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In any business environment, certain federal and state regulations, rules, and standards must be met and upheld. These are commonly referred to as compliances—and both employers and employees are responsible for adhering to them. Often, within a company, the bulk of the compliance work falls under the human resources (HR) umbrella.1 HR professionals are responsible for understanding which compliances must be met.
They are also responsible for communicating those needs and developing ways for employees to meet them.
This is a huge, and crucial, responsibility within any organization. and if mishandled, could have extremely negative effects on a company, with the potential to cause significant legal and financial impact. Understanding labor law compliance and what it requires of your company means having a grasp on the legal needs within a specific industry.
For HR professionals without a legal background, this can be a difficult task. In today’s technologically advanced business world, compliance laws are evolving as rapidly as other workplace innovations, and new job functions are being created alongside new tools for communication and for conducting business. All of these changes have the potential to bring with them new rules and regulations for HR to learn and implement.
One study revealed that more than half of all HR managers in small and mid-sized businesses struggle to keep up with the changing HR compliance and employment laws moving forward.
Why is it needed?
- Organization gets to know about the non-compliance of the provisions of the labour law that they might be doing inadvertently
- Gives a comfort to management about the status of compliance at the organization
- Saves the organization from any penalties, fines and prosecutions that may be imposed by the respective authorities if organization is found non-compliant
- Gives a confidence to employees that the organization is conscious of its obligations and is making efforts to ensure compliance
- Gives a boost to cordial industrial and employee relations
Why We?
- PAN India support thereby becoming your SPOC for all your establishments/branches across India
- Expertise in Statutory Compliances related to HR
- Handle Inspections on behalf of client
- Timely actions taken whenever there is a change in any legislation or any of its provisions.
- We are not just execution partners but we are your consulting partner
Acts Covered
- Shop & Commercial Establishments Act
- Payment of Wages Act, 1936
- National & Festival Holidays
- Payment of Gratuity Act, 1972
- Equal Remuneration Act, 1976
- Payment of Bonus Act, 1965
- Weekly Holidays Act
- Employee State Insurance , 1948
- Employee Provident Fund 1952
- Minimum Wages Act, 1948
- Labour Welfare Fund
- Contract Labour ( Regulation & Abolition) Act, 1970
- Employment Exchanges Act, 1959
- Maternity Benefit Act, 1961
- Industrial Employment Act
- Employees Compensation Act, 1923
- Professional Tax
- Sexual Harassment ( Women at Workplace)