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Trade Unions Act, 1926 |
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Laws related to Wages: |
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Minimum Wages Act, 1948 |
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Payment of Bonus Act, 1965 |
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Payment of Wages Act, 1936 |
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Laws related to Working Hours, Conditions of Service and Employment: |
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Contract Labour (Regulation & Abolition) Act, 1970 |
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Factories Act, 1948 |
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Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979 |
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Sales Promotion Employees (Conditions of Service) Act, 1976 |
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Shops & Establishment Act |
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Laws related to Equality and Empowerment of Women: |
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Equal Remuneration Act, 1976 |
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Maternity Benefit Act, 1961 |
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Laws related to Deprived and Disadvantaged Sections of the Society: |
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Bonded Labour System (Abolition) Act, 1976 |
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Child Labour (Prohibition & Regulation) Act, 1986 |
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Laws related to Social Security: |
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Employees’ State Insurance Act, 1948 |
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Employees’ Provident Fund & Miscellaneous Provisions Act, 1952 |
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Payment of Gratuity Act, 1972 |
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Workmen’s Compensation Act, 1923 |
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Besides the above-mentioned HR-specific laws, the relation between an employer and an |
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employee may also be governed by the following general laws: |
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Indian Contract Act, 1872 |
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Intellectual Property Laws |
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Information Technology Act, 2000 |
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Arbitration & Conciliation Act, 1996 |
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Specific Relief Act, 1963 |
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Law of torts |
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While these HR-specific laws are highly complex and difficult to comprehend by many, the onus is on the employer to understand them and comply with the provisions specified therein. Consequences of non-compliance are stiff. Failure to comply with the statutory requirements can result in fines, penalties, and in the most extreme cases, imprisonment for the Directors and/or the officer-in-charge of the Company. It thus augurs well for any business entity to be aware of the various HR-related laws and regularly comply with all the requirements. |
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We understand the intricacies involved in these HR-related laws and the difficulties faced by companies in complying with them. We, therefore, provide a comprehensive range of services to our clients that cover various aspects of HR in a company, including: |
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Drafting all HR-related documents such as job offer letter,appointment letter, transfer letter, appraisal letter, leave |
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application slip, confidentiality & non-disclosure undertaking, resignation letter, acceptance of resignation letter, termination letter and clearance form. |
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Drafting comprehensive HR policies & procedure manuals |
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Drafting employee-related agreements such as confidentiality, non-disclosure and non-solicitation agreements |
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Advising on the various compliances required to be fulfilled under applicable laws |
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Providing advice and opinion on complex HR-related issues faced by the company from time to time |
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Handling employee-related disputes arising out of termination, voluntary resignation, non-payment of dues, etc. |
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Conducting HR Audits, which involves reviewing the existing HR documents and practices of the company,evalua- |
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ting the compliance-level being currently achieved by the company, suggesting possible areas of improvement |
| re-drafting HR documents as deemed necessary and ensuring that the company becomes legally-Compliant |
