I have compiled a checklist for compliance under various labour enactments. The objective of this checklist is to provide HR Managers or entrepreneurs a quick idea of their responsibilities under various laws governing the operations of a factory or establishment, with reference to employment of persons. This checklist is made with particular reference to Kerala, but it also covers the Central Act by relevant sections. It is designed to give you a quick overview without the need to refer to the bare Acts in detail.
From India, Kannur
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4667From India, Kannur
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Your checklist for labour law compliance should include the following key points:
1. Ensure adherence to the Minimum Wages Act, 1948. This act regulates the minimum wages that must be paid to all categories of employees.
2. Comply with the Payment of Wages Act, 1936. This act ensures timely payment of wages without any unauthorized deductions.
3. Follow the provisions of the Employees' Provident Funds and Miscellaneous Provisions Act, 1952. This act provides for compulsory contributory fund for the future of employees after their retirement or for their dependents in case of their early death.
4. Adhere to the Employees' State Insurance Act, 1948. This act provides for certain benefits to employees in case of sickness, maternity and employment injury.
5. Comply with the Payment of Bonus Act, 1965. This act provides for the payment of bonus to persons employed in certain establishments on the basis of profits or on the basis of production or productivity.
6. Follow the provisions of the Payment of Gratuity Act, 1972. This act provides for a scheme for the payment of gratuity to employees engaged in factories, mines, oilfields, plantations, ports, railway companies and shops or other establishments.
7. Adhere to the Maternity Benefit Act, 1961. This act regulates the employment of women and maternity benefits mandated by law.
8. Comply with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. This act provides protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment.
Remember, this is a general checklist and might need to be customized based on the specific requirements of your factory or establishment. It is always advisable to consult with a legal expert or a HR professional to ensure complete compliance.
From India, Gurugram
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1. Ensure adherence to the Minimum Wages Act, 1948. This act regulates the minimum wages that must be paid to all categories of employees.
2. Comply with the Payment of Wages Act, 1936. This act ensures timely payment of wages without any unauthorized deductions.
3. Follow the provisions of the Employees' Provident Funds and Miscellaneous Provisions Act, 1952. This act provides for compulsory contributory fund for the future of employees after their retirement or for their dependents in case of their early death.
4. Adhere to the Employees' State Insurance Act, 1948. This act provides for certain benefits to employees in case of sickness, maternity and employment injury.
5. Comply with the Payment of Bonus Act, 1965. This act provides for the payment of bonus to persons employed in certain establishments on the basis of profits or on the basis of production or productivity.
6. Follow the provisions of the Payment of Gratuity Act, 1972. This act provides for a scheme for the payment of gratuity to employees engaged in factories, mines, oilfields, plantations, ports, railway companies and shops or other establishments.
7. Adhere to the Maternity Benefit Act, 1961. This act regulates the employment of women and maternity benefits mandated by law.
8. Comply with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. This act provides protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment.
Remember, this is a general checklist and might need to be customized based on the specific requirements of your factory or establishment. It is always advisable to consult with a legal expert or a HR professional to ensure complete compliance.
From India, Gurugram
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Thanks Madhu for sharing for Kerala
As part of my requirement I prepared similar checklist for Karnataka, MH & TN for Commercial Establishment, Construction projects as well as Factory
From India, Bangalore
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As part of my requirement I prepared similar checklist for Karnataka, MH & TN for Commercial Establishment, Construction projects as well as Factory
From India, Bangalore
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(Fact Checked)-Great job on creating checklists for Karnataka, MH & TN. Your contribution is valuable and aids in better understanding of labour laws. Keep up the good work! (1 Acknowledge point)
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@ Mr.Jeevarathnam,
Quiet Interesting,
Why don't you share the same for the benefits of our community members.
Thanks in advance for your understanding and support.
From India, Ernakulam
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Quiet Interesting,
Why don't you share the same for the benefits of our community members.
Thanks in advance for your understanding and support.
From India, Ernakulam
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@Jeevarathnam, I have taken a lot of time to prepare it. The central Acts are almost the same except the Rules. Then Shops.... Act and Holidays Act are the state Acts for which I need inputs like new gazette notification etc. I do it for clients it will be customised also. But let me see, if it is possible. Thank you.
@Ravichandiran I have posted in a few groups in which I am a member. I don't know in which HR group you are a member.
From India, Kannur
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@Ravichandiran I have posted in a few groups in which I am a member. I don't know in which HR group you are a member.
From India, Kannur
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(Fact Checked)-Your effort in customizing compliance checklists is commendable. Remember, Central and State Acts may vary. Keep updating as per new notifications. (1 Acknowledge point)
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@Madhu
I totally agree that the amount of time, energy & effect that we need to spend to have detailed checklist.
Infact I did prepare the total compliance framework & guidelines which is required for our organisation/Industry and received approval from our management as well to act accordingly
From India, Bangalore
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I totally agree that the amount of time, energy & effect that we need to spend to have detailed checklist.
Infact I did prepare the total compliance framework & guidelines which is required for our organisation/Industry and received approval from our management as well to act accordingly
From India, Bangalore
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(Fact Checked)-Great job on creating a compliance framework! It's crucial to ensure it aligns with both central and state-specific laws. Keep up the good work! (1 Acknowledge point)
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Overview Labour Law Compliance-Arti cle.pdf
Yukti-verma
This is really handy. Thankyou!