Services We Provide

PAYROLL PROCESSING | SALARY PROCESSING & OUTSOURCING

If you are looking for premium payroll processing services in TAMILNADU, then we are the one stop solution for all your needs. By understanding the varying needs of our clients, we offer tailor made services. Bank upon the years of experience and expertise that the team gets and trust us when we say that with us you are completely sorted. Your search for the best salary outsourcing companies ends with us. It’s time to save your precious time on payroll processing.

BENEFICIAL FOR STARTUPS AND MULTINATIONALS

Payroll processing is an integral part of the corporate world. Whether you are a startup venture or a multinational, effective payroll process is the need of every organization. We have a highly qualified and professional team to assist you at every step. We help you in - reimbursement management, arrear calculation, preparing final settlement of employees, preparing salary MIS reports, managing attendance and leave records, calculation of leave encashment, overtime and generating monthly salary reports etc. We also help you with interim payroll audit. If your employees have any queries related to their salaries, reimbursement or taxes they can get in touch with us and our team would render endless support.

PAYROLL PROCESS MANAGEMENT´S FEATURES:

• Better resource management
• Quick resolution of resource issues
• Records employees complete cycle from joining to exit
• Hassle free management of employee payroll process

PROMISE OF COMMITMENT

When you avail our services you not only get the promise of commitment, but also peace of mind. With an expert handling all payroll processing for your organization, you need not worry.

PAYROLL SERVICE IN TAMILNADU

If you are hunting for Payroll processing companies in Tamilnadu, your hunt should halt here. We are one of the leading payroll processing companies in Tamilnadu.

Our services are not only limited to Tamilnadu, but also PAN India.

You can avail our services online too, sitting in city. With our targeted services you can focus on your business and leave the entire payroll process on us. You can also get in touch with our team to avail our premium online payroll services.

• Processing of salary as per the inputs received from client like Attendance, New Joinees, Resignee, Salary Increment, Incentive, Advance, Loan etc. thru our own developed in-house payroll software.
• Managing Attendance record, Leave record, Pay registers etc.
• Calculation of Arrear Salary.
• Calculation of Leave Encashment, Overtime, Bonus, Gratuity etc.
• Preparation of salary registers Department wise, location wise and cost centre wise etc. as per clients requirement.
• Providing monthly salary slips, Tax Projection sheet & Reimbursement slip to the individual employees through e-mail.
• Reimbursement Management.
• Providing of Bank Statement file module for salary Transfer as per the Bank's format.
• Generating monthly salary reports in Excel and PDF file format like Pay register, Pay Slip, Loan statement, Tax Projection, Reimbursement Slip. YTD, Summary sheet etc.
• Providing of Statutory dues statement like PF Challan with ECR, ESI challan, Professional Tax, TDS & LWF amount for deposit.
• Preparation of Full n Final settlement of left employees.
• Preparation Salary MIS reports.
• Handling queries of the employees related to their salary, reimbursement, Tax related issues etc.
• Assist in interim Payroll audit.

E.S.I.Act. (The Employee State Insurance Act. 1948)

We are ESI Consultants and at KDM HR Legal Consulting we provide following services in compliance to the provisions of Employees' State Insurance Act, 1948:

Services We Offer:

• We are ESI Consultants and at KDM HR Legal , we provide following services in compliance to the provisions of Employees' State Insurance Act, 1948:
• Employees' State Insurance Compliances
• Obtaining ESI Registration
• Preparation & Submission of applicable declarations / forms;
• Registration of families under ESI Act;
• Reminders for timely payment of ESI Contribution to the credit of the employee’s account Preparing ESI Challans & Depositing ESI Contributions on behalf of the establishment;
• Intimating changes in members of the insured families;
• Preparation & filing of Periodical Returns as may be required under ESI Act / Rules;
• Preparation & Submission of Abstention Certification with appropriate ESI regional office;
• Preparation & Maintenance of Inspection Book, Accident Book, ESI 32;
• Preparation & Maintenance of Statutory Registers & Records as required under ESI Act / Rules;
• Furnishing of particulars of change in ownership / management of the establishment;

Support in ESI Compliances:-

• Providing day to day consultancy on matters pertaining to ESI Act;
• Handling accidental claims under ESI Act;
• Assistance to employees in claiming various ESI benefits;
• Assistance in preparation & submission of Certificate of Contribution whenever demanded by appropriate office under the ESI Act;
• Correspondence / Liaisoning with local ESI Department / Office
• Assistance at the time of inspection / search / enquiries conducted under ESI Act;

Legal Support:

• Replying / Satisfying Show Cause Notices issued under the ESI Act;
• Replying / Satisfying Demand Notices (Ad-hoc / Final) issued under ESI Act
• Appearing before the concerned authorities on behalf of the establishments in show-cause / adjudication proceedings under the ESI Act;
• Defending Prosecution Proceedings against the Management under the ESI Act;
• Defending proceedings against the establishment before Employees’ State Insurance Courts.

The Employees' Provident Fund Act, 1952

Compliance under the Employees' Provident Funds & Miscellaneous Provisions Act, 1952 read along with the Employees' Provident Funds Scheme, 1952

EPF or Employee Provident Fund is an initiative of the government for the proper care of the employees and to ensure their social security. As per the Employees' Provident Funds & Miscellaneous Provisions Act, 1952, EPF Registration is mandatory for each and every hired Employee.

The EPF Registration needs to be done for every single Employee, a Company/ business hires along with the monthly adjustment of the PF in the account. KDM HR LEGAL CONSULTING. provides a complete solution for EPF Online Registration, which provides a great assistance to the business owners to keep their focus on the other jobs of the business rather spending hours for the management of the EPF.

REQUIRED SERVICES FOR EPF REGISTRATION:

With KDM HR LEGAL CONSULTING., you will get the complete solution for your requirements under the EPF like: -

• Online registration of the business under the EPF Act, 1952 along with getting the required code number.
• Filling up and submission of all kind of necessary forms and application as per the EPF Act, 1952 or provident fund act 1952.
• Maintenance of all the required registers and records along with employee data.
• Providing all kind of necessary records and papers to the employers and the employees.
• Attending inspection and ensuring a smoother process.
• Informing the business about the latest changes and updates under the Act.
Compliance under the Employees' Provident Funds & Miscellaneous Provisions Act, 1952 read along with the Employees' Provident Funds Scheme, 1952
• Online Registration of establishment under EPF Act, 1952 & obtaining Code No
• Nomination & Declaration Forms in Form No. 2 (Revised) of the new employees.
• Form No. 9 (Revised)
• Specimen Signature.
• Form No. 11(Revised).
• Form No. 5A (Return of ownership)
• Statement IW-1 (International Workers)
• Eligibility Register
• Soft copy of data in “CSV” file format as per requirement of RPFC.
• Online registration of employer under Employer e-Sewa as per latest notification.
• Online uploading ECR file and generating monthly EPF challan thru EPFO portal
• Online submission of Monthly/Annual return in Form 5, 10,12A, 3A & 6A
• Uploading of Digital Signature of Authorised person in OTCP portal of EPFO.
• Generation of UAN for new joiner under the Scheme.
• Updation of KYC data of members in EPFO web portal and distribution of UAN
• Assist in approval of online claim transfer and KYC details.
• Assist in PF withdrawal, Advances & Transfer claims of the members.
• To assist in providing Member E-Passbook & Annual PF Account slips.
• To attend Inspection at the time of visit of Enforcement Officer
• To make compliance in respect of any notice issued by EPFO
• To attend hearing under section 7A & 7B, 7Q & 14B cases
• To intimate the management regarding latest amendments under the Act.
• Correspondence/Liaison with P.F Department

FACTORIES ACT:-

COMPLIANCES UNDER THE FACTORY ACT, 1948

The Factory Act, 1948 lays down guidelines mentioning the way a factory must operate for the safety and health of its workers.. We at KDM HR LEGAL CONSULTING provide the finest consultancy services to the businesses which are covered and regulated under the Factory Act, 1948.

We provide expert consultancy regarding the regulation of working condition like working hours, holidays along with the assurance of complete provision regarding the welfare, health and safety of the workers as per the government policies.

The expert and dedicated Employees of KDM HR LEGAL CONSULTING. ensures the proper adherence to the protocol set by the government along with the maintenance of all the reports and records by the company, as required under the Factories Act, 1948

WHY THE NEED OF SERVICES FROM KDM HR LEGAL CONSULTING?

Being the owner of any business or factory, it is not possible to know and understand each and every law set by the government. However, in the case of any small breach, it may attract heavy penalties along with legal proceeding too.

Thus, the KDM HR LEGAL CONSULTING. provides the best consultancy services from the most experienced and professional staffs to ensure the proper functioning of the work and ensure compliances, as required as per the factories Act, 1948 and other laws, as may be applicable from time to time.

Below is the list of different services provided by us: -

• Registration of the factory along with getting the factory license from the concerned department.
• Creation, maintenance and submission of all kind of statutory records, returns etc. as per the Factories Act, 1948.
• Ensuring that all the compliances are done as per the government issued guidelines.
• Smother operation of the business.

Along with this, we also maintain and submit all kind of records regarding returns, registers along with reports required under the said Act. We make sure that the Owner of the Factory is aware of any kind of changes, amendment or update in the laws and guidelines, so that they can operate smoothly and effectively.

Factory Registration and obtaining Factory Licence from the Department. Maintenance and submission of the following statutory Records / Returns etc. under Factories act, 1948

RETURNS

NAME OF THE RETURN/ACT RETURN FORM NUMBER

• Factories Act , 1948 Form no. 34
• Payment of Wages Act, 1936 Form IV-A
• Minimum Wages Act & Rules Form No. III
• Workmen's compensation Act Annual Return
• Maternity Benefit Act, 1961 L.M.N.
• Half Yearly return Form No. 22 REGISTERS
• Register of White washing in Form No. 7 (Prescribed under rule 18.
• Register of leave with wages in Form No. 15 (Prescribed under rule 94).
• Register of Accident & Dangerous Occurences in Form 26 (Prescribed under rule III).
• Register of Wages in From No. 17. (Computerised)
• Muster roll in Form No. 25 (Prescribed under rule 110) will be maintaned by the factory.
• Wages Slips in From No. 19 (Computerised). TESTING REPORTS TO BE MAINTAINED YEARLY
• Report of Examination of Vessels in From 8 (Annual).
• Report of Hoist of Lifts in From No. 7B (Annual).
• Testing & Examination of pressure vessel in From No. 8 in respect of steam Generator / Steam Presses. (Annual).

LABOUR WELFARE FUND

The Labour Welfare Fund is a provision of the government to ensure some basic and necessary services, amenities and facilities to the workers. This Act is to ensure the better life and standard of living of the employees. There are separate (State) Labour Welfare Fund Act and (State) Labour Welfare Fund Rule for different states & Union Territories and accordingly separate Labour Welfare Board is created for each different States and UTs and accordingly different rate of Contribution for Employer and Employee.The Labour Welfare Fund is created to ensure the extended support for the social assistance for workers in the certain sectors. There are 5 different categories of Labour welfare Funds to provide facilities like medical care, housing, educational and recreational etc. to workers in certain sector of business.

The KDM HR LEGAL CONSULTING. provides the complete assistance and consultancy service to the business to operate as per the rules and regulations set by the (State) Labour Welfare Act. Being the pre-eminent service provider in Payroll Process and other requirements of the business, KDM HR LEGAL CONSULTING. has the team of the most professional staffs with all kind of knowledge and expertise to provide the finest service to the business not only in CHENNAI AND TAMILNADU.

SERVICES WE OFFER AS PER (STATE) LABOUR WELFARE FUND ACT

• Detailed consultancy service from the experts to the business regarding the matters related to the Labour welfare fund.
• Providing regular update to the business about the changes and new updates in the law for a smoother operation.
• Complete assessment and inspection about the proper operation of the business to ensure complete compliance and hassle-free operation.
• Representation of the business operation to the inspector or officer in charge.
• Our expert and professional staff represents the business and answers in favor of them in case of the enquires done by the concerned authorities.
• Preparation, maintenance and submission of all the required forms and registers as per the Labor law Department.
• Proper and timely reply to notices from the concerned authorities.

Proper and immediate intimation to the business owner regarding any kind of orders from the department.

So, these are the basic services provided by KDM HR LEGAL CONSULTING. under Labour welfare Fund Act & Labour welfare Fund Rules. We have the team of over 45 specialized staffs who have years of experience in providing the best support to the business. We ensure a hassle-free operation of the business along with compliance with all the laws and regulation laid by the Government.

At, KDM HR LEGAL CONSULTING., you will get the 360-degree solution to all your need of Payroll Processing and other legal and basic consultancy services.

• Calculation of contribution and deposited along with Form 'A' within prescribed time as per Act.
• Updating regarding new notifications and amendments done by Labour Department.
• All assessment & inspection from Labour department, when required
• Reply of Notices etc. from the concern authorities.
• Maintenance of all statutory registers & submission of form required by the Labour Department

MINIMUM WAGES ACT:

COMPLIANCES UNDER THE MINIMUM WAGES ACT 1948

As per the Minimum Wages Act 1948, all the companies in India needs to pay specified minimum wages to specified category of labour/ Employee, as notified by the Labour Law department, from time to time . It makes it mandatory for the Employers to pay the minimum wages fixed under the Minimum Wages Act 1948.

Both the Central Government and State Government has the authority to review and fix Minimum wages, along with enforcing the rules to the Employers operating under their jurisdiction. We at KDM HR LEGAL CONSULTING., provide the complete service of consultancy and other assistance to the business for a smoother operation.

HOW DO WE HELP WITH COMPLIANCES MINIMUM WAGES ACT, 1948?

We make, maintain and submit all kind of required reports and registers as per the guidelines like:-

• Maintenance of wage registers in Form No. X
• Preparation of over time registers in Form No. IV
• Preparation of Muster Roll in Form No. V
• Preparation and distribution of wages slip in Form No. XI
• Preparation of Annual Return Form-III and others.
• Provide complete assistance regarding the operation of the business as per the regulations.
• We provide regular consultancy service to the business about any kind of updates related to the Minimum Wages Act 1948.

It is not possible for the business owners to know and remember all the laws and Act(s). Additionally, it is difficult to be always apprised with the amendments and notifications under applicable Labour Laws.

SHOP & ESTABLISHMENT ACT:

The Shop and Establishment Act was enacted by the Government to cover unorganized sectors like the shops, residential hotels, eating houses, restaurants, commercial establishments and others. It is a state enactment and hence there are different Shop and Establishment Act(s) applicable to different States and Union Territories.

This act was passed to regulate the condition of work and bring statutory obligations on the Employers along with giving different basic rights to the employees.

BASIC RULES OF THE SHOP AND ESTABLISHMENT ACT:

• Registration of any kind of business is compulsory.
• Communication of the closure of the business is mandatory.
• The Act on the operation of the employees and working conditions need to be followed.
• Mandatory registers and records need to be maintained and displayed.

HOW WILL KDM HR LEGAL CONSULTING. HELP?

The dedicated staffs of KDM HR LEGAL CONSULTING. provide complete service and consultancy in aspect of the Shop and Establishment Act to the business. They provide a wide range of services like: -

• Registration and renewal of the license.
• Preparation and maintenance of different files and records as per the act.
• Proper correspondence with the Labour Commissioner regarding the operation of the business.
• Providing regular updates and guidance to the business regarding the labor laws and about any kind of updates.

The KDM HR LEGAL CONSULTING. has the team of the most experienced and professional staffs along with advanced infrastructure and updated operating system to provide the best service and consultancy in TAMILNADU.

• Registration & renewal of license.
• Register of Fines in Form -I [Rule 21(4)]
• Register of Deductions in Form - II [Rule 21(4)]
• Annual return in Form -III [Rule 21(4)]
• Register of Overtime in Form -IV [Rule 25(2)]
• Correspondence and liaison with office of "Labour Commissioner"
• Guidance in the matter of labour laws

PAYMENT OF BONUS ACT

The Payment of Bonus act, 1965 was enacted to regulate the process of paying bonus to the employees working in a specified sector of work. The bonus needs to be paid on the basis of the earned profit or as per the productivity of the business, as the case may be. The Act basically provides a statutory right to employees of an establishment to share the profits of his/her employer.

APPLICABILITY OF THE BONUS ACT

• A uniform Act in the name of Payment of Bonus Act, 1965 is applicable PAN India.
• Any factory or business which has 20 or more workers employed in a day during an accounting year is applicable for paying bonus.

HOW KDM HR LEGAL HELPS IN PAYMENT OF BONUS ACT

• Provide expert assistance and consultancy for the calculation of the accurate bonus amount.
• Contacting the various departments of authorities regarding obtaining permission and submission of reports and data.
• Preparing and submission of annual returns in Form-D.
• Registration of the bonus amount in the Form-C.

We at KDM HR LEGAL CONSULTING. has a team of over 45 experienced and expert staffs who dedicatedly provides the required services and assistance to the business. With the experience of over 3 decades in the field and the most advanced system of operation, we provide the best and tailor made services to our clients for their satisfaction.

• Register of Bonus in Form C.
• Annual Returns Form - D
• Payment of Bonus Abstract.

CONTRACT LABOUR (REGULATION & ABOLITION) ACT, 1970

The Contract Labour Act was started with the goal to bring equal rights and regulations for the contractual workers. Usually, the working regulations of contract labour are different from the direct workers. Their employment relationship and the method of payment are also different as they are not paid directly by the Company. This labour are hired, managed and paid by the contractor.

So being a business owner, if your business hires contractor and contract employees, you have to follow the guidelines and different regulations of the Contract Labour Act.

With KDM HR LEGAL CONSULTING., you can give your complete focus on the direct affairs of the business rather than learning and finding out about the different laws and regulations. We have the team of the most expert professionals who provide a complete assistance regarding all kind of legal affairs and payroll processing of the company.

With over 12 years of experience in the market, KDM HR LEGAL CONSULTING. has become one of the leading companies in CHENNAI,TAMILNADU. The expert staffs provide the complete consultancy about the regulations to operate the business as per the Contract Labour (R&A) Act, 1970 for a hassle free business. They also provide the service of creating, maintaining and submission of all kind of required documents, registers and forms as per the policies of Contract (Regulation & Abolition) Labour Act, 1970 read along with Contract Labour (Regulation & Abolition) Central Rules, 1971.

MAINTENANCE OF FOLLOWING RECORDS, STATUTORY COMPLIANCES AND RETURNS UNDER CONTRACT LABOUR (R&A) ACT.

• Registration of establishment and obtaining of certificate under Sec. 7 of the act.
• Register of contractors in Form XII.
• Register of contractors in Form XII.

MAINTENANCE OF FOLLOWING RECORDS AND RETURNS UNDER CONTRACT LABOUR (R&A) ACT FOR CONTRACTORS

• Licence of contractor under CLRA.
• Register of contract Labours in Form XIII.
• Employment card in Form No. XIV.
• Muster Roll & Register of wages in Form XVI & Form XVII respectively.
• Register of deduction for damages or loss, Register of fine and Register of advance in form No. XX, Form No. XXI & Form No. XXII respectively.
• Register of overtime in form No. XXIII.
• Wages slips in Form No. XIX.
• Display an abstract of the act and rules in English and Hindi.
• Display notice showing rates of wages, hours of works, wages period, dates of payment, name and address of the inspector in English and Hindi.
• Notice of commencement/completion of contract work in Form No. 6 (B).
• Half yearly return in Form No. 24.

THE PAYMENT OF GRATUITY ACT, 1972

The Payment of Gratuity Act, 1972 functions as a retirement benefit because the sum of accumulated amount is paid to the Employee after his retirement. The Supreme Court of India, in a case, referred to the Gratuity Act, stating that ...that after a certain period of working for a particular company, the Employee is entitled to claim for the retirement benefit... The Payment of Gratuity Act, 1972 was passed by the Indian Parliament on 21st August of 1972.

WHO IS ELIGIBLE UNDER THE GRATUITY ACT?

As per the decision of the Supreme Court of India, the payment of gratuity to the Employee is mandatory, once the Employee has served the establishment for at least 5 (Five) Years. An Employee becomes eligible to claim his Gratuity under the Gratuity Act when he leaves the Establishment. The reason for leaving may be resignation or retirement or can even be due to any medical condition caused by diseases of accidents and death.

Exception to the Rule: the criteria of completing the service of 5 years is not mandatory if, the cause of the termination of employment is (i) death of the Employee or; (ii) any disability due to diseases or accidents, making the Employee incapable of continuing the Services.

CALCULATION MADE UNDER THE PAYMENT OF GRATUITY ACT, 1972

Section 4(2) of the Gratuity Act, 1972 provides for a fixed formula to calculate the amount of Gratuity to be paid. However, under Section 4 (3) of the Gratuity Act, the maximum amount of Gratuity to be paid by the Establishment is fixed at Rs. 10,00,000/-.

FORMULA FOR CALCULATING GRATUITY:

{(Basic salary + D.A) x 15 days x No. of years of service} / 26

ROLE OF KDM HR LEGAL CONSULTING.

Being India's leading HR and Payroll service provider, we at KDM HR LEGAL CONSULTING. provide the best service and assistance along with a dedicated expert Consultant, who will ensure that you that all the compliances are made in accordance with the Payment of Gratuity Act, 1972. Below is the list of service provided by us: -

• Maintenance of following records and documents:
1. Notice of opening under Form A
2. Declaration under Form-F
3. Any other records and registers, as may be applicable under law, from time to time.
• Proper and correct calculation of the gratuity amount, for the eligible Employees.
• Assistance with payment of the amount under the pPayment of Ggratuity Aact, 1972.
• Providing updated records and data during inspection under the Payment of Gratuity Act, 1972
• Regularly updated and inform the employer about amendment/ changes in the Payment of Gratuity Act, 1972.

Get a 360-degree solution regarding all kind of roles and responsibilities on HR and Payroll process with the most trusted service from KDM HR LEGAL CONSULTING.

THE PAYMENT OF WAGES ACT, 1936

The Payment of Wages Act, 1936 is extended to PAN India to ensure the proper payment of wages to the employees without any kind of delay or unauthorized deduction in the payment.

METHOD OF PAYMENT AS PER PAYMENT OF WAGES ACT

• The wages can't be paid in kind; it needs to be paid in cash, i.e. the country's current currency, note or coin.
• The amount can also be paid by cheque or by direct crediting to the bank account of the employee after getting the authorization in writing.

AUTHORIZED DEDUCTION OF WAGES AS PER PAYMENT OF WAGES ACT, 1936

The employer needs to pay the wags to the employee without any kind of deduction other than the authorized reason as per the Payment of Wages Act. The list of authorized deduction from wages includes: -

• Deduction of wages due to absent on duty/ Leave without pay.
• Deduction of wages for house accommodations provided by the employer.
• The wages can be adjusted towards proven damage or loss of goods by the Employee.
• Deduction of wages as recovery of advance payments.

However, there are specific rules for the wages deduction in each condition too like:-

Deduction for absent on duty as per Sec. 9 of the Act: -

• The absence being during the period of time when the staff was required to work.
• If over 10 employees remain absent, then the deduction of wages can exceed the wages of 8 days.

Deduction for damage or loss as per Sec. 10 of the Act: -

• The amount of deduction cannot exceed the amount of damage or loss caused. If it is an asset, the depreciation also needs to be calculated.
• The employee will be given a chance to show cause.
• A complete record of these kinds of deductions needs to be maintained in a register.

However, as per the Sec. 15 of the Act, an employee has the right to appeal against the deduction as per the Payment of Wages Act, 1936. An application can be made to the concerned authority by: -

• The Employee himself,
• His/her Legal practitioner,
• Official of registered trade union,
• Any person acting with the permission of the authorized personnel or,
• Any inspector under this act.

Being the pre-eminent company in providing the best HR and Payroll services, KDM HR LEGAL provides the complete assistance to the employer in accordance with the provisions of the Payment of Wages Act, 1936.

We also maintain the following records according to the Payment of Wages Act, 1936: -

• Register to maintain fines.
• Register of advance amount paid.
• Register containing complete details of deduction.
• Register of wages.
• Annual return form IV
• Payment of wages abstract Form V
• Notices of rates of wages Form VI
• Notice of date of payment.

MAINTENANCE OF FOLLOWING RECORDS UNDER THE PAYMENT OF WAGES ACT, 1936

• Register of Fines
• Register of Advance
• Register of Deductions
• Register of Wages
• Annual Return - Form - IV
• Payment of Wages Abstract - Form - V
• Notice of rates of wages - Form - VI
• Notice of Date of Payment

PROFESSIONAL TAX ACT

The professional tax is the amount of tax collected by the State Government of India. Any individual who is working and earning income from salary, business or any kind of profession is liable to pay "Tax". Different states in the country have different rules in the collection of the amount as per the (State) Professional Tax Act.

PROFESSIONAL TAX SLAB

The Professional Tax is similar to income tax, however, the income tax is collected by the Central Government whereas, Professional Tax is collected by the State Government. At the beginning, when this law was first introduced, Rs. 250/- was the maximum amount to be collected in 1949,, but the slab was soon increased to Rs. 2,500/- by the year 1988.

Since last few years, the State Government is pursuing the Central Government to increase the maximum limit of the professional tax slab but, it is yet to be implemented. The amount of deduction as per the Tax Act Professional differs in the different states of India.

ASSISTANCE PROVIDED BY THE KDM HR LEGAL CONSULTING IN (STATE) PROFESSIONAL TAX ACT

We offer a complete 360-degree services to all kind of requirements of a business. Being the best service provider for HR and Payroll processing, we deliver the best services and consultation.

Our expert and dedicated professionals provide all kind of required assistance and service like

• Maintenance of the following records as per the (State) Professional Tax Act.
• Complete formality to register the business under the applicable Professional Tax Act along with obtaining a license.
• As per the slab provided by the respective Professional Tax Act, we complete the formality of deduction of monthly/quarterly/ half yearly and annual professional tax.
• Depositing the professional tax return along with challan as per the given format.
• Providing regular updates and changes in the amendment under the (State)Professional Tax Act.

Minimum Wages Act:

COMPLIANCES UNDER THE MINIMUM WAGES ACT 1948

As per the Minimum Wages Act 1948, all the companies in India needs to pay specified minimum wages to specified category of labour/ Employee, as notified by the Labour Law department, from time to time . It makes it mandatory for the Employers to pay the minimum wages fixed under the Minimum Wages Act 1948.

Both the Central Government and State Government has the authority to review and fix Minimum wages, along with enforcing the rules to the Employers operating under their jurisdiction. We at KDM HR LEGAL CONSULTING., provide the complete service of consultancy and other assistance to the business for a smoother operation.

HOW DO WE HELP WITH COMPLIANCES MINIMUM WAGES ACT, 1948?

We make, maintain and submit all kind of required reports and registers as per the guidelines like:-

• Maintenance of wage registers in Form No. X
• Preparation of over time registers in Form No. IV
• Preparation of Muster Roll in Form No. V
• Preparation and distribution of wages slip in Form No. XI
• Preparation of Annual Return Form-III and others.
• Provide complete assistance regarding the operation of the business as per the regulations.
• We provide regular consultancy service to the business about any kind of updates related to the Minimum Wages Act 1948.

It is not possible for the business owners to know and remember all the laws and Act(s). Additionally, it is difficult to be always apprised with the amendments and notifications under applicable Labour Laws.