Dear All, Pls find compliance report. With Regards, Chandramani H Singh
From India, Thiruvananthapuram
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2From India, Thiruvananthapuram
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It is must for every organization to follow the rules and regulation enforced by the Labor Ministry of India. For more information, you may visit site of Labour ministry or the local office.
From India, Delhi
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From India, Delhi
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Dear All, I am working as HR in IT company , can some body help me in making legal document for my company
From India, Mumbai
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From India, Mumbai
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Dear Sanjukta,
Greetings. If you have any problems in Pune with the labor department or any other statutory authorities, please let me know. I can help you in avoiding the "attempted corruption." I was with a US MNC for 10+ years handling a larger portfolio, including the one you are handling. Wish you ALWAYS the best.
From India, Mumbai
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Greetings. If you have any problems in Pune with the labor department or any other statutory authorities, please let me know. I can help you in avoiding the "attempted corruption." I was with a US MNC for 10+ years handling a larger portfolio, including the one you are handling. Wish you ALWAYS the best.
From India, Mumbai
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Dear [Recipient],
For an organization of your size, it will be critical if your management does not focus on this essential aspect of your business. There are two support groups required: day-to-day maintenance, which can be managed by a consultant, for which your management will have to pay, and legal support in case you encounter or wish to avoid legal complications. Today's business success lies in avoiding litigation, for which you must have experts advising you. Cost-cutting in compliances is akin to cutting the branch of a tree while sitting on it.
With regards,
Email: rajanassociates@eth.net
Office: 044-42620864, 044-55874684
From India, Bangalore
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For an organization of your size, it will be critical if your management does not focus on this essential aspect of your business. There are two support groups required: day-to-day maintenance, which can be managed by a consultant, for which your management will have to pay, and legal support in case you encounter or wish to avoid legal complications. Today's business success lies in avoiding litigation, for which you must have experts advising you. Cost-cutting in compliances is akin to cutting the branch of a tree while sitting on it.
With regards,
Email: rajanassociates@eth.net
Office: 044-42620864, 044-55874684
From India, Bangalore
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Dear All This will also help you to manage Statutory compliance with out any deviation which will avoid cash losses. Kafeel
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Dear Sanjukta,
Legal Compliance Management is really a cumbersome task for any organization of considerable size, like yours. As you mentioned, it consumes valuable quality time of departments and deviates from the core functions. Furthermore, having comprehensive knowledge in "Legal Compliance Management" poses a significant challenge for internal departments since it is not easy to manage compliance simultaneously with core functions.
Most companies of your size handle compliances either with the assistance of local consultants or through a more efficient alternative of outsourcing the Legal Compliance Management function to a Management services company like ours.
We provide Legal Compliance Management Services not only for HR and Admin but also cover all possible functions across any organization. As pioneers in LCM services, and with a clientele worldwide, including Fortune 500 companies, we leverage our vast experience to offer turnkey Legal Compliance Management solutions (including Compliance Management services) to our clients.
I recommend visiting the website www.chessconsulting.com to learn more about our services.
Please revert to avail the best of services.
Regards,
Naveen Bhardwaj
9871158855
From India, Delhi
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Legal Compliance Management is really a cumbersome task for any organization of considerable size, like yours. As you mentioned, it consumes valuable quality time of departments and deviates from the core functions. Furthermore, having comprehensive knowledge in "Legal Compliance Management" poses a significant challenge for internal departments since it is not easy to manage compliance simultaneously with core functions.
Most companies of your size handle compliances either with the assistance of local consultants or through a more efficient alternative of outsourcing the Legal Compliance Management function to a Management services company like ours.
We provide Legal Compliance Management Services not only for HR and Admin but also cover all possible functions across any organization. As pioneers in LCM services, and with a clientele worldwide, including Fortune 500 companies, we leverage our vast experience to offer turnkey Legal Compliance Management solutions (including Compliance Management services) to our clients.
I recommend visiting the website www.chessconsulting.com to learn more about our services.
Please revert to avail the best of services.
Regards,
Naveen Bhardwaj
9871158855
From India, Delhi
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Dear All,
Thanks to all for valid inputs.
I have managed to convince our management for the payment to labbour office.
Now, please guide me how all the following registers should be maintained on monthly basis.
TN Labour officers have asked us to maintain following registers: (I am also attaching the scan copies of these registers)
Please go through and advise.
Registers:
FORM P – Register of Advances Paid, Deduction for Damages or Losses and Fines
FORM Q – Register of Employment (Daily Hours of work done including Overtime)
FORM R – Register of Wages
FORM T – Wage Slip / Leave Card
Form VI – Register of National and Festival Holidays for the year
FORMS:
I - Description of Festivals as per sub rule (1) of Rule 3 of TN industrial estbl.
II – Notice for description of festivals – as per sub-rule (2) of Rule 3 of TN Industiral Estbl.
III – Festival Description – as per sub rule (5) of Rule 3 and sub-rule 4 of the TN Industrial Estbl.
V – Description of Holidays – as per sub rule (1) of Rule 5 of TN Industrial Estbl.
S – Notice of Daily Hours of Work, Rest Interval, Weekly Holiday, ETC for all the employees
X – Abstract of the Minimum Wages Act 1948
E.R Act
Form D
Maternity Benefit Act:
Form A – Register of Muster Roll
Regards,
Sanjukta
From India, Mumbai
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Thanks to all for valid inputs.
I have managed to convince our management for the payment to labbour office.
Now, please guide me how all the following registers should be maintained on monthly basis.
TN Labour officers have asked us to maintain following registers: (I am also attaching the scan copies of these registers)
Please go through and advise.
Registers:
FORM P – Register of Advances Paid, Deduction for Damages or Losses and Fines
FORM Q – Register of Employment (Daily Hours of work done including Overtime)
FORM R – Register of Wages
FORM T – Wage Slip / Leave Card
Form VI – Register of National and Festival Holidays for the year
FORMS:
I - Description of Festivals as per sub rule (1) of Rule 3 of TN industrial estbl.
II – Notice for description of festivals – as per sub-rule (2) of Rule 3 of TN Industiral Estbl.
III – Festival Description – as per sub rule (5) of Rule 3 and sub-rule 4 of the TN Industrial Estbl.
V – Description of Holidays – as per sub rule (1) of Rule 5 of TN Industrial Estbl.
S – Notice of Daily Hours of Work, Rest Interval, Weekly Holiday, ETC for all the employees
X – Abstract of the Minimum Wages Act 1948
E.R Act
Form D
Maternity Benefit Act:
Form A – Register of Muster Roll
Regards,
Sanjukta
From India, Mumbai
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Hi,
I am working with an IT solutions provider company based in Gurgaon. They have offices in OH and NJ and deal only with clients abroad. The total headcount of the company is 60 as of now (excluding US office staff).
We are registered under STPI. Can anyone please guide if there is anything else the company is liable for?
You can copy your responses to
.
Thanks and Regards, Pooja Sharma
From India, Ghaziabad
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I am working with an IT solutions provider company based in Gurgaon. They have offices in OH and NJ and deal only with clients abroad. The total headcount of the company is 60 as of now (excluding US office staff).
We are registered under STPI. Can anyone please guide if there is anything else the company is liable for?
You can copy your responses to
Thanks and Regards, Pooja Sharma
From India, Ghaziabad
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Dear Pooja,
Your office is also covered under various labor laws, leaving aside the Factories Act, i.e.,
1. Punjab Shops Act, 1958
2. The Payment of Gratuity Act, 1972
3. Punjab Labour Welfare Fund Act, 1965
4. Minimum Wages Act, 1948
5. The Payment of Bonus Act, 1965
6. The C L (R&A) Act, 1970, if employing 20 or more contract workers
7. Equal Remuneration Act, 1976, etc.
Please go through and take action accordingly.
Submitted as requested.
Regards,
R.N.Khola
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
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Your office is also covered under various labor laws, leaving aside the Factories Act, i.e.,
1. Punjab Shops Act, 1958
2. The Payment of Gratuity Act, 1972
3. Punjab Labour Welfare Fund Act, 1965
4. Minimum Wages Act, 1948
5. The Payment of Bonus Act, 1965
6. The C L (R&A) Act, 1970, if employing 20 or more contract workers
7. Equal Remuneration Act, 1976, etc.
Please go through and take action accordingly.
Submitted as requested.
Regards,
R.N.Khola
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
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