AUDIT & COMPLIANCE

What is Statutory Compliance?
Adherence to the procedures laid down by the government for running an organization . Can your organization say "yes" to all of the below?

• Do valid gratuity nominations exist for all employees ?
• Has Form 9 and Form 5A been filed under PF act once the Act is applicable ?
• Are deductions under the PF Act being made from contractors for all employees hired from them ?
• Are all requirements and compliance as per Contract Labour (Regulation & Abolition) Act taken care of? Do you know that compliance as per Central and State are different?
• Have you registered your organisation under ESI Act, the moment more than 20 direct or indirect employees become eligible ?

Just FIVE of the THREE HUNDRED PLUS obligations that a factory/establishment needs to comply with.

• Deliver our promise
• Regular smooth working Operations of your organisation
• Can concentrate on our main objectives
• Our USP for future business
• Good employer - employee relationship

Labour Laws Advisory Services

• Over 25 PAN India Clients
• Vendor Compliance management
• Advise & Guidance on entity level compliances
• E-compliance - www.comply4hr.com
• Liasioning with Govt. Officials
• Attending Hearings, Inspections, etc.

Few of the Labour Laws Applicable

• Employees State Insurance Act, 1948
• Employee's Provident Fund and Miscellaneous Provisions Act, 1952
• Contract Labour (Regulation & Abolition) Act, 1970
• Minimum Wages Act, 1948
• Payment of Gratuity Act, 1972
• Payment of Wages Act, 1936
• Equal Remuneration Act, 1976
• Maternity Benefit Act, 1961
• Industrial Employment and Standing Orders Act, 1946
• Bombay Shops and Establishments Act, 1948
• Employment Exchange Act
• The Maharashtra Private Security Guards (Regulation of Employment And Welfare) Act, 1981
• Maharashtra Minimum Wages Rules, 1963
• Payment of Gratuity (Maharashtra) Rules, 1972
• Industrial Disputes Act
• The Maharashtra Profession Tax Act
• The Bombay Labour Welfare Fund Act, 1953

Challenges Faced & Brief overview of Labour Laws

• Labour Laws are archaic in nature as oldest applicable pre-independence and latest as old as 1981
• Very few amendments to suit the modern day organisational needs like yours and other MNC and IT companies
• Exemption to maintain computerised records sought but need to maintain in same archaic format.
• Lengthy process of returns to be filed under each and every act on a monthly, quarterly, half-yearly and annually under various labour laws
• Government Officers anticipate the difficulty in complying with labour laws by many such companies and have a theoretic approach
• Fallout of non-compliance is huge as each law has a provision of imprisonment to the directors.