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Register of Fines Employee || Form -I || Rule-21(4) Minimum Wages Act.

Register of Fine shall be maintained by every employer even if there is no deduction.

it shall be signed periodically.

1. Overview:

  • The Register of Fines, governed by Rule 21(4) of the Minimum Wages Act, is a document maintained by employers to record fines imposed on employees for various violations.

2. Purpose:

  • The primary purpose of maintaining this register is to ensure transparency and accountability in the administration of fines within the workplace and to adhere to legal requirements outlined in the Minimum Wages Act.

3. Contents of the Register:

a. Employee Details: - Name of the employee. - Employee ID or unique identifier.

b. Form - I: - Details of the form filled, which typically includes information regarding wages, deductions, and fines.

c. Date of Fine: - The date on which the fine was imposed on the employee.

d. Reason for Fine: - Description of the violation or offence for which the fine was imposed.

e. Amount of Fine: - The monetary value of the fine levied on the employee.

f. Authority Imposing Fine: - Name or position of the person who authorized the imposition of the fine.

4. Penalties and Fines:

  • Employers must adhere to the guidelines set forth in the Minimum Wages Act regarding the imposition of fines. Failure to do so may result in penalties imposed by relevant labour authorities.

  • Penalties for non-compliance with the provisions of the Minimum Wages Act can include fines, legal action, or other sanctions as determined by the labour authorities.

5. Compliance Requirements:

  • Employers are required to maintain accurate and up-to-date records in the Register of Fines.

  • The register should be readily accessible for inspection by labour inspectors or other authorized personnel.

6. Employee Rights:

  • Employees should be informed of the reasons for fines imposed on them and have the right to contest any unjust or arbitrary fines through appropriate channels.

  • The imposition of fines should adhere to the principles of natural justice and fairness.

7. Legal Considerations:

  • Employers must ensure that fines imposed on employees comply with the provisions outlined in the Minimum Wages Act and other relevant labor laws.

  • Any disputes regarding fines should be resolved in accordance with applicable legal procedures and regulations.

8. Record Retention:

  • Records in the Register of Fines should be retained for 8 years.

9. Conclusion:

  • The Register of Fines is an essential document for employers to track and manage fines imposed on employees in accordance with the Minimum Wages Act. Adherence to legal requirements and fair treatment of employees are paramount in maintaining workplace harmony and compliance with labour regulations.



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