FARM WAGES

New Zealand Herald, Volume LXXIV, Issue 22741, 29 May 1937, Page 16

FARM WAGES

MANY BREACHES OF LAW EMPLOYERS AND WORKER." COMPLAINTS IN WAIKATO WARNING BY DEPARTMENT [from our own correspondent] HAMILTON, Friday Prosecutions by the Labour Department will commence shortly if farmers and farm employees do not comply more closely with the provisions of the Agricultural Workers Act, according to a statement made to-day from the Labour Department in Hamilton. It is stated complaints of breaches of the Act are steadily growing in volume, and Court publicity will have to be sought if the law is not heeded. Responsibility in the first place rests with the employer, it is stated, but in many cases of non-compliance with the law the employee has been found to be equally at fault. A common case is that of the employee who works for a wage less than that provided for in tho Act and who demands back pay when he leaves his employer's service. Dismissal ol Employees

Frequent complaints are received by the Labour Department that employees have been dismissed without due notice. Such cases usually come to one man's word against another's, and are best avoided by the employer invariably giving notice of dismissal in writing. In this connection the farmer often demands that one week's pay bo deducted when an employee leaves him without giving notice. Proper notice is required from both farmer and farm hand. Investigation of these cases wastes time and money and often involves officials of the Labour Department in a considerable amount of travelling. Farmers are also stated to be disregarding the law when they pay under-rate wages to workers who have not applied for and received a permit to accept under-rate pay. This applies to physically unfit workers and parttime female workers. Inspectors of the department are frequently told that a worker is unfit, but until the employee of his own volition has applied for an under-rate permit, the employer is liable for full wages. Holiday Pay Provisions

Complaints that allowance for holiday pay has not been made are common, although a farm hand is legally entitled to an annual holiday on cash wages, plus half his usual board and lodging allowance. Some farmers, further, are making deductions from wages where no board and lodging is provided, and the employee, and perhaps his family, is occupying a cottage. In such a case, it is stated, the employee should be paid his cash wage plus fidl board and lodging allowance and the wages book should be signed by the employee for the full amount owing. An agreement should also be made concerning rent for the cottage, firewood and food and other commodities supplied. Failure to do so leaves the employer open to prosecution.