“Same kaam, same pay” ek intuitive idea lagta hai, lekin law me isko apply karna nuanced hai. Courts especially public employment me is principle ko address karte aaye hain – regular vs contract staff, daily wagers, temporary workers, sab ke cases me.
Judicial approach roughly yeh check karta hai:
- Kya comparison wale do groups ka work truly similar hai – duties, responsibilities, qualifications, and working conditions?
- Kya pay difference kisi rational basis pe hai – like recruitment process, experience, training, or promotional avenues?
- Kya State clearly exploitative pattern follow kar raha hai – years tak full-time kaam leke bhi bare minimum payment?
Jahan court ko lagta hai ki State ne cheap labour model bana liya hai, waha wo pay parity ya at least substantial upward revision order kar sakti hai. Lekin judges directly salary structures design nahi karte; wo policy space ka respect bhi karte hain.
Private sector me yeh principle direct fundamental right ke form me apply nahi hota, lekin labour laws aur anti-discrimination norms se indirectly influence hota hai.
Employee side se strong case tab banta hai jab concrete data – duty lists, pay scales, recruitment ads, actual working hours – sab comparative form me court ke saamne rakhe jaate hain.