Sr. Manager Hr/admin
Consultant - Hr
Autumn Jane
Workplace Happiness
K C S Kutty
Labour Laws
Statutory Compliance
Licensing Of All Acts Across Pan India &
+3 Others

Thread Started by #vijupurohit

Dear All, Can you please share your thoughts and links describing the role of HR in general and legal and statutory compliances to be handled during mergers and integrations. Thanks Vijaya
11th August 2009 From United Kingdom, London
Hi Vijaya,

HR have an important role in case of mergers/integrations.Please find below my views on the topic.

*Employee PF accounts to be transfered to the new PF account(Collect Form-13 from the employees and Issue Form -3A(Contributionary card) from the old employer.Submit the Form-13 along with Form -3A in RPFC pertaining to the merger company).

*Continution of service for the Gratuity to be given by new company(merger company).Otherwise gratutiy amount can be transferred to the new company after caliculating with the present salary.

*If employees are covered under ESIC,we have to transfer all the existing numbers to the new company code by collecting Form-53 from the employees.Submit the Form-53 in the ESIC local office pertaining to the merger company.

*Any licneses and registrations under Factory act/Shops&commercial establishments has to be changed on the new company name with the necessary supportings.

*Inform all the authorities(EPF,ESIC,PT,LWF,Shops&Establishment,Fa ctories Inspector & Labour commissioner office)about the closer of legal entity/merger of the company.Inform in written and take the acknowledgement on the same.

Your feedback on above points would be appreciable.


Keshav Reddy.
12th August 2009 From India, Bangalore
I dont think all the above wud been cared by H.R people in term's of Statutory compliance .
Compliance itself is Totally a different vertical ,Don't mingle it into H.R activity.
Thank's & Regard's
12th August 2009 From India, Mumbai
Dear RS,
Please see Ms.Vijaya posting.She has mentioned clearly legal and statutory compliances.
Moreover if no complaince resource is available it is the part of HR to complete the things.I haven't mingled HR activities i just gave views on statutory compliance.
Keshav Reddy.
12th August 2009 From India, Bangalore
Sorry.Please attached the notifications. Regards, Keshav Reddy.
12th August 2009 From India, Bangalore

Attached Files
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File Type: pdf Minimum wages- Basic.pdf (146.3 KB, 1288 views)
File Type: pdf Minimum wages- Aug'09.pdf (305.8 KB, 610 views)

Sorry.. This posting has done for updation of minimum wages.It is mistakenly uploaded here.Please ignore. Regards, Keshav Reddy.
12th August 2009 From India, Bangalore
Dear Frnz,
Dont think as in all the organisations there will be seperate departments for HR as well as cpmpliance. Most of the organisations HR dept will take care of even Compliance. These details will be helpfull for those type of organisations.
Only huge organisations will be having individual departments for both. More over in some organisations admin people also takes care of both HR as well as compliance.
12th August 2009 From India, Bangalore
Dear Frndz,
Fully agree with rreddygk, he is not misleading but guiding that during any merger & acquisition or integration of organisations our liabilities get transfer to new stake holder. HR Plays an important & critical role in case of Merger & integrations. We need to provide MIS reports on status of statutory compliance before any Merger & integration. Always new partners in merger ask for status on Industrial Relations & statutory compliance which gives a clear feedback on status of HR related liabilities of an Organisation.
13th August 2009 From India, New Delhi
Mr Keshav Reddy is right. I would like to know what are functions of H.R. department from Mr Ravi 12345
13th August 2009 From India, Madras
Dear Frndz,
I wud like to say every one know wat is statutory compliance Theoritically ????????????????
When u start working practically u recognige personally how difficult is that to complete the task .
Reddy ur view on statutory compliance is gr8 ,But my question is that ,Do u think H.R team can handle all the above task without an help of a compliance resource or Consultant.
13th August 2009 From India, Mumbai
I have observed that some of the HR people are having an allergy to industrial relations, and statutory compliance relating to employees, and even welfare measures, couselling, grievance handling.
They think that HR means recruitment and training only. Nothing beyond that.
13th August 2009 From India, Madras
Dear Friends,

M&A is complex area and HR play a very important part in it. Remember for legal aspect there is separate team and HR will only play helping hand in legal issue. We can divide role of HR on the bases of his activity during various phase of M&A. (I am writing book in this area. Book is in pipeline so I am not able to give you match details. Some parts given below of raw part of book will give some idea)

Pre Deal Phase.

One of the first critical areas that HR can be involved is in assessing the potential compatibility of cultures…………. This involvement could also extend……………… the process as part of the due diligence. This could involve reviewing an array of things such as leadership style…………….. and values of the organisation, ………………..

Due Diligence Phase

Many of the HR activities identified in the pre deal phase are continued with greater detail in the due diligence phase to ascertain ………………obtained in phase one. It is during the due diligence phase that potential problems and risks are often identified……………….

Integration Planning Phase

It is during this phase when the HR professionals’ skills in project management………………. and change management are a critical asset to the life cycle of the merger or acquisition. HR is usually involved in a wide range of planning issues such as…………………..

Implementation Phase

Effectively, during the implementation phase, HR is required to deliver on the plans developed during the integration planning phase as well as respond to unexpected and new requirements ……………………..

One of the key roles for HR professionals during the implementation phase is the co-ordination of communications to staff. ………………….

In evaluating phase

Comparing the achievements ………………….against the original objectives, often HR professionals will use a range of tools such as cultural surveys to benchmark and monitor the success of establishing the new organisational culture……………………..

For more HR related information: White Eagle
13th August 2009 From India, Hyderabad
While this case study is compiled by the Ministry of Manpower of Singapore, the Role of HR in M&A is international. Autumn Jane
13th August 2009 From Singapore, Singapore

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File Type: pdf Role of HR in M&A.pdf (234.0 KB, 304 views)

Dear Geeta,
Can you able to see my pologies in the mail for wrong posting. I was posting minimum wages notification at the same time. So wrongly i attached the file. Please do some productive postings instead of pointing others postings.
14th August 2009 From India, Bangalore
Ms.Vijaya Purohit
You need to mention the category of the company namely Pharma,Engineering,Packaging company etc.
Than only exact documentations/Licenses/Certifications etc related HR and Legal/Statutory Compliance can be conveyed
There are different applications, for different company General Idea all above persons are correct..
As per Company manufacturing process and FG Check list can be prepared .
Further merging means Pvt Ltd to Ltd, MNC to MNC, Partnership to Pvt these all things to be taken in to consideration.
This is for your information. all the best
Mobile No.09408004617,
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3rd February 2017 From India, Mumbai
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