Labour Laws Consultants

How to handle labour notices?

• Inform Procurement & the Compliance Manager.
• Coordinate with the Central Compliance team
• Communicate to vendor and auditor
• Make all documents available for inspection
• Support representation by auditor to Labour inspector

Labour Laws Consultant Advisory Services

• Over 25 PAN India Clients
• Labour Laws consultant facilitates Vendor Compliance management
• Labour Laws consultant Advise & Guidance on entity level compliances
• Labour Laws consultant facilitates E-compliance – www.comply4hr.com
• Labour Laws consultant facilitates Liasioning with Govt. Officials
• Labour Laws consultant facilitates 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.

Due dates for Important submission of monthly returns

• Provident Fund Act Remittance of contribution challan for previous month to be submitted on or before 15th of FOLLOWING MONTH
  
  Return of employees qualifying / leaving and monthly remittance Statement, in Form 5, Form 10 & Form 12A, of previous month, to be submitted on or before 25th of FOLLOWING MONTH
  
  
• ESI Act Remittance of Contributions challan, for previous month, to be submitted on or before 21st of FOLLOWING MONTH

Fall out of non compliance

For Vendor

• Loss of pay
• Termination of contract
• Penal action

For You

• Show cause notice to Directors
• Fines
• Penalties
• Closure of business
• Loss of credibility
• Future business
• Lawsuit
• Loss of contract

For HR/ Compliance team

• Responsibilities not carried out
• Penalties

FACTORY ACT 1948.

• Register under the Factory Act.
• Maintain the register regarding Factory Act.
• Maintain / submit Annual Return / Half yearly return.
• Obligation for Factory Act CLICK