Minimum wage law
The country's Fair Labor Standards Act of 1938 established a uniform national minimum wage for nonfarm, nonsupervisory workers.
[7] First enacted as a four-year experiment, the wages board was renewed in 1900 and made permanent in 1904; by that time it covered 150 different industries.
In Australia, on 14 December 2005, the Australian Fair Pay Commission was established under the Workplace Relations Amendment (WorkChoices) Act 2005 responsible for the adjustment of the standard federal minimum wage,[8] replacing the role of the Australian Industrial Relations Commission that took submissions from a variety of sources to determine appropriate minimum wages.
Some provinces allow lower wages to be paid to liquor servers and other tip earners, and/or to inexperienced employees.
The Ministry of Human Resources and Social Security set the People's Republic of China's first minimum wage law on 1 March 2004.
Provinces, municipalities, and autonomous regions are allowed to legislate for their own minimum wage separate from the national one.
[34] A law approved February 2013 mandates a nationwide minimum wage at 40% average urban salaries to be phased in fully by 2015.
Prior to this, a monthly minimum wage of HK$3,580 for foreign domestic helpers had already been set.
However, the law is rarely implemented at the ground level, even for contract labourers for government projects and works.In Mumbai, as of 2017, the minimum wage was Rs.
For all other employees, the wage is set at 440RON (~US$145) by collective bargaining, which also stipulates multiplication indices for various levels of education.
Jobs that require high-school and college qualifications are paid at least 1.5 and 2 times the minimum wage, respectively.
[citation needed] The Trade Boards Act 1909 created four Trades Boards that set minimum wages which varied between industries for a number of sectors where "sweating" was generally regarded as a problem and where collective bargaining was not well established.
[122][123] Wages Councils were finally abolished in 1993,[124] having fallen into decline due, in large part, to Trades Union opposition.
These required that government contractors pay fair wages and respect the rights of their employees to be members of trades unions.
[127] The LPC's permanent status was later confirmed and it continues to make recommendations to government on the NMW, which has been uprated in October every year since 2000.
The LPC board consists of nine members—three trade unionists, three employers, and three labour market relations experts.
The Commission undertakes consultations each year to gather available evidence before making recommendations in its biennial review.
Other categories of worker who are exempt include au pairs, share fishermen, clergy, those in the Armed Forces, prisoners and some people working in family businesses.
Unlike most other employment rights legislation in the UK, which generally rely on affected individuals raising grievances and making claims, if necessary, before tribunals to enforce these rights, the NMW has compliance teams, attached to His Majesty's Revenue and Customs (HMRC) offices who will act on approaches from workers who think they are being paid less than the minimum wage by contacting and visiting their employers.
Affected workers can either make a complaint directly to a national helpline or seek advice from another agencies such as their local Citizens Advice Bureau or the Scottish Low Pay Unit—this is particularly recommended if other employment rights issues are involved, as the HMRC can only deal with minimum wage enquiries.
It was signed into law on May 25, 2007[134] as a rider to the U.S. Troop Readiness, Veterans' Care, Katrina Recovery, and Iraq Accountability Appropriations Act, 2007.
[139] To adjust for increased rates of worker productivity in the United States, raising the minimum wage to $22 (or more) an hour has been presented.
