Hi I am a intern in a mobile retail chain can i get all the statement and forms to be checked in statutory compliances related to it. Also suggestions are welcomed.
From India, Delhi
From India, Delhi
Dear Asad, Could you please specify the legislation’s for which you may require the forms and checklist... Regards, Janardan
From India, Mumbai
85From India, Mumbai
Thank you sir, the laws which i need help on are :
Minimum wages act
Payment of wages act
Gratuity benefits and payment act
Maternity Benefits
Workmen compensation act
I have the abstract of these laws but they are not updated with recent amendments.
if you could provide me with latest statements and check-list it would be a great help.
From India, Delhi
Minimum wages act
Payment of wages act
Gratuity benefits and payment act
Maternity Benefits
Workmen compensation act
I have the abstract of these laws but they are not updated with recent amendments.
if you could provide me with latest statements and check-list it would be a great help.
From India, Delhi
Dear Mr. Asad, though u should hire a consultants for such kind of things, anyhow pls find the abstract from misc. acts for ur querries:_
Minimum Wages Act:- The minimum wages is paid as per notification issued by the State, employee is working. In case differently located employees act will be applicable as per the state/s. Payment for OT shoyld double of the ordinary rate.
Payment of Wages Act: I have not gone thru this act very deeply, but it should be like, salary whould be paid on or before 07th of every month. Weekly off should be given to employees, salary should be transfer to Bank a/cs thru ECS or cheque should be issued. etcccc.
Gratuity Act:- Every factory, mine, oil field, plantation, port, railways, company, shop, establishment or educational institutions employing 10 or more employees. On rendering of 5 years’ service it is due. pybl @ 15 days’ wages (last drawn) for every completed year as if the month comprises of 26 days.
Maternity Act:- Women indulging temporary of unmarried are eligible for maternity benefit when she is expecting a child and has worked for her employer for at least 80 days in the 12 months immediately proceeding the date of her expected delivery.
Leave with average pay for six weeks before the delivery.
Leave with average pay for six weeks after the delivery.
An additional leave with pay up to one month if the woman shows proof of illness due to the pregnancy, delivery, miscarriage, or premature birth.
In case of miscarriage, six weeks leave with average pay from the date of miscarriage.
If the women is covered under ESI, the facility provided by ESIC dept.
Bonus Act:- Every factory where in 10 or more persons are employed with the aid of power or
An establishment in which 20 or more persons are employed without the aid of power on any day during an accounting year. Salary or wages includes D.A. but not-OT, HRA, incentive or comm. Paid @ 8.33% of the wages drawn during the year.
Workmen Compensation Act:-All workers either directly or through contractor or a person recruited to work. On death or personal injury resulting into total or partial disablement or occupational disease caused to a workman arising out of and during the course of employment.
Where death results from the injury:-
An amount equal to fifty per cent of the monthly wages of the deceased workman multiplied by the relevant factor on an amount of eighty thousand rupees, whichever is more.
Where permanent total disablement results from the injury.
An amount equal to sixty per cent of the monthly wages of the injured workman multiplied by the relevant factor or an amount of ninety thousand rupees, whichever is more
From India, Delhi
Minimum Wages Act:- The minimum wages is paid as per notification issued by the State, employee is working. In case differently located employees act will be applicable as per the state/s. Payment for OT shoyld double of the ordinary rate.
Payment of Wages Act: I have not gone thru this act very deeply, but it should be like, salary whould be paid on or before 07th of every month. Weekly off should be given to employees, salary should be transfer to Bank a/cs thru ECS or cheque should be issued. etcccc.
Gratuity Act:- Every factory, mine, oil field, plantation, port, railways, company, shop, establishment or educational institutions employing 10 or more employees. On rendering of 5 years’ service it is due. pybl @ 15 days’ wages (last drawn) for every completed year as if the month comprises of 26 days.
Maternity Act:- Women indulging temporary of unmarried are eligible for maternity benefit when she is expecting a child and has worked for her employer for at least 80 days in the 12 months immediately proceeding the date of her expected delivery.
Leave with average pay for six weeks before the delivery.
Leave with average pay for six weeks after the delivery.
An additional leave with pay up to one month if the woman shows proof of illness due to the pregnancy, delivery, miscarriage, or premature birth.
In case of miscarriage, six weeks leave with average pay from the date of miscarriage.
If the women is covered under ESI, the facility provided by ESIC dept.
Bonus Act:- Every factory where in 10 or more persons are employed with the aid of power or
An establishment in which 20 or more persons are employed without the aid of power on any day during an accounting year. Salary or wages includes D.A. but not-OT, HRA, incentive or comm. Paid @ 8.33% of the wages drawn during the year.
Workmen Compensation Act:-All workers either directly or through contractor or a person recruited to work. On death or personal injury resulting into total or partial disablement or occupational disease caused to a workman arising out of and during the course of employment.
Where death results from the injury:-
An amount equal to fifty per cent of the monthly wages of the deceased workman multiplied by the relevant factor on an amount of eighty thousand rupees, whichever is more.
Where permanent total disablement results from the injury.
An amount equal to sixty per cent of the monthly wages of the injured workman multiplied by the relevant factor or an amount of ninety thousand rupees, whichever is more
From India, Delhi
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STATUTORY COMPLIANCES CHECKLIST ON VARIOUS LABOUR LAWS.xls