Payment of Wages Legislation

[faaiz]

Payment of Wages Legislation
Introduction:
 The Industrial Revolution and the consequent industrialization led to masses becoming wage-labourers.
o Today, 75 to 85 per cent of the total labour force of the industrially developed countries is wage-labourers.
o In the early days of industrialization, the economic position of the employer was strong while that of the worker was weak.
o This made it easy for the employer to unilaterally lay down the mode and manner of wage payment and also determine the wage rates in his own interests.
o Such unilateral actions led to many evils.
Evils of employers’ unilateral actions:
 Payment in kind:
o This was first seen prior to the introduction of money.
o But even after the introduction of money, the system of payment of wages in kind persisted.
o This led to certain evil practices like:
 Under-payment, and
 Payment in terms of inferior quality of goods or commodities supplied.
 When paid in cash, payment in illegal tender:
o Where cash was used, employers would prefer to pay in illegal tender and in the form of depreciated currency.
 Arbitrary deductions:
o These deductions were primarily related to:
 Fines for breach of discipline;
 Compensation to the master for spoilt work or damage done to materials; and
 Charges for materials, tools, services supplied by the employer.
o But many times, arbitrariness was exercised in the frequency and amount of wage deductions.
o As a result, the quantity of wages received by the worker was much less than what he actually earned on the basis of wage rates decided upon at the time of employment.
 Irregular Payment and Non-payment altogether:
o Employers desire to economize by postponing payment of wages on various pretexts.
o In many cases, the employers withheld paying wages altogether, depriving the workers of their hard-earned income.
These evils became so glaring that the state was forced to legislate in order to regulate on the mode and manner of wage payment.
Payment of Wages Act, 1936:
 The Act, with subsequent amendments, is still in force in the country.
 The objectives of the Act are:
o Ensuring regularity of payment,
o Ensuring payment in legal tender,
o Preventing arbitrary deductions,
o Restricting employers’ right to impose fines, and
o Providing remedy to workers.
 Workers no longer need to resort to time-consuming and expensive litigations in the courts of law for claiming their dues from their defaulting employers.
Scope:
 The Act applies to payment of wages to:
o Persons employed in any factory;
o Persons employed in any railway by a railway administration either directly, or through an authorized subcontractor.
o Persons employed in any of the following industrial or other establishments:
 Tramway or motor transport service (carrying both passengers and goods) by road;
 Air transport service other than such a service belonging to or exclusively employed in the military, navy or air-forces of the Union or the Civil Aviation department of the Government of India;
 Docks, wharf or jetty;
 Mine, quarry or oil-field;
 Inland vessel, mechanically propelled;
 Plantation;
 Workshop or other establishment in which articles are produced, adapted or manufactured, with a view to their use, transport or sale;
 Establishments conducting work related to construction or maintenance of buildings, roads, bridges or canals, operations connected with navigation, irrigation or the supply of water, generation, transmission and distribution of electricity or any other form of power;
 Any other establishment which the central government or state government may specify by notification in the official gazette;
 At present, the Act does not apply to wages of Rs.6500 payable per month.
Definition of wages: [Sec.2]
 The term `wages’ is defined to include all remuneration (salary, allowances included)
o expressed in terms of money; or
o capable of being so expressed;
o which would, on fulfilling the terms of employment (expressed or implied), be payable to the person employed, and includes:
 Remuneration payable under any award or settlement between parties or order of a court;
 Remuneration entitlement on working overtime or remuneration for paid holidays and other leave period;
 Additional remuneration payable only under the terms of employment (bonus etc.);
 Sum payable on the termination of employment as per the relevant law or contract, with or without deductions;
 The term wages does not include:
o Additional remuneration that is not mentioned in the terms of employment;
o The value of any accommodation or any other amenities as mentioned and waived-off in the general or special order by the state government;
o Any contribution paid by the employer to any pension or provident fund, and the interest that may have accrued;
o Any TA or the value of any traveling concession;
o Any sum paid to the employed person to reimburse special expenses entailed to him by the nature of his employment.
Responsibility for wage payment: [Sec.3]
 Ordinarily, every employer is responsible for payment of wages to persons employed by him.
Fixation of wage period: [Sec.4]
 The person responsible for payment of wages has to fix periods in respect of which wages are payable;
e.g. for the previous week, or the previous fortnight, etc.
 No wage period is to exceed one month.
Time of payment of wages: [Sec.5]
 Wages of every person employed in any railway, factory or industrial or other establishment employing less than 1000 persons, will have to be paid before the expiry of the 7th day after the last day of the wage period for the wages are payable.
 In establishments where 1000 or more persons are employed, wages are to be paid before the expiry of the 10th day after the last day of wage period.
 In case the services of an employee are terminated, the wages earned by him will have to be paid before the expiry of the 2nd working day from the day on which his services were terminated.
Payment in legal tender: [Sec.6]
 All wages are to be paid in current coins or currency notes or both.
 If the worker authorizes, in writing, payment may also be made in cheque or the worker’s bank account may also be credited.
Authorized deductions: [Sec.7]
 Deductions for fines: Conditions:
o The employed persons are notified about the acts and omissions that can invite a fine and this notification has bee previously approved by the state government;
o Such a notice has been prominently displayed on the premises;
o The person employed has been given an opportunity to show cause against the fine;
o The person employed in of 15 years of age or above;
o Total amount of fine not to exceed 3% of the wages payable for that wage period;
o All fines and their realizations to be recorded in a prescribed register;
o The amount so collected to be utilized for activities that are beneficial to the persons employed in the establishment.
 Deductions for absence from duty: Conditions:
o The terms of his employment clarify the place or places where the person is required to work;
o Amount of deduction not to exceed the wage for the actual period of unauthorized absence;
o A person, though physically present at his place of work, refuses to carry out his work in pursuance of a stay-in-strike or for any other unreasonable cause.
 Deductions for damage or loss: Conditions:
o Damages or lost goods have to be expressly entrusted to the concerned person;
o The damage or loss has to be directly attributable to his neglect or fault;
o Amount of deduction not to exceed the amount of damage or loss caused to the employer;
o The concerned person has been given the opportunity to show cause against the deduction;
o All deductions and realizations are recorded in the prescribed register.
 Deductions for house accommodation and services rendered: Conditions:
o Such amenities have been accepted by the person employed as a term of employment.
o Amount of such deductions not to exceed the value of the amenities supplied.
 Deductions for recovery of advances or for adjustment of overpayment:
o No deductions to be made for advances for traveling expenses.
 Deductions for recovery of loans:
o These loans are extended from any fund constituted for the welfare of labour subject to the rules framed by the government.
o The rules also specify the extent to which such loans may be granted and the rate of interest payable on the loans.
 Deductions of income-tax payable by the employed person.
 Deductions for subscriptions to and for repayment of advances from provident fund to which the Provident Fund’s Act, 1925 applies.
 Deductions for payments to co-operative societies and insurance schemes: Conditions:
o Such co-operative societies are approved by the state government;
o Insurance schemes are either offered by the Indian post office, or schemes offered by the LIC or other schemes framed by the central government for the benefit of it’s employees.
o Written authorization is required.
 Deductions for recovery of losses sustained by a railway administration on account of:
o Acceptance by the person employed of counterfeit or damaged or forged currency notes;
o Failure of the person employed to invoice, bill, collect or account for the appropriate charges due to the administration in respect of fares, freight, etc.
o Any rebates or refunds incorrectly granted by the employed person and such losses are directly attributable to his neglect of fault.
 Deductions on the written authorization of the employed person for contribution to the Prime Minister’s Relief Fund.
 Deductions, with the written authorization of the employed person for the payment of the fees payable by him for the membership of any trade union registered under the Trade Union’s Act, 1926.
Total amount of deductions: [Sec.7]
 Total amount of deductions in any wage period not to exceed:
o 75% of the wages where the deductions are wholly or partly made to co-operative societies; and
o 50% in other cases.
Provisions under Sec.18:
 This section deals with claims arising out of deductions from, or delay in payment of wages.
 The state government in empowered to appoint officers for any specified area, to hear and decide on such claims.
 Such officers may be:
o The presiding officers of the adjudicating authorities appointed under the Industrial Disputes Act, 1947;
o A Commissioner for Workmen’s Compensation; or
o Other officer with the experience of a judge of a civil court.
 Application has to be made to such officers referring the claim.
o It can be made by the person himself, or his authorized representative – including a legal practitioner.
 On receiving an application, the authority is required to hear both the parties and then deliver a judgment.
o If the employer is held liable, the authority is required to direct him to refund the amount deducted or the payment of the delayed wages, together with compensation.
 The Act prescribes a ceiling on the compensation.
 The compensation may also be waived off if the authority is satisfied that the delay in payment is due
• to a genuine error; or
• due to the occurrence of an emergency; or
• Or because of exceptional circumstances even though the employer exercised reasonable diligence.
 Every authority appointed for this purpose has all the powers of a civil court.
Appeal: [Sec.17]
 Both the parties have the option to appeal the judgment delivered by the authorities discussed above.
 This appeal may be made within 30 days
o Before the Court of Small Causes in a Presidency town, and in other cases
o Before the District court.
 Such an appeal may be made by an employer:
o If the total sum directed to be paid by way of wages and compensation exceeds Rs.300; or
o Such direction imposes a financial liability exceeding Rs.1000.
 An appeal may be made by the person employed or his authorized representative (including a legal practitioner):
o If the total amount of wages claimed to have been withheld from him exceeds Rs.20; or
o If the total amount of wages claimed to have been withheld from the group to which the person employed belongs, exceeds Rs.50.
 The District Court or the Court of Small Causes may submit any question of law for the decision of the High Court.
Attachment of Property of Employer: [Sec.17A]
 This may be ordered by the authority empowered to decide claims or the appellate court.
 The authorities have to be satisfied that the employer is likely to evade payment of any amount that may be directed to be paid.
 But first, the employer has to be given an opportunity of being heard.
Registers, Records and notices: [Sec.13A]
 Every employer is required to maintain such registers and records giving particulars
o Of persons employed,
o The work performed by them,
o The wages paid to them,
o The deductions made from the wages,
o The receipts given by them.
 Such registers and records are required to be preserved for a period of three years after the date of the last entry made.



Inspectors: [Sec.14]
 An Inspector of Factories appointed under the Factories Act, 1936 is an Inspector for the purposes of the Act in respect of all factories within the local limits assigned to him.
 An Inspector is empowered to:
o Make examinations and inquiry that he thinks fit in order to ascertain whether the provisions of the Act are being observed;
o Enter inspect and search any premises of any railway, factory or industrial establishment at any reasonable time for carrying out the objects of the Act;
o Supervise the payment of wages to persons employed in any railway, factory or any industrial establishment;
o Require, by written order, the production of any register or records maintained under the Act and take statements of any persons for carrying out the provisions of the Act;
o Seize or take copies of such registers or documents or their portion, relevant in respect of an offence.
Penalties: [Sec.20]
 Non-payment of wages in time or making unauthorized deductions or imposing fines in contravention of the Act is punishable with a fine of amount between Rs.200 and Rs.1000.
 Failure or refusal to maintain records or registers or to furnish required information is punishable with a fine of amount between Rs.200 and Rs.1000.
 Wilfully obstructing the inspector while he is trying to discharge his duties or not providing him facilities of inspection or preventing any person from appearing before an Inspector is punishable with a fine of amount between Rs.200 and Rs.1000.
 Contravention of the provisions relating to fixation of wage periods, or failure to make payment of wages on a working day or non-payment of wages in current coin or currency notes etc. or non-maintenance of register for recording fines or deductions for damage or loss is punishable with fine which may extend to Rs.500.
 If a person repeats an offence involving contravention of the same provision, he is punishable on a subsequent conviction with imprisonment for a term not less than 1 month but not more than 6 months and with a fine which is not to be less than Rs.500 but not more than Rs.3000.
Payment of Undisbursed Wages in case of death: [Sec.25A]
 In the event of death of an employee or in the case of the whereabouts of an employee are not known and wages are still payable to him;
o The amount is paid to the person nominated by him in accordance with the rules framed under the Act.
o If no such nomination is made, or if the amount cannot be paid to the nominee for any other reason, the amount has to be deposited with the authority prescribed for this very purpose.
 Then it is up to the said authority to take further steps for its proper disbursement.
o After having done this, the employer can now be said to have fulfilled his responsibility to pay the wages payable.
Power to make rules:
 The state government is empowered to make rules to
o regulate the procedure to be followed by the authorities and courts, and
o for the purposes of carrying into effect, the provisions of the Act.
 All rules made under the Act are subject to previous publication.
 The rules made by the central government require to be confirmed by the Parliament.
Working and assessment:

 

[jitendra05]

Payment of Wages Legislation
Introduction:
 The Industrial Revolution and the consequent industrialization led to masses becoming wage-labourers.
o Today, 75 to 85 per cent of the total labour force of the industrially developed countries is wage-labourers.
o In the early days of industrialization, the economic position of the employer was strong while that of the worker was weak.
o This made it easy for the employer to unilaterally lay down the mode and manner of wage payment and also determine the wage rates in his own interests.
o Such unilateral actions led to many evils.
Evils of employers’ unilateral actions:
 Payment in kind:
o This was first seen prior to the introduction of money.
o But even after the introduction of money, the system of payment of wages in kind persisted.
o This led to certain evil practices like:
 Under-payment, and
 Payment in terms of inferior quality of goods or commodities supplied.
 When paid in cash, payment in illegal tender:
o Where cash was used, employers would prefer to pay in illegal tender and in the form of depreciated currency.
 Arbitrary deductions:
o These deductions were primarily related to:
 Fines for breach of discipline;
 Compensation to the master for spoilt work or damage done to materials; and
 Charges for materials, tools, services supplied by the employer.
o But many times, arbitrariness was exercised in the frequency and amount of wage deductions.
o As a result, the quantity of wages received by the worker was much less than what he actually earned on the basis of wage rates decided upon at the time of employment.
 Irregular Payment and Non-payment altogether:
o Employers desire to economize by postponing payment of wages on various pretexts.
o In many cases, the employers withheld paying wages altogether, depriving the workers of their hard-earned income.
These evils became so glaring that the state was forced to legislate in order to regulate on the mode and manner of wage payment.
Payment of Wages Act, 1936:
 The Act, with subsequent amendments, is still in force in the country.
 The objectives of the Act are:
o Ensuring regularity of payment,
o Ensuring payment in legal tender,
o Preventing arbitrary deductions,
o Restricting employers’ right to impose fines, and
o Providing remedy to workers.
 Workers no longer need to resort to time-consuming and expensive litigations in the courts of law for claiming their dues from their defaulting employers.
Scope:
 The Act applies to payment of wages to:
o Persons employed in any factory;
o Persons employed in any railway by a railway administration either directly, or through an authorized subcontractor.
o Persons employed in any of the following industrial or other establishments:
 Tramway or motor transport service (carrying both passengers and goods) by road;
 Air transport service other than such a service belonging to or exclusively employed in the military, navy or air-forces of the Union or the Civil Aviation department of the Government of India;
 Docks, wharf or jetty;
 Mine, quarry or oil-field;
 Inland vessel, mechanically propelled;
 Plantation;
 Workshop or other establishment in which articles are produced, adapted or manufactured, with a view to their use, transport or sale;
 Establishments conducting work related to construction or maintenance of buildings, roads, bridges or canals, operations connected with navigation, irrigation or the supply of water, generation, transmission and distribution of electricity or any other form of power;
 Any other establishment which the central government or state government may specify by notification in the official gazette;
 At present, the Act does not apply to wages of Rs.6500 payable per month.
Definition of wages: [Sec.2]
 The term `wages’ is defined to include all remuneration (salary, allowances included)
o expressed in terms of money; or
o capable of being so expressed;
o which would, on fulfilling the terms of employment (expressed or implied), be payable to the person employed, and includes:
 Remuneration payable under any award or settlement between parties or order of a court;
 Remuneration entitlement on working overtime or remuneration for paid holidays and other leave period;
 Additional remuneration payable only under the terms of employment (bonus etc.);
 Sum payable on the termination of employment as per the relevant law or contract, with or without deductions;
 The term wages does not include:
o Additional remuneration that is not mentioned in the terms of employment;
o The value of any accommodation or any other amenities as mentioned and waived-off in the general or special order by the state government;
o Any contribution paid by the employer to any pension or provident fund, and the interest that may have accrued;
o Any TA or the value of any traveling concession;
o Any sum paid to the employed person to reimburse special expenses entailed to him by the nature of his employment.
Responsibility for wage payment: [Sec.3]
 Ordinarily, every employer is responsible for payment of wages to persons employed by him.
Fixation of wage period: [Sec.4]
 The person responsible for payment of wages has to fix periods in respect of which wages are payable;
e.g. for the previous week, or the previous fortnight, etc.
 No wage period is to exceed one month.
Time of payment of wages: [Sec.5]
 Wages of every person employed in any railway, factory or industrial or other establishment employing less than 1000 persons, will have to be paid before the expiry of the 7th day after the last day of the wage period for the wages are payable.
 In establishments where 1000 or more persons are employed, wages are to be paid before the expiry of the 10th day after the last day of wage period.
 In case the services of an employee are terminated, the wages earned by him will have to be paid before the expiry of the 2nd working day from the day on which his services were terminated.
Payment in legal tender: [Sec.6]
 All wages are to be paid in current coins or currency notes or both.
 If the worker authorizes, in writing, payment may also be made in cheque or the worker’s bank account may also be credited.
Authorized deductions: [Sec.7]
 Deductions for fines: Conditions:
o The employed persons are notified about the acts and omissions that can invite a fine and this notification has bee previously approved by the state government;
o Such a notice has been prominently displayed on the premises;
o The person employed has been given an opportunity to show cause against the fine;
o The person employed in of 15 years of age or above;
o Total amount of fine not to exceed 3% of the wages payable for that wage period;
o All fines and their realizations to be recorded in a prescribed register;
o The amount so collected to be utilized for activities that are beneficial to the persons employed in the establishment.
 Deductions for absence from duty: Conditions:
o The terms of his employment clarify the place or places where the person is required to work;
o Amount of deduction not to exceed the wage for the actual period of unauthorized absence;
o A person, though physically present at his place of work, refuses to carry out his work in pursuance of a stay-in-strike or for any other unreasonable cause.
 Deductions for damage or loss: Conditions:
o Damages or lost goods have to be expressly entrusted to the concerned person;
o The damage or loss has to be directly attributable to his neglect or fault;
o Amount of deduction not to exceed the amount of damage or loss caused to the employer;
o The concerned person has been given the opportunity to show cause against the deduction;
o All deductions and realizations are recorded in the prescribed register.
 Deductions for house accommodation and services rendered: Conditions:
o Such amenities have been accepted by the person employed as a term of employment.
o Amount of such deductions not to exceed the value of the amenities supplied.
 Deductions for recovery of advances or for adjustment of overpayment:
o No deductions to be made for advances for traveling expenses.
 Deductions for recovery of loans:
o These loans are extended from any fund constituted for the welfare of labour subject to the rules framed by the government.
o The rules also specify the extent to which such loans may be granted and the rate of interest payable on the loans.
 Deductions of income-tax payable by the employed person.
 Deductions for subscriptions to and for repayment of advances from provident fund to which the Provident Fund’s Act, 1925 applies.
 Deductions for payments to co-operative societies and insurance schemes: Conditions:
o Such co-operative societies are approved by the state government;
o Insurance schemes are either offered by the Indian post office, or schemes offered by the LIC or other schemes framed by the central government for the benefit of it’s employees.
o Written authorization is required.
 Deductions for recovery of losses sustained by a railway administration on account of:
o Acceptance by the person employed of counterfeit or damaged or forged currency notes;
o Failure of the person employed to invoice, bill, collect or account for the appropriate charges due to the administration in respect of fares, freight, etc.
o Any rebates or refunds incorrectly granted by the employed person and such losses are directly attributable to his neglect of fault.
 Deductions on the written authorization of the employed person for contribution to the Prime Minister’s Relief Fund.
 Deductions, with the written authorization of the employed person for the payment of the fees payable by him for the membership of any trade union registered under the Trade Union’s Act, 1926.
Total amount of deductions: [Sec.7]
 Total amount of deductions in any wage period not to exceed:
o 75% of the wages where the deductions are wholly or partly made to co-operative societies; and
o 50% in other cases.
Provisions under Sec.18:
 This section deals with claims arising out of deductions from, or delay in payment of wages.
 The state government in empowered to appoint officers for any specified area, to hear and decide on such claims.
 Such officers may be:
o The presiding officers of the adjudicating authorities appointed under the Industrial Disputes Act, 1947;
o A Commissioner for Workmen’s Compensation; or
o Other officer with the experience of a judge of a civil court.
 Application has to be made to such officers referring the claim.
o It can be made by the person himself, or his authorized representative – including a legal practitioner.
 On receiving an application, the authority is required to hear both the parties and then deliver a judgment.
o If the employer is held liable, the authority is required to direct him to refund the amount deducted or the payment of the delayed wages, together with compensation.
 The Act prescribes a ceiling on the compensation.
 The compensation may also be waived off if the authority is satisfied that the delay in payment is due
• to a genuine error; or
• due to the occurrence of an emergency; or
• Or because of exceptional circumstances even though the employer exercised reasonable diligence.
 Every authority appointed for this purpose has all the powers of a civil court.
Appeal: [Sec.17]
 Both the parties have the option to appeal the judgment delivered by the authorities discussed above.
 This appeal may be made within 30 days
o Before the Court of Small Causes in a Presidency town, and in other cases
o Before the District court.
 Such an appeal may be made by an employer:
o If the total sum directed to be paid by way of wages and compensation exceeds Rs.300; or
o Such direction imposes a financial liability exceeding Rs.1000.
 An appeal may be made by the person employed or his authorized representative (including a legal practitioner):
o If the total amount of wages claimed to have been withheld from him exceeds Rs.20; or
o If the total amount of wages claimed to have been withheld from the group to which the person employed belongs, exceeds Rs.50.
 The District Court or the Court of Small Causes may submit any question of law for the decision of the High Court.
Attachment of Property of Employer: [Sec.17A]
 This may be ordered by the authority empowered to decide claims or the appellate court.
 The authorities have to be satisfied that the employer is likely to evade payment of any amount that may be directed to be paid.
 But first, the employer has to be given an opportunity of being heard.
Registers, Records and notices: [Sec.13A]
 Every employer is required to maintain such registers and records giving particulars
o Of persons employed,
o The work performed by them,
o The wages paid to them,
o The deductions made from the wages,
o The receipts given by them.
 Such registers and records are required to be preserved for a period of three years after the date of the last entry made.



Inspectors: [Sec.14]
 An Inspector of Factories appointed under the Factories Act, 1936 is an Inspector for the purposes of the Act in respect of all factories within the local limits assigned to him.
 An Inspector is empowered to:
o Make examinations and inquiry that he thinks fit in order to ascertain whether the provisions of the Act are being observed;
o Enter inspect and search any premises of any railway, factory or industrial establishment at any reasonable time for carrying out the objects of the Act;
o Supervise the payment of wages to persons employed in any railway, factory or any industrial establishment;
o Require, by written order, the production of any register or records maintained under the Act and take statements of any persons for carrying out the provisions of the Act;
o Seize or take copies of such registers or documents or their portion, relevant in respect of an offence.
Penalties: [Sec.20]
 Non-payment of wages in time or making unauthorized deductions or imposing fines in contravention of the Act is punishable with a fine of amount between Rs.200 and Rs.1000.
 Failure or refusal to maintain records or registers or to furnish required information is punishable with a fine of amount between Rs.200 and Rs.1000.
 Wilfully obstructing the inspector while he is trying to discharge his duties or not providing him facilities of inspection or preventing any person from appearing before an Inspector is punishable with a fine of amount between Rs.200 and Rs.1000.
 Contravention of the provisions relating to fixation of wage periods, or failure to make payment of wages on a working day or non-payment of wages in current coin or currency notes etc. or non-maintenance of register for recording fines or deductions for damage or loss is punishable with fine which may extend to Rs.500.
 If a person repeats an offence involving contravention of the same provision, he is punishable on a subsequent conviction with imprisonment for a term not less than 1 month but not more than 6 months and with a fine which is not to be less than Rs.500 but not more than Rs.3000.
Payment of Undisbursed Wages in case of death: [Sec.25A]
 In the event of death of an employee or in the case of the whereabouts of an employee are not known and wages are still payable to him;
o The amount is paid to the person nominated by him in accordance with the rules framed under the Act.
o If no such nomination is made, or if the amount cannot be paid to the nominee for any other reason, the amount has to be deposited with the authority prescribed for this very purpose.
 Then it is up to the said authority to take further steps for its proper disbursement.
o After having done this, the employer can now be said to have fulfilled his responsibility to pay the wages payable.
Power to make rules:
 The state government is empowered to make rules to
o regulate the procedure to be followed by the authorities and courts, and
o for the purposes of carrying into effect, the provisions of the Act.
 All rules made under the Act are subject to previous publication.
 The rules made by the central government require to be confirmed by the Parliament.
Working and assessment:

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