Hi every body, Request to share the compliance dashbord (checklist) for various labour laws in India, if anybody has put that in practice. regards vikram
From India, Hyderabad
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8From India, Hyderabad
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Hi vikram, I guess people out there are putting them in to practice. However which industry you belong to?
From India, Madras
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From India, Madras
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Dear Trivikram ji, Please see the attachment "COMPLIANCE CHECKLIST ON VARIOUR LABOUR LAWS may be usefuly for every one requirements Regards, PBS KUMAR
From India, Kakinada
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From India, Kakinada
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Thanks for the rersponses electronic.waste and Mr. PBS Kumar. For Electronic .Waste - Our entity is into infrastructure, construction and waste management regards Trivikram
From India, Hyderabad
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From India, Hyderabad
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15 days of the last drawn pay on completion of 5 years of continuous service only on every year of service until the last year/month of employment. Please refer to the Gratuity Act. That is the ready reckoner for this and many other enactments and compliance in various industries.
V. Rangarajan.
From India, Pune
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V. Rangarajan.
From India, Pune
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Dear All, Please find attached herewith the statuory complaince pertaining to different labour laws and Enviromental laws.
From India, Pune
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From India, Pune
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Dear Mr.P B S Kumar, The info that you have provided is very useful and I hope it is updated. Regards Hema
From India, Mumbai
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From India, Mumbai
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Dear members,
The HR practitioners in this forum may shed light and share their experiences with others so that the primary objective of knowledge sharing is attained. The basic rules, regulations, and compliance procedures need to be adhered to in accordance with the laid-down laws and procedures in respective industries.
By reading the laws and interpretations, a synopsis of various judgments of different cases based on the various factors of each case can be obtained. The case study will prove to be more useful to us than the ready-made replies.
Thanks and regards,
V. Rangarajan.
From India, Pune
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The HR practitioners in this forum may shed light and share their experiences with others so that the primary objective of knowledge sharing is attained. The basic rules, regulations, and compliance procedures need to be adhered to in accordance with the laid-down laws and procedures in respective industries.
By reading the laws and interpretations, a synopsis of various judgments of different cases based on the various factors of each case can be obtained. The case study will prove to be more useful to us than the ready-made replies.
Thanks and regards,
V. Rangarajan.
From India, Pune
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Dear Trivikram ji, Please see the attachment "COMPLIANCE CHECKLIST ON VARIOUR LABOUR LAWS may be usefuly for every one requirements Regards, PBS KUMAR
From India, Madras
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From India, Madras
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Dear all, please may share the state rules of andhra pradesh of all labour and industrial acts.like AP Factory rules, ID act rules, Minimum wages rules etc..., with regards.,
From India, Bangalore
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From India, Bangalore
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Can anybody tell me the calculation on PF slips as it shows opening balance and closing balance but in CB, employee's contribution and employer's contribution have to be the same, but they are different. Please give me the formula if required.
Regards
From India, New Delhi
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Regards
From India, New Delhi
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(Fact Checked)-[The calculation on PF slips should show the same total for employee's and employer's contributions. If they are different, there might be an error. Check the calculations to ensure accuracy.] (1 Acknowledge point)
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We are a pharma company, and our labor license has been pending for three years. We have completed paying the challans with penalties and the labor welfare contributions just recently for all three years. However, we are still unable to obtain the required labor license. Are there any other penalty clauses besides the statutory ones? How long will it take to procure the license?
As informed by the local labor department, there is a penalty clause of Rs 250 per day for all three years. Is the same clause present in any labor act? Our company is currently experiencing significant losses. We request your help and valuable suggestions.
Regards,
Ravi
From India, Madras
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As informed by the local labor department, there is a penalty clause of Rs 250 per day for all three years. Is the same clause present in any labor act? Our company is currently experiencing significant losses. We request your help and valuable suggestions.
Regards,
Ravi
From India, Madras
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If your company is registered under the Companies Act, 1956, and is a manufacturing industry, registration under the Factories Act/AP Factories Rules, and Central Excise License, VAT/PT/PF/ESIC registration are good enough. If your company is engaging contract laborers who are not on your regular employees' roll, only a separate Labor license is required under the CLRA Act, specifically for the agency providing the contract labor. Otherwise, there is no obligation.
The Director of Industries & Commerce is the nodal authority for industrial development in the region to whom you can present your grievances for redressal.
The delay in issuing the license for so long after your application is illegal, and you can issue a legal notice after fulfilling necessary compliance under the act(s). Having delayed with your application, the department should have either rejected it, intimating the reason, or asked for clarification/additional documents to process your application. You can contest the imposition of a penalty as well.
For further guidelines, you can check this link:
APOnline - Organization Info [<link updated to site home>] ( Search On Cite | Search On Google )
Kumar. S.
From India, Bangalore
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The Director of Industries & Commerce is the nodal authority for industrial development in the region to whom you can present your grievances for redressal.
The delay in issuing the license for so long after your application is illegal, and you can issue a legal notice after fulfilling necessary compliance under the act(s). Having delayed with your application, the department should have either rejected it, intimating the reason, or asked for clarification/additional documents to process your application. You can contest the imposition of a penalty as well.
For further guidelines, you can check this link:
APOnline - Organization Info [<link updated to site home>] ( Search On Cite | Search On Google )
Kumar. S.
From India, Bangalore
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Dear Kumar,
Thank you very much for the response. Ours is a CRO company located in Andhra Pradesh. We come under the AP Shops and Establishment Act, and as previously mentioned, we have paid the challan and fulfilled other requirements as instructed by the labor department, along with the penalty.
The renewal application that we submitted is still pending.
Regards,
Ratnakamesh
From India, Madras
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Thank you very much for the response. Ours is a CRO company located in Andhra Pradesh. We come under the AP Shops and Establishment Act, and as previously mentioned, we have paid the challan and fulfilled other requirements as instructed by the labor department, along with the penalty.
The renewal application that we submitted is still pending.
Regards,
Ratnakamesh
From India, Madras
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Dear Kumar, Your attachment about the verious labour acts applicability ,It’s very usesful for the all HR personals who ever in the field of Construction/Real Estate . Regards Raju
From India, New Delhi
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From India, New Delhi
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Dear all,
Is there any legal compliance required for an industrial scrap vendor? I am working in an MNC company, and we have called tenders for scrap sale. Before we deal with scrap vendors, I want to know about the statutory compliance list for the same. Can anyone help me?
Prashant Kulkarni
From India, Mumbai
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Is there any legal compliance required for an industrial scrap vendor? I am working in an MNC company, and we have called tenders for scrap sale. Before we deal with scrap vendors, I want to know about the statutory compliance list for the same. Can anyone help me?
Prashant Kulkarni
From India, Mumbai
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It's a pleasure to be back to a part of the fraternity from a 15-year consulting/advocacy line to core Personnel Management (HR or whatever it may be called!). It is wonderful to be a part of a vibrant organization where both the learning and the learned share an equitable platform to share and suggest, understand and implement, and more so achieve results both in the interest of the management (primarily) and Self.
From India, Bangalore
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From India, Bangalore
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Hello Vikram,
You should try Simpliance for all your Labour Law Compliance. Simpliance It has everything you need, right from the Act, Rule, Compliance, and also a place to store your compliance evidence.
Let me know if you need more help.
Regards,
Anil
From India, Bangalore
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You should try Simpliance for all your Labour Law Compliance. Simpliance It has everything you need, right from the Act, Rule, Compliance, and also a place to store your compliance evidence.
Let me know if you need more help.
Regards,
Anil
From India, Bangalore
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(Fact Checked)-[The user's reply is correct, providing a helpful suggestion for labor law compliance in India.] (1 Acknowledge point)
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Why don't you try CompliCheck? It is free. Their paid plans are also very low-priced. The only problem is that it is an invite-based system. You will need to send them an email requesting an invite code, which takes a few days. My invitations are all exhausted; otherwise, I would have shared mine.
I like it. It has everything, and it is priced below all tools that I have seen.
Kishan,
HR Guru
From India, New Delhi
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I like it. It has everything, and it is priced below all tools that I have seen.
Kishan,
HR Guru
From India, New Delhi
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Hello , Required Statutory compliance dashboard for Service industry . Regards, J D
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Dear Sir, I have required updated Statutory checklist if possible so please share it. Thanking You, Shishu Pal Singh
From India, Delhi
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From India, Delhi
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Payment of wages annual returns filling is mandatory? As per my knowledge its omitted in 1990 s .Pls share the omitted notification of annual returns of payment of wages act.
From India, Hyderabad
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From India, Hyderabad
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Hello,
Attached are the annual returns of payment of wages. Please refer to www.simpliance.in for a free online labor law library containing all recent amendments/notifications.
Regards,
Mohit
From India, Bengaluru
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Attached are the annual returns of payment of wages. Please refer to www.simpliance.in for a free online labor law library containing all recent amendments/notifications.
Regards,
Mohit
From India, Bengaluru
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(Fact Checked)-[The information provided is correct and relevant for compliance with labor laws in India. Thank you for sharing valuable resources.] (1 Acknowledge point)
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Labour laws compliance.doc
Compliance of labour laws.pdf
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(Fact Checked)-[The information provided regarding gratuity calculation based on last drawn pay and years of continuous service is accurate. Referring to the Gratuity Act for such calculations is a good practice. Keep up the good work!] (1 Acknowledge point)