Hi Team,
I work as an HR Manager for an ITes company with a strength of 500 employees, based out of Bangalore.
I was formulating the Employee Handbook with all the HR Policies and there came the need of vetting the policies'.
1) Is it mandatory to get a Corporate law firm vet the policies
2) If so, could you please suggest me few Legal Statutory Compliance (Corporate Law firms) firms who could help me with the same.
3) Else could you guide me as to what would be the procedure
Thanks in advance.
Shwetha
From United States, Plano
I work as an HR Manager for an ITes company with a strength of 500 employees, based out of Bangalore.
I was formulating the Employee Handbook with all the HR Policies and there came the need of vetting the policies'.
1) Is it mandatory to get a Corporate law firm vet the policies
2) If so, could you please suggest me few Legal Statutory Compliance (Corporate Law firms) firms who could help me with the same.
3) Else could you guide me as to what would be the procedure
Thanks in advance.
Shwetha
From United States, Plano
Dear Shwetha,
There are two sets of HR policies. First one derived labour laws applicable, especially, arising out of Karnataka Shops and Establishment Rules, 1963. Second one is for running internal administration of the company. Before going for the first one, let me ask you whether you have framed standing orders? As such you have 500 employees working in your company. Therefore, it is important for you to have standing orders.
To design standing orders, you may or may not hire services of lawyer who handles cases of labour laws. Otherwise even labour consultant also may suffice the purpose. Labour consultant's may or may not be lawyer however, forever they keep on visiting labour offices and overall they know the psychology of the labour officers.
For other set of policies, you may hire services HR Consultant. For labour consulting services, feel free to approach me. I will provide you the contact details.
Thanks,
Dinesh Divekar
From India, Bangalore
7879There are two sets of HR policies. First one derived labour laws applicable, especially, arising out of Karnataka Shops and Establishment Rules, 1963. Second one is for running internal administration of the company. Before going for the first one, let me ask you whether you have framed standing orders? As such you have 500 employees working in your company. Therefore, it is important for you to have standing orders.
To design standing orders, you may or may not hire services of lawyer who handles cases of labour laws. Otherwise even labour consultant also may suffice the purpose. Labour consultant's may or may not be lawyer however, forever they keep on visiting labour offices and overall they know the psychology of the labour officers.
For other set of policies, you may hire services HR Consultant. For labour consulting services, feel free to approach me. I will provide you the contact details.
Thanks,
Dinesh Divekar
From India, Bangalore
Hi. I Have joined as an HR HEAD in one of the reputed educational institution were employee strength is nearly 3000. unfortunately there was no HR Policy related to Recruitment, leave, F&F Settlement, etc.. it is not full-pledged. Here Men Management, recruitment was Handled by Administrative Officer. Statutory parts Payroll & Provident fund handled by Finance office. Now management wants to centralize the HR activities under the HR Department. Now its my responsibility to coordinate with the HR Activities. Here AO;s Will report me in certain extents, and Three staffs given me for Payroll & Documentation. so kindly suggest me to bring up the Leave policy, Recruitment policy, (HR Policy), Statutaory Requirements, relating to labor license,
From India, Manipala
From India, Manipala
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