Dear Thakkar_richa,
You need to understand first what are the laws applicable to you and its' features. Do not bother for your management. If your management is willingly making breach of laws, the management is responsible for consequences and not you.However, you should able to give your management proper inputs on compliance of applicable laws and repercussion on non-compliance of it.
From your above quote what I understand that you should up date yourself on labour laws.
From India, Mumbai
2556You need to understand first what are the laws applicable to you and its' features. Do not bother for your management. If your management is willingly making breach of laws, the management is responsible for consequences and not you.However, you should able to give your management proper inputs on compliance of applicable laws and repercussion on non-compliance of it.
From your above quote what I understand that you should up date yourself on labour laws.
From India, Mumbai
Ya i am aware about alteast certain laws.
1)For PF- The Act is applicable to establishment having 20 or more and it is mandatory to provide to employee having salary(Basic +DA) less than 6500. I meant none of the employees have salary less than 6500. So here PF can be optional. I also understand that few companies provide optional PF
2) For Bonus- Employees having Basic +DA less than 10,000 are covered. We just have 2 employees and we provide them festival bonus but that is not as per Bonus Act.
3)For Minimum wage - There is certain Amount fixed for skilled and unskilled which is around 7800 /- and all the employees have salary more than 7800
Other Acts like ESIC and Gratuity we have not yet complied too.
Pls correct me if I am wrong
From India, Mumbai
1)For PF- The Act is applicable to establishment having 20 or more and it is mandatory to provide to employee having salary(Basic +DA) less than 6500. I meant none of the employees have salary less than 6500. So here PF can be optional. I also understand that few companies provide optional PF
2) For Bonus- Employees having Basic +DA less than 10,000 are covered. We just have 2 employees and we provide them festival bonus but that is not as per Bonus Act.
3)For Minimum wage - There is certain Amount fixed for skilled and unskilled which is around 7800 /- and all the employees have salary more than 7800
Other Acts like ESIC and Gratuity we have not yet complied too.
Pls correct me if I am wrong
From India, Mumbai
Dear All,
I am also facing same problem of maintaining registers under the Bombay Shop and Establishment Act.Inspector told me that you should inform to Labour office about your online system.But when I visited labour office they told that now there are no any such type of requirement of submit your details to us,
From India, Chandigarh
I am also facing same problem of maintaining registers under the Bombay Shop and Establishment Act.Inspector told me that you should inform to Labour office about your online system.But when I visited labour office they told that now there are no any such type of requirement of submit your details to us,
From India, Chandigarh
Dear All,
I was also gone through the same and searching for the discussion on same topic. Thanks to Mr. Koregaonkar & Mr. Prabhudesai on this topic.
https://www.citehr.com/523763-permis...onic-form.html
Regards,
Avinash K.
From India, Mumbai
I was also gone through the same and searching for the discussion on same topic. Thanks to Mr. Koregaonkar & Mr. Prabhudesai on this topic.
https://www.citehr.com/523763-permis...onic-form.html
Regards,
Avinash K.
From India, Mumbai
Dear All,
I have come across the problem of not renewing Shop & Establishment Licence of one of our office, where no employee is working but we had taken licence for it.
But unfortunately, we had missed to renew licence, now shops inspector had pointed out the same and given us letter for this. He also told us that we will receive notice from court for not renewing licence for that office.
I just want to know what would be consequence of such notice from court? we are ready to remit penalty but whether this offence is so serious that it will require notice from court or appearance in court by the directors of the company?
Looking forward for reply.
Regards,
Avinash K.
From India, Mumbai
I have come across the problem of not renewing Shop & Establishment Licence of one of our office, where no employee is working but we had taken licence for it.
But unfortunately, we had missed to renew licence, now shops inspector had pointed out the same and given us letter for this. He also told us that we will receive notice from court for not renewing licence for that office.
I just want to know what would be consequence of such notice from court? we are ready to remit penalty but whether this offence is so serious that it will require notice from court or appearance in court by the directors of the company?
Looking forward for reply.
Regards,
Avinash K.
From India, Mumbai
Can anyone le us know the procedure for applying the exemption from filing manual registers? I also have an electronic form of attendance in HRMS module.
From India,
From India,
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.
152120-very-use ful-hr-manageme nt-software-bui lt-excel-psa-hr -manager-mainta in-payrrol-exce l-soft.zip
Tips to Maintain a Good Relationship with your Boss.ppt
SEVEN WAYS ADMINS CAN MAINTAIN WORK LIFE BALANCE.doc