Dear Seniors,
Recently it was published in the TOI on 3rd jan 2012, that most of the companies have struck out their Muster as well as leave registers and does not keep any muster to monitor employees walk-ins at work. Of-course this new trend will improve the productivity from an employee and perhaps it will also help in employee retention. It is a good start.....
I want to know that in such case how the factory act rules can be followed & complied where it is mandatory to maintain the muster register form no 28 and leave register form no 20.
Need your expert guidance on this.
Regards,
Vijay Kumar
Silvassa
From India, Silvassa
7Recently it was published in the TOI on 3rd jan 2012, that most of the companies have struck out their Muster as well as leave registers and does not keep any muster to monitor employees walk-ins at work. Of-course this new trend will improve the productivity from an employee and perhaps it will also help in employee retention. It is a good start.....
I want to know that in such case how the factory act rules can be followed & complied where it is mandatory to maintain the muster register form no 28 and leave register form no 20.
Need your expert guidance on this.
Regards,
Vijay Kumar
Silvassa
From India, Silvassa
Dear Silvassa,
Today's scenario most of the company has moved for attendance swiping card machine ( T & A) and they use HRIS/HRM software for processing the salary. Moreover every organisation has their own HRIS/HRM software which has the details of all employees related to week off, Leave balances, Leave approval, un authorised leave etc. So it is easy for HR's to process in salary/reports in short span of time.
But, as per law we have to maintain the registers as per the respective Factory/Shops act.
So the companies will be having consultant to take care of all the statutory registers /records or the company will take an exemption from the labour department to maintain all the registers in soft copy.
From India, Mumbai
Today's scenario most of the company has moved for attendance swiping card machine ( T & A) and they use HRIS/HRM software for processing the salary. Moreover every organisation has their own HRIS/HRM software which has the details of all employees related to week off, Leave balances, Leave approval, un authorised leave etc. So it is easy for HR's to process in salary/reports in short span of time.
But, as per law we have to maintain the registers as per the respective Factory/Shops act.
So the companies will be having consultant to take care of all the statutory registers /records or the company will take an exemption from the labour department to maintain all the registers in soft copy.
From India, Mumbai
Dear Mr. Shenbagarajan,
Thanks for your opinion.
But my question was - if a company is not maintaining any record like muster register, leave register either in soft OR in hard, then how to comply with the statutory norms. Of course we can apply for exemption from the labour commissioner / factory inspector to maintain the records in soft but what about for no record maintenance?
Hope I am able to express my query correctly.
Regards,
Vijay Kumar
From India, Silvassa
Thanks for your opinion.
But my question was - if a company is not maintaining any record like muster register, leave register either in soft OR in hard, then how to comply with the statutory norms. Of course we can apply for exemption from the labour commissioner / factory inspector to maintain the records in soft but what about for no record maintenance?
Hope I am able to express my query correctly.
Regards,
Vijay Kumar
From India, Silvassa
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