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
Loss of pay
- Termination of contract
- Penal action
Show cause notice to Directors
- Closure of business
- Loss of credibility
- Future business
- Loss of contract
For HR/ Compliance team
Responsibilities not carried out
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
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