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.