29th December 2018 From India, Hyderabad
Failing which your Employer (Principal Employer) shall attarct Stiff Penalties, Dent to your Reputation, Prosecution etc
Among other Compliances, please Ensure that your Employer/ Management Has Already Complied with the SHWW (P, P & R) Act 2013 Which Came into Force on & from 9 Dec 2013 and covers/ applies to / Govern Every Employer of Every Workplace in India and There is No Exemption, whatsoever.
Non-Compliance with aforesaid Act 2013 invokes / attrracts Stiff Penalties for
1. the Employer (Occupier or Manager who has the ultimate control over the affairs of the Establishment --Industrial or Commercial etc)-;
2. TheBorad of Directors of a Company;
3. Head of Institution like Educational, Health, Medical, Sports etc who obtained
Permission /Certificate/Licence for coomencement of their line of Business Oprns/Activity;
4. Any Person Responsible for Management, Supervision and Control of the Workplace etc
ii) Cancellation of Business License, Permission, Certificate etc;
iii) Imprisonment, Prosecution etc
Hence, Immediately Comply with
a) Section-4 ( Constitution of Internal Committee as Prescribed; AND
b) Section-19 titled "Duties of Employer; and
c) Section-21 ( Manadtaory Annual Report to be prepared by IC and Filed under the Signature of
the IC Presiding Officer, before the respective District Officer so designated for each District in
d) Section-22 ( Employer to incorporate the Data/Details of the copy of Annual Report of the IC
Presiding Officer in the Company's Annual Report filed before the ROC;
The Presiding Officer of Every Internal Committee is Legally Responsible to File their Annual Report for Each Calendar year beginning Calendar Year 2013, Onwards. Failure to do so amounts to Violation/Breach of the Laws applicable.
Also take Action to ensure that the Recent Amenedment to the "Companies (Acocunts) Rules 2014 gazetted on 31.7 2018 has been Coplied with faithfully and properly.
Kritarth Team of Spl Educators Provide Ultimate Quality Services at the Loweyt Possible Fees (Costs).
29 Dec 2018
29th December 2018 From India, Delhi
As long as the salary/wages of your contract labor remain above the ceiling prescribed under the EPF and ESI Acts respectively, you need not bother about subscriptions under the Acts.
Coverage of the Acts are only in respect of establishments and employees employed therein only with the salary falling within the prescribed limits either directly or through any agency. One need not take into consideration of their employment classification.
29th December 2018 From India, Salem