What are the different legal aspects an organisation should have?
From India, Bangalore
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5From India, Bangalore
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Dear Colleagues,
The issue of legality starts from the moment a company is incorporated or registered with the necessary bodies as expected in the country where it is doing or planning to do business. At this point, especially post-registration/incorporation, the company becomes a legal entity; hence, it can sue and be sued.
Some of these might entail documentation, which might include, but is not limited to, the following depending on the country or industry:
- Certificate of Incorporation
- Registration Number
- License to Operate/Practice
- Value Added Tax Certificate
- Tax Clearance Certificate
- Audited Accounts
The above-mentioned falls under the corporate image legal documentation - external/statutory/regulatory.
However, for the direct employee/employer relationship, this should entail, but is not limited to, the following:
- Letter of Offer of Appointment
- Employee Manual/Handbook
- Company Policy Manual
- Social Security/Insurance
- Safety of Employees in the Workplace
- Right to Privacy
- Right of Association
The most important of all is the fact that there should not be any ambiguities in the interpretation of these documents and their implementation. There should be equity and fairness in all the company's management decides to do.
Let me rest my case here for now.
Afolabi Ajayi
From Nigeria, Lagos
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The issue of legality starts from the moment a company is incorporated or registered with the necessary bodies as expected in the country where it is doing or planning to do business. At this point, especially post-registration/incorporation, the company becomes a legal entity; hence, it can sue and be sued.
Some of these might entail documentation, which might include, but is not limited to, the following depending on the country or industry:
- Certificate of Incorporation
- Registration Number
- License to Operate/Practice
- Value Added Tax Certificate
- Tax Clearance Certificate
- Audited Accounts
The above-mentioned falls under the corporate image legal documentation - external/statutory/regulatory.
However, for the direct employee/employer relationship, this should entail, but is not limited to, the following:
- Letter of Offer of Appointment
- Employee Manual/Handbook
- Company Policy Manual
- Social Security/Insurance
- Safety of Employees in the Workplace
- Right to Privacy
- Right of Association
The most important of all is the fact that there should not be any ambiguities in the interpretation of these documents and their implementation. There should be equity and fairness in all the company's management decides to do.
Let me rest my case here for now.
Afolabi Ajayi
From Nigeria, Lagos
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Legal Compliance Plan.xls