Hi, I look forward to your valuable views on the following
1. How to evaluate the scope of work done by a labor law consultant.
2. How much time it takes and why in house person cannot do it
3. The challenges faced in this activity is handled in house
With warm regards
Lakshmanan
From India, Kolkata
581. How to evaluate the scope of work done by a labor law consultant.
2. How much time it takes and why in house person cannot do it
3. The challenges faced in this activity is handled in house
With warm regards
Lakshmanan
From India, Kolkata
Dear Lakshmanan,
Engagement of a labor law consultant for your establishment depends on factors like nature of activity, no of workmen, existence of trade unions and its impact on industrial relations etc. Routine compliance works like preparation of wage bills, periodical payments to statutory authorities like ESI,EPF etc., maintenance of registers and records, filing of periodical returns etc should be done by in-house persons. Matters relating to disciplinary cases which have legal consequences, changes in service conditions, certification or amendment to standing orders, implementation of minimum wages, fixation of bonus etc., revision of wages and negotiations in this regard are matters involving the guidance of a consultant having experience in labor laws and industrial relations. Of course, if your HR head is well-conversant with labor laws and industrial relations and can guide his team properly, no necessity for a consultant.
In my opinion, you can have a consultant on retainer basis so that he can have a thorough idea about the industry and guide you then and there.
From India, Salem
Engagement of a labor law consultant for your establishment depends on factors like nature of activity, no of workmen, existence of trade unions and its impact on industrial relations etc. Routine compliance works like preparation of wage bills, periodical payments to statutory authorities like ESI,EPF etc., maintenance of registers and records, filing of periodical returns etc should be done by in-house persons. Matters relating to disciplinary cases which have legal consequences, changes in service conditions, certification or amendment to standing orders, implementation of minimum wages, fixation of bonus etc., revision of wages and negotiations in this regard are matters involving the guidance of a consultant having experience in labor laws and industrial relations. Of course, if your HR head is well-conversant with labor laws and industrial relations and can guide his team properly, no necessity for a consultant.
In my opinion, you can have a consultant on retainer basis so that he can have a thorough idea about the industry and guide you then and there.
From India, Salem
Dear Lakshmanan ji,
I am trying to give answer to you pointwise as under:
1. How to evaluate the scope of work done by labor law consultant?
Any consultant is supposed to be an expert. To evaluate the expert, you should be either an expert than him or hire someone expert than him and you by paying his cost.
2. How much time it takes and why in-house person cannot do it?
First part of your statement (I will not say it a question or questions) is beyond my understanding. How much time it takes, for what? If it it to evaluate the expert, it will depends upon who evaluate him.
As regards to the second part, in house person can certainly do it. You need to groom him to do this expert work. Unless you have expertise in it, you can not. On leaving a job by such in-house person, you have to again groom some one and keep on doing every now and then... Also during temporary absence by such in-house person, you have to take care of his job leaving aside your core activity.
3. The challenges faced if this activity is handled in house
Challenges are covered in my answer at Sr. 2 above.
Hope you have satisfied by my answers. And if not then hire my services. (Sorry, I couldn't stopped myself from making humour.)
From India, Mumbai
I am trying to give answer to you pointwise as under:
1. How to evaluate the scope of work done by labor law consultant?
Any consultant is supposed to be an expert. To evaluate the expert, you should be either an expert than him or hire someone expert than him and you by paying his cost.
2. How much time it takes and why in-house person cannot do it?
First part of your statement (I will not say it a question or questions) is beyond my understanding. How much time it takes, for what? If it it to evaluate the expert, it will depends upon who evaluate him.
As regards to the second part, in house person can certainly do it. You need to groom him to do this expert work. Unless you have expertise in it, you can not. On leaving a job by such in-house person, you have to again groom some one and keep on doing every now and then... Also during temporary absence by such in-house person, you have to take care of his job leaving aside your core activity.
3. The challenges faced if this activity is handled in house
Challenges are covered in my answer at Sr. 2 above.
Hope you have satisfied by my answers. And if not then hire my services. (Sorry, I couldn't stopped myself from making humour.)
From India, Mumbai
Our organization is engaged in similar nature of jobs for MNCs and Indian Cos. We are located at Howrah,near Nabanna, WB Govt. Administrative HQ. We are in this field for more than 10 years. If you are interested, you may contact us with your scope of jobs.
S KBandyopadhyay ( Howrah,WB)
USD HR Solutions
From India, New Delhi
S KBandyopadhyay ( Howrah,WB)
USD HR Solutions
From India, New Delhi
I wish add the few lines in addition to the above.
1. You need to understand applicable laws to you first and assess whether it can be done by you or your team.
2. Based on the above you may have an idea whether you require a consultant or not.
3. For evaluation of consultants work, You have to compliance issues arose and how he solved it, how much liability saved for company. Besides, his pre advises will make sure to be complied with all requirements and you will be trouble free.
4. You need to assess your IR situation, and need for expertise to enagage a consultant and benefits you are likely to derive etc.
Hope this will provide some inputs and helpful.
From India, Hyderabad
1. You need to understand applicable laws to you first and assess whether it can be done by you or your team.
2. Based on the above you may have an idea whether you require a consultant or not.
3. For evaluation of consultants work, You have to compliance issues arose and how he solved it, how much liability saved for company. Besides, his pre advises will make sure to be complied with all requirements and you will be trouble free.
4. You need to assess your IR situation, and need for expertise to enagage a consultant and benefits you are likely to derive etc.
Hope this will provide some inputs and helpful.
From India, Hyderabad
1. Scope of work of a Labor Law Consultant can be evaluated, depending upon the number of employees your establishment employs.
2. Even if you employ in-house labour law expert, the consultancy of labour law consultant who is independently practicing is of utmost importance because he knows the consequences of any action which you take or going to take against any employee or framing policies/drafting letters for him.
S. K. Mittal
9319956443
From India, Faridabad
2. Even if you employ in-house labour law expert, the consultancy of labour law consultant who is independently practicing is of utmost importance because he knows the consequences of any action which you take or going to take against any employee or framing policies/drafting letters for him.
S. K. Mittal
9319956443
From India, Faridabad
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