How many past years compliance records like Wages registers, attendance, ESI records, PF records should be maintained?
Also, till when should factories keep appointment letters and resignation letters of left employees? Employee left in 2015. His records are needed to be kept? What happens if factory lost these records?
Also, should factories keep all records if there is a labour case/PF case pending in court from 2010? If yes, then should the records be kept after 2010 also or only just records pertaining to the case?
From India, Bengaluru
1Also, till when should factories keep appointment letters and resignation letters of left employees? Employee left in 2015. His records are needed to be kept? What happens if factory lost these records?
Also, should factories keep all records if there is a labour case/PF case pending in court from 2010? If yes, then should the records be kept after 2010 also or only just records pertaining to the case?
From India, Bengaluru
From the point of view of Income Tax Act, minimum 5 years records should be preserved and maintained.
But it is a practice followed in many good companies that preservation of records even upto 15 years old, is done.
You may think of digitalizing the records for preserving permanently.
From India, Aizawl
But it is a practice followed in many good companies that preservation of records even upto 15 years old, is done.
You may think of digitalizing the records for preserving permanently.
From India, Aizawl
Would like to know time period of maintaining records in purview of labour law compliance. Can firms remove records older than 5 years?
Please help in answering the below 2 questions also:
1) Till when should factories keep appointment letters and resignation letters of left employees? Employee left in 2015. His records are needed to be kept? What happens if factory lost these records?
2) Should factories keep all records if there is a labour case/PF case pending in court from 2010? If yes, then should the records be kept after 2010 also or only just records pertaining to the case?
From India, Bengaluru
Please help in answering the below 2 questions also:
1) Till when should factories keep appointment letters and resignation letters of left employees? Employee left in 2015. His records are needed to be kept? What happens if factory lost these records?
2) Should factories keep all records if there is a labour case/PF case pending in court from 2010? If yes, then should the records be kept after 2010 also or only just records pertaining to the case?
From India, Bengaluru
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E compliance.pdf
Statutory Compliance of a Industrial or Commercial Unit.xls