Dear All,
I am working in a Domestic BPO with a manpower size of 3000 in PAN India. Can anybody guide me on Statutory Compliances? We are maintaining monthly, proper submission of ESI and PF Challans, and Attendance Registers at the entrance. Is there anything else that needs to be monitored on a monthly basis as per the Labour Laws? What are the important labor laws to be followed related to maintaining registers in all the locations?
Actually, yesterday a Labor Officer came to our Chennai office and asked for some registers that we have never maintained. He also requested some details to be displayed on the notice board as per the laws. He has also claimed Rs. 5000/- or will file a case in the labor court. Please help to resolve this issue as he will come again on Monday.
Regards,
Sanjukta
From India, Mumbai
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10I am working in a Domestic BPO with a manpower size of 3000 in PAN India. Can anybody guide me on Statutory Compliances? We are maintaining monthly, proper submission of ESI and PF Challans, and Attendance Registers at the entrance. Is there anything else that needs to be monitored on a monthly basis as per the Labour Laws? What are the important labor laws to be followed related to maintaining registers in all the locations?
Actually, yesterday a Labor Officer came to our Chennai office and asked for some registers that we have never maintained. He also requested some details to be displayed on the notice board as per the laws. He has also claimed Rs. 5000/- or will file a case in the labor court. Please help to resolve this issue as he will come again on Monday.
Regards,
Sanjukta
From India, Mumbai
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Dear Sanjukta,
BPOs are required to follow all the laws applicable to other companies covered under the Shop and Establishment Act, but BPOs do not follow it. Regarding the payment of 5000, it is not a big issue. Whether you maintain registers or do not maintain registers that are required to be given to them to maintain relations. You have to maintain all registers required under ESI, PF, Shop and Establishment Act, Bonus Act, Equal Remuneration Act, etc. Besides this, you have to maintain a notice board where you are required to write working hours, name of the area inspector, rates of minimum wages, payment date, etc.
Thank you,
J.S. Malik
From India, Delhi
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BPOs are required to follow all the laws applicable to other companies covered under the Shop and Establishment Act, but BPOs do not follow it. Regarding the payment of 5000, it is not a big issue. Whether you maintain registers or do not maintain registers that are required to be given to them to maintain relations. You have to maintain all registers required under ESI, PF, Shop and Establishment Act, Bonus Act, Equal Remuneration Act, etc. Besides this, you have to maintain a notice board where you are required to write working hours, name of the area inspector, rates of minimum wages, payment date, etc.
Thank you,
J.S. Malik
From India, Delhi
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Hi Malik,
Thanks for your response. Well, my company does not want to pay money as they say they are ready to fight for it. In that case, how should I communicate with the labor officer on Monday? How can I convince him? Can you suggest something?
Rgds,
Sanjukta
From India, Mumbai
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Thanks for your response. Well, my company does not want to pay money as they say they are ready to fight for it. In that case, how should I communicate with the labor officer on Monday? How can I convince him? Can you suggest something?
Rgds,
Sanjukta
From India, Mumbai
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hello Sanjukta, I am fully satisfy with mr. malik, thts not part of interest your organisation is liable for the follow statutory compliances. And how they fight for? Regadrs Nilesh
From India, Pune
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From India, Pune
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In that case, Sanjukta, you should try to convince the management to resolve it on-site by managing the Lab Officer, which is the best option. Otherwise, you will have to present all the registers he has requested, which you don't have. It is very clear that you must follow the law, manage it, or pay a fine. If you go to court, the court will also request the presentation of those records and registers, which again you don't have.
How will you and the management fight this? This is for reference, as posted by one of our HR colleagues on Cite HR: https://www.citehr.com/90119-must-kn...ant-dates.html. Just search, and there are many other posts that will help you with statutory compliance. From now on, please try to keep records and registers updated.
Regards,
Sandeep Kulkarni.
From India, Vadodara
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How will you and the management fight this? This is for reference, as posted by one of our HR colleagues on Cite HR: https://www.citehr.com/90119-must-kn...ant-dates.html. Just search, and there are many other posts that will help you with statutory compliance. From now on, please try to keep records and registers updated.
Regards,
Sandeep Kulkarni.
From India, Vadodara
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Sanjukta Find the attached compliance check list, mandatory to maintain. Som
From India, Bangalore
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From India, Bangalore
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Thank you, everybody, for the valid responses.
Also, please tell me, as per Som's attached list, how we will be maintaining all these registers and books manually on a monthly basis. This will consume a lot of time. How do other organizations maintain it?
Regards,
Sanjukta
From India, Mumbai
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Also, please tell me, as per Som's attached list, how we will be maintaining all these registers and books manually on a monthly basis. This will consume a lot of time. How do other organizations maintain it?
Regards,
Sanjukta
From India, Mumbai
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Dear Member,
In fact, the decision in the matter should be taken by you, as these types of matters are to be decided at the top level of management. As far as the site of statutory compliance is concerned, my comments are as follows:
Of course, the attempt made is good, but at the same time, I would like to suggest the members to first decide the appropriate Government and then go through the State or Central Rules formats and then finalize by which date the return is to be sent and to which Central or State authority. I have also gone through this information/chart. As far as the information on submitting the returns under various labor laws, I have found that the formats relate to the Central Government. This means that where the establishment is within the purview of the Central Government, these formats are to be used and compliance is to be made accordingly.
Submitted just for information for those who are to send returns under various Labor Laws.
Regards,
R.N. Khola
(Labor Law & Legal Consultants)
09810405361
From India, Delhi
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In fact, the decision in the matter should be taken by you, as these types of matters are to be decided at the top level of management. As far as the site of statutory compliance is concerned, my comments are as follows:
Of course, the attempt made is good, but at the same time, I would like to suggest the members to first decide the appropriate Government and then go through the State or Central Rules formats and then finalize by which date the return is to be sent and to which Central or State authority. I have also gone through this information/chart. As far as the information on submitting the returns under various labor laws, I have found that the formats relate to the Central Government. This means that where the establishment is within the purview of the Central Government, these formats are to be used and compliance is to be made accordingly.
Submitted just for information for those who are to send returns under various Labor Laws.
Regards,
R.N. Khola
(Labor Law & Legal Consultants)
09810405361
From India, Delhi
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Dear Sanjukta,
It is always better to have the consultant because they handle all the compliances right from obtaining registration certificates, maintenance of registers, and all the compliances that need to be followed. Cost is, of course, involved, but you do not have to cut a sorry figure in front of the labor authorities. I work for a company that has a presence all over India with an employee strength of 8000. I'm able to manage compliance without any hitch with the help of my consultants. My sincere advice is to appoint a consultant and leave the rest to them. I can share the details of them if you so require.
From India, Madras
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It is always better to have the consultant because they handle all the compliances right from obtaining registration certificates, maintenance of registers, and all the compliances that need to be followed. Cost is, of course, involved, but you do not have to cut a sorry figure in front of the labor authorities. I work for a company that has a presence all over India with an employee strength of 8000. I'm able to manage compliance without any hitch with the help of my consultants. My sincere advice is to appoint a consultant and leave the rest to them. I can share the details of them if you so require.
From India, Madras
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(Fact Checked)-[B]Response[/B]: Sanjukta, it's important to address this professionally. Communicate willingness to comply with the law. Seeking legal advice is advisable. Good luck! (1 Acknowledge point)