Hi Team,
I work as an HR Manager for an ITES company with a staff of 500 employees, based out of Bangalore. I was formulating the Employee Handbook with all the HR Policies, and there arose the need for vetting the policies.
1) Is it mandatory to have a Corporate law firm vet the policies?
2) If so, could you please suggest a few Legal Statutory Compliance (Corporate Law firms) firms that could assist me with the same?
3) Alternatively, could you guide me on the procedure?
Thanks in advance.
Shwetha
From United States, Plano
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I work as an HR Manager for an ITES company with a staff of 500 employees, based out of Bangalore. I was formulating the Employee Handbook with all the HR Policies, and there arose the need for vetting the policies.
1) Is it mandatory to have a Corporate law firm vet the policies?
2) If so, could you please suggest a few Legal Statutory Compliance (Corporate Law firms) firms that could assist me with the same?
3) Alternatively, could you guide me on the procedure?
Thanks in advance.
Shwetha
From United States, Plano
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Dear Shwetha,
There are two sets of HR policies. The first one is derived from labor laws applicable, especially those arising from the Karnataka Shops and Establishment Rules, 1963. The second one is for the internal administration of the company. Before delving into the first set, may I inquire whether you have framed standing orders? With 500 employees working in your company, it is crucial to have standing orders in place.
When designing standing orders, you may consider hiring the services of a lawyer who specializes in labor laws. Alternatively, a labor consultant could also serve the purpose. Though labor consultants may not necessarily be lawyers, they frequently visit labor offices and have a good understanding of the psychology of labor officers.
For the other set of policies, you may engage the services of an HR Consultant. If you require labor consulting services, please feel free to approach me, and I will provide you with the contact details.
Thanks,
Dinesh Divekar
From India, Bangalore
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8032There are two sets of HR policies. The first one is derived from labor laws applicable, especially those arising from the Karnataka Shops and Establishment Rules, 1963. The second one is for the internal administration of the company. Before delving into the first set, may I inquire whether you have framed standing orders? With 500 employees working in your company, it is crucial to have standing orders in place.
When designing standing orders, you may consider hiring the services of a lawyer who specializes in labor laws. Alternatively, a labor consultant could also serve the purpose. Though labor consultants may not necessarily be lawyers, they frequently visit labor offices and have a good understanding of the psychology of labor officers.
For the other set of policies, you may engage the services of an HR Consultant. If you require labor consulting services, please feel free to approach me, and I will provide you with the contact details.
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi. I have joined as an HR Head in one of the reputed educational institutions where the employee strength is nearly 3000. Unfortunately, there was no HR policy related to recruitment, leave, F&F settlement, etc. It is not full-fledged. Men management and recruitment were handled by the Administrative Officer, while statutory parts like payroll and provident fund were managed by the Finance office. Now, the management wants to centralize the HR activities under the HR Department. It is now my responsibility to coordinate with the HR activities. The Administrative Officers will report to me to a certain extent, and three staff members have been assigned to me for payroll and documentation. Kindly suggest how I can establish the leave policy, recruitment policy, (HR policy), statutory requirements, and labor license.
From India, Manipala
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From India, Manipala
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