KLP CORPORATE SERVICES
LICENSES & RENEWALS
We offer our customers the best services for registration and renewal of various licenses!
KARNATAKA SHOPS & ESTABLISHMENT ACT
FACTORIES ACT REGISTRATION
POLLUTION CERTIFICATE
DSC CERTIFICATE
PF REGISTRATION
ESI REGISTRATION
ISO Certificate
CORPORATE INSURANCE
CONTRACT LABOUR ACT
BBMP TRADE / ANIMAL
LICENCE / RENEWALS
FSSAI FOOD LICENCE
FIRE LICENCE
LEGAL METROLOGY
GENERAL INSURANCES / WORKMEN COMP POLICY
TRADE MARK / LOGO REGISTRATION
POSH Policy
MSME CERTIFICATE
PAYMENT AND GRATUITY ACT
IEC LICENCE & MODIFICATIONS
ACTUARIAL VALUATION
WHY LICENCES & REGISTRATIONS ARE MANDATORY
This license is important since, without it, you could not be allowed to operate any businesses in that region. It's similar to establishment and shop licenses in that the local government gives the business owner authorization to conduct business within the local community
The list of important Acts which affect an organization and its HR function is enclosed below:
1. Apprentice Act 1961:
This act ensures that apprentices are provided with proper skills and training in their chosen trade. The 2014 amendment of Apprentice Act ensures that the minimum age for being engaged as an apprentice is 14 years. However, the Bill adds that the minimum age for apprenticeship in designated trades related to hazardous industries shall be 18 years.
2. Contract Labour Regulation and Abolition Act, 1970:
This act ensures that contract labor is not exploited, and their working condition is improved. A worker will be deemed on contract when he is hired in connection with the work of an establishment by or through a contractor.
3. Child Labour Regulation and Abolition Act, 1986:
This act prohibits the employment of children in certain environments. A child is a person below 14 years of age. So, any child under 14 years of age should not be exploited under the guise of employment.
4. Industrial Disputes Act 1947:
This Act was created for businesses and various industries to make provision for the investigation and settlement of industrial disputes, and for certain other purposes.
5. Payment of Gratuity Act, 1972:
This Indian law makes it necessary for companies to pay a one-time gratuity to retired employees. Gratuity is also applicable to an employee who has worked with a company for a minimum of 5 years and is finally resigning. Payment of Gratuity is applicable to companies with over 20 employees.
Gratuity is the sum of money provided by the employer to the employees for their productive work when they retire or leave after 15 years of continuous job. If companies have more than ten employees, they must follow the Payments of Gratuity Act, 1972. The amount of gratuity depends on basic salary, years of work and the days in a month.
6. Minimum Wages Act, 1948:
This Indian labor law sets the minimum wage that must be paid to skilled and unskilled labors. The constitution has defined “minimum wage” or ” living wage” as the level of income that the worker needs to have to live a decent life having basic facilities like health, comfort, and education.
7. Industrial Employment Standing Orders Act, 1946:
These are rules, regulations and obligations set by the Government of India to regulate the working conditions in the industrial environment.
8. Employees Provident Fund and Miscellaneous Provisions Act, 1952:
This act makes it compulsory for institutions, factories, and other establishments to provide a Provident Fund, [Pension] Fund, and Deposit-Linked Insurance Fund for the benefit of the employees.
9. Equal Remuneration Act, 1976:
This act asks institutions to provide for the payment of equal remuneration to men and women workers. It also stands for the prevention of discrimination, on the ground of sex, against women in the matter of employment.
10. Employees State Insurance Act 1946:
This act makes it necessary for institutions/employers to provide certain benefits to employees in case of sickness, maternity, and employment injury and to make provision for certain other matters in relation to them.
11. Payment of Bonus Act, 1965:
This act is applicable to factories or other institutions with more than 20 workers, to provide for a minimum bonus of 8.33 percent of wages. The minimum salary eligible for a bonus is Rs. 7,000 per month.
This is the payment of an annual bonus to employees earning less than Rs 21,000 in an establishment and who have completed 30 working days in the financial year. This applies to all organizations with more than 20 employees on their salary payroll and the profits earned by the establishment. The bonus rates may range from 8.33% to 20%. It should be paid within eight months of closing the accounting year.
12. The Payment of Wages Act of 1936:
This act is primarily intended to help industrial workers who earn less. The limit of the salary is 24000. Anyone earning less than 24000 a month is eligible to raise an issue under the said act. This act prohibits improper wage deductions and eliminates unnecessary wage delays.
13. The Factories Act, 1948:
This act was set in place by the Government of India to improve working conditions of workers. It sets the safety standards for workers employed in factories. All the factories in manufacturing goods, including weaving cloth, knitting of hosiery and other knitwear, clothing, and footwear production, dyeing and finishing textiles, manufacturing footwear come under this law. According to this act, the working week of factory workers should not exceed 60 hours.
14. Employment Exchange (Compulsory Notification of Vacancies Act), 1959:
According to this act, an office needs to notify about available vacancies to job seekers. Office refers to an office of the central or state government, which collects and furnishes information on prospective employers, available vacancies, and job seekers.
15. Trade Unions Act, 1926:
This act provides for registration of trade unions (including association of employers) with a view to render lawful organization of labor to enable collective bargaining.
16. Workmen’s Compensation Act, 1923:
The Workmen Compensation Act 1923 aims to provide financial compensation to employees in case they meet with an unfortunate accident while performing their duties. All workers in railways, airlines, driving industry, construction site workers are eligible for this compensation.
17. Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979:
This act was set in place to regulate the employment of inter-State migrant workmen and to prevent them from being exploited.
18. The Maternity Benefits Act of 1961 (amended in 2017):
Two acts – the Maternity Benefits Act of 1961 and the Employees State Insurance Corporation (ESIC) Act of 1931 – govern the payment of maternity benefits to pregnant women. This Act applies to women employed by the government in any sector, shops, and commercial establishments where more than ten people are employed.
19. Labour Welfare Fund Act of 1965:
This Act applies in 16 Indian states to provide social security to employees. It is determined by the wages, designation, and the total employees working. The application for the Act also differs from the specific Act in each state.