I have 200 employees working in my organization based across India, with the registered office in Mumbai. We belong to the Pharma industry. The staff comprises employees based at the Head office (20%) and employees working in the field as Medical representatives (80%). I want to know what HR compliances need to be followed.
From India, Mumbai
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From India, Mumbai
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You may begin with the following action steps:
1. Constitute/form an internal committee separately for each of your establishments located at different geographical locations where ten (10) or more workers/employed persons are employed/engaged as per Section 4 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 and in line with the Companies (Accounts) Rules 2014 amended and gazetted on 31.7.2018; and
2. Discharge the duties of the employer listed under Section 19 of the said Act of 2013, namely:
i) Framing and displaying your establishment's policy regarding providing protection to women from sexual harassment at the workplace and creating a safe and secure workplace environment where no woman shall be subjected to sexual harassment;
ii) Organize twin workshops for internal committee members; and
iii) Organize mandatory awareness programs for employees at regular intervals;
iv) Incorporate in your standing orders or service rules the provision that sexual harassment shall constitute an act of misconduct punishable;
v) Publish the names and contact details of IC members to enable employees/others to initiate the submission of sexual harassment complaints or for seeking clarifications, etc.
It is compulsory that every presiding officer of each internal committee in India is duty-bound to file under her signature the mandatory annual report for the calendar year 2018 as prescribed in Rule-14 of the Central Rules framed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 under Section-21 with a copy thereof to her employer who, in turn, shall incorporate the contents/data in the company's annual report under Section-22.
Penalties prescribed are stringent for employers for non-compliance with provisions of the said Sexual Harassment of Women at Workplace Act 2013.
Simultaneously, initiate action to comply with the PF & MP Act, Shops & Establishments or Industrial Employment (Standing Orders) Act, Gratuity Act, Maternity Act, CL (R & A) Act, Minimum Wages Act, Payment of Wages Act, and other employment-related Acts applicable to your establishment.
Please take note that the law asks no one if they shall comply for that is not the choice; the only choice is how and when—before or after penalties are imposed which include, inter alia, fines, imprisonment, cancellation of business license, etc.
Kritarth Team is ready to assist.
12.12.18
From India, Delhi
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2141. Constitute/form an internal committee separately for each of your establishments located at different geographical locations where ten (10) or more workers/employed persons are employed/engaged as per Section 4 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 and in line with the Companies (Accounts) Rules 2014 amended and gazetted on 31.7.2018; and
2. Discharge the duties of the employer listed under Section 19 of the said Act of 2013, namely:
i) Framing and displaying your establishment's policy regarding providing protection to women from sexual harassment at the workplace and creating a safe and secure workplace environment where no woman shall be subjected to sexual harassment;
ii) Organize twin workshops for internal committee members; and
iii) Organize mandatory awareness programs for employees at regular intervals;
iv) Incorporate in your standing orders or service rules the provision that sexual harassment shall constitute an act of misconduct punishable;
v) Publish the names and contact details of IC members to enable employees/others to initiate the submission of sexual harassment complaints or for seeking clarifications, etc.
It is compulsory that every presiding officer of each internal committee in India is duty-bound to file under her signature the mandatory annual report for the calendar year 2018 as prescribed in Rule-14 of the Central Rules framed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 under Section-21 with a copy thereof to her employer who, in turn, shall incorporate the contents/data in the company's annual report under Section-22.
Penalties prescribed are stringent for employers for non-compliance with provisions of the said Sexual Harassment of Women at Workplace Act 2013.
Simultaneously, initiate action to comply with the PF & MP Act, Shops & Establishments or Industrial Employment (Standing Orders) Act, Gratuity Act, Maternity Act, CL (R & A) Act, Minimum Wages Act, Payment of Wages Act, and other employment-related Acts applicable to your establishment.
Please take note that the law asks no one if they shall comply for that is not the choice; the only choice is how and when—before or after penalties are imposed which include, inter alia, fines, imprisonment, cancellation of business license, etc.
Kritarth Team is ready to assist.
12.12.18
From India, Delhi
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