What is the minimum wage rate?

Employers must pay every employee at least the minimum rate of wages fixed and notified by the concerned Government(( Section 5, Code on Wages, 2019.)), which will fix a minimum wage rate for:

  • Time work (wage rate can be fixed on an hourly, daily or monthly basis).
  • Piece work (for employees engaged in piece work, the Government can fix a minimum wage rate on a time work basis).

If an employee does two or more types of work having different minimum rates of wages, the employer will pay them the appropriate minimum wages for the time spent in each class of work(( Section 11, Code on Wages, 2019.)). For example, consider that the minimum wage for one type of work is Rupees twenty per hour, and Rupees ten per hour for the other type. If the employee spends 2 hours on each type, they will get (20*2) + (10*2) = ₹60 for 4 hours(( Section 11, The Code on Wages, 2019.)).
The concerned Government will review or revise the minimum wage rate usually every five years(( Section 8, Code on Wages, 2019.)).

An Advocate’s Duties to Clients

There are many duties that an advocate has to fulfil towards clients. Some of them include:

Accepting and withdrawing from cases

An advocate should:

  • Accept any case, unless exceptional circumstances exist.(( Rule 11, Chapter II, Part VI, Bar Council of India Rules, 1975)) The Supreme Court has said that a lawyer cannot refuse a brief if a client is willing to pay his fee, and the lawyer is not otherwise engaged.(( A.S. Mohammed Rafi v. State of Tamil Nadu, Criminal Appeal No. 2310 of 2010)) The advocate’s fee will be based on their professional standing and the nature of the case.
  • Not withdraw from a case after accepting it. However, the advocate can withdraw if there is sufficient cause, after giving a reasonable and sufficient notice to the client. If the lawyer withdraws from a case, they have to refund any fee that has not been earned.(( Rule 12, Chapter II, Part VI, Bar Council of India Rules, 1975))
  • Not accept or appear in a case for which the advocate might appear as a witness.(( Rule 13, Chapter II, Part VI, Bar Council of India Rules, 1975))

Loyalty to the client

An advocate must:

  • Make full and frank disclosure to the client about the advocate’s connection towards the other parties and any other interest in the case.(( Rule 14, Chapter II, Part VI, Bar Council of India Rules, 1975))
  • Uphold the interests of the client by all fair and honorable means.  Advocates should be loyal to this principle and should not let their personal beliefs about a client’s guilt stop them from accepting a case. Regardless of their personal opinion on the guilt of a client, advocates should defend the client.(( Rule 15, Chapter II, Part VI, Bar Council of India Rules, 1975))
  • Not work for the conviction of an innocent person. For instance, advocates should not suppress material that could establish the innocence of a person in a criminal case.(( Rule 16, Chapter II, Part VI, Bar Council of India Rules, 1975))
  • Only work as per the instruction of the client or the client’s agent.(( Rule 19, Chapter II, Part VI, Bar Council of India Rules, 1975))
  • Not act, appear or argue for the opposite party if the advocate has advised, acted, appeared or pleaded for a client at any stage of a lawsuit.(( Rule 33, Chapter II, Part VI, Bar Council of India Rules, 1975))

Upholding interests of the client

Advocates have to make sure that they:

  • Do not specify a fee that is dependent on the result of the case. An advocate should not agree to share the benefits that a client will get from a case.(( Rule 20, Chapter II, Part VI, Bar Council of India Rules, 1975))
  • Do not abuse or take advantage of the trust of the client.(( Rule 24, Chapter II, Part VI, Bar Council of India Rules, 1975))
  • Keep accounts of the money entrusted to them by the client.(( Rule 25, Chapter II, Part VI, Bar Council of India Rules, 1975))
  • Do not accept a fee less than a fee which can be taxed, if the client is able to pay it.(( Rule 38, Chapter II, Part VI, Bar Council of India Rules, 1975))

Failure to obey any of these duties may qualify for ‘Professional Misconduct’ by the Advocate, and a client can lodge a complaint against the advocate in the appropriate forum.

Who is responsible for Demolishing or Converting an Insanitary latrine?

The person who occupies the property on which an ‘insanitary latrine’ exists has to demolish or convert it. If more than one person owns the property on which the insanitary latrine is built, the costs have to be paid by the owner (if they are one of the occupiers) or equally by all of them.

While the State Government could choose to help occupiers with the conversion process, the occupier cannot use the government’s inaction as an excuse to maintain an insanitary latrine beyond 9 months. In case the occupier does not destroy or convert an insanitary latrine within 9 months, the local authority has to take over after giving a notice of 21 days. The authority can then recover the costs from the occupier.

The punishment for first-time offenders is jail time up to one year as well as a fine for up to Rs.50,000. Second-time offenders can face jail time up to two years and a fine of up to Rs.1,00,000.

Maternity Leave

You are entitled to leave from work when you are having a child. However, this differs based on certain circumstances:

If you are pregnant for the first time or you already have one child

You can claim a maximum of 26 weeks of leave if you are pregnant for the first time or if you already have one child. However, you cannot take more than 8 weeks of leave before the expected delivery date. (( Proviso, Section 5(3), The Maternity Benefit (Amendment) Act, 2017.))

If you already have 2 children

If you have 2 or more surviving children, then you can take 12 weeks of leave. For example, if a woman has 2 children already and is pregnant with her 3rd child, then she can take only 12 weeks of maternity leave. However,  only 6 weeks, can be taken before delivery. (( Proviso, Section 5(3), The Maternity Benefit (Amendment) Act, 2017.))

Adopting a child/ Commissioning mother

A woman who legally adopts a child below the age of three months, or a commissioning mother, is entitled to maternity leave. The period of leave is for 12 weeks from the date the child is handed over to the adopting mother or the commissioning mother. (( Section 5(4), The Maternity Benefit (Amendment) Act, 2017.))
A commissioning mother is also entitled to all the benefits an employee could have post the delivery of the child, except the leave involving health of mother after delivery. (( P. Geetha Vs.The Kerala Livestock Development Board Ltd. 2015 (1) KHC 165; Sadhna Agrawal Vs. State of Chhattisgarh and Ors. 2017 Lab IC 617.))

If you are suffering from illness arising out of pregnancy, delivery, premature birth of child, miscarriage, abortion or tubectomy operation, you will be entitled to an additional month of leave with wages at the rate of maternity benefit. (( Section 10, The Maternity Benefit Act, 1961.) You will have to submit proof of the illness for the same.

Actions and Behaviours seen as Sexual Harassment

According to law, several acts can be considered as sexual harassment. Most of these acts include a discernible sexual element. For example, if Seema’s boss asks her to have sex with him, or touches her in a way that makes her feel uncomfortable. Some of these acts are listed below. (( Section 2(n), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)):

  • Touching or any other form of physical contact that you do not want.
  • Asking for or demanding sex or any other sexual acts.
  • Saying things that are sexual in nature.
  • Showing you pornography in any form that you do not want to see, for example, videos, magazines, or books.
  • Any other actions that are sexual, including things that are said, things that are written, or touching.

Additionally, certain circumstances connected with any act or behaviour of sexual harassment may amount to sexual harassment of a woman. These include (( Section 3(2), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)):
(i) implied or explicit promise of preferential treatment in her employment; or
(ii) implied or explicit threat of detrimental treatment in her employment ; or
(iii) implied or explicit threat about her present or future employment status; or
(iv) interference with her work or creating an intimidating or offensive or hostile work
environment for her; or
(v) humiliating treatment likely to affect her health or safety.

This government handbook can help you understand what actions are seen as sexual harassment.

Determining age of Child

If you as an employer are unsure if the child is below 14 years or above 14 years of age, then the age of the child will be determined by a medical authority who will look into the following three documents while determining the age:

  • Aadhar card of the child or adolescent.
  • Birth certificate from school, or the matriculation or a certificate from an examination Board.
  • Birth certificate of the child or adolescent given by a corporation or a municipal authority or a panchayat.

When these three documents are absent, then the medical authority will do an ossification test or any other latest age determination test to find out the age of the child.

As an employer, you should have a certificate of age for the child, in case the inspector wants to determine the age of the child. If the inspector finds out that you have not obtained a certificate of age for the child, he will specifically instruct you to obtain it from a medical authority.

What if an employee works less or more than the minimum number of hours?

If a daily wage employee works for less than the minimum number of hours because the employer did not give enough work, they still have the right to get wages for a full working day. However, if they failed to work for the  minimum number of hours because they were unwilling to work, they cannot claim this right(( Section 10, Code on Wages, 2019.)).
If an employee works for more than the minimum number of hours, the employer has to pay them for every extra hour that they work, at an overtime rate of at least twice the normal rate of wages(( Section 14, Code on Wages, 2019.)).

Complaining against an Advocate

Complaints against an advocate can be with regard to professional or other misconduct by the advocate.(( Section 35, Advocates Act, 1961)) Actions that qualify as ‘misconduct’ cannot be defined with an exhaustive list. What should be kept in mind is the nobility of the job of an advocate, and the high standard that is expected of advocates by society.(( Noratanmal Chouraria v. MR Murali & Another, Civil Appeal 5476 of 1999)) Instances that are not explicitly mentioned in the law have led to disciplinary actions in the past, such as when an advocate tried to assault a client with a knife.(( Hikmat Ali Khan v. Ishwar Prasad Arya, 1997 (3) SC 131))

Forum to Complain

The State Bar Council is the appropriate forum to lodge a complaint against an advocate.(( Section 35(1), Advocates Act, 1961)) Upon receiving a complaint, or on its own motion, the State Bar Council can refer a case of misconduct to one of its Disciplinary Committees.(( Section 35(1);Section 35 (1A), Advocates Act, 1961))

Further, the disciplinary committee of the Bar Council of India also has the power to withdraw any pending proceeding from the State Bar Council and attend to the matter.(( Section 36(2), Advocates Act, 1961))

If a case has been pending before the State Bar Council for more than a year since the receipt of complaint, the case shall be transferred to the Bar Council of India.(( Section 36B (1), Advocates Act, 1961)) If a person is not satisfied with the decision of the State Bar Council, they have the right to appeal to the Bar Council of India within 60 days of the communication of the decision.(( Section 37(1), Advocates Act, 1961)) If the person is still aggrieved by the decision of the Bar Council of India, they can approach the Supreme Court within 60 days of the communication of the decision.(( Section 38, Advocates Act, 1961))

 Procedure to complain

State Bar Councils accept complaints against an advocate in the form of a petition, duly signed and verified. If you want to find the format, you can approach your State Bar Council which will have a prescribed standard format of complaint, along with the fees. Additionally, formats used can include languages such as English, Hindi or the language of the respective State. (( Rule 1, Chapter 1, Part VII, Bar Council of India Rules, 1975))

After a person submits the complaint, the Disciplinary Committee of the State Bar Council will inquire into the matter.

Punishing an Advocate

When a complaint has been made against an advocate, the Disciplinary Committee of the State Bar Council will give an opportunity for the advocate to defend themself. Further, the Advocate General of the State will also be present during the inquiry. After the inquiry, the Committee will either:

  1. Reprimand the advocate;
  2. Suspend the advocate for the time being;
  3. Remove the advocate’s name from the State roll;
  4. Dismiss the complaint.(( Section 35, Advocates Act, 1961))

Is it legal to employ a Manual Scavenger?

No, it is illegal to employ someone as a manual scavenger in India. It is also unlawful for anyone (including municipalities and panchayats) to employ any person for the cleaning of a sewer or a septic tank without the necessary protective gear.

People who do so face the following repercussions.

Employing someone as a manual scavenger

The punishment for employing a manual scavenger, for a first-time offence is jail time up to one year as well as a fine up to Rs.50,000. If someone commits the offence again, then the punishment is jail time up to two years and a fine up to Rs.1,00,000.

Employing a person for hazardous cleaning of a sewer or a septic tank

The punishment for employing a person for hazardous cleaning of a sewer or septic tank for a first-time offence is jail time up to 2 years and a fine up to Rs. 2,00,000. If someone commits the offence again, then the punishment is jail time is up to 5 years and fine up to Rs. 5,00,000.

A company employing someone as a manual scavenger

When a company commits the offence of manual scavenging, not only will it be considered guilty of the crime, but so will any employees of that company who allowed the offence to take place. This can include directors, managers, secretaries, and other officers of the company.

For more information, visit the website of National Commission for Safai Karamcharis.

Salary during Maternity Leave

Employers have to pay women for the period during which they are absent from work as a result of their pregnancy. This is known as a maternity benefit. (( Section 2(h), The Maternity Benefit Act, 1961.))

  • An employer has to pay you for a period starting from the day of your delivery to six weeks afterwards. This period also includes the day of the  delivery. (( Section 5(1), The Maternity Benefit Act, 1961.))
  • However, you can only enjoy such benefits if you have worked for that employer for a minimum of 80 days in the last 12 months before your delivery. (( Section 5(2), The Maternity Benefit Act, 1961.))

Calculating Payment Amount/Average Wages

During this period of pregnancy, employers have to pay you the maternity benefit in the form of an average daily wage. (( Section 5(1), The Maternity Benefit Act, 1961.)) The calculation for the average daily wage is based upon the average of your wages for the 3 months before the date on which you start your pregnancy leave. The following  aspects are considered while calculating wages:

  • To calculate the number of days a woman has worked in the 3 months before the pregnancy leave, the employer will also consider the days for which the woman was fired or laid-off or on a holiday with wages.
  • If the calculation given above is not possible, the wage amount is considered to be 10 rupees per day. Even if calculation is possible, the higher amount out of the two is paid to the woman. (( Explanation, Section 5(1), The Maternity Benefit Act, 1961.))

Medical Bonus

If you did not take time off before your delivery and your employer does not provide free post-natal care,  you are also entitled to receive a medical bonus of 1000 rupees from your employer. (( Section 8(1), The Maternity Benefit Act, 1961.))