See: ILO: Blue Report, ILC, 11th Session, Geneva, 1928, pp. 120-125; ILO: Blue Report, ILC, 10th Session, Geneva, 1927, pp. 44-47; ILO: Report VII(1), ILC, 33rd Session, Geneva, 1950, pp. 28-29; ILO: Report VII(1), ILC, 53rd Session, Geneva, 1968, pp. 46-55; Report of the Meeting of Experts of 1967, paras. 88 to 92 and 121 to 124.

Blue Report, ILC, 11th Session, Geneva, 1929, p. 121.

See ILO: Report VII(1), ILC, 33rd Session, Geneva, 1950, pp. 39-40.

See Record of Proceedings, ILC, 33rd Session, Geneva, 1950, p. 525.

See Report of the Meeting of Experts of 1967, para. 121.

See: Report VII(1), ILC, 53rd Session, Geneva, 1968, pp. 46 and 60.

Report V(1), ILC, 54th Session, Geneva, 1970, p. 10.

See Record of Proceedings, ILC, 53rd Session, Geneva, 1970, pp. 467-473.

Article 11, para. 7.

(6), s. 17.16(4).

(8), ss. 82 and 83.

(1), s. 50; according to explanations given by the Government and in accordance with s. 11 of Decree No. 97 and s. 8 of Legislative Decree No. 670; however, under s. 90 of the Labour Code, wages of agricultural workers may be paid in cash and kind, although the latter may not exceed 50 per cent of remuneration.

(2), s. 123.

(1), s. 33.

(2), s. 90; however, the same section provides that up to 30 per cent of the wage of rural workers may be paid in the form of articles for personal and immediate consumption by the worker or his family, provided the employer provides them at cost price or less.

(1), ss. 2(1), and 16(1); however, the latter section, which provides that except where otherwise expressly permitted by the provisions of this Act, the entire amount of the wages earned by, or payable to, any employee shall be paid to him in money being legal tender in Malta, suggests that part of the wage may be paid in kind, although nothing indicates that this is in fact the case.

(1), s. 9(p).

(1), s. 6.

(2), s. 102.

(1), s. 29(a).

(1), s. 116.

(1), s. 53.

(1), s. 2(a), and (2), s. 19(1)(a).

(3), s. 92(1)(a) in conjunction with s. 20(1)(h).

(1), s. 14(3).

(1), s. 2(8).

(1), ss. 80, 81 and 86.

(2), s. 269.

(1), ss. 71, 75 and 120 to 122.

(1), ss. 68 and 74.

(1), ss. 97 and 94.

(1), ss. 81 and 85.

(1), ss. 92 to 94 and 99.

(1), s. 246 for the wages of domestic workers.

(1), ss. 88 and 99.

(2), s. 53.

(1), s. 206.

(1), s. 18 read together with s. 23 of the same law and s. 13 of Act No. 23 respecting wage councils.

(2), s. 361.

(5), s. 2099.

(3), s. 24(1) in conjunction with wages in general. However, as regards the wages of homeworkers, it is expressly stipulated that wages shall be paid only in cash; (2), s. 6.

(1), s. 83 in conjunction with s. 89.

(2), ss. 72, 78 and 80. However, in accordance with ss. 132 and 247, wages of domestic workers and apprentices may be paid partly in kind.

(2), s. 7(2).

The Workers' Statute, s. 26, refers to wages in general and states that all the economic benefits in cash or in kind received by workers shall be considered as wages.

(1), s. 12(1).

(2), s. 26.

(1), s. 3(m).

Belgium (2), s. 6; Denmark (1), ss. 5 to 10; Finland (1), s. 17; Iceland (1), s. 1.

(2), s. 116.

(1), s. 61(3) contrario sensu.

(1), s. 10(1); however, according to the provisions of paras. 2 and 3 of the same section, the competent authority may authorise payment of part of the wage in kind.

(1), s. 42.

(2), s. 90; however, in the case of domestic workers, s. 334 appears to suggest that payments in kind received by such workers may account for up to 50 per cent of the minimum wage.

(2), s. 173.

(2), ss. 17 to 21.

(2), s. 82, which stipulates that the minimum wage paid in cash may not be less than 30 per cent of the minimum wage.

(1), s. 85, para. 1. Furthermore, in accordance with the Revised National Policy on Incomes, Employment, Prices and Profits, Government Paper No. 1 of 1990, approved by the National Assembly in 1990, payment in kind must continue to be included as part of the minimum wage.

(1), s. 181(b) and (c), and (2), ss. 20, 21 and 22.

(4), s. 5, although s. 6 of the Regulation stipulates that employers may not reduce wages below the minimum wage for the furnishing, use, repair or laundering of workers' uniforms.

(5), s. 105, para. 3(a).

(8), s. 5, stipulates the amount which may be deducted from a worker's wage if the employer provides food or board, although it is not indicated whether these deductions may affect the minimum wage. However, as in Alberta, the employer may not reduce wages below the minimum wage in respect of the uniform provided to his workers: (8), s. 11.

s. 9.

(16), ss. 11 and 12; the latter section stipulates that employers may not reduce minimum wages for the furnishing of workers' uniforms.

(19), s. 7, although s. 13 stipulates that when the uniform is made of wool or similar heavy material requiring dry cleaning, the cost of the cleaning may be charged to the worker, although it is not clear whether this charge may reduce wages below the minimum wage.

(21), s. 9(2) and (3).

(25), s. 3.

(27), s. 6.

(28), s. 15(4)(e).

(34), s. 3, which establishes a maximum sum for the amount which may be deducted in respect of food or board provided to the worker, although reductions in the minimum wage may not be made by the employer for the furnishing, cleaning or repair of workers' uniforms.

(36), s. 6.

(1), s. 151 in conjunction with ss. 144 and 145.

(2), s. 129, which stipulates that the amount of the wage paid in kind, in the case of workers who earn the legal minimum wage, may not exceed 30 per cent.

(1), s. 11.

(2), ss. D.141-3 and D.141-11.

(1), s. 11.

(1), s. 14(2) and (3).

(1), s. 14(2).

(1), s. 13(2).

(6), s. 2, concerning wages of agricultural workers.

(1), s. 96(6).

(1), s. 13(2).

(1), s. 2(o).

(2), ss. 4(2) and 7(1).

(1), s. 2(8), and (2), ss. 6 and 7.

(2), Appendix 2, ss. 2 and 3.

(8), ss. 10 and 11.

In accordance with the Decree adopted by the Government in August 1990.

(5), s. 1(3), (4) and (5).

(1), s. 91 in conjunction with s. 84.

(2), s. 87, respecting the minimum wages of agricultural workers.

(1), s. 95 in conjunction with s. 89.

(1), ss. 135 and 139.

(1), s. 5(5), and (2), s. 30.

England, Wales and Scotland (industry and trade) (1), s. 7(4), read together with s. 17(1)(b)(ii) and (3)(b), whereby the possible payment in kind is limited to housing provided to the worker; similar provisions are in force in Northern Ireland (industry and trade) (2), s. 9(4) read together with s. 18(1)(ii) and (3)(b); in agriculture the provision respecting the possible payment of the minimum wage in kind is contained in the section establishing the powers granted to the agricultural wages committee, for England and Wales (3), s. 7(1)(a), (b) and (c), for Scotland (4), s. 7(1), and for Northern Ireland (5), s. 4(3).

Part IV(a).

Part IV, Para. 8(a).

According to information provided by the Government, although there appears to be no provision in this respect.

(1), s. 143(4) in conjunction with the awards granted by the Australian Industrial Relations Commission.

(3), s. 58(3)

(9), s. 105.

(8), s. 38(1).

According to information from the Government and the provisions in force, (1), s. 21, (2), s. 45(2) and (3), ss. 34(3) and 45(2).

(1), s. 6(3).

(1), 25(4).

(1), s. 140.

(26), s. 35.

(1), ss. 122 and 123.

According to information provided by the Government.

According to information provided by the Government.

(1), s. 432.

(2), s. 278.

(2), s. D.141-1, as regards the adjustment in the minimum growth wage.

(3), s. 16(2).

(1), s. 8(4).

(3), ss. 30 and 31.

(1), ss. 5(2) and 10(2).

(1), s. 6.

(1), s. 17(1), as regards general minimum wages; (2), s. 12(1), as regards wages of homeworkers. Finally, provision is also made for the publication of the decision of the competent authority concerning the extension of collective agreements to minimum wages, (1), s. 12(1). The Government also points out that efforts are being made to keep employers and workers informed of these matters.

(1), s. 11(5).

(1), ss. 4(5) and 11(5).

According to the information communicated by the Government.

(1), s. 8(1).

(1), s. 96(3).

(2), s. 571(V).

(1), s. 46(1).

(1), s. 37(2).

(1), s. 19(5), concerning publication in the event of an extension of the agreement.

(1), s. 14(5).

(1), ss. 6(1)(a) and (3) and 17(2)(d).

Minimum wages are published in the official gazette; furthermore, the Ministry of Labour and Social Welfare periodically publishes an information bulletin on minimum wages.

(1), s. 32, as amended by Ordinance No. 32 of 1971.

(1), s. 79, in addition to information provided by the Government.

According to information provided by the Government, although there appears to be no express provision.

(4), s. 12, and in accordance with information provided by the Government.

Minimum wages are fixed by collective agreement; the law makes provision for the publication of collective agreements in the official gazette or in some other publication, (1), s. 8.

According to the information provided by the Government, although there appears to be no provision establishing this obligation.

(1), ss. 29, 33(3), and 39, (2), ss. 23 and 29(3), and (3), s. 6.

(1), s. 5(5).

According to the information provided by the Government.

(1), ss. 16 and 17.

(1), s. 10(2).

England, Wales and Scotland (industry and trade) (1), Schedule 3, s. 2; Northern Ireland (industry and trade) (2), Schedule 3, s. 2. For agriculture: England and Wales, (3), Schedule 4, s. 4; Scotland, (4), s. 4; Northern Ireland, (5), s. 10(c).

According to the information provided by the Government.

(1), s. 20(1).

According to legislation, (2), s. 16(1), the Government must take all measures to inform employers and workers of minimum wages.

According to information provided by the Government, minimum wage rates are publicised in the mass media, although the Government points out that the minimum wage policy is not always fully understood.

In accordance with the information communicated, minimum wage rates are published in the mass media. For the Province of Ontario, it was also indicated that any person concerned could obtain information on the applicable minimum wage rates by calling toll free or writing to the Ministry of Labour.

According to information provided by the Government, the texts concerning minimum wages are widely circulated amongst trade unions.

In addition to publication in the official gazette, texts must be published in a national newspaper, (1), s. 432.

The responsible authority must publish decisions establishing minimum wages in the official gazette and in some other publication, (2), s. 8(4).

(1), s. 8(4).

In the case of minimum wages fixed by collective agreement, according to the information provided by the Government, the text of the agreement is published in the weekly official gazette of collective agreements. According to the same information, the local and agricultural press regularly publishes the minimum wage rates applicable in the department concerned.

Under the legislation, (2), s. 4(3), the minimum conditions of employment specified by technical committees are published in places appointed by the Federal Minister of Labour. As regards conditions of employment fixed for homework, (3), s. 19(2).

In accordance with the legislation, (3), s. 61, once minimum wage rates have been fixed they must be published in a mass-circulation newspaper in the Republic.

(1), s. 11(4), which establishes that once an order has been issued respecting minimum wages, the responsible authority must bring it to the notice of all interested parties as soon as possible and in a prescribed way.

In addition to the legal obligation of publishing minimum wage rates in the official gazette, the Government has indicated that there is a plan for publicising minimum wages in the municipalities and labour offices by the distribution of brochures indicating the minimum wage rates in force, consultations and the distribution of copies of the decrees fixing minimum wages.

According to information provided by the Government, changes in the minimum wage rates are announced by the mass media.

The legislation makes express provision for the publication of orders respecting minimum wages in a national newspaper, at two consecutive times at intervals specified by the Act, (1), s. 11(5).

In addition to the publication which is legally required in the official gazette, in practice minimum wages are also published in the newspapers of the country.

In accordance with the provisions of the law, (1), s. 10(5), once an order respecting wages has been adopted, the minimum wage council is informed which in turn informs parties concerned as soon as possible and in the manner prescribed.

According to information from the Government, the minimum wage rates are publicised in newspapers, radio and television, and are also published in the official gazette.

The Government states that minimum wages are published in the communication media and information bulletins.

According to information from the Government, resolutions establishing minimum wages are widely publicised.

According to the information provided by the Government, changes in the minimum wage rates are publicised by the communication media.

In addition to publication in the official gazette, the Acts establishing minimum wages must also be published in newspapers in the languages indicated in the legislation, (1), ss. 29(3) and 33(3).

(11), s. 36-207.

When the wage rates may be fixed by collective agreement (1), s. 11 stipulates that employers are required to give publicity to the text of the agreements.

(6), s. 15.14.

s. 149 of the Act respecting collective labour relations stipulates that all workers shall have access to remuneration rates; s. 46 of the Act respecting agricultural work makes it obligatory to post in a place which is accessible to all workers the text of the collective agreement containing applicable wage rates and to circulate among such workers a notification from the enterprise concerning such rates; finally, s. 59 of the Act respecting homework contains similar provisions.

(1), s. 16(2).

(2), s. 16(2) and (3).

(1), s. 11(c).

(1), s. 84.

(1), s. 146 and (2), s. 2.

(1), s. 70.

(1), s. 72.

Fair Wages Policy Order, s. 5(a).

In British Columbia, according to information provided by the Government, minimum wage rates of workers must be posted up at the workplace; in Manitoba, in accordance with the relevant regulation (8), s. 12(1), the employer must, at the request of the labour authority, provide workers with a summary of the applicable provisions or post up such a summary in a visible place; similar provisions exist in New Brunswick, (11), s. 11; Newfoundland, (15), s. 31(2); in Nova Scotia, the employer must post up in an appropriate place a copy of the order respecting minimum wages to which all workers may have access, (19), s. 14; Ontario, (20), s. 56; Prince Edward Island, (24), s. 95 and (25), s. 10; Saskatchewan, (28), s. 69(1); in the Yukon Territory, (35), s. 56, the employer may be required to post up in an adequate place the necessary information concerning the law and its application although no specific mention is made of minimum wages.

(1), s. 102.

(2), s. 278.

(1), s. 13(2).

According to the information provided by the Government and the legislation, (2), s. L.620-7, the employer must place a copy of the applicable texts in workplaces.

(1), s. 91.

The law stipulates (2), s. 11(1) that employers shall post the applicable minimum conditions of employment at a convenient place in the undertaking, and shall deliver a copy to every employee whose employment is governed by these minimum conditions.

(1), s. 211.

(5), s. 15(2).

(3), s. 31.

(1), s. 18(2).

(1), s. 19, as regards minimum wages in general. In the case of minimum wages of homeworkers, the Government repeats that efforts are being made to keep workers and employers informed and that information sheets are produced and distributed for this purpose.

(1), s. 20(2) and (3).

(1), s. 18(3).

(1), s. 16(2).

(1), s. 15.

(1), s. 15(2).

(6), s. 20.

(1), s. 87.

(1), s. 43.

(1), s. 18(1) and (2).

(1), s. 18(2).

England, Wales and Scotland (industry and trade), (1), s. 19(2) and (3); Northern Ireland, (2), s. 20(2) and (3). As regards agriculture, in England and Wales as well as in Scotland, according to the information provided by the Government, an employer must keep his workers informed of the provisions of the regulations concerning wages; in Northern Ireland, (5), s. 10(c), provision is made for the adoption of regulations prescribing the way in which persons concerned are informed of the content of the regulations respecting wages.

Alaska (3), s. 23.10.105; Arizona (5), s. 23-323; Arkansas (6), s. 11-42-16 which stipulates that the competent authority must provide summaries of the relevant Act at no charge; California (7), s. 1183; Connecticut (9), s. 31-66; Delaware (10), ss. 908 and 1108; Georgia (12), s. 34-4-5; Hawaii (13), s. 387-6(b); Idaho (14), s. 44-1507; Illinois (15), s. 1009; Indiana (16), s. 22-2-2-8; Kansas (17), s. 44-645; Kentucky (18), s. 337.335; Maine (20), s. 668; Maryland (21), s. 88 stipulates that the competent authority must provide summaries of the respective Act, at the request of the employer, at no cost; Massachusetts (23), s. 16; Minnesota (25), s. 117.31; Missouri (27), s. 10; Michigan (24), s. 408.391; Nebraska (29), s. 48-1205; Nevada (30), s. 608.080; New Hampshire (31), s. 279:27; New Jersey (32), s. 34:11-56a21; New Mexico (34), s. 50-4-25; New York (33), s. 661; North Carolina (35), s. 95-25.15(c); Ohio (36), s. 4111.09; Oklahoma (37), s. 197.6; Oregon (38), s. 653.050; Pennsylvania (39), s. 33.108 and (40), ss. 231.37 and 231.53; Rhode Island (43), s. 28-22-11; Vermont (48), s. 393, which also stipulates that the commissioner shall provide to employers a copy of the orders respecting minimum wages; West Virginia (53), 42-8-4.4, as well as in the District of Columbia (11), s. 36-212.

(1), s. 1638o.

(1), s. 5.

Article 4, para. 1.

Article 4, para. 1, and Article 5, respectively.

Recommendation No. 30, Part IV, Para. 2; Recommendation No. 89, Part IV, Para. 9; and Recommendation No. 135, Part IV, Para. 14(b).

Recommendation No. 30, Part IV, Para. 2, and Recommendation No. 89, Part IV, Para. 10.

The legislation provides that the authority responsible for enforcing the Act respecting minimum wages is the Ministry of Labour (3), s. 17; although, according to other legal texts, (16), s. 1, this function is also the responsibility of the labour inspectorate.

According to information provided by the Government, this power is granted to the Department of Industrial Relations, through the labour inspectorate, (1), ss. 84(4) and (5) and 86.

According to the information provided by the Government, the application of standards concerning minimum wages is the responsibility of the Department of Industrial Relations, which exercises these functions through the labour inspectorate.

According to information provided by the Government, this is the responsibility of different State bodies with the participation of trade unions.

According to the information provided by the Government, the authority responsible for the application of labour standards is the Ministry of Labour and Social Affairs.

According to the information provided by the Government, the application of the respective standards is the responsibility of the Ministry of Labour and Social Affairs. To this end, a state labour inspectorate was established by Decree No. 193 dated 2 October 1991.

According to the information provided by the Government, the Minister is responsible for ensuring the application of the legislative provisions or regulations. The Labour Code contains provisions concerning labour inspection, (1), ss. 111 to 118.

(1), ss. 152 to 160.

(1), s. 450, whereby the monitoring of compliance with labour legislation is the responsibility of the Labour Directorate.

According to the information provided by the Government, the administrative labour departments supervise the application of minimum wages.

(2), s. 485, stipulates that supervision and control are carried out by the Ministry of Labour in the form prescribed by the Government or the Ministry itself; according to the information provided by the Government, these powers are exercised through the Directorate General of Inspection and Supervision at the national level and the regional directorates at the departmental level, in accordance with Decree No. 1422/89 and Decree No. 1096 dated 25 April 1991.

According to the information provided by the Government, the State Committee on Labour and Social Security is responsible for supervising the enforcement of wage policy in the country under the powers conferred upon it by Legislative Decree No. 67, of 19 April 1983, s. 61, and the Labour Code, s. 296; these powers are exercised through the labour inspectorate, (2), s. 301. This function may also be exercised by the provincial committees, (3), s. 4(e). The Labour Code also provides for self-inspection by the labour bodies, s. 300.

According to the information provided by the Government, the State bodies for which provision is made in the Labour Code, s. 270(a), are responsible for the application of labour standards. At the same time, the Government pointed out that s. 13 of the General Agreement of 1991 establishes that application will be supervised by the competent Council of Social Agreement. Finally, according to the same agreement and information provided by the Government, the social partners are responsible for the correct application of the agreement and the standards resulting from it.

(1), ss. 389 et seq.

(1), s. 16.

According to information provided by the Government.

According to the information provided, in such departments and territories there are no labour inspectors in the agricultural sector, and thus the monitoring of compliance with the provisions respecting the minimum growth wage is the responsibility of the departmental directorate of labour and employment.

According to the legislation, (2), s. 12, the highest labour authority of each Land is responsible for ensuring that the inspection and supervision of the application of the minimum working conditions are carried out effectively. This authority may also delegate its powers in this respect to other bodies. The legislation respecting homeworkers also places the supervisory power in the supreme authority of the Land, (3), s. 23(1).

According to information provided by the Government, it is the responsibility of the Ministry of Social Affairs to monitor the application of the legal provisions in cooperation with employers' and workers' organisations. However, it should also be noted that legislation makes provision for the appointment of mediators (2), ss. 20 and 24, whose functions are to ensure compliance with the provisions relating to working conditions.

(1), s. 18(a).

(2), s. 9.

According to the information provided by the Government and the provisions of the law, (3), s. 4(2), the Ministry of Labour is responsible for monitoring compliance with the respective wage standards and for advising enterprises on the preparation of the wage application instruments. Sections 164 and 165 of the respective labour Act stipulate that the labour inspectorate is responsible for ensuring compliance with the labour legislation, in close collaboration with the trade unions.

According to the information provided by the Government, the Ministry of Labour is responsible for applying wage legislation in force. This legislation makes provision for the establishment of the labour inspectorate and its respective powers, (1), ss. 56 to 57.

(3), s. 7(3), the National Minimum Wage Commission supervises compliance with the agreements establishing minimum wages; see also: (2), ss. 243 to 246, 335 to 338, 341(1) and 350, respecting labour inspection.

In accordance with the information provided by the Government and the provisions of the labour legislation in force, (1), s. 6(1), and (3), s. 21.

In accordance with the provisions of the law, (1), s. 12(2), the President of the Board is empowered to monitor compliance with the provisions respecting minimum wages. The same text, (1), s. 17(2)(g), provides for the appointment of labour inspectors by ordinance.

In accordance with the legislation in force, (4), s. 20(c), the National Committee on Minimum Wages may receive, for transmission to the Ministry of Labour, denunciations or complaints respecting failure to comply with the provisions of decrees respecting minimum wages; furthermore, it would appear that the enforcement of these provisions is also the responsibility of the labour inspectorate.

(3), s. 23.

(2), ss. 128 et seq.

According to the information provided by the Government, the Ministry of Labour, Social Affairs and Housing is responsible for supervising labour standards in the private sector; see also the provisions of the law, (1), s. 74.

According to the information provided by the Government, the Ministry of Labour and Social Protection is responsible for controlling the application of labour standards. Section 181(1) and (2) of the Labour Code also entrusts this function to other bodies; but it is not possible to say that these provisions are in force.

According to the information provided by the Government, the Ministry of Labour and Cooperation as well as the Ministry of Health and Social Security are responsible for supervising the application of labour standards; the legislation in force also describes the same function for the labour inspectorate, (1), s. 50.

According to the information provided by the Government, the Ministry of Social Affairs and Labour is responsible for monitoring the application of labour standards, through the labour inspectorate, (1), ss. 212 to 214, and (2), s. 245. The Government has also pointed out that, in accordance with the law, trade union committees participate in monitoring the correct application of the above-mentioned standards.

According to information provided by the Government, the Ministry of Labour and Social Security is responsible for supervising labour standards, through the labour inspectorate, (2), ss. 88 and 89.

(1), s. 19.

In accordance with information provided by the Government, the supervision of the application of labour standards is the responsibility of various state bodies, and in particular, the labour inspectorate.

(1), s. 11(a)

Often the provisions establishing the responsibility of the authority also make provision for summary proceedings through which a worker may recover the wages due: Alaska (3), ss. 23.10.080 and 23.10.085; Arizona (5), s. 23-312; Arkansas (6), s. 11-4-209; California (7), ss. 1195 and 1195.5; Colorado (8), ss. 8-6-108 and 8-6-115; Connecticut (9), s. 31-39; Delaware (10), s. 903; Hawaii (13), s. 387-12; Idaho (14), s. 44-1508(1); Illinois (15), s. 1012(a) and (b); Kansas (17), s. 44-1207(a); Kentucky (18), s. 336.985(1); Maine (20), s. 665; Maryland (21), s. 84(a) and (b); Massachusetts (23), ss. 15 and 17; Michigan (24), s. 408.392; Minnesota (25), s. 177.21(1), (3) and (5); Missouri (27), s. 5; Montana (28), s. 39-3-403; New Hampshire (31), s. 279:27; New Jersey (32), s. 34:11-56a6(b); New Mexico (34), s. 50-4-26(A); New York (33), s. 660; North Carolina (35), s. 95-25.15(a); Ohio (36), s. 4111.04(A) to (C); Oklahoma (37), ss. 197.7 and 197.10; Oregon (38), s. 653.040(1) to (3); Rhode Island (43), s. 28-12-14; Utah (46), ss. 30-40-202 and 30-40-203; Vermont (48), s. 385(1) to (3); Washington (50), s. 49.46.040(1); West Virginia (52), s. 21-5C-6(a) and (b); and in the District of Columbia (11), ss. 36-205, 36-210 and 36-215, and Puerto Rico (41), s. 245(a);

In accordance with the information provided by the Government.

(6), ss. 4.30(1), 14.6, 15.3 and 15.9(1).

According to the information provided by the Government and in accordance with the law, (7), ss. 74 to 78.

(8), ss. 87 et seq.

(9), s. 98.

Although the Act respecting labour inspection, s. 2(6), gives express power to the labour inspectors to monitor the payment of minimum wages. Furthermore, the same Act, s. 1(2), excludes from its scope agricultural work, for which special provisions have been established. The Act respecting homework refers explicitly (s. 52) to the obligation of labour inspectors to monitor compliance of such provisions in respect of these workers. Finally, according to the information provided by the Government, the supervisory functions are shared between the federal authorities and the provincial governments.

(1), ss. 27 et seq.

(1), ss. 52-55, and (2), ss. 37 and 38.

(1), ss. 4 and 11; furthermore, the Government has stated that the enforcement of the standards respecting minimum wages is the responsibility of the labour inspectors; however, reference is also made to the document adopted by the National Assembly (Government Paper No. 1 of 1990, p. 25, Recommendation 3.38), which states that this task must be shared with workers.

In accordance with the information received, the federal labour inspection system is responsible for the enforcement of legislation respecting minimum wages.

(1), ss. 249-251.

(3), s. 15.

(5), ss. 97 and 98.

(7), s. 5 stipulates that the general administration of the provisions established by the above-mentioned Act is the responsibility of the Minister; however, s. 1 of the same Act defines the term "inspectors", who also certainly carry out the functions of supervising and monitoring the enforcement of labour standards. Mention should also be made of the Department of Labour Act of Manitoba which establishes the powers and duties of the inspectors and employers, (10), s. 7.

(11), ss. 57 and 58.

(15), ss. 57 and 60.

According to the legislation in force, (18), s. 3, enforcement of the labour standards is the responsibility of the Ministry of Labour. There are no specific provisions concerning any body of inspectors; however, in the same Act, s. 16 stipulates the powers of the Director of Labour Standards and other officers concerning specific activities to be carried out in monitoring the application of these standards.

(20), s. 4, the application of the law is the responsibility of the Ministry through the respective service of the Ministry ("Employment Practices Branch"), and provision is also made for the appointment of the necessary officials and the scope of their powers, ss. 41 and 45.

(24), ss. 2 and 63.

The supervision of labour legislation is the responsibility of the "Commission des normes du travail", (26), ss. 4 and 5.

(28), ss. 3 and 68(1).

The Commissioner shall appoint a Labour Standards Officer to administer the Act, (33), s. 33(1); inspectors shall also be designated who shall carry out their functions in accordance with the powers conferred by the Act, (33), ss. 34 et seq.

The Executive Council, which is responsible for appointing the official responsible for the application of the law, and officials shall be appointed who shall have such powers as conferred by the Act for the purposes of enforcing its provisions, (35), ss. 66.

(1), ss. 122 et seq.

(1), ss. 145 et seq.

(1), ss. 28 et seq.

(2), ss. 279, 529(7), 531 et seq.

According to the information provided by the Government.

According to the information provided by the Government.

(2), ss. L.161-1 et seq.

(1), ss. 144 and 148.

(2), ss. 48 et seq., and (3), s. 19.

(1), ss. 278 and 281(b); furthermore, under s. 110(b) of the Labour Code, it is the responsibility of the joint committees on minimum wages to ensure that the agreements establishing minimum wages in their respective jurisdictions are effectively enforced, and to denounce any infringements thereof.

(1), ss. 357 et seq.

(1), s. 14, and (5), s. 16.

According to the legislation on minimum wages (3), s. 41, it is the responsibility of the Secretariat of Labour and Social Insurance to ensure strict compliance with these provisions, and the Secretariat shall exercise its powers through the labour inspectorate. Similar provisions are to be found in the decrees which fix minimum wage rates; for example s. 5 of the Executive Decree No. 19-90 dated 26 Sep. 1990. It should, however, be noted that the Government has pointed out that "there are cases in which workers have had to accept lower wages and at the same time sign receipts equal to the established minimum wage". It does not say whether these actions have resulted in any sanctions, although it can be supposed that the Government could have reacted by applying the relevant legal provisions with a view to ensuring their enforcement.

(1), s. 19.

According to the information provided by the Government.

(1), ss. 96 et seq.

(3), ss. 97 et seq., (1), ss. 37 to 39, and (2), ss. 29 to 31.

(1), ss. 22 to 25.

(1), ss. 12 et seq.

(1), ss. 20 et seq.

(1), s. 18.

(1), ss. 28 et seq.

(1), ss. 21 et seq.

According to information provided by the Government.

(2), ss. 540 and 541; furthermore, s. 330(IV) expressly stipulates that the labour inspector shall verify whether the minimum wages paid to homeworkers comply with the established rates.

(9), s. 43.

(1), ss. 5 and 5A.

(2), s. 8C.

(1), s. 16, as amended by Ordinance No. 32 of 1971, and s. 17.

(2), ss. 8 and 9.

According to the information provided by the Government.

According to information from the Government, the labour inspectorate is responsible for guaranteeing compliance with the provisions respecting minimum wages. Sections 151 and ff. of the Labour Code establish the powers and obligations of the labour inspectors; furthermore, section 8 of a circular from 1976 establishes the specific powers of labour inspectors concerning minimum wages.

(1), ss. 131 et seq.

(3), ss. 3(I)(b), and (4), s. 2(I)(1).

According to the Government, the labour inspectorate is responsible for the application of the standards respecting minimum wages. The legislation in force contains the respective provisions; (1), ss. 52 and 55, (2), ss. 46 and 50, and (3), ss. 38 and 44.

According to the provisions of the law, (1), s. 53.

(1), ss. 20 et seq.

(1), ss. 143 et seq.

(1), ss. 20 et seq.

(1), ss. 170 et seq. The law also establishes that the police authorities and the national guard shall retain their powers in tracking down infringements of labour legislation, (1), s. 178.

England, Wales and Scotland (industry and trade); in accordance with the information provided by the Government, there is a Wages Inspectorate which is dependent on the Department of Employment. The Wages Act establishes the powers of the officials appointed by the Secretary of State in the enforcement of the standards respecting minimum wages; Northern Ireland (2), s. 21.

(2), s. 79.

(1), s. 5.

In Bangladesh, legislation (2), ss. 19 and 20, provides for the establishment of a body of inspectors responsible for the application of legislation respecting minimum wages; in Barbados, the legislation stipulates ((1), ss. 17 et seq.) the duties of the labour commissioner in this respect and also refers to the powers granted to the police magistrate ((1), ss. 19 et seq.); Germany (3), s. 23(2), which establishes a body of "wage inspectors". In Myanmar, the legislation ((1), s. 17.) provides for the appointment by the President of "officers" responsible for verifying compliance with the provisions of the Act wages; in the Netherlands, according to the information provided by the Government, the Wage Inspection Department is responsible for monitoring the application of the standards. In the same way, according to the same source, a series of provisions was added to the Civil Code to ensure enforcement of the minimum wage and the relevant legislation. Finally, according to the amended text of the Act respecting minimum wages ((1), s. 18(a)), the Ministry of Social Affairs and Employment may carry out investigations concerning the obligation to pay the wage to which reference is made in the above-mentioned Act.

In Algeria, according to information from the Government, the Ministry of Agriculture and Agrarian Reform and the Inspectorate of Agricultural Social Security and Rural Affairs are responsible for enforcing the provisions respecting minimum wages in agriculture; Austria, ss. 112 and 113 of the Act respecting agricultural work; United Kingdom: England and Wales, according to information from the Government, the wage inspectors are appointed by the Ministry of Agriculture, Fisheries and Food; their powers are established by the legislation, (3), s. 12; similar information was provided for Scotland, (4), s. 12, and Northern Ireland, (5), s. 11.

Japan where, in the case of wages of seafarers, the supervisory functions carried out by the labour inspectors are also vested in the Ministry of Transports and the Chief of the Office of Maritime Transportation, (1), s. 40.

(3), s. 15.

Act No. 9/81 and Joint Executive Decree No. 43/84.

According to information provided by the Government.

(2) ss. 305 and 307.

Labour Inspection Convention and Recommendation (No. 81), Labour Inspection (Mining and Transport) Recommendation (No. 82), and Labour Inspection (Agriculture) Convention (No. 129) and Recommendation (No. 133).

General Survey of the Reports on the Labour Inspection Convention (No. 81) and Recommendation (No. 81), the Labour Inspection (Mining and Transport) Recommendation (No. 82), and the Labour Inspection (Agriculture) Convention (No. 129) and Recommendation (No. 133), Report III (Part 4(b)), ICL, 71st Session, Geneva, 1985.

(2), s. 11(2). Similar provisions exist for homeworkers ((3), s. 28) where specific mention is made of remuneration and records of remuneration.

(1), s. 91(b).

(3), s. 51.

(1), ss. 17 et seq.

(1), s. 11.

At the federal level, (1), ss. 249(c) and 252, and in New Brunswick (11), s. 59.

(2), s. 93 as regards homeworkers.

(1), s. 29(2).

(1), ss. 10 and (5), s. 15(1).

(1), s. 19(4).

(1), s. 12.

(2), s. 8A(2).

(1), s. 19.

Convention No. 26, Art. 4, para. 1; Convention No. 99, Art. 4, para. 1; Convention No. 131, Art. 5.; Recommendation No. 30, Part IV(c); Recommendation No. 89, Part IV, Para. 8(c); and Recommendation No. 135, Part VI, Para. 14(c).

Record of Proceedings: ILC, 53rd Session, Geneva, 1969, pp. 470 and 681; Record of Proceedings: ILC, 54th Session, Geneva, 1970, p. 379.

Record of Proceedings: ILC, 54th Session, Geneva, 1970, p. 379.

See direct requests concerning Convention No. 26, for example, Chile, 1989; concerning Convention No. 131, for example Brazil, 1987, 1988 and 1989; Islamic Republic of Iran, 1989; Nepal, 1989; and the observation concerning Convention No. 26 addressed to Rwanda in 1989.

(3), s. 24.

(1), s. 178(1) and (4).

(3), s. 93(1).

(6), s. 18.42.

(7), s. 48, in conjunction with s. 49(1) and s. 51(1) and (6).

(8), s. 108(1)(a).

(9), s. 83(1) and (2).

The legislation ((2), s. 237, (3), ss. 53 and 54 and (4), s. 6(3)) provides for the imposition of penalties without indicating what these penalties are; however, the Act on labour inspection establishes the possibility of initiating penal proceedings in the event of an infringement of the labour provisions; the Act on homework also provides for the initiation of administrative proceedings if it is shown that a wage below the fixed rate is paid (s. 54).

(2), s. 414.

(1), s. 256.

Manitoba, (7), s. 15(1), where both pecuniary and prison sanctions may be applied in the event of an infringement of the standards relating to minimum wages; New Brunswick, (11), s. 98; Newfoundland, (15), s. 68, whereby an employer convicted of an infringement may be subject to an economic sanction or imprisonment; Nova Scotia, (18), ss. 93 and 94; Ontario, (20), s. 59; Prince Edward Island, (24), s. 99(1)(d); Quebec, (26), s. 140(6). In this respect it should be noted that in comparison with the other provinces, the economic sanction provided by this section in the event of an infringement of the labour standards would appear to be the least severe; however, the final objective sought, to guarantee the payment of the minimum wage to a worker, is achieved by another mechanism which is peculiar to this province (see para. 384); Saskatchewan, (28), s. 85(1) whereby an employer who infringes the provisions of the law is subject to a pecuniary sanction, the non-payment of which will result in a prison sentence; similar provisions are to be found in the legislation of the Territories: Northwest Territories, (33), s. 40 and the Yukon Territory, (35), s. 99.

In accordance with the Labour Code, s. 282, infringements of the general collective agreement are punishable by fines.

(1), s. 451; in accordance with information provided by the Government, in application of Act No. 12.927, s. 13, an employer who pays a wage lower than that established by the law commits an offence and may be subject to imprisonment.

(2), ss. 41 and 486(2).

(1), s. 190.

The applicable legislation apparently does not make any provision for pecuniary sanctions in the event of infringements of the provisions respecting working conditions; however, labour inspectors may initiate disciplinary proceedings or, where applicable, penal proceedings against leaders, officials and other workers presumed responsible for proven infringements, (2), s. 301(c).

(1), s. 678, and Appendix No. 28 of the Labour Code, paras. 8 and 11, which make provision for pecuniary sanctions and imprisonment.

(2), s. 605 et seq.

(1), s. 170.

(1), s. 86(3).

(2), s. 272(b).

The Act respecting trade unions and work disputes provides for sanctions in the event of infringements of the provisions of the Act, (2), s. 79.

(2), s. 172, (3), s. 57, and (6), s. 4.

(1), s. 42.

(1), ss. 282(1) and (3).

According to the Government, infringements are punished by fines or imprisonment. See also: (1), s. 182(1) and (3), and (3), s. 13(2).

Legislation stipulates that, in the event of infringements, the inspector shall prepare the corresponding report with a view to the application of sanctions by the corresponding magistrate, but the text does not indicate what these sanctions are.

The law ((1) s. 121) stipulates that if the employer delays the payment of the wage, he shall be subject to a fine of up to twice the outstanding amount.

Economic sanctions are applied in the event of an infringement of the legal provisions respecting work (1), s. 57(3). See also the Act respecting infringements and sanctions, ss. 7, 8 and 37.

(1), s. 60(2).

(1), s. 227(b).

(1) introductory paragraph of Act No. 66-27 enacting the Labour Code and s. 234. It is interesting to note that under the Act, any employer who pays sums lower than those which he should pay, must pay to the state budget a sum equal to three times the amount of the under-payment of the wage.

(1), 16(a).

Arkansas (6), s. 11-4-206(a) and (b); California (7), s. 1197.1(a) and (e), with the penalty being doubled in the event of a recurrence of the offence; Delaware (10), ss. 910 and 911(a) and (b); Indiana (16), s. 22-2-2-9; Kansas (17), s. 44-1210(a); Kentucky (18), s. 337.990(7); Maine (20), s. 671; Maryland (21), s. 89; Minnesota (25), s. 177.32(1); Michigan (24), s. 408.396; Missouri (27), s. 12; Montana (28), s. 39-3-104; Nebraska (29), s. 48-1206(2); Nevada (30), ss. 608.195 and 608.290; New Hampshire (31), s. 279:28(II); North Carolina (35), s. 95-25.22(a); Ohio (36), s. 411.99(A) to (C); Texas (45), s. 13(a) and (b); Vermont (48), s. 394(b); Virginia (49), s. 40.1-28; Washington (50), s. 49.46.100(1); West Virginia (52), s. 21-5C-8(a) to (d); Wisconsin (54), ss. 101.02 13(a), 104.03, 104.04 and 104.11.

Alaska (3), s. 23.10.140; Arizona (5), s. 23-329(B); Colorado (8), s. 8-6-116; Connecticut (9), s. 31-39; Hawaii (13), s. 387-12(a); Illinois (15), s. 1011(a) and (b); Massachusetts (23), s. 19(2); New Jersey (32), s. 34:11-56a24; New York (33), s. 198; New Mexico (34), s. 50-4-26(A); Oklahoma (37), s. 197.13; Oregon (38), s. 653.055(1)(c); Pennsylvania (39), s. 333.112(a); Puerto Rico (41), s. 245(x); Rhode Island (43), s. 28-12-17; Utah (46), ss. 34-40-202 and 34-40-203, s. 30-40.204(1) and (2) prescribes for penal sanctions in the event of "repeated violations"; and in the District of Columbia (11), s. 36-214.

(1), s. 4(4).

s. 56.

ss. 42 and 43.

Algeria (1), ss. 149 and 153; Argentina (3), ss. 17 and (17), s. 4; Benin (1), s. 203(b); Brazil (2), s. 120; Dominica (1), s. 32; Egypt, according to the provisions established by the Labour Code, s. 170, anyone who infringes the provisions respecting minimum wages is subject to a minimum or maximum fine of an amount determined for each worker affected; France (2), s. R. 154-1; Ghana (3), s. 18(1); Guinea (1), s. 236; Guyana (1), ss. 12(1) and (5), s. 11(2); Honduras (3), s. 40; similar provisions are to be found in the decrees establishing minimum wages, for example s. 5 of Executive Decree No. 19-90 of 26 Sep. 1990; Islamic Republic of Iran (1), s. 174; Israel (1), s. 14; Italy (2), s. 16; Jamaica (1), s. 5(1); Kenya (1), s. 15(2); Malawi (1), ss. 14(2) and 16(3); Malta (1), s. 30(1); Morocco (1), s. 4; Myanmar (1), ss. 11(2) and 15(3); New Zealand (3), s. 10; the fine established by this section of the law is increased for each day during which the infraction continues; Nigeria (1), s. 3(1), and (3), s. 12; Panama (2), s. 180; Portugal (5), s. 10; Turkey (2), s. 9(B)(2); Solomon Islands (1), s. 29(1); Syrian Arab Republic (1), s. 228, and (2), s. 90; Uganda (1), s. 14(2); United Kingdom: England, Wales and Scotland (industry and trade) (1), ss. 16(2) and 19(4), Northern Ireland (2), ss. 17(2) and 20(4). In the agricultural sector: England and Wales (3), s. 4(1), Scotland (4), s. 4 and Northern Ireland (5), s. 9(1); and Yugoslavia (2), s. 89(1) and (9).

Bahamas (1), s. 32; Bangladesh (1), s. 9(3); employers who infringe the provisions respecting minimum wages are punished by prison sentences which may be of up to six months or a fine or the application of both sanctions; Barbados (1), ss. 20 et seq.; Benin (1), s. 203(b); Botswana (1), ss. 143(2) and 172(d); Burundi, Labour Code, s. 315(a), prescribes a fine and a penal sentence of between seven days and three months or both sanctions; Cameroon (1), ss. 177(a) and 179; Central African Republic (1), ss. 221(a) and 226(b); Côte d'Ivoire, in accordance with the Labour Code, s. 190, infractions of the Code are subject to penalties and according to the conditions established by decree; Fiji (1), s. 9(2); Gabon (1), s. 253(e); Guinea (1), s. 236; India (1), s. 22(1); in Japan, legislation stipulates that, in the event of infringement of the standards respecting wages, employers will be subject to sanctions, without specifying what these are, (1), s. 44, and (2), s. 34; Lesotho (1), s. 15(2); in Luxembourg, in addition to the described pecuniary sanctions, it appears that there may be penal sanctions in the event of infringements of the standards respecting minimum wages, (1), s. 9. See also: Mauritius (1), s. 97(2), an employer who does not pay the minimum wage due is subject to a prison sentence of no more than six months and a fine; Mexico (2), ss. 992, 1003 and 1004, in the event of an infringement of the standards respecting minimum wages, an employer shall be punished by a fine and prison sentence, the amount and duration of which vary according to the seriousness of the case; Namibia (1), s. 76(1)(c); Nicaragua (2), s. 81 which provides for imprisonment, and s. 352, and (3), s. 9.; Pakistan (1), s. 9(3); Papua New Guinea (1), ss. 49 et seq., as amended by Ordinance No. 32 of 1971; Philippines, under the law (1), s. 12, persons infringing the law are punished with fines and/or prison sentences of no less than one year and no more than two years, in cases which do not come under any of the exceptions established by the Act; Singapore (1), s. 74(2), in the event of infringements of the provisions respecting minimum wages established for minors; Sri Lanka (1), ss. 4 and 44, and (2), s. 52; Swaziland (1), s. 15(2); Trinidad and Tobago; (1), s. 24; Tunisia (1), s. 234; Zimbabwe (1), s. 20(3)(b).

Spain, (1), s. 57(4) which provides that, in the event of infractions of exceptional seriousness, the Government may order the suspension of the activities of the enterprise for a specific period of time or, in an extreme case, even its closing, without prejudice to the guarantee of payment of wages to workers.

France; in addition to pecuniary sanctions and prison sentences (the latter in the event of a repetition of the offence), provision may be made for the publication of the sentence as provided by the applicable provisions of the Penal Code (2), s. R. 154-1.

(1), s. 18(a)(2).

(6), ss. 20 and 39(2)(c) and (7), s. 54.

(3), s. 12.

(1) s. 149, the pecuniary sanction is increased in accordance with the rates prescribed by the Act.

(2) s. 120.

In the event of a recurrence of the offence, a prison sentence of between six and ten days may be imposed in addition to a fine or both sanctions, (1), s. 203(b).

(1) s. 315.

In the Province of Manitoba, an employer who contravenes the labour provisions is considered as committing a separate offence for each day the contravention continues, (7), s. 15(2); in the Province of Newfoundland, the sanctions are increased, (15), s. 63; in Quebec, (26), s. 140.

(1), s. 451.

(2), s. 609.

(1), s. 170.

(2), s. R.154-1, in the event of a recurrence, the fine will be higher and a prison sentence may be imposed on an employer who infringes the provisions respecting minimum wages.

(1), s. 236.

(1), s. 12(1).

(3), s. 40.

(2), s. 1004.

(1), s. 4.

(1), s. 50(5).

(2), s. 180.

Convention No. 26, Art. 4, para. 2; Convention No. 99, Art. 4, para. 2; and Convention No. 131, Art. 5, in broad terms, although the concept is made more specific by the supplementary Recommendation.

Recommendation No. 30, Part IV, Para. 3; Recommendation No. 89, Part IV, Para. 11; and Recommendation No. 134, Part VI, Para. 14(d).

In this connection the Committee emphasises the usefulness of workers being able to express their views on the existence of a suitable procedure for the recovery of sums outstanding in respect of the minimum wage. This was reiterated in an observation made by one of the workers' organisations of Spain, the Comisiones Obreras, in its comments annexed to the report which the Government sent under article 19.

(2) ss. 1 et seq. In cases of rights under collective agreements, specific procedural standards are established, (1), ss. 128 and 129.

(4), ss. 12 et seq.

(18), s. 1.

(1), s. 179.

(3), s. 92(2) and (3).

(6), s. 17.20.

(7), s. 52.

(8), ss. 29, 96 and 97(1).

(9), ss. 83(1)(d), and (4), and 114(2).

Where according to information provided by the Government, workers may take the matter to the labour and social affairs court to obtain the statutory minimum wage. The Act respecting homework contains similar provisions, ss. 53 and 54.

According to the information provided by the Government, a worker who receives a wage below the minimum growth wage may make a complaint to the respective labour inspector or labour courts.

(1), s. 157.

Under the law, (2), s. 118, all wage-earners receiving an amount less than the minimum wage are entitled to claim from the employer the difference with respect to the established minimum wage, irrespective of the provisions of any contract or agreement to the contrary. Furthermore, any dispute concerning the matter must be settled in accordance with the established procedure, (2), ss. 837 et seq.

(2), ss. 357 et seq.

(1), ss. 169 to 204.

(1), ss. 138 and 139.

(1) ss. 258 and 259.

Alberta, (3), ss. 92-94 and 110; British Columbia, (5), ss. 14, 15(1), 80, 82 and 83; Manitoba, (7), s. 15(3); however, under s. 21 of the same Act, workers may seek the recovery of wages due from an employer by action in a court of competent jurisdiction; New Brunswick, (11), ss. 61, 62, 73 and 75; Newfoundland, (15), ss. 58 and 64; Nova Scotia, (18), ss. 21, 56 and 90; Ontario, (20), s. 47(1)(c); Prince Edward Island, (24), ss. 90(2) and 99(1)(d) and (2)(b); Quebec, (26), ss. 39(4), 98, 102 et seq.; Saskatchewan, (28), ss. 68 and 87; similar provisions are to be found in the legislation of the Territories: Northwest Territories, (33), ss. 39(6) and (7), 43(1) and 44(1) and (2), the Yukon Territory, (35), ss. 69, 75(1) and (5) and 101(1).

(26), s. 112.

(1), ss. 180 and 208.

(1), ss. 10, 244 et seq.

(5), ss. 2 et seq.

(1), ss. 149 et seq.

According to the legislation, (2), s. 308, the responsibility for infringements of labour legislation is enforceable by administrative and where applicable penal measures, in accordance with the provisions of the respective legislation.

(1), ss. 395 et seq.

(1), ss. 179 et seq.

(1), ss. 448 et seq.

(2), s. 603.

(2), ss. L.511-1 et seq.

(1), ss. 211 et seq.

(2), ss. 321 et seq.

(1), ss. 157 et seq.

(1), ss. 5 and 39, (2), ss. 16 and 32, and (3). At all events, according to the labour legislation, s. 115, the procedure governing the recovery of sums due in respect of wages is regulated by standards governing civil procedures.

(1), s. 11.

(1), ss. 10 et seq.

(2), ss. 685 et seq. Furthermore, s. 1003 stipulates that both workers and employers, trade unions, and federations and confederations of both workers and employers may report to the labour authorities infringements of labour standards.

(1), ss. 40 and 41.

(2), ss. 520 et seq.

(3), s. 24.

According to the information provided by the Government.

According to the information provided by the Government.

(1), ss. 66 to 68.

According to the information provided by the Government, in addition to the normal channels used to settle disputes, workers may also make use of the procedure established in section 8 of the circular of 1976.

(1), s. 6.

In application of the Act respecting legal procedure.

(1), ss. 188 et seq., and (2), ss. 217 et seq.

(1), ss. 183 et seq.

(1), ss. 198 et seq.

In accordance with the information provided by the Government.

The federal legislation, (1), s. 16(b), and that of some States of the Union frequently establishes an administrative procedure with the participation of the competent authority responsible for the application of labour standards, which may require the employer to pay the sum due in respect of the minimum wage, irrespective of whether provision is made otherwise for recourse by workers to other jurisdictions to recover the sums due to them in respect of wages: Alaska (3), s. 23.10.110; Arizona (5), s. 23-327; Arkansas (6), s. 11-4-218; California (7), ss. 1195 and 1995.5; Colorado (8), ss. 8-106-8, 8-6-115 and 8-6-117; Connecticut (9), s. 31-68; Delaware (10), ss. 910 and 911(a) and (b); Georgia (12), s. 34-4-6; Hawaii (13), s. 387-12; Idaho (14), s. 44-1508(2); Illinois (15), s. 1012(a) and (b); furthermore specific procedures are established in the case of workers receiving a wage lower than the fixed rate, irrespective of whether the worker is a woman or a minor, s. 198.16: Indiana (16), s. 22-2-29; Kansas (17), s. 44-1211(a) and (b); Kentucky (18), s. 337.385(1) and (2); Maine (20), ss. 670 and 671; Maryland (21), s. 90 and (2), ss. 09.12.42.09(C)(5)(c) and 09.12.42.12(C) and (D); Massachusetts (23), s. 20; Michigan (24), s. 408.393; Montana (28), s. 39-3-403; Nebraska (29), s. 48-1206, (1) and (3) to (5); Nevada (30), 5.608.260; New Hampshire (31), s. 279:29; New Jersey (32), s. 34:11-56a25; New York (33), ss. 198 and 663; New Mexico (34), s. 50-4-26(B); North Carolina (35), ss. 95-25-16(c) and 95-25.20; Ohio (36), s. 4111.10(A); Oklahoma (37), s. 197.10; Oregon (38), s. 653.055(1) and (3); Pennsylvania (39), s. 331(o); Puerto Rico (41), s. 246(d); Rhode Island (43), s. 28-12-19; South Dakota (44), s. 60-11-4; Texas (45), s. 13(a) and (b); Vermont (48), s. 392; Virginia (49), s. 40.1-28.12; this provision also establishes that the employer must pay 8 per cent per year of the amount of the unpaid wage; Washington (50), s. 49.46.090(1) and (2); West Virginia (52), s. 21-5C-8(a) to (d); Wisconsin (54), ss. 111.322(2m) and 104.12; Wyoming (55), ss. 27-4-204, 27-4-502, 27-4-506 and 27-4-508; and in the District of Columbia (11), ss. 36-210 and 36-215.

(2), s. 80.

(1), ss. 63 et seq.

A worker who has received a wage below the minimum may make a complaint to the Government, (2), s. 21.

Specific procedures are established for the recovery of outstanding sums in respect of the minimum wage and the application of sanctions in the event of infringements of the standards applicable to such wages.

According to the information provided by the Government, workers may present a complaint to the special agencies of the labour affairs departments or to the arbitration committees of the enterprises or directly to the labour arbitration committees. Furthermore, workers may also appeal to the courts.

(2), s. 13, the highest authority of the Land or any body it may designate may order an employer who fails to observe the minimum conditions of employment to satisfy existing claims within a time specified in the order and to produce documentary evidence that he has done so. Furthermore, (2), s. 14, stipulates the said authorities may prosecute on their own behalf employees' claims based on minimum conditions of employment. The decision which is issued for this purpose will also be binding on the worker, whether it is in his favour or not. In the case of homeworkers, the legislation ((3), ss. 24 and 25) stipulates similar provisions.

The recovery of the sums which the employer owes the worker in respect of the minimum wage or the existing difference is affected by summary proceedings, (3), s. 39.

(1), ss. 6 to 9.

(1), s. 29(2) et seq.

(1), ss. 12 and 34.

(1), s. 157(2).

(1), ss. 9(2) and 15(5).

(3), s. 18(2).

(1), s. 13, and (5), s. 17(5).

(1), s. 20.

(1), ss. 15 and 16.

(1), ss. 6 et seq.

(1), ss. 15 et seq.

(1), ss. 14 et seq.

(1), s. 30(4).

(1), s. 97(4).

(1), s. 11(3)(b) and (4).

(1), ss. 51 to 53.

(2), ss. 11 and 11A.

(1), ss. 3(2), 6(4) and (5), and (3), s. 12(2).

(1), s. 9-A.

(2), s. 129.

(1), s. 44(3) and (4), and (2), s. 52(2) and (3).

(1), s. 15(3) and (4).

(1), s. 25.

(1), ss. 14 and 15.

As regards industry and trade; England, Wales and Scotland (1), s. 16, Northern Ireland (2), s. 17. As regards agriculture, England and Wales (3), s. 4, Scotland (4), s. 4, and Northern Ireland (5), s. 9.

(1), ss. 4(5) and 6(1) and (2).

(1), s. 20(4) to (6).

(1), s. 4.

(2), s. 44(2).

United Kingdom: as regards industry and trade, England, Wales and Scotland (1), s. 16(7), Northern Ireland (2), s. 17(7). In the field of agriculture, England and Wales (3), s. 4(4), Scotland (4), s. 4(4), and Northern Ireland (5), s. 9(9).

(1), ss. 12 and 34.

(1), s. 157(2).

(1), ss. 13 and (5), s. 17(5).

(1), s. 20.

(1), ss. 6 et seq.

(1), ss. 15 et seq.

(1), ss. 14 et seq.

(1), s. 30(4).

(1), s. 11(3)(b) and (4).

(1), ss. 29(2) et seq.

(1), s. 25.

Convention No. 26, Article 4, para. 1; Convention No. 99, Article 4, para. 1; and Convention No. 131, Article 5.

Recommendation No. 30, Part IV; Recommendation No. 89, Part IV; and Recommendation No. 135, Part VI.

See para. 358.

See para. 359.

See paras. 370 and 371.