Hi all,
I am new to this site. I have recently taken over as an HR Manager in an upcoming IT firm in Cochin. I would like to know the laws applicable in Kerala for the IT sector, both relating to organizational setup as well as the employment of team members. I would also like to know the schemes started by the Government of Kerala for the growth of the IT Sector.
Can anybody help?
From India, Thrissur
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I am new to this site. I have recently taken over as an HR Manager in an upcoming IT firm in Cochin. I would like to know the laws applicable in Kerala for the IT sector, both relating to organizational setup as well as the employment of team members. I would also like to know the schemes started by the Government of Kerala for the growth of the IT Sector.
Can anybody help?
From India, Thrissur
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Hi,
IT companies are generally permitted to self-certify that they are maintaining the registers and forms as contemplated under:
The specific State's Shops and Establishment Act - Please advise your friend strongly to get hold of this basic Act.
The Payment of Wages Act, 1936 - Authority will be the Labour/Asst/Dy. Labour Commissioner. Please advise your friend strongly to get hold of this basic Act.
Minimum Wages Act - Authority will be the Labour/Asst/Dy. Labour Commissioner. Please advise your friend strongly to get hold of this basic Act.
Workmen's Compensation Act - Authority will be the Labour/Asst/Dy. Labour Commissioner. Please advise your friend strongly to get hold of this basic Act.
Contract Labour Regulation and Abolition Act - Authority will be the Labour/Asst/Dy. Labour Commissioner. Please advise your friend strongly to get hold of this basic Act.
Employees State Insurance Act - Authority will be the Regional Director of ESIC. Please advise your friend strongly to get hold of this basic Act.
Employment Exchange Compulsory Notification of Vacancy Act - Please ask your friend to meet the district Employment Officer.
Payment of Gratuity Act - The controlling authority will be the Labour/Asst/Dy. Labour Commissioner - Meet them.
Equal Remuneration Act - Authority will be the Labour/Asst/Dy. Labour Commissioner. Please advise your friend strongly to get hold of this basic Act.
This self-certification by the IT companies shall be regarded as sufficient compliance with the requirements of the different Acts and rules made thereunder regarding the maintenance of registers and filling up the returns. Any distortion of facts while making self-certification shall invite stiff penalties. Apart from the above, you have Provident Fund Act as an Act of daily reference - You need to get the bare Act and meet the PF Commissioner of the area.
Secondly, leaves will be as per the Shops and Establishment Act of the State in which the industry is located. As indicated above, please get a look at the Bare Act.
Thirdly, as I had indicated above, about an Act named Workmen's Compensation Act, this will help you in case of accidents arising in and of course of employment. Your accident policy/mediclaim will give you ample cushion and leverage to work on. In case your employees are covered (or some of them) under the Employees State Insurance Act, 1948, you need not worry about the Workmen's Compensation Act or even your accident/mediclaim policy.
Fourthly, for policy on women in night shifts...
Thank you.
Courtesy: Mr. Peer Mohammed Sardar - CITE HR
From India, Thiruvananthapuram
Acknowledge(0)Amend(0)
103IT companies are generally permitted to self-certify that they are maintaining the registers and forms as contemplated under:
The specific State's Shops and Establishment Act - Please advise your friend strongly to get hold of this basic Act.
The Payment of Wages Act, 1936 - Authority will be the Labour/Asst/Dy. Labour Commissioner. Please advise your friend strongly to get hold of this basic Act.
Minimum Wages Act - Authority will be the Labour/Asst/Dy. Labour Commissioner. Please advise your friend strongly to get hold of this basic Act.
Workmen's Compensation Act - Authority will be the Labour/Asst/Dy. Labour Commissioner. Please advise your friend strongly to get hold of this basic Act.
Contract Labour Regulation and Abolition Act - Authority will be the Labour/Asst/Dy. Labour Commissioner. Please advise your friend strongly to get hold of this basic Act.
Employees State Insurance Act - Authority will be the Regional Director of ESIC. Please advise your friend strongly to get hold of this basic Act.
Employment Exchange Compulsory Notification of Vacancy Act - Please ask your friend to meet the district Employment Officer.
Payment of Gratuity Act - The controlling authority will be the Labour/Asst/Dy. Labour Commissioner - Meet them.
Equal Remuneration Act - Authority will be the Labour/Asst/Dy. Labour Commissioner. Please advise your friend strongly to get hold of this basic Act.
This self-certification by the IT companies shall be regarded as sufficient compliance with the requirements of the different Acts and rules made thereunder regarding the maintenance of registers and filling up the returns. Any distortion of facts while making self-certification shall invite stiff penalties. Apart from the above, you have Provident Fund Act as an Act of daily reference - You need to get the bare Act and meet the PF Commissioner of the area.
Secondly, leaves will be as per the Shops and Establishment Act of the State in which the industry is located. As indicated above, please get a look at the Bare Act.
Thirdly, as I had indicated above, about an Act named Workmen's Compensation Act, this will help you in case of accidents arising in and of course of employment. Your accident policy/mediclaim will give you ample cushion and leverage to work on. In case your employees are covered (or some of them) under the Employees State Insurance Act, 1948, you need not worry about the Workmen's Compensation Act or even your accident/mediclaim policy.
Fourthly, for policy on women in night shifts...
Thank you.
Courtesy: Mr. Peer Mohammed Sardar - CITE HR
From India, Thiruvananthapuram
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