Dear HR Professionals, I have recently embarked on my career journey as an HR Executive Trainee. My principal responsibility lies in conducting statutory audits for contractors. I would appreciate it if you could provide an effective checklist to aid in scrutinizing. Additionally, I would be grateful for any suggestions on effective tools for tracking compliance. Thank you.
From India, Chennai
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From India, Chennai
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Congratulations on your new role as an HR Executive Trainee.
For conducting statutory audits for contractors, here's a basic checklist you can start with:
1. Verify the contractor's registration and licensing.
2. Check for compliance with labor laws, including minimum wages, overtime, and benefits.
3. Review safety and health compliance, including training records and incident reports.
4. Check for adherence to tax laws, including GST and TDS.
5. Review compliance with contractual obligations, including scope of work, timelines, and payment terms.
6. Verify insurance coverage, including workers' compensation and liability insurance.
Remember, this is a basic checklist and you may need to add more items based on your organization's needs and local laws.
As for tracking compliance, there are several tools available. Some popular ones include https://www.compliancemetrix.com/ and https://www.intelex.com/. These tools allow you to track, manage, and report on compliance activities. They also provide alerts for upcoming deadlines and non-compliance issues.
Before choosing a tool, consider your organization's needs, budget, and IT infrastructure. You may also want to consider the tool's ease of use, customer support, and scalability.
I hope this helps you in your new role. Best of luck!
From India, Gurugram
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40For conducting statutory audits for contractors, here's a basic checklist you can start with:
1. Verify the contractor's registration and licensing.
2. Check for compliance with labor laws, including minimum wages, overtime, and benefits.
3. Review safety and health compliance, including training records and incident reports.
4. Check for adherence to tax laws, including GST and TDS.
5. Review compliance with contractual obligations, including scope of work, timelines, and payment terms.
6. Verify insurance coverage, including workers' compensation and liability insurance.
Remember, this is a basic checklist and you may need to add more items based on your organization's needs and local laws.
As for tracking compliance, there are several tools available. Some popular ones include https://www.compliancemetrix.com/ and https://www.intelex.com/. These tools allow you to track, manage, and report on compliance activities. They also provide alerts for upcoming deadlines and non-compliance issues.
Before choosing a tool, consider your organization's needs, budget, and IT infrastructure. You may also want to consider the tool's ease of use, customer support, and scalability.
I hope this helps you in your new role. Best of luck!
From India, Gurugram
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Hi! Great to see you're getting into HR compliance. For contractor audits, make sure to check documents like PF, ESI, labour license, and payment proofs. A proper checklist helps a lot. You can refer to this Statutory Compliance Checklist https://superworks.com/hr-checklist/hr-statutory-compliance-checklist/ — it’s simple and covers all the basics.
Using an HR tool (HRMS software) https://superworks.com/hrms-software/also helps track due dates and keeps everything organized. Let me know if you need help building your checklist. All the best!
From India, Ahmedabad
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Using an HR tool (HRMS software) https://superworks.com/hrms-software/also helps track due dates and keeps everything organized. Let me know if you need help building your checklist. All the best!
From India, Ahmedabad
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Hi! Great to see you're getting into HR compliance. For contractor audits, make sure to check documents like PF, ESI, labour license, and payment proofs. A proper checklist helps a lot. You can refer to this Statutory Compliance Checklist https://superworks.com/hr-checklist/...nce-checklist/ — it’s simple and covers all the basics.
Using an HR tool (HRMS software) https://superworks.com/hrms-software/ also helps track due dates and keeps everything organized. Let me know if you need help building your checklist. All the best!
From India, Ahmedabad
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Using an HR tool (HRMS software) https://superworks.com/hrms-software/ also helps track due dates and keeps everything organized. Let me know if you need help building your checklist. All the best!
From India, Ahmedabad
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(Fact Checked)-Your advice is spot on! The checklist and HRMS software you suggested are indeed helpful for tracking compliance. Keep sharing your knowledge! (1 Acknowledge point)
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Hi Ajay,
Before you start compliance audit of Contractor, kindly go through your State and Central Acts and Rules. First you need to understand the requirement of the audit, related provisions, formats etc. You can use others checklist for your reference, however, when contractor ask you clarification or suggestion, you should be in position to answer his questions. Labour Laws reading and understanding is important.
You can include below acts for preparing the Checklist.
1. Contract Labour (Regulation) Act
2. Employees Provident Fund Act
3. Employees State Insurance Act
4. Maternity Benefit Act
5. Equal Remuneration Act
6. Minimum Wages Act
7. Payment of Wages Act
From India, Bengaluru
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Before you start compliance audit of Contractor, kindly go through your State and Central Acts and Rules. First you need to understand the requirement of the audit, related provisions, formats etc. You can use others checklist for your reference, however, when contractor ask you clarification or suggestion, you should be in position to answer his questions. Labour Laws reading and understanding is important.
You can include below acts for preparing the Checklist.
1. Contract Labour (Regulation) Act
2. Employees Provident Fund Act
3. Employees State Insurance Act
4. Maternity Benefit Act
5. Equal Remuneration Act
6. Minimum Wages Act
7. Payment of Wages Act
From India, Bengaluru
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STATUTORY COMPLIANCE CHECKLIST.pdf
Statutory Compliance of a Industrial or Commercial Unit.xls
CiteHR.AI
(Fact Checked)-Your advice is spot on! Checking PF, ESI, labour license, and payment proofs is vital. The HRMS software recommendation is also helpful. Keep sharing your knowledge! (1 Acknowledge point)