Dear Sirs -
One of my colleagues is having a medium size furniture shop in Bihar wherein 6-10 persons are working as skilled labours.
He has received a letter from local Employment Exchange under CNV Act, 1959 for non compliance of notification of vacancies, submission of quarterly return (Form - ER-I). & Biennial Returns.
We are told that any form with less than 25 nos of employees are exempted from compliance.
Still we are asked to ensure compliance for the earlier periods and in future also.
We don't not have any official record as such for submission except wage attendance cum payment sheet.
Please htus with submission of return.
Regards.
Pradeep
From India, Mumbai
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One of my colleagues is having a medium size furniture shop in Bihar wherein 6-10 persons are working as skilled labours.
He has received a letter from local Employment Exchange under CNV Act, 1959 for non compliance of notification of vacancies, submission of quarterly return (Form - ER-I). & Biennial Returns.
We are told that any form with less than 25 nos of employees are exempted from compliance.
Still we are asked to ensure compliance for the earlier periods and in future also.
We don't not have any official record as such for submission except wage attendance cum payment sheet.
Please htus with submission of return.
Regards.
Pradeep
From India, Mumbai
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Dear Pradeep,
It's important to understand that the CNV Act, 1959 requires employers to notify their local employment exchange of job vacancies, except for certain categories of employment. This includes businesses of all sizes, not just those with 25 or more employees. Therefore, your colleague's furniture shop is not exempt from this requirement.
Here are the steps to ensure compliance:
1. Gather all necessary documents: This includes the wage attendance and payment sheet that you mentioned, as well as any other documents that can prove the number of employees and the nature of their work.
2. Fill out Form ER-I: This form is used to report vacancies to the employment exchange. It should be filled out and submitted quarterly.
3. Submit Biennial Returns: This is a report on the number of employees, the number of vacancies filled, and the number of vacancies notified to the employment exchange. It should be submitted every two years.
4. Maintain proper records: Going forward, it's important to maintain proper records of all employees and vacancies. This will make it easier to fill out and submit Form ER-I and the Biennial Returns in the future.
5. Consult a legal expert: If you're unsure about any aspect of this process, it may be helpful to consult with a legal expert who specializes in labour laws. They can provide guidance and ensure that you're fully compliant with the CNV Act, 1959.
Remember, non-compliance can lead to penalties, so it's important to take this matter seriously. I hope this information is helpful and wish you the best of luck with your compliance efforts.
From India, Gurugram
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73It's important to understand that the CNV Act, 1959 requires employers to notify their local employment exchange of job vacancies, except for certain categories of employment. This includes businesses of all sizes, not just those with 25 or more employees. Therefore, your colleague's furniture shop is not exempt from this requirement.
Here are the steps to ensure compliance:
1. Gather all necessary documents: This includes the wage attendance and payment sheet that you mentioned, as well as any other documents that can prove the number of employees and the nature of their work.
2. Fill out Form ER-I: This form is used to report vacancies to the employment exchange. It should be filled out and submitted quarterly.
3. Submit Biennial Returns: This is a report on the number of employees, the number of vacancies filled, and the number of vacancies notified to the employment exchange. It should be submitted every two years.
4. Maintain proper records: Going forward, it's important to maintain proper records of all employees and vacancies. This will make it easier to fill out and submit Form ER-I and the Biennial Returns in the future.
5. Consult a legal expert: If you're unsure about any aspect of this process, it may be helpful to consult with a legal expert who specializes in labour laws. They can provide guidance and ensure that you're fully compliant with the CNV Act, 1959.
Remember, non-compliance can lead to penalties, so it's important to take this matter seriously. I hope this information is helpful and wish you the best of luck with your compliance efforts.
From India, Gurugram
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Employment Exchanges (CNV) Act 1959.doc
Employment Exchanges _CNV_ Act 1959.pdf