30 July 2016
Case is-- There is a big Manufacturing unit related to Steel fabrication structure. In This unit much Contractors, workers paid by Voucher salary, Worker Overtime,Staff Overtime, Various type of advances like tour & travel, medical emer.,etc is take place. so my Query to respected expert is
1) What compliances should have to follow By HR Department. for a) Labour law b) Industry Laws c) ESIC laws(in case of Contractor also) d) Salary commision Notifications(Guj. Govt.) e) Professional Tax(in case of Corporate body Specifics) f) All compliance related to Contractor(Including C&F agent)
2) Whether there is any Specific provision available for signing in Invoice i.e. Authorised person to sign in Sales invoice In Case of; a) Excisable invoice b) Tax invoice(Guj.VAT) c) RG23 D,RG1(DSA)
I am humbly appeal to respected expert to answer my questions ASAP.
01 August 2016
In case of payment of salary you need to separate your own employees and employees of contractor. In case of your own employees, you are responsible for all the labour law compliance. However, in case of contractor, it is the duty of the contractor to comply with labour law. If the contractor does not comply with labour law, you as a principal employee is responsible for the same.
In your case, ESIC and PF is applicable if the salary of employee is less than Rs.15000 and the number of employees exceed 10 in case of PF and 20 in case of ESI.
Professional tax will be applicable depending on the state you are establishing your business.
The vouchers are generally required to be signed by the Accounts Officer who need not be the manager or the CFO.
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