I have 200 employees working in my organisation based out across India, however registered office is in Mumbai. We belong to Pharma industry. Staff comprises on employees based out at Head office (20%) and employees working in field as Medical representative (80%). I want to know what are the HR compliances to be followed.
From India, Mumbai
From India, Mumbai
You May Begin with the following Action-Steps:
1. Constitute/Form Internal Committee, separtely, for each of your Establishments located at diff Geographical Locations where Ten (10) or more Workers/Emploed Persons are employed /engaged as per Section-4 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 and in line with the Companies (Accounts) Rules 2014 amended and gazetted on 31.7.2018; and
2. Discharge the Duties of Employer Listed under Secton-19 of the said Act of 2013 namely
i) Framing and Displaying your Establishment's Policy Re Providing Protecton to Women from SH at Workplace and Creating a Safe and Secure Workplace Environment Where No Woman Shall Be Subjected to SH;
ii) Organize Twin Workshops for Internal Committee Members; and
iii) Organize Mandatory Awareness Programs for Employees at Regular Intervals;
iv) Incorporate in your Standing Orders or Service Rules the Provision that SH shall constitute an
Act of Misconduct Punishable;
v) Publish the Names & Contact Details of IC Members to enable Employees/Others to initiate submission ofSH Complaints or for Seeking Clarifications etc;
It is Compulsory that Every PresidingOfficer of Each Internal Committee in India is Duty-Bound to File under Her Signature, the Mandatory ANNUAL REPORT for the Calendar Year 2018 as prescribed in Rule-14 of the Central Rules framed under the SHWW (P,P & R) Act 2013 under Section-21 with a Copy thereof to her Employer who in turn shall incorporate the Contents/Dat in the Company's Annual Report under Section-22.
Penalties Prescribed are Sringent for Employers for Non-Compliance with Provisions of the said SHWW Act 2013.
Simultaneouls, initiate Action to Comply with PF & MP Act, Shops & Esta or I E (Standing Orders) Act, Gratuity Act, Maternity Act, CL (R & A) Act, Minimum Wages Act, Payment of Wages Act and other Employmentrelated Acts applicable to your Esta.
Please Take Note that the Laws Asks No One IF S/He Shall Comply For That is Not The Choice;
the ONLY Choice is How and When--- Before OR after Penalties are Imposed which include, inter alia, Fines, Imprisonment, Cancellation of Business Licence etc.
Kritarth Team is ready to Assist.
12.12.18
From India, Delhi
2001. Constitute/Form Internal Committee, separtely, for each of your Establishments located at diff Geographical Locations where Ten (10) or more Workers/Emploed Persons are employed /engaged as per Section-4 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 and in line with the Companies (Accounts) Rules 2014 amended and gazetted on 31.7.2018; and
2. Discharge the Duties of Employer Listed under Secton-19 of the said Act of 2013 namely
i) Framing and Displaying your Establishment's Policy Re Providing Protecton to Women from SH at Workplace and Creating a Safe and Secure Workplace Environment Where No Woman Shall Be Subjected to SH;
ii) Organize Twin Workshops for Internal Committee Members; and
iii) Organize Mandatory Awareness Programs for Employees at Regular Intervals;
iv) Incorporate in your Standing Orders or Service Rules the Provision that SH shall constitute an
Act of Misconduct Punishable;
v) Publish the Names & Contact Details of IC Members to enable Employees/Others to initiate submission ofSH Complaints or for Seeking Clarifications etc;
It is Compulsory that Every PresidingOfficer of Each Internal Committee in India is Duty-Bound to File under Her Signature, the Mandatory ANNUAL REPORT for the Calendar Year 2018 as prescribed in Rule-14 of the Central Rules framed under the SHWW (P,P & R) Act 2013 under Section-21 with a Copy thereof to her Employer who in turn shall incorporate the Contents/Dat in the Company's Annual Report under Section-22.
Penalties Prescribed are Sringent for Employers for Non-Compliance with Provisions of the said SHWW Act 2013.
Simultaneouls, initiate Action to Comply with PF & MP Act, Shops & Esta or I E (Standing Orders) Act, Gratuity Act, Maternity Act, CL (R & A) Act, Minimum Wages Act, Payment of Wages Act and other Employmentrelated Acts applicable to your Esta.
Please Take Note that the Laws Asks No One IF S/He Shall Comply For That is Not The Choice;
the ONLY Choice is How and When--- Before OR after Penalties are Imposed which include, inter alia, Fines, Imprisonment, Cancellation of Business Licence etc.
Kritarth Team is ready to Assist.
12.12.18
From India, Delhi
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HR Satutory Compliances.ppt