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 maintining monthly, proper submission of ESI and PF Challans and Attendance Registers at the entrance.
Is there anything else that to be monitored on monthly basis as per the Labour Laws?
What are the important labour laws to be followed related to maintaining registers in all the locations.
Actually yesterday Labour Officer came to our chennai office and asked for some registers that we have never maintained and also asked for some details as per laws to be mainted on the notice board.
He has also claimed for Rs.5000/- or will suit case in the labour court.
Please help to resolve this issue as he will again come on Monday.
Regards,
Sanjukta
From India, Mumbai
9I am working in a Domestic BPO with a manpower size of 3000 in PAN India. Can anybody guide me on Statutory Compliances.
We are maintining monthly, proper submission of ESI and PF Challans and Attendance Registers at the entrance.
Is there anything else that to be monitored on monthly basis as per the Labour Laws?
What are the important labour laws to be followed related to maintaining registers in all the locations.
Actually yesterday Labour Officer came to our chennai office and asked for some registers that we have never maintained and also asked for some details as per laws to be mainted on the notice board.
He has also claimed for Rs.5000/- or will suit case in the labour court.
Please help to resolve this issue as he will again come on Monday.
Regards,
Sanjukta
From India, Mumbai
dear sanjukta
BPO s are requried to follow all the laws applicable to other companies covered under shop and establishment act but BPOS does not follow it.regarding paying of 5000
is not a big issue .whether u maintain registers or donot maintain register that is required to be given to them to maintain relations.
you have maintain all registers required under ESI,PF ,Shop and est act,bonus act ,equal renumerastion act etc.
besides this you have to maintain notice board where you are required to write working hours,name of area insperctor ,rates of minimum wages,payment date
etc.
tks
j s malik
From India, Delhi
BPO s are requried to follow all the laws applicable to other companies covered under shop and establishment act but BPOS does not follow it.regarding paying of 5000
is not a big issue .whether u maintain registers or donot maintain register that is required to be given to them to maintain relations.
you have maintain all registers required under ESI,PF ,Shop and est act,bonus act ,equal renumerastion act etc.
besides this you have to maintain notice board where you are required to write working hours,name of area insperctor ,rates of minimum wages,payment date
etc.
tks
j s malik
From India, Delhi
Hi Malik,
Thanks for your response, well my company does not want to pay money as they says they are either ready to fight for it.
In that case how should i communicate to this labour officer on Monday. How should I convince him, can you suggest something?
Rgds,
Sanjukta
From India, Mumbai
Thanks for your response, well my company does not want to pay money as they says they are either ready to fight for it.
In that case how should i communicate to this labour officer on Monday. How should I convince him, can you suggest something?
Rgds,
Sanjukta
From India, Mumbai
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
From India, Pune
In that case Sanjukta you try and convince the management to sort it out there itself by managing the Lab. Officer which is the best option. Otherwise you have to present all register which he has asked which you don't have. It very clear that you follow the Law, manage it or pay fine.
If you go to court there also the court will ask to present those records and registers which again you don't have it.
How will you & management fight.
This is for reference which was posted by one of our HR folks on cite HR
https://www.citehr.com/90119-must-kn...ant-dates.html
Just search and there many other post which will help you for statutory complaince. Now onwards please do try keep records & registers update.
Regards,
Sandeep Kulkarni.
From India, Vadodara
If you go to court there also the court will ask to present those records and registers which again you don't have it.
How will you & management fight.
This is for reference which was posted by one of our HR folks on cite HR
https://www.citehr.com/90119-must-kn...ant-dates.html
Just search and there many other post which will help you for statutory complaince. Now onwards please do try keep records & registers update.
Regards,
Sandeep Kulkarni.
From India, Vadodara
Thanks everybody for valid responses.
Also please tell me as per Som's attached list, how we will be maintaining all these registers and books manually on monthly basis, this will consume lot of time.
How does the other organisations maintains it?
Regards,
Sanjukta
From India, Mumbai
Also please tell me as per Som's attached list, how we will be maintaining all these registers and books manually on monthly basis, this will consume lot of time.
How does the other organisations maintains it?
Regards,
Sanjukta
From India, Mumbai
R/Member,
In fact decision in the matter should be taken by you as these types of matters are to be decided at the top level management. As far as the site of statutory compliance is concerned my comments are as under:
Of course the attempt made is good but at the same time I would like to suggest the members to first decide the appropriate Govt. & then go through the State or Central Rules formats & then finalisethe by which date the return is to be sent & to which Central or State authority. I have also gone through this information/ chart as far as the information of submitting the returns under various labour Laws I have found that the formats relates to Central Govt. This means that where the Establishment is within the perview of Central Govt.then these formats are to used & compliance is to be made accordingly.
Submitted just for information for those who are to sent returns under various Labour Laws.
Regards,
Regards,
R.N.Khola
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
In fact decision in the matter should be taken by you as these types of matters are to be decided at the top level management. As far as the site of statutory compliance is concerned my comments are as under:
Of course the attempt made is good but at the same time I would like to suggest the members to first decide the appropriate Govt. & then go through the State or Central Rules formats & then finalisethe by which date the return is to be sent & to which Central or State authority. I have also gone through this information/ chart as far as the information of submitting the returns under various labour Laws I have found that the formats relates to Central Govt. This means that where the Establishment is within the perview of Central Govt.then these formats are to used & compliance is to be made accordingly.
Submitted just for information for those who are to sent returns under various Labour Laws.
Regards,
Regards,
R.N.Khola
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
Dear Sanjukta,
It is always better to have the consultant coz' they handle all the compliances right from obtaining registration certificates, maintenance of registers and all the compliances that needs to be followed. Cost if ofcourse involved but you do not have to cut a sorry figure in front of the labour authorities. I work for a company which has presence all over India with employee strengt of 8000. I'm able to manage compliance without any hitch with the help of my consultants.. My sincere advise 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
It is always better to have the consultant coz' they handle all the compliances right from obtaining registration certificates, maintenance of registers and all the compliances that needs to be followed. Cost if ofcourse involved but you do not have to cut a sorry figure in front of the labour authorities. I work for a company which has presence all over India with employee strengt of 8000. I'm able to manage compliance without any hitch with the help of my consultants.. My sincere advise 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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STATUTORY COMPLIANCES CHECKLIST ON VARIOUS LABOUR LAWS.xls