Pbskumar2006
Sr.manager-hr
P Ramachandran
Hr & Administrative Manager
Loginmiracle
Consultant & G.m.
Prashant-1966
Statutory Compliance,govt. Liasioning
Shishupal79
Industrial Relations Officer
Daymasunil
Asst. Mgr - Hr & Admin
+11 Others

Thread Started by #trivikram_dasu

Hi every body, Request to share the compliance dashbord (checklist) for various labour laws in India, if anybody has put that in practice. regards vikram
3rd December 2011 From India, Hyderabad
Hi vikram, I guess people out there are putting them in to practice. However which industry you belong to?
3rd December 2011 From India, Madras
Dear Trivikram ji, Please see the attachment "COMPLIANCE CHECKLIST ON VARIOUR LABOUR LAWS may be usefuly for every one requirements Regards, PBS KUMAR
4th December 2011 From India, Kakinada

Attached Files
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File Type: xls STATUTORY COMPLIANCES CHECKLIST ON VARIOUS LABOUR LAWS.xls (206.0 KB, 22139 views)

Thanks for the rersponses electronic.waste and Mr. PBS Kumar. For Electronic .Waste - Our entity is into infrastructure, construction and waste management regards Trivikram
5th December 2011 From India, Hyderabad
15 days of the last drawn pay on completion 5 years of continuous service only on every year of service till last year/month of employment. Please refer to the gratuity act. That is the ready reckoner for this and many other enactment and compliance in various industries.
V. Rangarajan.
5th December 2011 From India, Pune
Dear All, Please find attached herewith the statuory complaince pertaining to different labour laws and Enviromental laws.
5th December 2011 From India, Pune
Dear Mr.P B S Kumar, The info that you have provided is very useful and I hope it is updated. Regards Hema
6th December 2011 From India, Mumbai
Dear members,
The HR practioners in this forum may through light and share their experience with others so that the primary objective of knowledge sharing is attained. The basic rules and regulaion, compliance procedures need to be adhered in accordnace with laid down laws and procedures in respective industries.
By reading the laws and intrepretation in the laws will also give the snopsis various judgements of different cases based on the various factors of each case. the case study will prove to be more useful to us than the ready made replies.
Thanks and regards.
V. Rangarajan.
6th December 2011 From India, Pune
Dear Trivikram ji, Please see the attachment "COMPLIANCE CHECKLIST ON VARIOUR LABOUR LAWS may be usefuly for every one requirements Regards, PBS KUMAR
6th December 2011 From India, Madras
Dear all, please may share the state rules of andhra pradesh of all labour and industrial acts.like AP Factory rules, ID act rules, Minimum wages rules etc..., with regards.,
6th December 2011 From India, Bangalore
can anybdy tell me the calculation on PF slips as it shows opening balance and closing balance bt in cb employee's cont. and employer's contribution has to be same bt it is different
Plz give me if any formula require
Regards
6th December 2011 From India, New Delhi
We are a pharma company and our labour license was pending since 3 years and we had completed paying the challans with penalty and also the labour welfare contribution just recently for all the 3 years.
But still we are unable to get the required labour license?
Is there any other penalty clause except for the statutory ones?
How long will it take for the license to be procured?
As informed by local labour dept, there is a penalty clause of Rs 250/- per day for all the 3 years, is the same there in any act of Labour?
Our company is currently under huge
losses?
Request for your help and valuable suggestions?
Regards,
Ravi
19th March 2012 From India, Madras
If yours is a co. regd.under the Companies Act, 1956 (?) and is a manufacturing industry, a Regn. under the Factories Act/AP Factories Rules, and Central Excise Licence, VAT/PT/PF/ESIC Regn. are good enough. If Ur. co is engaging Contract labourers who are not on your regular employees' roll only a separate Labour lincence is required under the CLRAAct that too for the agency who is providing the contract labour. Otherwise there is no obligation.

The Director of Industries & Commerce is the nodal authority for industrial devt. in the region to whom U can putforth your grievances for redressal.

The delay in issuing the licence for so long after you applied to them is illegal and U can issue a legal notice after fulfilling necessary compliance under the act(s). Having slept with your application either the dept. should have rejected the application intimating the reason for rejecting it or should have asked for some clarification/addl. documents to process your application. U can contest the imposition of penalty also.

For further guideline U can check this link:

APOnline - Organisation Info <link updated to site home> ( Search On Cite | Search On Google )

kumar.s.
5th April 2012 From India, Bangalore

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File Type: doc AP Factories Rules.doc (33.5 KB, 800 views)

Dear Kumar,
Thank you very much for the response, Our's is a CRO company located in Andhra Pradesh. We come under AP Shops and establishment act and as told before we have paid the challan and other requirements as instructed by the labour department with penalty.
The application which we kept is still pending for renewal.
Regards
Ratnakamesh
6th April 2012 From India, Madras
Dear Kumar, Your attachment about the verious labour acts applicability ,It’s very usesful for the all HR personals who ever in the field of Construction/Real Estate . Regards Raju
1st March 2013 From India, New Delhi
Dear all,
Is their any legal compliance required for industrial scrap vendor.
Because i am working in mnc company we have called tenders for scrape sale, before we deal with scrape vendors i want to know about statutory compliance list for the same. can any one help me?
Prashant kulkarni
21st May 2013 From India, Mumbai
It's a pleasure to be back to a part of the fraternity from a 15yr consultng/advocacy line to core Personnel Management (HR or whatever it may be called..!). it is wonderful to be a part of a vibrant organisation where both the learning and the learned share an equitable platform to share and suggest, understand and implement and moreso achieve results both in the interest of the management (primarily) and Self.
4th February 2014 From India, Bangalore
Hello Vikram,
You should try Simpliance for all your Labour Law Compliance. Simpliance It has everything you need. Right from the Act, Rule, Compliance and also a place to store your compliance evidences.
Let me know if you need more help.
Rgds
Anil
28th April 2016 From India, Bangalore
Why don't you try CompliCheck? It is free. Their paid plans are also very low price. Only problem is that it is an invite based system. You will need to send them an email requesting an invite code which takes a few days. My invitations are all exhausted otherwise I will have shared mine.
I like it. It has everything and it is priced below all tools that I have seen.
Kishan,
HR Guru
28th September 2016 From India, New Delhi
Hello , Required Statutory compliance dashboard for Service industry . Regards, J D
18th October 2016
Dear Sir, I have required updated Statutory checklist if possible so please share it. Thanking You, Shishu Pal Singh
3rd November 2016 From India, Delhi
Payment of wages annual returns filling is mandatory? As per my knowledge its omitted in 1990 s .Pls share the omitted notification of annual returns of payment of wages act.
11th January 2017 From India, Hyderabad
Hello,
Attached is the annual returns of payment of wages.
Pls refer, www.simpliance.in, free online labour law library for all recent amendments/notifications.
Regards,
Mohit
11th January 2017 From India, Bengaluru

Attached Files
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File Type: pdf Payment of Bonus (Amendment) Rules, 2014.pdf (401.0 KB, 137 views)

Hi! Pls. share the updated checklist of statutory compliance for HR dept. Regards Sunil Dayma
1st March 2017 From India, Kolkata
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