Services

PF-ESIC-COMPLIANCE

The aims and objects under the Employees Provident Fund Act, 1952 and The Employees State Insurance Act, 1948 is to impart social security benefits to the industrial workers and employees. Therefore a minor error in calculation and small non-compliance could cause IR issues and huge financial penalty to the company. Binsar Enterprises professionally equipped to advice & process the data for pan-India locations and become strategic partners in your journey to Corporate Governance.

ESI act

ESI ACT, 1948- Implications, Benefits and Procedure

The Employees State Insurance Act of 1948 has been enacted with the objective of securing financial relief in cases of sickness, maternity, disablement and for providing medical benefits to employees of factories and establishments, and their dependents. The act is also applicable to non-seasonal factories using power and employing 10 or more employees, and non- power using factories and certain other establishments employing 20 or more employees. Employees and employers contributes to the scheme, and various benefits are given to eligible employees like, sickness benefit, maternity benefit, disablement benefit, etc. [18]All benefits are delivered thereof ESIs hospitals, clinics and approved independent medical practitioners.

EPF act

EPF act 1952 is administered by Central Board of Trustees and Employees provident fund organization (EPFO)
As an employee working in a corporate set-up, there are several things one would like to know about the Employees Provident Fund (EPF). EPF is the main scheme under the Employees' Provident Funds and Miscellaneous Provisions Act, 1952 . The scheme is managed under the aegis of Employees' Provident Fund Organisation (EPFO).

It covers every establishment in which 20 or more persons are employed and certain organisations are covered, subject to certain conditions and exemptions even if they employ less than 20 persons each.

Payroll Processing

Payroll processing is a time-consuming and resource-intensive task for many businesses. Binsar Enterprises payroll outsourcing service provides access to timely, accurate and secure data with the following:

Bank advice statement and customized reports
Master employee input file with checks and balances to increase accuracy
Options to transfer funds directly from selective banks to employees' accounts

Factory Act

Binsar Enterprises is experts in handling diverse requirement of the Factory Act compliances with an efficient sizeable team of compliance and labour law experts. From a new factory set up to future expansion plan in existing factory,Binsar Enterprises is ever ready to address your queries and help you with every statutory or labour requirement enabling you a surety of full compliance with 100% peace of mind.

Bonus Act

Keeping the employer abreast with the amendments, if any to the Act and advising and guiding the employer in maintaining records in Form C & D as required under this Act.

Minimum Wage Act

India introduced the Minimum Wages Act in 1948, giving both the Central government and State government jurisdiction in fixing wages. The act is legally non-binding, but statutory. Payment of wages below the minimum wage rate amounts to forced labour. Wage Boards are set up to review the industry's capacity to pay and fix minimum wages such that they at least cover a family of four's requirements of calories, shelter, clothing, education, medical assistance, and entertainment. Under the law, wage rates in scheduled employments differ across states, sectors, skills, regions and occupations owing to difference in costs of living, regional industries' capacity to pay, consumption patterns, etc. Hence, there is no single uniform minimum wage rate across the country and the structure has become overly complex.

Contract Labour Act

Contract Labour is one of the acute form of unorganized labour. Under the system of contract labour workers may be employed through contractor on the contract basis. Workmen shall be deemed to be employed as "contract labour" or in connection with the work of an establishment when he is hired in or in connection with such work by or through a contractor, with or without the knowledge of the principal employer. In this class of labour the contractors hire men (contract labour) who do the work on the premises of the employer, known as the principal employer but are not deemed to be the employees of the principal employer.

Payment of Gratuity Act

The Payment of Gratuity Act, 1972 provides for a scheme for the payment of gratuity to employees engaged in factories, mines, oilfields, plantations, ports, railway companies, shops or other establishments. Payment of Gratuity Act, 1972 is administered by the central government in establishments under its control, establishments having branches in more than one state, major ports, mines, oil fields and the railways and by the state governments and union territory administrations in all other cases.

Shop and establishment act

All those, who are planning to enter the business world, need to understand the provisions of Shop and Establishment Act in India. Registration under the Shop and Establishment Act is mandatory for most businesses and since this is the first step towards the promising business world, we have tried to cover the basics of the same.

Establishment Compliance

Distributed geographically, the variations in laws pose complexities that ensure conformity in an ample and cost-effective way. Binsar Enterprises is a leader in human resources and statutory compliance, setting the foundation for a nationwide presence, while a definitive choice of corporations that is expanding on a global scale.The establishment compliance services of Binsar Enterprises offer a single-windowed partnering platform for companies that have an organization with a multitude of areas encompassed. Ensured compliance, administrative cuts in expenses, coordination from within a single window, concern-free transactions from a confidential angle and professional services from a respectable corporation are truly advantageous for its clientele.

The Sexual Harassment of Women at Workplace (P.P&R) Act 2013.
Shops & Commercial Establishment Act
The Payment of Bonus Act, 1965
The Payment of Wages Act, 1936
The Minimum Wages Act, 1948

Contract Labour compliances

Being compliant by the organisation may not absolve from litigation if any contractor engaged by them are non-complied.

In day-to-day business scenario, it is expected that every organisation in India has to have contractors in non-perennial activities. Engagement of Contract Labours through different contractors for different non-perennial activities may be a relief for an Organisation to concentrate on the core activity. Simultaneously it is inevitable that an Organisation needs to be complied with Contract Labour (Regulation and Abolition) Act, to achieve compliance in engaging contract labourers.

Legal Services

Binsar Enterprises is a full service Law Firm that represents its clients in a number of complex and high value transactions. We have an expertise and experience across various sectors such as intellectual property rights, pharmaceuticals and healthcare, start-ups, e-Commerce, banking and finance, taxation, infrastructure and real estate, technology, media and telecommunication, corporate and commercial law, Arbitration, Family law, Trademark Registration, Copyrights and Immigration services.

We rank amongst the Top Law Firms in India when it comes to working as an integral part of the client's team. Our team of expert lawyers come from diverse practise areas and industry verticals who understand the client's need for responsive and beneficiary legal advice and expertise. One of the leading law firm in Delhi NCR (India), Binsar Enterprises has been extensively assisting its national and international clients in mergers and acquisitions, dispute resolution, regulatory laws, restructuring and insolvency, among many others.