Bollman Hotel Employment Compliance Memo
Atwood and Allen Consulting
Memo
To:
Jason Galvan
From:
Christina Medina cc: Traci Goldeman
Date:
Re:
Employment Law Compliance Plan
With the upcoming entry into the international market of India for the Bollman Hotels, it is imperative to address the employment laws of India, as there can be as many as 100 labor laws. There are two broad categories of labor laws, first the collective’s laws that relate to the relationships between employee, employer, and union and secondly the laws that concern employee’s rights at work. The following employment laws are important when implementing a new compliance plan specific to employment in India.
The Employees’ State Insurance Act of 1948 states that companies need to provide workers whose monthly wages do not exceed a stipulated amount, medical and sickness benefits, maternity benefits for the woman, benefits to dependents of workers and compensation to them for fatal and other work related injuries ("Ministry of Labour,"). As an employer, you will need to file documentation within fifteen days after the act becomes applicable to your new establishment. The penal provision for non-payment or delayed payment of contribution is prosecution and may be subject to fines and imprisonment.
The Equal Remuneration Act of 1976 provides for equal remuneration to men and women and prevents discrimination against women on the grounds of sex, in the matters of employment. As per the Act no employer is allowed to pay any female worker at a rate less than the male counterpart for same work or work of a similar nature ("Ministry of Labour,"). Any employer who recruits new employees in violation of the act or makes an unequal payment to men and woman for doing the same work is punishable by a fine, imprisonment or both. By assigning a pay grade to positions management will know how much to offer new employees regardless of gender which will allow for compliance under this act.
The Payment of Bonus Act of 1965 provides that every
Memo
To:
Jason Galvan
From:
Christina Medina cc: Traci Goldeman
Date:
Re:
Employment Law Compliance Plan
With the upcoming entry into the international market of India for the Bollman Hotels, it is imperative to address the employment laws of India, as there can be as many as 100 labor laws. There are two broad categories of labor laws, first the collective’s laws that relate to the relationships between employee, employer, and union and secondly the laws that concern employee’s rights at work. The following employment laws are important when implementing a new compliance plan specific to employment in India.
The Employees’ State Insurance Act of 1948 states that companies need to provide workers whose monthly wages do not exceed a stipulated amount, medical and sickness benefits, maternity benefits for the woman, benefits to dependents of workers and compensation to them for fatal and other work related injuries ("Ministry of Labour,"). As an employer, you will need to file documentation within fifteen days after the act becomes applicable to your new establishment. The penal provision for non-payment or delayed payment of contribution is prosecution and may be subject to fines and imprisonment.
The Equal Remuneration Act of 1976 provides for equal remuneration to men and women and prevents discrimination against women on the grounds of sex, in the matters of employment. As per the Act no employer is allowed to pay any female worker at a rate less than the male counterpart for same work or work of a similar nature ("Ministry of Labour,"). Any employer who recruits new employees in violation of the act or makes an unequal payment to men and woman for doing the same work is punishable by a fine, imprisonment or both. By assigning a pay grade to positions management will know how much to offer new employees regardless of gender which will allow for compliance under this act.
The Payment of Bonus Act of 1965 provides that every
References: Ministry of Labour & Employment. (n.d.). Retrieved from http://www.labour.nic.in/content/