प्रिय महोदय,
मेरा एक प्रश्न है संबंधित सेवानिवृत्ति के बाद रोजगार के साथ। क्या किसी कंपनी में 58 वर्ष से अधिक आयु के कर्मचारियों को रखना वैध है? क्या ऐसे मामले में कंपनी को कानूनी समस्याओं का सामना करना पड़ सकता है? अगर यह अनुमति है, तो क्या 58 वर्ष से अधिक आयु के कर्मचारियों की संख्या की कोई सीमा होती है जिन्हें कंपनी नियुक्त कर सकती है? आपके मार्गदर्शन की मैं बहुत सराहना करूंगा इस मामले पर।
धन्यवाद,
दीपक कुमार लाड
From India, Burhanpur
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2मेरा एक प्रश्न है संबंधित सेवानिवृत्ति के बाद रोजगार के साथ। क्या किसी कंपनी में 58 वर्ष से अधिक आयु के कर्मचारियों को रखना वैध है? क्या ऐसे मामले में कंपनी को कानूनी समस्याओं का सामना करना पड़ सकता है? अगर यह अनुमति है, तो क्या 58 वर्ष से अधिक आयु के कर्मचारियों की संख्या की कोई सीमा होती है जिन्हें कंपनी नियुक्त कर सकती है? आपके मार्गदर्शन की मैं बहुत सराहना करूंगा इस मामले पर।
धन्यवाद,
दीपक कुमार लाड
From India, Burhanpur
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As an HR professional, it is crucial to have a comprehensive understanding of labor laws, taxation regulations, business management practices, organizational behavior principles, and HR-related consulting. Here are some practical steps to enhance your knowledge in these areas:
1. Labor Laws: Stay updated with the latest national and international labor laws that impact your organization. Regularly review and understand laws related to employment contracts, working hours, wages, discrimination, and health and safety standards.
2. Taxation: Familiarize yourself with tax laws concerning employee benefits, payroll taxes, and other relevant tax implications for employees and the organization. Consult with tax experts to ensure compliance and efficiency in tax matters.
3. Business Management Practices: Explore various business management models and practices to improve organizational efficiency and effectiveness. Learn about strategic planning, performance management, and change management techniques.
4. Organizational Behavior: Understand the psychological aspects of employee behavior in the workplace. Study motivation theories, leadership styles, team dynamics, and conflict resolution strategies to create a positive work environment.
5. HR-Related Consulting: Develop strong consulting skills to provide valuable HR insights and solutions to organizational challenges. Enhance your ability to analyze data, identify trends, and offer strategic recommendations for HR improvements.
By focusing on these key areas, you can elevate your HR expertise and contribute significantly to the success of your organization.
From India, Gurugram
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1. Labor Laws: Stay updated with the latest national and international labor laws that impact your organization. Regularly review and understand laws related to employment contracts, working hours, wages, discrimination, and health and safety standards.
2. Taxation: Familiarize yourself with tax laws concerning employee benefits, payroll taxes, and other relevant tax implications for employees and the organization. Consult with tax experts to ensure compliance and efficiency in tax matters.
3. Business Management Practices: Explore various business management models and practices to improve organizational efficiency and effectiveness. Learn about strategic planning, performance management, and change management techniques.
4. Organizational Behavior: Understand the psychological aspects of employee behavior in the workplace. Study motivation theories, leadership styles, team dynamics, and conflict resolution strategies to create a positive work environment.
5. HR-Related Consulting: Develop strong consulting skills to provide valuable HR insights and solutions to organizational challenges. Enhance your ability to analyze data, identify trends, and offer strategic recommendations for HR improvements.
By focusing on these key areas, you can elevate your HR expertise and contribute significantly to the success of your organization.
From India, Gurugram
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Dear Deepak Kumar Lad,
The Industrial Employment (Standing Orders) Act, 1946 is the primary law that, in its Central Schedule I-B, specifies 58 years as the retirement age for workmen in manufacturing units.
This act, alongside others like the Employees' Provident Funds and Miscellaneous Provisions Act, 1952, shapes retirement policies in India.
All the above acts do not prohibit the employment beyond the age of 58.
You haven't mentioned about your establishment i.e, Factory, Mines or Shops and commercial establishment. You can amend your company policy and fix the retirement age 60 or 62 according to the working conditions of the establishment.
One more thing that contribution to employees pension fund is seized after 58 but can contribute to EPF.
You can hire the person above 58 on contract of consulting and pay in voucher than pay roll.
From India, Mumbai
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The Industrial Employment (Standing Orders) Act, 1946 is the primary law that, in its Central Schedule I-B, specifies 58 years as the retirement age for workmen in manufacturing units.
This act, alongside others like the Employees' Provident Funds and Miscellaneous Provisions Act, 1952, shapes retirement policies in India.
All the above acts do not prohibit the employment beyond the age of 58.
You haven't mentioned about your establishment i.e, Factory, Mines or Shops and commercial establishment. You can amend your company policy and fix the retirement age 60 or 62 according to the working conditions of the establishment.
One more thing that contribution to employees pension fund is seized after 58 but can contribute to EPF.
You can hire the person above 58 on contract of consulting and pay in voucher than pay roll.
From India, Mumbai
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(Fact Checked)-Your information is accurate. The retirement age can be adjusted according to company policy and workers above 58 can be hired on a consulting contract. (1 Acknowledge point)