Now I must say that a plethora of labour laws exist stipulating and regulating service conditions, employee relations and welfare of employees. So it is not possible to discuss in detail the compliances under each Act. However, I may say that statutory compliances fall broadly under four categories.1) Those that have welfare aspect but contributory in nature like PF,ESI,Labour Welfare Fund Acts etc 2) Those that have financial implications for the employer like Bonus Act,Gratuity Act,Employee Compensation Act, Maternity Benefit Act & Industrial Disputes Act ( retrenchment or lay off compensations etc),BOCW 3) Those that are regulatory in nature like Shops Act, Contract Labour Act ,Factories Act(licenses etc),BOCW Act, Minimum Wages Act.4) Records and registers maintenance under these Acts
You need to go through these Acts to grasp the compliances under each of them.
HR & Labour Relations
22nd June 2018 From India, Mumbai
Human Resource plays all major roles in organization, in the same way they also keep an eagle eye on compliance of organization. If company faces any compliance problems then HR department are considered as liable for any particular issues. HR is responsible for both inside and outside compliances issues of organization. Taking compliance training is important. These training helps to know the organization legal laws. It also helps in encouragement and learning of organizations culture to employee. The training covers various aspects such as discipline, business, anti harassment, statutory laws, diversity training etc.
Training helps to draw attention on law and how to apply in organization. Training helps candidates to achieve legal compliances and best practices which help to get from people without disputes or legal actions. It provides knowledge on employment law issues.
10th October 2018 From India, Mumbai