Post on 16-Jul-2015
Inspiring Excellence
about the presentation
The human resources (HR) function is at the centre of most employers’ efforts to identify, hire and retain the people the organization needs to execute its strategy and achieve its goals. But the HR function is a key player within the organization’s compliance structure as well.There are numerous laws and regulations governing the employment relationship that HR professionals must understand and navigate in order to help ensure their organizations avoid costly fines and other penalties, including the potential harm to the organization’s reputation.
This presentation will help the organizations to focus on the HR legal requirements and manage the HR compliance in an effective manner.
www.verde.co.in
Inspiring Excellencewww.verde.co.in
Few facts....
Employment law suits have increased 400% in last 20 years
More than 90% of the companies – regardless of size seek outside advice on compliance
52% of mid-size companies report at least one recent incident of HR-related complaints, charges or lawsuits
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Compliance is a continuing challenge….
HR compliance
issues of Most
concern
Pay roll & Taxes
Recruitment & Hiring
Pay requirements
Workers compensation & insurance
Termination
Employee benefits
Risk and safety issues
Establishment related issues
Social Security related issues
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Purpose of Labour Legislations
• To protect the workers from profit seeking exploiters.
• To promote cordial industrial relations between employers and employees.To preserve the health safety and welfare of workers.
• To product the interests of women and children working in the factories.
• It establishes a legal system that facilitates productive individual and collective employment relationships, and therefore a productive economy.
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Labour Legislations contain the principles of social justice, social equity, social security and national economy.
• Social justice implies two things. First, equitable distribution of profits and other benefits of industry between owner and workers. Second, providing protection to workers against harmful effect to their health, safety and morality.
• Social equality provides the flexibility in labour legislations to adjust to the need of the industrial society.
• Social security envisages collective action against social risks which constitute the crux of the labour legislation.
• National Economy provides the standards to be set for the labour legislations.
Principles of Labour Legislations
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LAWS RELATED TO EMPLOYMENT & CONDITIONS OF SERVICE
1
2
The Factories Act, 1948
The Shops & Establishment Act, 1953
The Weekly Holiday Act, 1942
The Contract Labour (Regulation & Abolition) Act, 1970
3
4
1
2
The Trade Unions Act, 1926
The Industrial Employment (Standing Orders) Act, 1946
The Industrial Dispute Act, 19473
LAWS RELATED TO INDUSTRIAL RELATIONS
1
2
The Payment of Wages Act, 1936
Minimum Wages Act, 1948
LAWS RELATED TO WAGE PAYMENT
Payment of Bonus Act, 1965 3
Equal Remunerations Act, 19764
Laws to comply to meet the
challenges
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LAWS RELATED TO WELFARE & SOCIAL SECURITIES
1
2
Employees’ Provident Fund & Miscellaneous Provisions Act, 1952
Payment of Gratuity Act, 1972
Employees’ State Insurance Act, 19483
Maternity Benefit Act, 1961
Employees Compensation Act, 2010
4
5
LAWS RELATED CHILDREN, WOMEN & OTHER DEPRIVED AND DISADVANTAGED SECTIONS OF THE SOCIETY
1
2
3
Bonded Labour System (Abolition) Act, 1976
The Child Labour (Prohibition & Regulation) Act, 1986
The Sexual Harassment at the Workplace (Prevention, Prohibition and Redressal) Act, 2013
Laws to comply to meet the
challenges
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Application & Selection
Induction
Working Period
Exit
Competence assessment Non- Discriminatory
Screening and Selection
Conditions for employment Non- Discriminatory and
legal Conditions Induction training
Compliance to social laws for conducive environment for work Freely chosen employment Freedom of association and right to
collective bargaining Working hours Wages and benefits Discrimination Regular employment Disciplinary procedures
Health, Safety and Welfare
Capacity Building through Training
Work Cycle Legal requirements
Worker
Contract Worker
Laws related to Employment & Training
• Laws related to Working Hours, Conditions of Services and Employments
• Laws related to Wages• Laws related
to Equality and Empowerment of Women
• Laws related to Deprived and Disadvantaged Sections of the Society
• Laws related to Social Security
• Laws related to Labour Welfare
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It’s a matter of compliance to
international codes & practices as well
HR legal compliance will help you to comply with…..
1. Social Accountability 8000 standard
2. Ethical Trade Initiative Base Code
3. International Finance Corporation Guidelines
4. ILO recommendations
5. Other industry specific social codes & standards
Inspiring Excellencewww.verde.co.in
This is a
knowledge initiative
About the author:
Madhabi is a consultant of Verde Ventures, which provides consulting and advisory services in the field of business management. She worked in manufacturing and service industries in different people functions as an auditor, consultant and trainer. She has expertise in process development, strategic management in the areas of people excellence, sustainability and business excellence.
Madhabi is a trainer, consultant and assessor and worked with more than 100 organizations across India.
Madhabi is masters in human resource management and presently pursuing doctorate in management. She is a certified Neuro Linguistic programme practioner and trained social impact assessor. She has conducted 100+ assessments in different industries in the areas of HR, legal, social, CSR and sustainability. Her knowledge of industrial relations and labour laws helps her to contribute in the HR audits effectively.
Currently Madhabi iis heading the training service at Verde.
Madhabi can be reached at madhabi.guha@verde.co.in
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What Verde does?
Verde is an international advisory firm involved in the field of Responsible Business, Business Excellence and Risk Management.
1Assessment
Identifying the gaps in a system against standard(s) and requirement. to meet compliance and facilitate improvement.
2Consulting
Supporting & handholding organisations to solve their problems and to meet the gaps identified during the assessment or any other audit.
3Training
Empowering people to perform their duties effectively and efficiently.
4Assurance
& Certification
Ensuring that a process, product, or service meets relevant technical standardsand fulfils relevant requirements.
www.verde.co.in
Verde services in
People Excellence
• HR Audit
• HRD Climate Survey
• Workplace Stress Management
• Human Resource Process Management
• Performance Management
• Strategic Competency Management
Safety, Health & Environment
People ExcellenceFood Safety
Social Compliance
Quality & Business Excellence
Information Security