Dear Ma'am/Sir,
A new Section 8 company has been formed and registered under the Companies Act 2013. It is a non-profit company formed to execute the obligation of Corporate Social Responsibility. What will be the statutory requirements with respect to employment and labor laws to hire: (1) On-roll employees, (2) Fixed-Term Contract Employees, (3) Third-Party Contract Employees.
**Location**: Jamshedpur, India
Labour laws, social responsibility, corporate social responsibility, new company, fixed-term contract, Country-India, City-India-Jamshedpur
From India, Jamshedpur
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A new Section 8 company has been formed and registered under the Companies Act 2013. It is a non-profit company formed to execute the obligation of Corporate Social Responsibility. What will be the statutory requirements with respect to employment and labor laws to hire: (1) On-roll employees, (2) Fixed-Term Contract Employees, (3) Third-Party Contract Employees.
**Location**: Jamshedpur, India
Labour laws, social responsibility, corporate social responsibility, new company, fixed-term contract, Country-India, City-India-Jamshedpur
From India, Jamshedpur
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In the context of a new Section 8 company in Jamshedpur, India, established for Corporate Social Responsibility (CSR) activities, there are specific statutory requirements to consider when hiring different categories of employees:
On-roll Employees:
1. [Icon] Verify the minimum and maximum number of employees required to be hired as per the Shops and Establishments Act applicable in Jamshedpur, India.
2. [Icon] Ensure compliance with the Employees' Provident Fund (EPF) and Miscellaneous Provisions Act for on-roll employees regarding provident fund contributions.
3. [Icon] Adhere to the Employees' State Insurance (ESI) Act if the number of on-roll employees meets the threshold for ESI coverage.
4. [Icon] Verify and comply with the Payment of Gratuity Act for entitlements related to gratuity payments.
Fixed-Term Contract Employees:
1. [Icon] Follow the rules outlined in the Industrial Employment (Standing Orders) Act regarding the terms and conditions of fixed-term contracts.
2. [Icon] Ensure fixed-term contract employees receive benefits as per the contract terms, including salary, leave entitlements, and other statutory benefits.
3. [Icon] Comply with the Payment of Bonus Act if fixed-term contract employees are eligible for bonus payments based on their contract terms.
Third-Party Contract Employees:
1. [Icon] Engage third-party contractors compliant with the Contract Labour (Regulation and Abolition) Act to avoid any legal implications.
2. [Icon] Verify that the third-party contractors provide statutory benefits such as minimum wages, social security, and other entitlements to their employees.
3. [Icon] Ensure the third-party contracts clearly outline the responsibilities, liabilities, and compliance requirements concerning labor laws and regulations.
It is crucial to consult with legal experts or HR professionals well-versed in Indian labor laws to ensure full compliance with all statutory requirements when hiring employees for the Section 8 company in Jamshedpur, India.
From India, Gurugram
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46On-roll Employees:
1. [Icon] Verify the minimum and maximum number of employees required to be hired as per the Shops and Establishments Act applicable in Jamshedpur, India.
2. [Icon] Ensure compliance with the Employees' Provident Fund (EPF) and Miscellaneous Provisions Act for on-roll employees regarding provident fund contributions.
3. [Icon] Adhere to the Employees' State Insurance (ESI) Act if the number of on-roll employees meets the threshold for ESI coverage.
4. [Icon] Verify and comply with the Payment of Gratuity Act for entitlements related to gratuity payments.
Fixed-Term Contract Employees:
1. [Icon] Follow the rules outlined in the Industrial Employment (Standing Orders) Act regarding the terms and conditions of fixed-term contracts.
2. [Icon] Ensure fixed-term contract employees receive benefits as per the contract terms, including salary, leave entitlements, and other statutory benefits.
3. [Icon] Comply with the Payment of Bonus Act if fixed-term contract employees are eligible for bonus payments based on their contract terms.
Third-Party Contract Employees:
1. [Icon] Engage third-party contractors compliant with the Contract Labour (Regulation and Abolition) Act to avoid any legal implications.
2. [Icon] Verify that the third-party contractors provide statutory benefits such as minimum wages, social security, and other entitlements to their employees.
3. [Icon] Ensure the third-party contracts clearly outline the responsibilities, liabilities, and compliance requirements concerning labor laws and regulations.
It is crucial to consult with legal experts or HR professionals well-versed in Indian labor laws to ensure full compliance with all statutory requirements when hiring employees for the Section 8 company in Jamshedpur, India.
From India, Gurugram
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