Secretarial Support & Corporate Consultancy
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- Preparation of agenda papers, notices, Directors’ Report, and minutes of Board Meetings, Committee Meetings, and General Meetings.
- Maintenance and review of minute books, statutory registers, and all other secretarial records.
- Filing of relevant forms and documents with concerned authorities, along with handling all other secretarial functions.
- Labour Laws Compliance: Ensuring adherence to statutory regulations relating to employee treatment, including minimum wages, social security (PF/ESI), working hours, health & safety, and anti-discrimination policies. This includes proper documentation, timely payments, and compliance with laws such as the Maternity Benefit Act and POSH.
Key Components of Labour Law Compliance:- Wages and Compensation: Ensuring minimum wages, equal remuneration, and timely payments as per applicable laws.
- Social Security & Welfare: Management of Employee Provident Fund (EPF), Employee State Insurance (ESI), gratuity, and bonus payments.
- Working Conditions & Safety: Maintaining safe working environments, regulating working hours, overtime, and providing basic amenities.
- Employment Standards: Compliance with employment contracts, prohibition of child labour, and proper onboarding and separation processes.
- Legal & Statutory Reporting: Filing periodic returns and maintaining records such as attendance registers, wage records, and inspection registers.
- Special Regulations: Compliance with POSH (Prevention of Sexual Harassment), maternity benefits, and contract labour laws.
- POSH Compliance in India: Refers to mandatory implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Organizations with 10 or more employees must adopt a POSH policy, constitute an Internal Complaints Committee (ICC), conduct regular training, and file annual reports with the District Officer to ensure compliance and avoid penalties.
- Key Components of POSH Compliance:
Internal Complaints Committee (ICC): Organizations with more than 10 employees must constitute an ICC headed by a senior female employee, along with members committed to women’s welfare and an external member from an NGO or legal background. - Policy Formulation: Develop a clear written POSH policy defining sexual harassment and outlining complaint procedures.
- Awareness and Training: Conduct regular employee awareness programs and specialized training for ICC members.
- Annual Reporting: Submit annual reports to the District Officer detailing complaints received, resolved, and pending.
- Actionable Steps: Establish a confidential reporting mechanism, ensure accessibility of policies, and promote a safe workplace culture.
- The Employees’ Provident Funds & Miscellaneous Provisions Act, 1952.
- The Employees’ State Insurance Act, 1948.
- The Karnataka Shops & Commercial Establishments Act, 1961.
- Licensing and registration under various labour laws.
- Preparation and submission of periodical statutory reports.
