Compliance requirements under the Rules in accordance with the Act

1. Computation of the Cash Value of Wages (Rule 21)

The average {Government  Procurement}  prices at the nearest market for the period of three  months immediately preceding the month for which the wages are to be computed shall be taken into account in computing the cash value of wages paid in kind and of concessions in respect of essential commodities supplied at concessional   rates.  This computation shall be made in accordance with such directions as may be issued by the Government from time to time.

      2. Time and conditions of payment of wages and the deductions permissible from (Rule 22)

• • Rule 22(1)(i)(a):In establishments employing less than 1,000 workers, wages must be paid before the expiry of the 7th day of the following month.
  • Rule 22(1)(i)(b): The wages of a worker in any scheduled employment shall be paid on a working day in the case of an establishment in which 1000 or more than thousand   persons  are  employed,  before the expiry  of the tenth day, after the last day of wage period in respect of which wages are payable.
  • Rule 22(1)(ii):Where the employment of any person is terminated by or on behalf of the employer, or due to the acceptance of the employee’s resignation,  the wages earned by him shall be paid before the expiry of   the second working day after the day on which  his  employment  is terminated
  • Rule 22(1)(iii):The wages of an employed person shall be paid to him without deductions of any kind except those authorized by or under these rules.
  • Rule 22(1)(iv):The employer shall display in conspicuous place at or near the main entrance of the establishment a notice in English and  in the  language  of the majority of the persons  employed  therein, specifying the dates on which wages will be ordinarily be paid,  the  dates so specified being not earlier than the expiry of two  months from the date  on which  such notice is displayed.
  • Rule 22(2):Deductions which can be made from wages of a person employed in scheduled employment are prescribed in Rule  22(2) of Telangana Minimum Wages Rules 1960

        3. Records and Returns (Rule 22(4))

• • Register of Fines (Form I)
  • Register of Deductions for Damage/Loss (Form II)
  • Annual Return (Form III)to be submitted annually by the employer before the 31st January of every year to the District Inspector of Labour having jurisdiction over the area following the calendar year to which the return relates.

        4. Publicity of Minimum Wages (Rule 23)

Notices in Form XII containing the minimum rates of wages fixed under the Act   together with abstracts from such of the provisions of the Act and the rules as prescribed and the name and address of the Inspector shall be displayed in English and in a language understood by the majority of the workers in the employment at such places as may be selected by the Inspector and shall be maintained in a clean and legible condition. 

        5. Weekly Rest (Rule 24)

• • Subject to the provisions of this rule, an employee in a Scheduled employment in respect of which the minimum rates of wages have been fixed under the Act, shall be allowed a day of rest every week (hereinafter referred to as the rest day) which shall ordinarily be Sunday, but the employer may fix any other day of the week as the rest day for any employee or class of employees in that scheduled employment:

Provided that the employee has worked in the scheduled employment under the same employer for a continuous period of not less than six days.

• • Any such employee shall not be required or allowed to work in a scheduled employment on the rest day unless-

(a) he has or will have substituted rest day for a whole day on one of the three days immediately before or after the rest day; and)

(b) prior intimation is given by the employer to the employee of his intention to require the employee to work on the rest day and also of the day which is to be substituted:

Provided that no substitution shall be made which will result in the employee working for more than ten days consecutively without a rest day for a whole day.

          6. Hours of Work (Rule 25)

• • Adults:9 hours/day.
  • Child:5 hours/day.
  • No adult can work for more than 5 hours continuouslywithout at least a half-hour break.
  • Spread-over of work should not exceed 5 hours/day except in any plantation, which may be extendable to 12 hours with Inspector’s approval and the reasons to be specifies in writing.
  • The number of hours of work in the case of an adolescent shall be the same as that of an adult or a child according as he is certified to work as an adult or a child by the certifying surgeon appointed under Section 10 of the Factories Act, 1948 (Central Act, 63 of 1948)

           7. Overtime Hours (Rule 26 & 29)

• • Maximum overtime: 50 hours per quarter.
  • Extra Wages for Overtime:
  • When a worker works in an employment for more than nine hours on any day or for more than forty-eight hours in any week, he shall in respect of overtime work, be entitled to wages

(a) in case of employment in agriculture including plantations, at one and half times the ordinary rate of wages;

(b) in the case of any other scheduled employment at double the ordinary rate of wages.

• • Overtime Register: A register showing overtime payments shall be kept in Form IV. Overtime work shall be entered up in the Register before the expiry of 24 hours from the commencement of such work

           8. Night Shifts (Rule 27)

Where a worker in a scheduled employment works on a shift which extends beyond midnight-

(a) for the purpose of Rule 24, a rest day shall mean in his case a period of  24 consecutive hours beginning when his shift ends;

(b) the following day for him shall be deemed to be the period of 24 hours beginning when such shift ends, and the hours he has worked after midnight shall be counted towards the previous day.

         9. Cases and circumstances in which an employee employed for a period of less than the requisite number of hours constituting a normal working day shall not be entitled to receive wages for a full normal working day (Rule 28)

(1) The following shall be cases and circumstances in which an employee employed for a period of less than the requisite number of hours constituting a normal working day shall not be entitled to receive wages for a full normal working day:

(a) tempest, fire, rain; breakdown of machinery or stoppage of or any cut in the supply of power, epidemic, civil commotion or other cause beyond the control of the employer.

(b) Where an employee works for any period not exceeding 4 hours a day.

(c) Strike or stay-in-strike.

(2) In the case of interruption brought about by tempest, fire, rain, breakdown of machinery, epidemic, civil commotion or other natural causes beyond the control of the employer, the employee who has already started work for the day shall be paid wages at half the minimum rates of wages fixed for normal working day if the interruption occurs at any time before the interval for midday rest he shall be paid wages for a full normal working day.

(3) If by reason of stoppage of or any cut in the supply of power effected by the Government an employer is prevented on any working day from giving work to his employees for a full normal working day, the employees shall receive wages for such day in the proportion the number of hours he worked bears to the number of hours constituting the normal working day.

(4) If an employee works for any period not exceeding 4 hours a day he shall receive wages for such day in the proportion the number of hours he worked bears to the number of hours constituting the normal working day.

       10. Registers & Records (Rule 30 & 31-A)

Employers must maintain and preserve the following:

• A register of wages shall be maintained by every employer at the work spot or the principal office attached to it in Form No. X in respect of employments included in Part-I of the Schedule to the Act.
• A wages slip in Form No. XI shall be issued by every person employed by him in respect of employments included in Part-I of the Schedule to the Act at least a day prior to the disbursement of wages and his acknowledgment is obtained.
• A Muster Roll shall be maintained by every employer at the work spot or the principal office attached to it and kept in Form V in respect of employments included in Part-I of the Schedule to the Act and it shall be written up every day on which the work is performed.”

A register required to be maintained under Rule 29 and 30 shall be preserved for a period of 12 months after the date of last entry made therein.