Other Compliances

Compliances under Minimum Wages Act, 1948

We recognize the significance of fair compensation for a motivated and satisfied workforce. Our dedicated Minimum Wages Act, 1948 Compliance Services are tailored to assist your organization in adhering to the legal provisions of this essential legislation, ensuring that your employees receive just remuneration for their efforts.

Our Minimum Wages Act Compliance Services
Comprehensive Guidance

Our team of experts possesses a deep understanding of the Minimum Wages Act, 1948. We offer expert guidance to help you understand and implement the Act's provisions correctly, guaranteeing compliance while nurturing a positive work environment.

Wage Structure Evaluation

We assist you in evaluating your current wage structure to ensure alignment with the Act's requirements. This includes determining minimum wages for different categories of employees based on skills, regions, and industries.

Documentation Support

Compliance often involves detailed documentation. We aid you in maintaining accurate records, registers, and documentation required by the Act, ensuring you are well-prepared for inspections and audits.

Regular Updates

Labor laws evolve, and so do compliance requirements. Our services include keeping you informed about any amendments or changes to the Minimum Wages Act, enabling you to make timely adjustments to your compensation practices.

As per the Minimum Wages Act 1948, all the companies in India needs to pay specified minimum wages to specified category of labour/ Employee, as notified by the Labour Law department, from time to time. It makes it mandatory for Employers to pay the minimum wages fixed under the Minimum Wages Act 1948.

Both the Central Government and State Government has the authority to review and fix Minimum wages, along with enforcing the rules to the Employers operating under their jurisdiction. We at SGC Management Services Pvt. Ltd., provide the complete service of consultancy and other assistance to the business for a smoother operation.

Compliances under the following regulations will be upheld:
  • Maintenance of wage registers
  • Preparation of overtime registers
  • Preparation and distribution of wages slip
  • Preparation of Annual Return
  • Register to maintain fines
  • Register of advance amount paid
  • Register containing complete details of deduction
  • Consistently update and inform the employer about amendments or changes to the Act.

FAQs

Minimum Wages Act Related FAQs

Ans.The Minimum Wages Act, 1948, ensures that employees receive fair remuneration for their work. Compliance is essential to uphold the rights of workers and maintain a harmonious work environment. Adhering to the Act also helps your organization avoid legal penalties and reputation risks.

Ans.SGCMS specializes in providing comprehensive Minimum Wages Act Compliance Services. Our experts guide you in understanding the Act's provisions, help you evaluate your wage structure, provide documentation support, and keep you updated on any changes to ensure compliance.

Ans.Yes, the Act prescribes different minimum wage rates based on factors such as the type of industry, skills, and regions. Our services take into account these variations, assisting you in determining the appropriate minimum wages for your employees based on the relevant parameters.

Ans.Complying with the Act offers numerous advantages. It fosters a positive work environment by ensuring that your employees are compensated fairly. This contributes to higher employee morale, productivity, and retention rates. Additionally, compliance protects your organization from legal repercussions and enhances its reputation.

Compliances under Payment of Bonus Act, 1965

At SGCMS, we understand the importance of fair compensation and recognizing the dedication of your workforce. Our comprehensive services are designed to guide you through the intricacies of The Payment of Bonus Act, 1965, ensuring that your business adheres to the law and effectively implements bonus policies.

Elevate your organization's compensation practices and legal compliance with SGC Management Service's Payment of Bonus Act, 1965 services. Reach out to us today to learn more about how we can assist you in ensuring fair and compliant bonus distributions for your valued employees.

The Payment of Bonus act, 1965 was enacted to regulate the process of paying bonus to employees working in a specified sector of work. The bonus needs to be paid on the basis of the earned profit or as per the productivity of the business, as the case may be. The Act basically provides a statutory right to employees of an establishment to share the profits of his/her employer.

Applicability Of the Bonus Act
  • A uniform Act in the name of Payment of Bonus Act, 1965 is applicable PAN India.
  • Any factory or business which has 20 or more workers employed in a day during an accounting year is applicable for paying bonus.

We at SGC Management Services Pvt. Ltd. have a team of over 45 experienced and expert staff who dedicatedly provides the required services and assistance to the business. With experience of over 3 decades in the field and the most advanced system of operation, we provide the best and tailor-made services to our clients for their satisfaction.

Compliances under the following regulations will be upheld:
  • Provide expert assistance and consultancy for the calculation of the accurate bonus amount.
  • Register of the bonus in Form-C.
  • Preparing and submission of annual returns in Form-D.
  • Consistently update and inform the employer about amendments or changes to the Act.

FAQs

The Payment of Bonus Act Related FAQs

Ans.The Payment of Bonus Act mandates that employees receive a share of profits in the form of a bonus. Compliance is vital to ensure equitable compensation and maintain harmonious employee relations while avoiding legal penalties.

Ans.SGCMS provides expert consultation, accurate bonus calculation, documentation support, and employee communication services to ensure accurate and fair bonus distributions.

Ans.Bonus calculation involves using a specific formula that takes into account an employee's salary, allocable surplus, and other relevant factors. Our services assist in accurate bonus calculation based on the statutory formula.

Ans.Eligibility criteria for the bonus can vary. Employees who meet certain earning thresholds and have worked for a minimum period within the financial year are typically eligible. We help identify eligible employees and calculate their bonuses accordingly.

Compliances under with Maternity Benefit Act, 1961

The Maternity Benefit Act, 1961 is a legislative enactment by the Government of India designed to safeguard the rights and well-being of women employees during pregnancy and motherhood. This act aims to provide women with certain benefits and privileges during their maternity period, ensuring their health, job security, and economic stability. Under the Maternity Benefit Act, eligible women employees are entitled to a specified period of paid leave before and after childbirth. The act also mandates other provisions such as medical benefits, protection against dismissal during maternity leave, and provisions for nursing breaks.

At SGCMS, we take pride in assisting businesses covered by the Shop & Establishment Act to navigate the complexities of the Maternity Benefit Act, 1961. Our compliance services are designed to ensure that your organization effortlessly adheres to the mandated regulations, fostering a conducive work environment for expecting and new mothers.

Our dedicated team of legal experts collaborates closely with your organization to provide tailored solutions that align with the specific requirements of the Maternity Benefit Act. We offer a range of services, including:

  • Policy Formation : Crafting comprehensive maternity leave policies in accordance with the Act's guidelines, ensuring fair treatment and benefits for expectant and new mothers.
  • Documentation Assistance : Streamlining the documentation process by aiding in the creation and maintenance of accurate records related to maternity leave applications, medical certificates, and other essential paperwork.
  • Statutory Compliance : Ensuring strict adherence to the Act's provisions, including calculating leave entitlement, ensuring timely disbursement of maternity benefits, and addressing any legal updates or amendments.
  • Employee Communication : Facilitating effective communication between the organization and employees, ensuring that pregnant or new mothers are aware of their rights, benefits, and the procedures to avail them.
  • Conflict Resolution : Providing guidance in handling any disputes or conflicts arising from maternity benefit claims, aiming to maintain harmonious employee relations while upholding legal compliance.
  • Audit Readiness : Preparing your organization for statutory audits by maintaining organized and accurate records, thereby mitigating the risk of penalties or legal consequences.
Compliances under the following regulations will be upheld:
  • Maintenance of various monthly register under the Act
  • Submission of Annual return to the labour department.
  • Consistently update and inform the employer about amendments or changes to the Act.

FAQs

Maternity Benefit Act, 1961 Related FAQs

Ans.The Maternity Benefit Act, 1961, is an Indian legislation designed to protect the employment of women during their maternity period and ensure that they receive benefits such as paid leave, medical benefits, and job security during and after childbirth.

Ans.Under the Maternity Benefit Act, 1961, any woman employed in an establishment for a minimum period preceding the expected date of delivery is eligible for maternity benefits. This includes a prescribed period of paid leave, typically up to 26 weeks, extending up to 12 weeks for certain circumstances.

Compliances under with Equal Remuneration Act, 1976

The Equal Remuneration Act, 1976, is a pivotal legislation aimed at ensuring gender equality in workplaces across India. It mandates that employers provide equal pay for equal work, regardless of gender, thereby preventing discrimination based on sex in matters of remuneration. This act is a significant stride towards fostering inclusivity and fairness in the workforce.

The Equal Remuneration Act, 1976, serves as a cornerstone in the fight against gender-based wage discrimination. It applies to all establishments, both public and private, and encompasses various aspects to ensure equal pay for equal work, irrespective of gender. The act prohibits any distinction, exclusion, or preference made on the grounds of sex in terms of wages, recruitment, training, promotion, or any other conditions of service. Employers are required to maintain transparency in remuneration by providing equal pay to men and women for jobs requiring similar skills, effort, responsibility, and working conditions.

Furthermore, the act mandates that employers cannot reduce the wages of any employee to comply with the equal pay requirement. It emphasizes the principle of "equal pay for equal work" and encourages employers to provide an environment free from gender bias. Any contraventions of the act can result in penalties and legal actions.

At SGCMS, we specialize in helping businesses adhere to the Equal Remuneration Act, 1976, by providing expert guidance on compliance measures. Our services ensure that your organization upholds the principles of fairness, equality, and non-discrimination in remuneration, fostering a more just and equitable work environment.

Compliances under the following regulations will be upheld:
  • Maintenance of monthly register
  • Consistently update and inform the employer about amendments or changes to the Act.

FAQs

Equal Remuneration Act, 1976 Related FAQs

Ans.The Equal Remuneration Act, 1976, is an Indian legislation aimed at ensuring equal pay for men and women for the same work or work of a similar nature. It prohibits discrimination in remuneration based on gender and promotes gender equality in the workplace.

Ans.The Equal Remuneration Act, 1976, covers various aspects related to pay equality: - Equal Pay, Prohibition of Discrimination and Scope of Application

Compliances under The Payment of Gratuity Act, 1972

Our comprehensive solutions are designed to guide your organization through the intricacies of this important legislation, ensuring fair gratuity practices, compliance, and employee well-being.

The Payment of Gratuity Act, 1972 serves as a retirement benefit, as it disburses the accumulated amount to employees after their retirement. In a specific case, the Supreme Court of India referenced the Gratuity Act, affirming that employees are eligible to claim retirement benefits after a specified duration of service with a particular company. The Indian Parliament enacted the Payment of Gratuity Act, 1972 on August 21, 1972.

Who Is Eligible Under The Gratuity Act?

As per the decision of the Supreme Court of India, the payment of gratuity to the Employee is mandatory, once the Employee has served the establishment for at least 5 (Five) Years. An Employee becomes eligible to claim his Gratuity under the Gratuity Act when he leaves the Establishment. The reason for leaving may be resignation or retirement or can even be due to any medical condition caused by diseases of accidents and death.

Exception to the Rule: the criteria of completing the service of 5 years is not mandatory if, the cause of the termination of employment is (i) death of the Employee or; (ii) any disability due to diseases or accidents, making the Employee incapable of continuing the Services.

Calculation Made Under The Payment Of Gratuity Act, 1972

Section 4(2) of the Gratuity Act, 1972 provides for a fixed formula to calculate the amount of Gratuity to be paid. However, under Section 4 (3) of the Gratuity Act, the maximum amount of Gratuity to be paid by the Establishment is fixed at Rs. 10,00,000/-.

Formula For Calculating Gratuity:

{(Basic salary + D.A) x 15 days x No. of years of service} / 26

Role of SGC Management Services Pvt. Ltd.

Being India's leading HR and Payroll service provider, we at SGC Management Pvt. Ltd. provide the best service and assistance along with a dedicated expert Consultant, who will ensure that you that all the compliances are made in accordance with the Payment of Gratuity Act, 1972.

Compliances under the following regulations will be upheld

Maintenance of following records and documents:

  • Notice of opening under Form A
  • Declaration under Form-F
  • Any other records and registers, as may be applicable under law, from time to time.

Proper and correct calculation of the gratuity amount, for the eligible Employees.

Consistently update and inform the employer about amendments or changes to the Act.

FAQs

The Payment of Gratuity Act Related FAQs

Ans.The Payment of Gratuity Act mandates that employees receive a gratuity payment upon retirement, resignation, or death. Compliance ensures employees' financial security and well-being post-employment.

Ans.SGCMS offers expert consultation, accurate gratuity calculation, documentation support, and employee communication services to ensure accurate and fair gratuity distributions.

Ans.Gratuity calculation involves a formula based on the employee's tenure of service and last drawn salary. Our services assist in accurate gratuity calculation based on the statutory formula.

Ans.Employees who have completed a minimum period of service (usually five years) are eligible to receive gratuity. We help identify eligible employees and calculate their gratuity entitlement.

Compliances under The Payment of Wages Act, 1936

Welcome to SGCMS, your trusted partner for specialized services related to The Payment of Wages Act, 1936. Our comprehensive solutions are designed to guide your organization through the intricacies of this important legislation, ensuring accurate and timely wage payments, compliance, and employee satisfaction.

The Payment of Wages Act, 1936 is extended to PAN India to ensure the proper payment of wages to the employees without any kind of delay or unauthorized deduction in the payment.

Method of Payment as Per Payment of Wages Act
  • The wages can't be paid in kind; it needs to be paid in cash, i.e. the country's current currency, note or coin.
  • The amount can also be paid by cheque or by direct crediting to the bank account of the employee after getting the authorization in writing.
Authorized Deduction of Wages as Per Payment of Wages Act, 1936

The employer needs to pay the wages to the employee without any kind of deduction other than the authorized reason as per the Payment of Wages Act. The list of authorized deductions from wages includes: -

  • Deduction of wages due to absence on duty/ Leave without pay.
  • Deduction of wages for house accommodations provided by the employer.
  • The wages can be adjusted towards proven damage or loss of goods by the Employee.
  • Deduction of wages as the recovery of advance payments.
Compliances under the following regulations will be upheld:
  • Annual return form IV

FAQs

The Payment of Wages Act Related FAQs

Ans.The Payment of Wages Act ensures timely and accurate wage payments to employees. Compliance guarantees that employees receive their rightful earnings, fostering trust and satisfaction.

Ans.SGCMS offers expert consultation, accurate wage calculation, documentation support, and employee communication services to ensure compliant and transparent wage payments.

Ans.Wages include basic pay and certain allowances, as specified in the act. Our services assist in accurate wage calculation, considering the prescribed components and deductions.

Ans.Deductions can be made only for specific reasons, such as fines or deductions authorized by law. We ensure that deductions are made in accordance with the act's provisions.

Contact us today to explore how SGCMS can transform your employees’ experience. Your success is our commitment.

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