Dear Professionals,
I am Ratnakar working as a Sr.Executive IR with construction company where they are having 2500 plus labours deployed at site.
for all these workers can i maintain the statutory registers in computer. is it acceptable by commisioner of labour.
as per information technology act sec 7 is it possible. is this act relates to CLRT act also.
From India, Nalgonda
1I am Ratnakar working as a Sr.Executive IR with construction company where they are having 2500 plus labours deployed at site.
for all these workers can i maintain the statutory registers in computer. is it acceptable by commisioner of labour.
as per information technology act sec 7 is it possible. is this act relates to CLRT act also.
From India, Nalgonda
You have to maintain Site wise Registers under CLRA. because the Minimum wage may vary according to various Zone. Also the site wise register will be a easy reference for the DCIF if he comes for an inspection as RC, License and Site wise strength should Sync.
From India, Madurai
From India, Madurai
Dear Friend,
Thank you for your response actually i have not a problem with maintaining the registers.
my query is " can i maintain the data through computer generated xl sheet or hand written is mandatory.
From India, Nalgonda
Thank you for your response actually i have not a problem with maintaining the registers.
my query is " can i maintain the data through computer generated xl sheet or hand written is mandatory.
From India, Nalgonda
You shall maintain the computer generated format after getting prior approval from the authority.
From India, Madurai
From India, Madurai
Dear Ratnakar,
As per Act, there are certain Formats/Registers prescribed by the govt. (Like CLRA, Factory Act, Shops and Establishment Act, BOC Act etc.) which need to be comply.
You can maintain the data, but pls make sure the format should be as per requirement of the Labour Laws related to the site.
The sites may be in different state, different clients, different legal entity.
So pls first deeply check the required basic points (Format-Registers) than only implement to maintain the Statutory Data.
I would suggest, first note some basic points (Designation, DOB. DOJ, Local Address, Permanent address, Actual days in the month, No. of days Worked, Salary Structure, Deduction Detail, Net Salary, PF No., ESI No, OT Days, OT Payments, PT etc.
You can maintain the data in a "MASTER FILE" as per your format.
Later you can shift the data on the required format of each site.
Pls note in Factory Act, Labour Licence etc we need to furnish Returns (Haly Yearly, Annual) to govt office, so take care the points accordingly.
Although this is really a good idea to maintain monthwise data.
This will also help your management in MIS and decision taking for future planning.
Gud luk
From India, Delhi
As per Act, there are certain Formats/Registers prescribed by the govt. (Like CLRA, Factory Act, Shops and Establishment Act, BOC Act etc.) which need to be comply.
You can maintain the data, but pls make sure the format should be as per requirement of the Labour Laws related to the site.
The sites may be in different state, different clients, different legal entity.
So pls first deeply check the required basic points (Format-Registers) than only implement to maintain the Statutory Data.
I would suggest, first note some basic points (Designation, DOB. DOJ, Local Address, Permanent address, Actual days in the month, No. of days Worked, Salary Structure, Deduction Detail, Net Salary, PF No., ESI No, OT Days, OT Payments, PT etc.
You can maintain the data in a "MASTER FILE" as per your format.
Later you can shift the data on the required format of each site.
Pls note in Factory Act, Labour Licence etc we need to furnish Returns (Haly Yearly, Annual) to govt office, so take care the points accordingly.
Although this is really a good idea to maintain monthwise data.
This will also help your management in MIS and decision taking for future planning.
Gud luk
From India, Delhi
Dear MADANAGOPALASWAMY,
Can you please elaborate what is clearly clarified with all relevant provisions and rules?
This will help the members to understand more on the subject matter.
.................................................. .................................................. .................................................. .................................................. .................................................. .................................................. .................................................. .................................................. .................................................. ....................
From India, Mumbai
Can you please elaborate what is clearly clarified with all relevant provisions and rules?
This will help the members to understand more on the subject matter.
.................................................. .................................................. .................................................. .................................................. .................................................. .................................................. .................................................. .................................................. .................................................. ....................
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Working with communities.ppt
Statutory Compliance of a Industrial or Commercial Unit.xls