Hi All,
Is it necessary to have statutory compliance experience to be an HR Generalist? If yes, then what kind of experience is required. Every now and then, I am receiving calls from good companies, and the question they ask is if I have experience in statutory compliance. I would like to know what all I need to know for the same.
Regards,
Sujata
From India, Faridabad
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3Is it necessary to have statutory compliance experience to be an HR Generalist? If yes, then what kind of experience is required. Every now and then, I am receiving calls from good companies, and the question they ask is if I have experience in statutory compliance. I would like to know what all I need to know for the same.
Regards,
Sujata
From India, Faridabad
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Hi Sujata,
As an HR professional, you must be aware of the legislations that apply to your company. If you are working in an IT company, for instance, then the following acts will apply, to name a few:
1. Shops & Establishments Act.
2. National & Festival Holidays Act.
3. Payment of Wages Act, etc.
You need to first check what laws are applicable to your company. Then, read the bare act, related rules, and see the forms to be submitted to the Labour Department under the acts. It is essential that you read the bare acts.
Don't you have a legal consultant for your company? If you do, then hold a discussion to understand the legislations and compliance needs. If you don't, it's better to engage one as a retainer. You may need one if any matter goes to the labor court.
But, one thing I want to emphasize.
Being an HR generalist does not mean having superficial knowledge about HR activities, such as coordinating with recruitment consultants, post-recruitment formalities, etc. If that is the case, then a secretary can do that job. HR is already a specialist role, within which there are very specialized areas - for example, OD. A general physician does not question whether they should have knowledge about the basics of the medical profession.
Legislations are fundamentally important as they provide the legal framework for any company's business.
In fact, as an HR generalist, you must know about the labor legislations that apply to your company. You need not worry much about legislations if you are an HR specialist like an OD specialist, PMS Specialist, Training Specialist, Recruitment Specialist, etc.
Therefore, the law is more crucial for the HR generalist than the specialist.
Start learning from now on, at least.
Jeevaneyan
From India, Bangalore
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As an HR professional, you must be aware of the legislations that apply to your company. If you are working in an IT company, for instance, then the following acts will apply, to name a few:
1. Shops & Establishments Act.
2. National & Festival Holidays Act.
3. Payment of Wages Act, etc.
You need to first check what laws are applicable to your company. Then, read the bare act, related rules, and see the forms to be submitted to the Labour Department under the acts. It is essential that you read the bare acts.
Don't you have a legal consultant for your company? If you do, then hold a discussion to understand the legislations and compliance needs. If you don't, it's better to engage one as a retainer. You may need one if any matter goes to the labor court.
But, one thing I want to emphasize.
Being an HR generalist does not mean having superficial knowledge about HR activities, such as coordinating with recruitment consultants, post-recruitment formalities, etc. If that is the case, then a secretary can do that job. HR is already a specialist role, within which there are very specialized areas - for example, OD. A general physician does not question whether they should have knowledge about the basics of the medical profession.
Legislations are fundamentally important as they provide the legal framework for any company's business.
In fact, as an HR generalist, you must know about the labor legislations that apply to your company. You need not worry much about legislations if you are an HR specialist like an OD specialist, PMS Specialist, Training Specialist, Recruitment Specialist, etc.
Therefore, the law is more crucial for the HR generalist than the specialist.
Start learning from now on, at least.
Jeevaneyan
From India, Bangalore
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Hi Jeevaneyan,
Thank you so much for your support.
1. Shops & Establishments Act.
2. National & Festival Holidays Act.
3. Payment of Wages Act, etc.
I have read all three books mentioned above, and I have knowledge as well, but I don't have any knowledge regarding legal issues. Please let me know where I can get that.
Regards,
Sujata
From India, Faridabad
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Thank you so much for your support.
1. Shops & Establishments Act.
2. National & Festival Holidays Act.
3. Payment of Wages Act, etc.
I have read all three books mentioned above, and I have knowledge as well, but I don't have any knowledge regarding legal issues. Please let me know where I can get that.
Regards,
Sujata
From India, Faridabad
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Hi, What do you really mean by legal issues? What are your current legal issues? Tell me so I can tell you. Jeevan
From India, Bangalore
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From India, Bangalore
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Dear Sir,
I am a student of the Faculty of Social Work. I am interested in learning about statutory and non-statutory provisions and the perceptions of employees regarding them. Could you please provide me with information on this topic? You can reach me via email at ganeshtadvi@yahoo.co.in.
Thank you.
From India, Vadodara
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I am a student of the Faculty of Social Work. I am interested in learning about statutory and non-statutory provisions and the perceptions of employees regarding them. Could you please provide me with information on this topic? You can reach me via email at ganeshtadvi@yahoo.co.in.
Thank you.
From India, Vadodara
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Hi,
I have to submit a project on statutory compliance, but I have no knowledge about it. I want to know what it means, its objectives, its importance, the concepts, the acts under it in detail. Can you please forward me the information to my email ID which is: itzbejini@yahoo.com?
From United States
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I have to submit a project on statutory compliance, but I have no knowledge about it. I want to know what it means, its objectives, its importance, the concepts, the acts under it in detail. Can you please forward me the information to my email ID which is: itzbejini@yahoo.com?
From United States
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Labr laws for Vendor compliance Management.pdf
Statutory Compliance of a Industrial or Commercial Unit.xls