Introduction:
Labour law is a set of Acts which are essential for businesses and organisations of all sizes and industries, which must comply with regulatory requirements and standards defined in the respective Acts. In other words, labour law is a set of rules, administrative decisions, and judgments that deal with the legal rights of people working and their organizations in general.
AAPT CORP has the proficiency to manage every step of Establishment/Labour Compliance which is applicable to Establishments across India.
Requirement & Benefits of Compliant Workplace:
How does Establishment Compliance/ Labour Law Impact any business?
Legal Requirements: EveryEstablishment should comply with labour law as per the instructions described in various labour act, it is the responsibility of every employer that the organisations meet its all-legal obligations.
Financial Requirement for Avoiding the losses: Non-compliance might result in financial penalties and fines, which can increase the cost of doing business. Establishment Compliance Services is a path which can help organisations avoid these penalties and fines by ensuring compliance with regulations.
Conservation of Organisation Reputation: Non-compliance can destroy the organisation’s reputation. Conforming to compliance can help accumulate an organisation social reputation by distinguishing and reducing areas of risk.
Provides a Safe & Productive Work environment to Employees: InLabour Law there is mandatory rules and regulations outlined which help to provide the healthy, safe & rightful workplace to the employees which also enhances the productivity of the business.
A. Establishment Compliance Covered: We have subject matter expertise with Pan-India presence for obtaining New Registration, Amendment & Renewal of the Existing Certificate and for Preparing, Maintaining & Submitting the Statutory Registers, Records and return under below listed act.
Introduction:
The POSH Act raised the bar for responsibility and accountability from the Vishaka Guidelines. The Supreme Court made workplaces, institutions, and people in charge responsible to protect working women’s basic right to equality and dignity. This means to give women employees a safe and secure place to work.
Key definition of POSH:
The POSH act defined the complete portraying or behaviour which is considered unwelcome sexual harassment of a sexual nature, verbal, physical or visual, that is :
Role & Responsibilities of Employer:
Penalty for non-compliance with provisions of Act: – Where the employer fails to comply with the POSH act, this is punishable offence and appropriate authority will imposed the fine which may extend to INR 50,000/- and continuity of non-compliance is the subject to extension of punishment by the appropriate authority.
Introduction
Workforce empowerment is essential for a strong, prosperous and self-reliant India. Even after 73 years of independence, almost 90% of workers work in the informal sector without access to full social security. The total number of workers in the organized and informal sectors exceeded 500 million. For the first time, a government looked after workers and their families in both the formal and informal sectors. In the past, the labor movement had been involved in the implementation of several labor laws. The central government has made significant changes in the right direction to give them real autonomy. To this end, the central government has taken the historic step of codifying 29 laws into 4 laws, so that employees can easily access dignity, health and other welfare measures.
The Four New Labour Codes are:
