hai, all of you get benefit of this ppt with regards, Dr.M.LathaNatarajan
From India, Namakkal
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7From India, Namakkal
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Please help me out for the below said documents as per the labour inspector required, How to go about it to update ourselves in keeping the documents according to their requirements. Please guide me and advice...
Regards,
Christy
Requirements for Labour and Conciliation Officer on or before 29th Sep 2011 need to be submitted.
1. Weekly offs and holidays to be mentioned on notice Boards
2. Registration Certificate (Form C) not Presented while verification and not displayed
3. Paid holidays are mentioned in From F
4. Employees are not informed about the paid holidays and the formats
5. Appointment letters to be issued to the employees in form Q
6. Inspection book was not maintained and presented while inspection
7. Documents related to the labour of the company was not presented
8. All the details are not displayed on the P. Notice
9. Combined Muster Roll Form T was not maintained and not presented
10. Salary slips to the employees in Form 6 was not given
11. Combined yearly statement in From Q to be produced
12. In the entrance of the company the Notice boards was not displayed in From 10
(Rules and regulations of the company and the minimum payment)
13. From 13 Not Displayed
14. Kannada signage board in the entrance is not displayed
15. Payment dates are not mentioned
16. The owner not maintained the register in Form D and not presented ( The Equal remuneration Act 1976 & Rules 1976)
From India, Bangalore
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Dear All,
Request to my friends to clarify the following:
We have about 50 employees who are under the CASUAL category, namely drivers, agriculture assistants, gardeners, cooks, office boys, watch and ward staff, etc. We, i.e., regular employees, are associated with one company. These casual workers are associated with another. As the regular employees' company commences production, the employees will be covered under PF with a ceiling limitation of Rs. 6,500. However, the casual workers' company is not engaged in any production, yet they are also provided PF coverage. The issue at hand is that all the casual workers have now formed a UNION registered under the Trade Union Act and are demanding that management issue appointment orders with benefits that apply to regular employees. In this circumstance, what can the HR Manager/Executive do? Should appointment orders be issued or not? If issuing orders is necessary, could I obtain an appointment order format for them?
Requesting clarification at the earliest.
Regards,
Murali
From India, Hyderabad
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Request to my friends to clarify the following:
We have about 50 employees who are under the CASUAL category, namely drivers, agriculture assistants, gardeners, cooks, office boys, watch and ward staff, etc. We, i.e., regular employees, are associated with one company. These casual workers are associated with another. As the regular employees' company commences production, the employees will be covered under PF with a ceiling limitation of Rs. 6,500. However, the casual workers' company is not engaged in any production, yet they are also provided PF coverage. The issue at hand is that all the casual workers have now formed a UNION registered under the Trade Union Act and are demanding that management issue appointment orders with benefits that apply to regular employees. In this circumstance, what can the HR Manager/Executive do? Should appointment orders be issued or not? If issuing orders is necessary, could I obtain an appointment order format for them?
Requesting clarification at the earliest.
Regards,
Murali
From India, Hyderabad
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Dear All,
I would like to request my friends to clarify the following:
We have around 50 employees who fall under the CASUAL category, namely, drivers, agriculture assistants, gardeners, cooks, office boys, watch & wards, etc. We, as regular employees, are associated with one company. These casual employees are associated with another company. As the regular employees' company starts its production, the employees are covered under PF by a ceiling limitation of Rs. 6,500. However, the casual employees' company is not related to any production, yet they are also given PF coverage.
My issue here is that all the casual workers have now formed a UNION registered under the Trade Union Act and are demanding that the Management issue appointment orders with benefits applicable to regular employees. In this scenario, what can the HR Manager/Executive do? Should appointment orders be issued or not? If they are required, could I have the appointment order format for them?
I kindly request clarification at your earliest convenience.
Regards, Murali
From India, Hyderabad
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I would like to request my friends to clarify the following:
We have around 50 employees who fall under the CASUAL category, namely, drivers, agriculture assistants, gardeners, cooks, office boys, watch & wards, etc. We, as regular employees, are associated with one company. These casual employees are associated with another company. As the regular employees' company starts its production, the employees are covered under PF by a ceiling limitation of Rs. 6,500. However, the casual employees' company is not related to any production, yet they are also given PF coverage.
My issue here is that all the casual workers have now formed a UNION registered under the Trade Union Act and are demanding that the Management issue appointment orders with benefits applicable to regular employees. In this scenario, what can the HR Manager/Executive do? Should appointment orders be issued or not? If they are required, could I have the appointment order format for them?
I kindly request clarification at your earliest convenience.
Regards, Murali
From India, Hyderabad
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Hi Christy,
What you mentioned below is the notice received from the officer to submit documents. Normally authorities issue such notice to produce documents.
You can procduce the documents whatever you have, if not you can prepare the same and produce it.
If you require any clarification you can contact on below no. I am based in BENGALURU.
Regards,
GEM
09845514623
Please help me out for the below said documents as per the labour inspector required, How to go about it to update ourselves in keeping the documents according to their requirements. Please guide me and advice...
Regards,
Christy
Contact Person – G. Thimme Gowda
1. Weekly offs and holidays to be mentioned on notice Boards
2. Registration Certificate (Form C) not Presented while verification and not displayed
3. Paid holidays are mentioned in From F
4. Employees are not informed about the paid holidays and the formats
5. Appointment letters to be issued to the employees in form Q
6. Inspection book was not maintained and presented while inspection
7. Documents related to the labour of the company was not presented
8. All the details are not displayed on the P. Notice
9. Combined Muster Roll Form T was not maintained and not presented
10. Salary slips to the employees in Form 6 was not given
11. Combined yearly statement in From Q to be produced
12. In the entrance of the company the Notice boards was not displayed in From 10
(Rules and regulations of the company and the minimum payment)
13. From 13 Not Displayed
14. Kannada signage board in the entrance is not displayed
15. Payment dates are not mentioned
16. The owner not maintained the register in Form D and not presented ( The Equal remuneration Act 1976 & Rules 1976)
[/QUOTE]
From India, Bangalore
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What you mentioned below is the notice received from the officer to submit documents. Normally authorities issue such notice to produce documents.
You can procduce the documents whatever you have, if not you can prepare the same and produce it.
If you require any clarification you can contact on below no. I am based in BENGALURU.
Regards,
GEM
09845514623
Sir,
Please help me out for the below said documents as per the labour inspector required, How to go about it to update ourselves in keeping the documents according to their requirements. Please guide me and advice...
Regards,
Christy
Requirements for Labour and Conciliation Officer on or before 29th Sep 2011 need to be submitted.
Contact Person – G. Thimme Gowda
1. Weekly offs and holidays to be mentioned on notice Boards
2. Registration Certificate (Form C) not Presented while verification and not displayed
3. Paid holidays are mentioned in From F
4. Employees are not informed about the paid holidays and the formats
5. Appointment letters to be issued to the employees in form Q
6. Inspection book was not maintained and presented while inspection
7. Documents related to the labour of the company was not presented
8. All the details are not displayed on the P. Notice
9. Combined Muster Roll Form T was not maintained and not presented
10. Salary slips to the employees in Form 6 was not given
11. Combined yearly statement in From Q to be produced
12. In the entrance of the company the Notice boards was not displayed in From 10
(Rules and regulations of the company and the minimum payment)
13. From 13 Not Displayed
14. Kannada signage board in the entrance is not displayed
15. Payment dates are not mentioned
16. The owner not maintained the register in Form D and not presented ( The Equal remuneration Act 1976 & Rules 1976)
[/QUOTE]
From India, Bangalore
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Dear Dr.M.Latha Natarajan, Mam the presentation was indeed a very useful one. May i request you to let us know the procedure for forming a works committee. Regards, Viswanadh
From India
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From India
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Hi all,
Can anyone suggest how to avoid these Telangana bandhs? All our company employees are taking advantage of these bandhs and not coming to the office. As a result, all our work is pending.
Could anyone list out the solutions for the above crisis?
Thanks in advance :-)
From India, Hyderabad
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Can anyone suggest how to avoid these Telangana bandhs? All our company employees are taking advantage of these bandhs and not coming to the office. As a result, all our work is pending.
Could anyone list out the solutions for the above crisis?
Thanks in advance :-)
From India, Hyderabad
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Hi,
Please issue a circular to everybody that they have to attend to work promptly and diligently. On any day of a bandh or closure due to band activities, the day will be considered as ABSENT, NO WORK, NO PAY. Upon resuming work, everyone must clear any backlogs.
Moreover, you have not mentioned whether yours is a manufacturing unit or a corporate establishment.
Regards,
GEM
From India, Bangalore
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Please issue a circular to everybody that they have to attend to work promptly and diligently. On any day of a bandh or closure due to band activities, the day will be considered as ABSENT, NO WORK, NO PAY. Upon resuming work, everyone must clear any backlogs.
Moreover, you have not mentioned whether yours is a manufacturing unit or a corporate establishment.
Regards,
GEM
From India, Bangalore
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Dear Mr. GEM,
Thank you for sharing information with all HR professionals. I have a small doubt. You mentioned "NO WORK NO PAY," which implies marking an employee as ABSENT, leading to Loss of Pay (LOP). However, if employees have Leaves in their account, can we adjust those leaves instead of showing LOP?
Please clarify this for me.
Regards,
Murali
From India, Hyderabad
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Thank you for sharing information with all HR professionals. I have a small doubt. You mentioned "NO WORK NO PAY," which implies marking an employee as ABSENT, leading to Loss of Pay (LOP). However, if employees have Leaves in their account, can we adjust those leaves instead of showing LOP?
Please clarify this for me.
Regards,
Murali
From India, Hyderabad
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