Dear HR fraternity,
I've joined a company which is a sole proprietorship based out of Ahmedabad. I want to know whether leave policies and other HR policies are applicable to a sole proprietorship company in India registered under the Bombay Shops & Establishment Act in Gujarat.
From India, Ahmedabad
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I've joined a company which is a sole proprietorship based out of Ahmedabad. I want to know whether leave policies and other HR policies are applicable to a sole proprietorship company in India registered under the Bombay Shops & Establishment Act in Gujarat.
From India, Ahmedabad
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The human resource policy, in my opinion, must be in accordance with the standing orders and laws. With the new wages code bill on the horizon, we must all adjust the policies to align with the upcoming changes. Legally speaking, the policy must address the following aspects:
- Classification of Workmen or Employees
- Issuance of Identity Cards and Access Control
- Working Hours
- Holidays and Leaves
- Attendance and Punctuality
- Payment of Wages
- Stoppage of Work
- Termination of Employment
- Disciplinary Action for Misconduct
- Suspension of Employees, etc.
Please refer to the following link for more information on drafting HR policies in line with Industrial Dispute Standing Orders: [Drafting of HR policies in line of Industrial Dispute Standing Order](http://www.shramsamadhan.com/p/draftingof-hr-policies-in-line-of.html)
Additionally, it is crucial to consider the Sexual Harassment Act. For key points to remember while drafting a Sexual Harassment Policy, please visit: [Key points to remember while drafting Sexual Harassment Policy](http://www.shramsamadhan.com/p/key-points-to-remember-while-drafting.html)
From India, Kolkata
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180- Classification of Workmen or Employees
- Issuance of Identity Cards and Access Control
- Working Hours
- Holidays and Leaves
- Attendance and Punctuality
- Payment of Wages
- Stoppage of Work
- Termination of Employment
- Disciplinary Action for Misconduct
- Suspension of Employees, etc.
Please refer to the following link for more information on drafting HR policies in line with Industrial Dispute Standing Orders: [Drafting of HR policies in line of Industrial Dispute Standing Order](http://www.shramsamadhan.com/p/draftingof-hr-policies-in-line-of.html)
Additionally, it is crucial to consider the Sexual Harassment Act. For key points to remember while drafting a Sexual Harassment Policy, please visit: [Key points to remember while drafting Sexual Harassment Policy](http://www.shramsamadhan.com/p/key-points-to-remember-while-drafting.html)
From India, Kolkata
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Dear friend,
First of all, a proprietorship firm is not a Co., though there is a provision to register a single-member Co. Also, whether the employees engaged by this firm are covered by the Shops Act to the extent of the minimum numbers as stipulated.
Secondly, please read the provisions of the Bombay Shops & Commercial Estt. Act applicable to such firms to understand certain clauses applicable for leave and other stipulations for its staff.
Thirdly, there are no difficulties in applying other provisions, if applicable, regarding the Payment of Wages, Minimum Wages, Bonus, Gratuity Act, etc.
From India, Bangalore
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First of all, a proprietorship firm is not a Co., though there is a provision to register a single-member Co. Also, whether the employees engaged by this firm are covered by the Shops Act to the extent of the minimum numbers as stipulated.
Secondly, please read the provisions of the Bombay Shops & Commercial Estt. Act applicable to such firms to understand certain clauses applicable for leave and other stipulations for its staff.
Thirdly, there are no difficulties in applying other provisions, if applicable, regarding the Payment of Wages, Minimum Wages, Bonus, Gratuity Act, etc.
From India, Bangalore
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