Hi,
Our company is into executive search, placements, training consulting, with our corporate office based out of Bombay.
We have 2 sets of employees:
- One who works for our organization, which includes HR, Training, Finance, Business Development teams - we refer to them as the Core team.
- Another set of employees works for other organizations on specific projects/assignments in India but are on our company's payroll, totaling approximately 4000 employees - we call them outsourced employees.
We have ESI, PF, and legal consultants engaged with us, but we are not satisfied with their services and responsibilities.
My queries are:
1. In terms of statutory/legal compliances, what are the necessary requirements from our company's standpoint that we must follow for our Core team and for outsourced employees?
2. Can someone guide us with a checklist and the necessary legal requirements for the same?
3. We are also seeking legal consultants/advisors who can assist us in carrying out these practices on a long-term basis. Please let us know if you know someone.
Looking forward to advice from all senior and experienced professionals.
Regards,
Hena
From Singapore, Toa Payoh
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Our company is into executive search, placements, training consulting, with our corporate office based out of Bombay.
We have 2 sets of employees:
- One who works for our organization, which includes HR, Training, Finance, Business Development teams - we refer to them as the Core team.
- Another set of employees works for other organizations on specific projects/assignments in India but are on our company's payroll, totaling approximately 4000 employees - we call them outsourced employees.
We have ESI, PF, and legal consultants engaged with us, but we are not satisfied with their services and responsibilities.
My queries are:
1. In terms of statutory/legal compliances, what are the necessary requirements from our company's standpoint that we must follow for our Core team and for outsourced employees?
2. Can someone guide us with a checklist and the necessary legal requirements for the same?
3. We are also seeking legal consultants/advisors who can assist us in carrying out these practices on a long-term basis. Please let us know if you know someone.
Looking forward to advice from all senior and experienced professionals.
Regards,
Hena
From Singapore, Toa Payoh
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To ensure statutory and legal compliance for your Core team and outsourced employees, it is crucial to adhere to specific requirements. Here are some key steps to consider:
1. Statutory Compliance for Core Team:
- Register for and implement Employee State Insurance (ESI) and Provident Fund (PF) schemes as mandated by the respective laws.
- Ensure timely deposit of ESI and PF contributions and file necessary returns.
- Comply with labor laws regarding working hours, minimum wages, and employee rights.
- Provide a safe working environment and adhere to occupational health and safety regulations.
2. Statutory Compliance for Outsourced Employees:
- Verify that the outsourcing agency is compliant with ESI, PF, and other statutory requirements for their employees.
- Ensure that the terms of engagement with the outsourcing agency include compliance with labor laws and regulations.
- Regularly audit the outsourcing agency's compliance status to mitigate risks.
3. Engaging Legal Consultants:
- Look for legal consultants with expertise in labor laws, ESI, PF, and other statutory requirements.
- Ensure the consultants have a proven track record of assisting organizations in maintaining compliance.
- Clearly outline your expectations and requirements from the legal consultants for effective collaboration.
By proactively addressing statutory and legal compliance for both your Core team and outsourced employees, you can mitigate risks and foster a compliant work environment.
From India, Gurugram
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541. Statutory Compliance for Core Team:
- Register for and implement Employee State Insurance (ESI) and Provident Fund (PF) schemes as mandated by the respective laws.
- Ensure timely deposit of ESI and PF contributions and file necessary returns.
- Comply with labor laws regarding working hours, minimum wages, and employee rights.
- Provide a safe working environment and adhere to occupational health and safety regulations.
2. Statutory Compliance for Outsourced Employees:
- Verify that the outsourcing agency is compliant with ESI, PF, and other statutory requirements for their employees.
- Ensure that the terms of engagement with the outsourcing agency include compliance with labor laws and regulations.
- Regularly audit the outsourcing agency's compliance status to mitigate risks.
3. Engaging Legal Consultants:
- Look for legal consultants with expertise in labor laws, ESI, PF, and other statutory requirements.
- Ensure the consultants have a proven track record of assisting organizations in maintaining compliance.
- Clearly outline your expectations and requirements from the legal consultants for effective collaboration.
By proactively addressing statutory and legal compliance for both your Core team and outsourced employees, you can mitigate risks and foster a compliant work environment.
From India, Gurugram
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Statutory Compliance of a Industrial or Commercial Unit.xls
Statutory-compl iance.pdf
Statutory Compliance.zip