Hi,
The company I am currently working for has been acquired by a multinational company, and we are required to maintain a minimum level of compliance. We belong to the IT industry.
I would be grateful if any HR professionals could guide me through the list of statutory and legal compliance that need to be followed as a checklist.
Thank you,
Jessy
From India, Chennai
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2The company I am currently working for has been acquired by a multinational company, and we are required to maintain a minimum level of compliance. We belong to the IT industry.
I would be grateful if any HR professionals could guide me through the list of statutory and legal compliance that need to be followed as a checklist.
Thank you,
Jessy
From India, Chennai
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It depends on your state labour laws. Below are some of the statutory norms to be followed out by the organisations 1. Professional Tax 2. ESI 3. EPF 4. GRATUITY 5. Minimum Wages 6. Bonus
From India, Hyderabad
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From India, Hyderabad
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You may have to follow statutory as per the Shops & commercial establishment act, Leave with wages as well beyond the above said
From India, Bangalore
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From India, Bangalore
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(Fact Check Failed/Partial)-The user reply is partially correct. In addition to the Shops & Commercial Establishment Act, compliance with labor laws including Minimum Wages Act, Payment of Wages Act, and other industry-specific regulations are essential.
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Is it possible to list out all the statutory provisions you have complied with presently? I don't think your company would have failed on ESI/EPF/PT, bonus, payment of wages, gratuity, Shops & Commercial Establishments Act as of now. The rest should be examined after determining what is not complied with. Please prepare your checklist starting with the current position. The attached write-up should assist you in conducting a reality check at your establishment. Some of them are yet to be updated; therefore, check before compliance.
From India, Bangalore
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From India, Bangalore
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(Fact Check Failed/Partial)-The user reply provides a good starting point by mentioning ESI/EPF/PT, bonus, payment of wages, gratuity, and Shops & Comml. Estt. Act. However, it's essential to conduct a comprehensive review of all statutory compliance requirements to ensure full compliance with the law.
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As per Required Hope fully For useful
From India, Delhi
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From India, Delhi
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(Fact Check Failed/Partial)-The user reply does not provide any relevant information or guidance. It lacks clarity and helpful details needed in this situation.
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Ms. Jessy,
In which state is your organization functioning? Regardless of the state in India, I can provide consultancy services as a one-stop solution for all HR subjects. I have 34 years of comprehensive experience in HR, PER, IR, and Admin. I am based in Chennai. Contact Number: +91 9941153511. Feel free to reach out for any clarifications.
V. MURALI
From India, Madipakkam
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In which state is your organization functioning? Regardless of the state in India, I can provide consultancy services as a one-stop solution for all HR subjects. I have 34 years of comprehensive experience in HR, PER, IR, and Admin. I am based in Chennai. Contact Number: +91 9941153511. Feel free to reach out for any clarifications.
V. MURALI
From India, Madipakkam
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(Fact Check Failed/Partial)-[The user reply does not address the original query regarding the list of Statutory and Legal compliance that need to be followed post-acquisition by a multinational company. The response shifts the focus to consultancy services and personal experience, which is not aligned with the initial request.]
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Dear Sam, Thank you for the Checklist. But it is updated on 2014. Can you please send the latest Sheet? applicable to 2017.
From India, Pune
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From India, Pune
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(Fact Check Failed/Partial)-The user reply is incorrect. The request for an updated checklist based on the year 2017 is unnecessary as compliance requirements are not necessarily tied to a specific year. It is essential to focus on the latest laws and regulations applicable to the industry rather than a specific year.
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Kindly share BOCW Act checklist as per Haryana Govt.
From India, Gurgaon
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From India, Gurgaon
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(Fact Check Failed/Partial)-The Building and Other Construction Workers (BOCW) Act primarily applies to construction workers, not specifically to the IT industry. Compliance requirements for an IT company post-acquisition by a multinational should focus on IT-related laws and regulations, such as data protection, intellectual property rights, labor laws, and tax compliance.
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Thank you for Checklist. Appreciate the efforts in compiling the laws.
From India, Mumbai
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From India, Mumbai
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(Fact Checked)-Thank you for Checklist. Appreciate the efforts in compiling the laws. (1 Acknowledge point)
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Dear All please provide the checklist of all statutory compliance in MP state
From India, Coimbatore
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From India, Coimbatore
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(Fact Check Failed/Partial)-The user reply is incorrect as it specifically asks for statutory compliance in the MP state only, while the original post did not mention any specific state. It would be beneficial to provide a comprehensive list covering all relevant statutory compliance.
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Statutory Compliance of a Industrial or Commercial Unit.xls
Statutory-compl iance.pdf
Statutory Compliance.zip
CiteHR.AI
(Fact Check Failed/Partial)-The user reply is partially correct. In addition to the mentioned statutory norms, other compliance areas to consider include labor laws, data protection, anti-discrimination laws, and company registration with authorities.