Minimum Wages Advisory Boards and Wages Councils Act
- Commenced on 17 October 1957
- [This is the version of this document at 31 December 2000.]
- [Note: The version of the Act as at 31 December 2000 was revised and consolidated by the Law Reform Commission of Uganda. All subsequent amendments have been researched and applied by Laws.Africa for ULII.]
1. ApplicationThis Act shall not apply to members of the Uganda Peoples’ Defence Forces, members of any police force established by the Constitution or Act of Parliament, public officers or persons otherwise employed by the Government.
3. Establishment of minimum wages advisory boards and board inquiries and recommendations
4. General provisions as to minimum wages advisory boards
5. Duties and powers of boards
6. Board wages regulation proposals
7. Establishment of wages councils
8. Procedure in making of wages council orders
9. Procedure of councils
10. Wages regulation orders
11. Boards and councils may reconsider recommendations
12. Dissolution of boards and councils
13. Agreements and arbitration awardsWhere the parties to any agreement or arbitration award relating to remuneration or conditions of employment have mutually agreed to do so, they may forward the agreement or award to the Minister who may make a statutory order regulating remuneration or conditions of employment in the terms of the agreement or award and shall cause the order to be published in the Gazette; and from the date of the publication or the other date as the order may prescribe, the order shall have effect as though it had been a wages regulation order made as a result of wages regulation proposals by a board or council.
14. Penalty for failing to pay minimum wage or comply with conditions of employment
15. Powers of authorised officers to institute proceedingsAn authorised officer may, if it appears to him or her that a sum is due from an employer to an employee by reason of a failure to pay remuneration not less than the statutory minimum remuneration, institute on behalf of and in the name of that employee proceedings by civil suit for the recovery of that sum.
16. Permits to infirm and incapacitated personsIf the labour commissioner is satisfied that any person employed or desiring to be employed, in such circumstances that a wages regulation order applies or will apply to him or her, is affected by any infirmity or physical injury or disablement, the labour commissioner may, if he or she thinks fit, issue to such a person, subject to such terms, if any, as he or she may determine, a permit exempting the employer of the person from the provisions of this Act relating to the payment of the statutory minimum remuneration or observance of conditions of employment, and while the permit is in force, an employer shall not be liable to any penalty for paying remuneration to the person employed at a rate less than the statutory minimum remuneration or observing such conditions so long as any terms determined by the labour commissioner on the grant of the permit are complied with; but if in the opinion of the labour commissioner there exists in any such occupation an organisation representing a substantial proportion of the persons employed in the occupation, the labour commissioner shall act only in consultation with that body.
17. Employers not to receive premiums
18. Records and notices
19. Powers of authorised officers
20. Penalty for obstruction of authorised officersAny person who obstructs an authorised officer in the exercise of any power conferred by this Act or refuses to comply with any requirement of such an officer made in the exercise of any such power commits an offence and is liable on conviction to a fine not exceeding five hundred shillings.
21. Penalty for false entries or records, etc.If any person makes or causes to be made or knowingly allows to be made any entry in a record required by this Act to be kept by employers, which he or she knows to be false in a material particular, or, for any purpose connected with this Act, produces or furnishes, or causes or knowingly allows to be produced or furnished, any wages sheet, record, list or information which he or she knows to be false in a material particular, he or she commits an offence and is liable on conviction to a fine not exceeding five hundred shillings or to imprisonment for a term not exceeding three months or to both.
22. Void agreementAny agreement which is in conflict with the provisions of this Act shall, to the extent of such conflict, be void.
23. RulesThe Minister may make rules prescribing anything that is to be prescribed under the provisions of this Act and generally for better carrying into effect the provisions of this Act.
History of this document
17 October 1957