Dear Friends,
I am new to the HR field and very new to statutory compliances. In fact, I can say I don't have any knowledge about statutory compliances. Please, can anybody help me out?
Regards,
V. Vinutha.
From India, Bangalore
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3I am new to the HR field and very new to statutory compliances. In fact, I can say I don't have any knowledge about statutory compliances. Please, can anybody help me out?
Regards,
V. Vinutha.
From India, Bangalore
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Hi, dear...
Statutory compliance is one very important aspect of HRD. We have a lot of good postings on citehr related to this. It includes all labor laws, legal matters, and income tax/tds. Kindly be specific with your question so that our friends could answer your queries. Also, please go through earlier postings as well.
Regards,
Chaitali
From India, Vadodara
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Statutory compliance is one very important aspect of HRD. We have a lot of good postings on citehr related to this. It includes all labor laws, legal matters, and income tax/tds. Kindly be specific with your question so that our friends could answer your queries. Also, please go through earlier postings as well.
Regards,
Chaitali
From India, Vadodara
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Hi,
The statutory compliance is really a very important aspect of HRD, and one with a generalist profile must have information about the same. For some help, I am describing regarding the ESI and PF Act.
The formalities for ESI are that you must have a strength of 20 employees, no matter whether they are getting a salary of more than 10000/- or less. The maximum ceiling of ESI contribution is up to 10000/- Gross/Month only. Those getting 10001/- will be exempted from the ESI.
Yes, ESI and ESIC are the same. ESIC stands for Employee State Insurance Corporation.
The Employer should get the Factory or Establishment registered with the ESI Corporation within 15 days of the applicability of the ESI Act. The declaration of registration is to be filled in Form 01, along with a separate sheet containing the name and address of the Establishment, number of employees, nature of duty, and name, designation, and address of the manager controlling such persons, in respect of the office situated outside. After being satisfied with the application, the ESI regional office will allot a code number to the employer.
After that, only you can register your employees with the ESI. They have to fill up a declaration form Form 1, clearly stating Male or Female. All the declaration forms should be counter-signed by the employer.
Then prepare a return of declaration in Form 3 separately for Male & Female within 10 days of filling the declaration form.
Then every employee shall be allotted a temporary identification number.
To get registered with the PF department, also the minimum number of employees should be 20.
Every employer of an establishment to which the Employee Provident Fund Act applies should submit in Form 5A (in duplicate) to the Commissioner, particulars of all the branches and departments, owners, directors, partners if any, or any other person who is controlling its affairs within 15 days of the applicability of the scheme.
On receipt of Form 5A, the Commissioner shall verify the particulars submitted and after being satisfied shall allot an Establishment Code No.
Regards,
Amit Seth.
From India, Ahmadabad
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The statutory compliance is really a very important aspect of HRD, and one with a generalist profile must have information about the same. For some help, I am describing regarding the ESI and PF Act.
The formalities for ESI are that you must have a strength of 20 employees, no matter whether they are getting a salary of more than 10000/- or less. The maximum ceiling of ESI contribution is up to 10000/- Gross/Month only. Those getting 10001/- will be exempted from the ESI.
Yes, ESI and ESIC are the same. ESIC stands for Employee State Insurance Corporation.
The Employer should get the Factory or Establishment registered with the ESI Corporation within 15 days of the applicability of the ESI Act. The declaration of registration is to be filled in Form 01, along with a separate sheet containing the name and address of the Establishment, number of employees, nature of duty, and name, designation, and address of the manager controlling such persons, in respect of the office situated outside. After being satisfied with the application, the ESI regional office will allot a code number to the employer.
After that, only you can register your employees with the ESI. They have to fill up a declaration form Form 1, clearly stating Male or Female. All the declaration forms should be counter-signed by the employer.
Then prepare a return of declaration in Form 3 separately for Male & Female within 10 days of filling the declaration form.
Then every employee shall be allotted a temporary identification number.
To get registered with the PF department, also the minimum number of employees should be 20.
Every employer of an establishment to which the Employee Provident Fund Act applies should submit in Form 5A (in duplicate) to the Commissioner, particulars of all the branches and departments, owners, directors, partners if any, or any other person who is controlling its affairs within 15 days of the applicability of the scheme.
On receipt of Form 5A, the Commissioner shall verify the particulars submitted and after being satisfied shall allot an Establishment Code No.
Regards,
Amit Seth.
From India, Ahmadabad
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Dear Vinutha,
Statutory compliances are a very broad subject that requires continuous reading of the acts, labor reports, and practical knowledge. You cannot become an expert overnight. Keep reading materials and get exposed to day-to-day activities.
Regards,
Bhushan
From India, Mumbai
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Statutory compliances are a very broad subject that requires continuous reading of the acts, labor reports, and practical knowledge. You cannot become an expert overnight. Keep reading materials and get exposed to day-to-day activities.
Regards,
Bhushan
From India, Mumbai
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
STATUTORY COMPLIANCES CHECKLIST ON VARIOUS LABOUR LAWS.xls