Dear Seniors and Friends,
I urgently need your help in knowing which labor laws specifically apply to Maharashtra and how they differ from those in other states. Are there any distinct provisions or differences in the applicability of the Shop and Establishment Act for Maharashtra? If so, could you please provide details on what sets it apart? Furthermore, do other labor laws also vary in the state of Maharashtra?
Please reply soon. Thank you in anticipation for your response and assistance.
Regards,
Sharmistha
From India, Mumbai
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I urgently need your help in knowing which labor laws specifically apply to Maharashtra and how they differ from those in other states. Are there any distinct provisions or differences in the applicability of the Shop and Establishment Act for Maharashtra? If so, could you please provide details on what sets it apart? Furthermore, do other labor laws also vary in the state of Maharashtra?
Please reply soon. Thank you in anticipation for your response and assistance.
Regards,
Sharmistha
From India, Mumbai
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Dear Sharmistha,
You have to go through the provisions of the Bombay Shops & Establishments Act, 1948. In Maharashtra, professional tax is also applicable. Please also go through the Maharashtra Labour Welfare Fund Act, 1953. Under some of the Acts, the power of making Rules has been given to the State Governments. In such cases, procedural matters may differ from state to state. Other laws relating to PF, ESIC, bonus, gratuity, etc., are the same.
You can have an idea about various laws in Maharashtra from the following link: Labour Law Consultancy Services - Excel Consultancy Services
Regards,
From India, Malappuram
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1446You have to go through the provisions of the Bombay Shops & Establishments Act, 1948. In Maharashtra, professional tax is also applicable. Please also go through the Maharashtra Labour Welfare Fund Act, 1953. Under some of the Acts, the power of making Rules has been given to the State Governments. In such cases, procedural matters may differ from state to state. Other laws relating to PF, ESIC, bonus, gratuity, etc., are the same.
You can have an idea about various laws in Maharashtra from the following link: Labour Law Consultancy Services - Excel Consultancy Services
Regards,
From India, Malappuram
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Hello Sir,
Thank you for your quick reply and the link forwarded respectively. However, in relation to this, I would like to clarify a few more doubts related to PF and ESI. As far as I know:
i) The PF contribution from the employee's side can be exempted if the employee draws more than 10,000 p.m. Is this case true? If yes, then is the salary amount correct? Please correct me in all possibilities.
Furthermore,
ii) In the case of ESIC, is there any case/condition or clause which states that under that condition, the employer, if wishes, may not contribute its portion of the contribution? If there's any such condition, then what is it and what is the salary range above which the employer may get an exemption? Would request your prompt help once again.
iii) As there are other insurance scheme options available with General Insurance, LIC, and private organizations, is it a must that an organization has to register for ESI even if they provide insurance (individual or group) facilities to its employees available with other private org.?
Please help me clear up this silly confusion of mine. I request you all to treat it as urgent and extend your wisdom and knowledge as usual. Thank you in anticipation for your quick reply and help.
Regards,
Sharmistha
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you for your quick reply and the link forwarded respectively. However, in relation to this, I would like to clarify a few more doubts related to PF and ESI. As far as I know:
i) The PF contribution from the employee's side can be exempted if the employee draws more than 10,000 p.m. Is this case true? If yes, then is the salary amount correct? Please correct me in all possibilities.
Furthermore,
ii) In the case of ESIC, is there any case/condition or clause which states that under that condition, the employer, if wishes, may not contribute its portion of the contribution? If there's any such condition, then what is it and what is the salary range above which the employer may get an exemption? Would request your prompt help once again.
iii) As there are other insurance scheme options available with General Insurance, LIC, and private organizations, is it a must that an organization has to register for ESI even if they provide insurance (individual or group) facilities to its employees available with other private org.?
Please help me clear up this silly confusion of mine. I request you all to treat it as urgent and extend your wisdom and knowledge as usual. Thank you in anticipation for your quick reply and help.
Regards,
Sharmistha
From India, Mumbai
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Brief Kerla Shop & Establishment Act.pdf