Maintenance of registers and records (Section 18)

Apart from the payment of the minimum wages, the employer is
required to maintain registers and records giving such particulars
of employees under his employment, the work performed by
them, the receipts given by them and such other particulars as may
be prescribed.
Every employee is required also to exhibit notices, in the
prescribed form containing particulars in the place of work.
He is also required to maintain wage books or wage-slips as may
be prescribed by the appropriate Government and the entries
made therein will have to be authenticated by the employer or his
agent in the manner prescribed by the appropriate Government.

Authority and Claims (Section 20-21)

Under Section 20(1) of the Act, the appropriate Government, may
appoint any of the following as an authority to hear and decide for
any specified area any claims arising out of payment of less than
the minimum rate of wages or in respect of the payment of
remuneration for the days of rest or of wages at the rate of
overtime work:
any Commissioner for Workmen’s Compensation; or
any officer of the Central Government exercising
functions as Labour Commissioner for any region; or
any officer of the State Government not below the rank of
Labour Commissioner; or
any other officer with experience as a Judge of a Civil
Court or as the Stipendiary Magistrate.
The authority so appointed shall have jurisdiction to hear and
decide claim arising out of payment of less than the minimum rates
of wages or in respect of the payment remuneration for days of rest
or for work done on such days or for payment of overtime.

12 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

 The provisions of Section 20(1) are attracted only if there exists a
disputed between the employer and the employee as to the rates of
wages. Where no such dispute exists between the employer and
employees and the only question is whether a particular payment at
the agreed rate in respect of minimum wages, overtime or work on
off days is due to an employee or not, the appropriate remedy is
provided by the Payment of Wages Act, 1936.

Offences and Penalties {Section 22}

Any employer who pays to any employee less than the minimum
rates of wages fixed for that employee’s class of work or less than
the amount due to him under the provisions of this Act or
contravenes any rule or order made under Section 13, shall be
punishable with imprisonment for a term which may extend to 6
months or with fine which may extend to 500 rupees or with both.
While imposing any fine for an offence under this section the court
shall take into consideration the amount of any compensation
already awarded against the accused in any proceedings taken
under section 20.
It is further stipulated under Section 22A of the Act that any
employer who contravenes any provision of this Act or of any rule
or order made thereunder shall if no other penalty is provided for
such contravention by this Act be punishable with fine which may
extend to five hundred rupees.

13 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

Important Cases
Case: - Unichoyi v. State of Kerala.
The philosophy of the Minimum Wages Act and its significance in the
context of conditions in India has been explained by the Supreme Court
as follow-
Purports to achieve is to prevent exploitation of labour and
for that purpose empowers the appropriate Government to
take steps to prescribe minimum rates of wages in the
scheduled industries.
In an underdeveloped country which faces the problem of
unemployment on a very large scale, it is not unlikely that
labour may offer to work even on starvation wages.
The policy of the Act is to prevent the employment of such
sweated labour in the interest of general public and so in
prescribing the minimum rates, the capacity of the employer
need not to be considered.
What is being prescribed is minimum wage rates which a
welfare State assumes every employer must pay before he
employs labour”.

Case: - Nathu Ram Shukla v. State of Madhya Pradesh

It was held that if minimum wages have not been fixed for any branch of
work of any scheduled employment, the person employing workers in
such branch is not an employer within the meaning of the Act.

Case: - Loknath Nathu Lal v. State of Madhya Pradesh

An out-worker who prepared goods at his residence, and then supplied
them to his employer was held as employee for the purpose of this Act.

Case: - Basti Ram v. State of A.P.

The rates to be fixed need not be uniform. Different rates can be fixed for
different zones or localities.

Case: - Bijoy Cotton Mills v. State of Ajmer

The constitutional validity of Section 3 was challenged in this case. The

14 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

Supreme Court held that the restrictions imposed upon the freedom of
contract by the fixation of minimum rate of wages, though they interfere
to some extent with freedom of trade or business guarantee under
Article 19(1)(g) of the Constitution, are not unreasonable and being
imposed and in the interest of general public and with a view to
carrying out one of the Directive Principles of the State Policy as
embodied in Article 43 of the Constitution, are protected by the terms of
Clause (6) of Article 9.

Case: - Edward Mills Co. v. State of Ajmer

It was held that Committee appointed under Section 5 is only an
advisory body and that Government is not bound to accept its
recommendations.

Case: - B.Y. Kashatriya v. S.A.T. Bidi Kamgar Union.

An independent person in the context of Section 9 means a person who
is neither an employer nor an employee in the employment for which
the minimum wages are to be fixed.

Case: - State of Rajasthan v. Hari Ram Nathwani

It was held that the mere fact that a person happens to be a Government
servant will not divert him of the character of the independent person.

Case: - Benode Bihari Shah v. State of W.B.

There is correlation between minimum rates of wages and hours of
work. Minimum wages are to be fixed on basis of standard normal
working hours, namely 48 hours a week.

15 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

 Minimum Wages Act, 1948 - Practice Set -1
1. Statutory Minimum wage is fixed under
(a) Payment of Wages Act, 1936
(b) Equal Remuneration Act, 1976
(c) Workmen’s Compensation Act, 1923
(d) Minimum Wages Act, 1948

2. Under the Minimum Wages Act, 1948 the appropriate government shall fix the
minimum rates of wages payable to the employees employed in an employment
specified in
(a) Schedule I part I
(b) Schedule I part II
(c) Schedule I, Part I, II and the employments and added under section 27
(d) Schedule I and II

3. Which of the following is not a method for fixing Minimum Wages under the
Minimum Wages Act, 1948?
(a) Notification Method
(b) Committee Method
(c) Bargaining Method
(d) None of the above

4. The minimum wages as fixed under the Minimum Wages Act, 1948 must be
revised at least once in
(a) 2 years
(b) 3 years
(c) 5 years
(d) No mention under the Act

5. The Minimum Wages Act, 1948 has

(a) One schedule covering different types of industries.
(b) One schedule covering different types of industries, shops and establishments.
(c) One schedule covering shops and establishments.
(d) Two schedules covering industrial establishments and agriculture.

6. Which one of the following is not based on the principle of welfare?

(a) Mica Mines Labour Welfare Funds Act

16 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

(b) Iron Ore Mines Labour Welfare Funds Act
(c) Minimum Wages Act
(d) Dock Workers (Safety, Health, Welfare) Act

7. Which of the following legislations apply to unorganized sector workers in India?

(a) Minimum Wages Act
(b) Child Labour (Prohibition and Regulation) Act, 1986
(c) Contract Labour (Regulation and Abolition) Act 1970
(d) All of the above

8. Under the Minimum Wages Act, which of the following cannot be appointed by
the appropriate government by notification under the official gazette for deciding
claims arising out of payment of less than the minimum rates of wages?
(a) Any commissioner for Workmen’s compensation
(b) Any officers of the Central Government exercising functions as a Labour
Commissioner for any region
(c) Any officer of the State Government not below the rank of Labour Commissioner
(d) Any officer not less than the rank of District Magistrate

9. What are the methods mentioned in Section 5 of the Minimum Wages Act, 1948
for fixation/revision of minimum wages.
(a) Committee method
(b) Notification method.
(c) Voting method
(d) Both (a) & (b)

10.In order to protect the minimum wages against inflation, the Central Government
has made the provision of Variable Dearness Allowance (VDA) linked to --------- .
(a) Wholesale Price Index Number for Industrial Workers (WPI – IW)
(b) Consumer Price Index Number for Industrial Workers (CPI – IW)
(c) Consumer Price Index Number for all Urban Consumers (CPI-UC)
(d) Wholesale Price Index Number for all Urban Consumers (WPI-UC)

11. Which of the following are the responsibilities of Central Advisory Board.
(a) Advising the Central and State Governments in the matters of the fixation of
minimum rates of wages
(b) Advising the Central and State Governments in the matters of the revision of

17 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )

minimum rates of wages
(c) Co-ordinate the work of State Advisory Boards
(d) All the above

12.The Central Advisory Board shall consist of the following members nominated by
the Central Government
(a) The employers
(b) The employees
(c) Independent persons
(d) All the above

13. If an employee works on any day on which he was employed for a period less
than the requisite number of hours constituting a normal working day, he shall be
entitled to receive wages
(a) for a full normal working day
(b) for the hours he had worked
(c) for a half working day
(d) None of the above
14.To provide guidelines for wage structures in the country, a tripartite Committee
Viz., "The Committee on Fair Wage" was constituted on -----.
(a) 1946
(b) 1948
(c) 1964
(d) 1950

15.Under this act, the appropriate Governments have the power to notify any
employment where ------- number of employees are working in 'schedule of
employment' to fix the rates of minimum wages
(a) 500 or more
(b) 100 or more
(c) 1000 or more
(d) 250 or more

18 PANKAJ KUMAR, FCS, Chartered S I ( CISI - London ), MBA ( Finance )