Equal Remuneration Act Explained
The Equal Remuneration Act, enacted in 1976 in India, is a crucial law designed to address gender-based disparities in the workplace, specifically concerning pay. The fundamental purpose of this Act is to ensure that both men and women receive equal remuneration for performing the same or similar nature of work. It aims to eliminate discrimination in pay based solely on an individual's gender.
Prohibited Practice Under the Act
Under the Equal Remuneration Act, 1976, the primary practice that is explicitly prohibited is:
- Discrimination against women based on wages.
This prohibition means that employers cannot legally pay women less than men if they are engaged in the same work or work of a similar nature. The Act mandates equal pay and forbids any form of discrimination relating to remuneration.
Analysis of Other Options
It's important to understand why the other options, while potentially related to women's employment, are not the specific prohibition addressed by the Equal Remuneration Act, 1976:
- Employment of women in hazardous industries: Regulations concerning the employment of women in hazardous environments exist under different labor laws and safety statutes. The Equal Remuneration Act, 1976, does not directly govern the type of industry or the safety aspects but focuses solely on the principle of equal pay.
- Payment of wages during maternity leave: Provisions related to maternity benefits, including the payment of wages during leave periods, are primarily covered under the Maternity Benefit Act, 1961. This Act specifically deals with the welfare of working women during maternity.
- Employment of women in mines: While there have been historical regulations and restrictions on employing women in certain sections of mines, the Equal Remuneration Act, 1976, is not concerned with prohibiting employment in specific sectors like mines. Its scope is limited to ensuring equal pay for equal work across all sectors.
In summary, the Equal Remuneration Act, 1976, directly targets and prohibits discrimination in wages between men and women for similar work.
Important Questions from Law Relating To Contracts
A contract is said to be discharged by rescission:
A. When terms of a contract are altered
B. When a party makes novation of a contract
C. When an aggrieved party exercises his option to avoid the contract
D. When a party to a contract waives his rights under the contract
E. Where none of the parties has performed its part for a long time and no other party has objected against it
Choose the correct answer from the options given below:
Which of the following statements are TRUE in a contractual capacity?
A. Law presumes that every person is competent to contract unless otherwise proved
B. That a minor can make a contract for necessities of life
C. That a person of unsound mind can enter into the family contracts
D. A convict cannot enter into a valid contract nor can sue
E. That a wife can always make valid business contracts and bind her husband
Choose the correct answer from the options given below:
- What does psychological emotional abuse include ?
(a) Failure to provide adequate food or clothing.
(b) Provide basic education.
(c) Striking a child
(d) Engaging in a Sexual act or shaming a child.
Choose the correct answer from the options : - What is the purpose of 'The One Stop Centers mentioned in the context of gender-based violence ?
- According to the POSH Act 2013, after receiving a complaint, the Internal Committee (IC) must solve the sexual harassment case within :
