Statutory Compliance Calendar for Maharashtra

Are you a business owner in the State of Maharashtra? If yes, then you know that you are bound to comply with the regulatory deadlines of the state. Are you thus looking for a calendar that will help you keep track of all these deadlines while ensuring that you do not have to pay any heavy penalties or risk-reducing your productivity or opportunities and, therefore, revenue due to non-compliance?

If your answer to both of these questions is yes, then this article is for you. This article focuses on all the compliance deadlines that you will have to abide by because you are a business owner in Maharashtra.

With the statutory compliance calendar for Maharashtra at your disposal, you will be able to make sure that all the compliance officers of your business have a holistic view of compliance filing deadlines across various applicable laws. Through this compliance calendar, you will be able to ensure that you are in compliance with all of the federal and local regulations that apply to your enterprise.

Some of the other major benefits of the same are that you will be able to improve your cash flow, increase your business’s net profit ratio, and have healthier financial KPIs, financial statements, and business metrics in general.

The topics covered in this article are:

• What is a Compliance Calendar?
• What to Include in a Compliance Calendar?
• Reasons to Use a Compliance Calendar and its Benefits
• Best Practices for Developing Your Organization’s Compliance Calendar
• Statutory Compliance Calendar for Maharashtra
• Glossary for All the Acts of Returns/Statutes/Compliances
• Forms as Needed as per the Compliance Calendar for Maharashtra
• How Can Deskera Assist You with the Compliance Calendar of Your Business?
• Key Takeaways
• Related Articles

What is a Compliance Calendar?

A compliance calendar centralizes and tracks important dates and deadlines related to critical permits, regulations, reporting obligations, and accreditation. While compliance calendars are most often focused on the external federal agency deadlines, they can be used to track external as well as internal events, as well as the requirements at the international, national, and local levels.

By using a compliance calendar, you will be able to keep track of all of your company’s required filings and their due dates, as well as their related details. Thus, by using a compliance calendar, you will be able to avoid incurring any penalties or fines for missing information or late filings.

What to Include in a Compliance Calendar?

What you include in your compliance calendar largely depends on your business and the compliance dates that you are obliged to meet. This is because the filing timelines and deadlines vary in each state as well as industry- because some are ongoing, monthly, or quarterly, like tax payments.

Additionally, some of the filing obligations of your business might also include many types of permit renewals and licenses- which are annual. For such instances, you will need a yearly compliance calendar to keep track of all such annual filing deadlines.

A compliance calendar, however, is not limited to only external events but also internal events like keeping track of important dates and filings for corporate meeting minutes and schedules, annual report filing deadlines, and any special events related to compliance activities.

Thus, the compliance calendar of your business can include everything that will ensure its smooth functioning. In this way, it is slightly like a marketing planner, with the major difference being that while a marketing planner is department-specific and does not have to worry about reporting obligations to the relevant government authorities and otherwise, a compliance calendar is for your overall business and has a much wider scope.

Reasons to Use a Compliance Calendar

There are multiple reasons to promote the use of compliance calendars because of the wide-ranging benefits that it brings with themselves.

For instance, if your business is a sole proprietorship business, then the benefit of using a compliance calendar would be that it would keep you updated on all the paperwork that you need to file and by when. This will save you resources, and as the business owner, stay on top of your statutory obligations while focusing on other areas of your business that will just help you improve customer retention and customer loyalty, as well as increase the gross profit and net income.

However, if your business is a Limited Liability Company (LLC), then the compliance calendar would be able to make a difference up to the extent of you going out of business or staying in business.

This is because, usually, penalties or problems arise when you miss a detail of a form or an entire form or a deadline that will put you in trouble with the state or federal agency associated with business regulation. In such cases, therefore, a compliance calendar will ensure that you are able to prevent any such mistakes from happening.

Additionally, a compliance calendar is also a handy way of keeping all your multiple business owners as well as employees on the same page in regards to the filing deadlines and other statutory obligations that need to be met. In fact, if the need arises, then your compliance calendar will become that document that has all the dates and information that you can present to the regulatory agencies.

Thus, the reasons and benefits of using compliance calendars are:

• Compliance calendars help in securing organizational data, including your customer’s data, in a secured manner.
• A compliance calendar is a document that ensures that everyone throughout your organization is updated about compliance information, thus ensuring that all the deadlines are met and not forgotten. Your compliance calendar will also serve the purpose of educating your entire organization on the applicable compliance measures and the forms to be filed for the same. Another benefit here is that your compliance calendar will also help in keeping track of the shifting compliance regulations.
• Compliance calendars are one of the best ways of taking a proactive stance on the regulatory measures that are relevant and applicable to your organization. When you have a compliance calendar, you will be able to prepare and plan in advance, thus giving you sufficient time to allocate resources and gather data needed to meet the obligations.
• A compliance calendar will help in increasing transparency as it offers an easy way of monitoring progress on the compliance measures. This will thus increase the visibility across your entire organization, which would further help in keeping the board members and the stakeholders informed of the on-goings of the organization. An associated benefit of this is also that it will remove any and all uncertainty in regards to the compliance measures.
• Compliance calendars also facilitate global management by keeping track of all the compliance measures of each local, state, national and international authorities that need to be undertaken along with their requirements and deadlines.
• A compliance calendar will also help your organization prepare for compliance reports and audits.
• Compliance calendars will also send your automatic reminders and escalating email notifications when the deadlines are missed. This will help you at least limit your penalties, if not completely avoid them.

Best Practices for Developing Your Organization’s Compliance Calendar

Some of the best practices that you should make a point of following while developing your organization’s compliance calendar are:

• Reviewing your company’s current compliance manual- Each and every organization should have its own compliance manual in hand. This is important because by referring to it, you would be able to better plan the compliance calendar for each year. While designing your compliance calendar, you should ensure that all the new initiatives or regulations are followed properly by your company’s policies. Also, make sure that you double-check that the compliance processes on the ground accurately follow those outlined in the manual.
• Taking a critical look at your whole compliance program- This includes assessing the effectiveness of the ongoing measures to ensure compliance, adding new elements as per the updated regulations, and removing those outdated programs that no longer meet the needs of your business or serve their purpose.
• Organizing the frequency of tasks based on the needs of your particular industry- Your compliance calendar may include task schedules on an annual, quarterly, monthly, or ongoing basis as per the needs of your organization and the industry that it is a part of.
• Exploring the advantages of automation- You should prefer using an automated compliance calendar software, as it will help you transition from using a spreadsheet-based compliance calendar to a centralized database that will be fully and easily accessible to all compliance officers and other appropriate users. An automatic compliance calendar will also tend to have the system of sending out automatic reminders, which will help you adhere to the deadlines. This means that instead of worrying about missing a deadline, you would be able to spend your time developing and growing your business by engaging in relevant marketing strategies, brand marketing, hiring employees with grit, building a customer base with strong customer loyalty and high customer retention, having a lesser ratio of operating expenses to operating income, etc. Remember, though, that there is no standard compliance calendar that works for all businesses, and thus, you should work with a service that will let you develop and customize yours individually.

Statutory Compliance Calendar for Maharashtra

This section of the article will take you through all the deadlines and regulations that you should keep a tab on through your organization’s compliance calendar, in order to stay on top of it.

May 2022, Statutory Compliance Calendar for Maharashtra

June 2022, Statutory Compliance Calendar for Maharashtra

July 2022, Statutory Compliance Calendar for Maharashtra

August 2022, Statutory Compliance Calendar for Maharashtra

September 2022, Statutory Compliance Calendar for Maharashtra

October 2022, Statutory Compliance Calendar for Maharashtra

November 2022, Statutory Compliance Calendar for Maharashtra

December 2022, Statutory Compliance Calendar for Maharashtra

January 2023, Statutory Compliance Calendar for Maharashtra

February 2023, Statutory Compliance Calendar for Maharashtra

March 2023, Statutory Compliance Calendar for Maharashtra

April 2023, Statutory Compliance Calendar for Maharashtra

Glossary for All the Acts of Returns/Statutes/Compliances

• The Maharashtra Factories Rules, 1963: It is social legislation that has been enacted to secure the occupational safety, health, and welfare of workers at the workplace. Its rules have been formulated by the State of Maharashtra as envisaged under the Act, and they are known as the Maharashtra Factories Rules, 1963. This Act is applicable to all the factories which are engaged in manufacturing activities, including State and Central Government, on the premises wherein there are- i) 10 or more workers are employed with the use of power ii) 20 or more workers are employed without the use of power iii) Less than ten workers, if the activity is notified by the State Government.
• The Employees’ Provident Fund and Miscellaneous Provisions Act, 1952 (PF Act): PF Act is an Act to provide for the institution of pension funds, provident funds, and deposit-linked insurance funds for employees. Employees’ Provident Fund Organization (EPFO) is one of the largest social security organizations in India in terms of the number of covered beneficiaries and the volume of financial transactions undertaken.
• The Employees’ State Insurance Act, 1948 (ESI Act): It is an integrated measure of Social Insurance embodied in the Employees’ State Insurance Act. As defined in the Employees’ State Insurance Act, 1948, its primary aim is to protect its employees against the impact of incidences of sickness, maternity, disability, and death due to employment injury. It also aims to provide medical care to insured persons and their families.
• The Maharashtra State Tax on Professions, Trades, Callings and Employments Act, 1975: Levied under the Maharashtra State Tax on Professions, Trades, Callings, and Employments Act, the profession tax is to be paid by every person exercising any profession or calling or is engaged in any trade or holds any appointment, public or private. This is applicable to the whole State of Maharashtra and on any and every person who is employed on salary or wages, and includes a Government servant receiving pay from the revenues of the Central Government or any State Government or the Railway Fund, a person in the service of a body, whether incorporated or not, which is owned or controlled by the Central Government or any State Government, where the body operates in any part of the State, even though its headquarters may be outside the State, a person engaged in any employment of an employer, and any person who is engaged actively or otherwise in any profession, trade, calling, or employment in the State of Maharashtra, and includes a Hindu undivided family, firm, company corporation or other corporate body, any society, club or association, so engaged. It, however, does not include any person who earns wages on a casual basis.
• The Maharashtra Labour Welfare Fund Act, 1953: The purpose of Maharashtra Labour Welfare Fund Act is to provide for the constitution of a fund for the financing of activities to promote the welfare of labour in the state of Maharashtra for conducting such activities and for certain other purposes. This Act is applicable to the whole State of Maharashtra and to any citizen who wishes to open a new commercial establishment or a shop and wants to commence its business within the jurisdiction of the Government of Maharashtra.
• The Employment Exchange (CNV) Act, 1959 and Rules: The Employment Exchanges (Compulsory Notification of Vacancies) Act was enacted in 1959, making it compulsory that the vacancies be reported to the Employment Exchanges and for the rendition of returns relating to Employment situation by the employers. This Act came into force on 1st May 1960.
• The Contract Labor (R&A) Act, 1970 and Rules: Here, R stands for Regulation and A stands for Abolition. The main purpose behind the adoption of this Act was to regulate the employment of contract labour in certain establishments and to provide for its abolition in certain circumstances and for matters connected therewith.
• Inter-State Migrant Workman: Any establishment that is proposing to employ inter-state migrant workers will be obliged to register with the registering officers appointed under the Central Government or the State Government, based on whether your establishment falls under the State Government Sphere or the Central Government Sphere.
• The Factories Act, 1948: The Factories Act, 1948 is social legislation that was appointed to ensure the occupational safety, health, and welfare of the workers at the workplace. The main aim of this Act is to regulate the conditions of work in the manufacturing establishments coming within the definition of the term ‘factory’ as used in the Act. This Act is applicable to all the factories which are engaged in manufacturing activities, including State and Central Government, on the premises wherein there are- i) 10 or more workers are employed with the use of power ii) 20 or more workers are employed without the use of power iii) Less than ten workers, if the activity is notified by the State Government.
• The Maternity Benefit Act, 1961: The main purpose of this Act was to regulate the employment of women in certain establishments for a certain period before and after childbirth. Through this Act, it was ensured that these women get maternity benefits, along with certain other benefits.
• The Maharashtra Shops and Establishment Act, 1948: The Maharashtra Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2017 & Rules, 2018 (“S&E Laws”) are applicable to all the shops and commercial establishments in the whole state of Maharashtra. The main aim of this Act is to protect the rights of the employees and thus provides regulations for work hours, payment of wages, rest intervals, opening and closing hours, overtime work, terms of service, holidays, leaves, closed days, work conditions, maternity leave and benefits, rules for employment of children, records maintenance, etc.
• The Maharashtra Minimum Wages Rules, 1963: These rules are applicable to the whole State of Maharashtra. These rules specify how the wage period for any scheduled wages should not exceed one month. In the case of employers who have less than one thousand employees, the wages need to be paid before the expiry of the seventh day, whereas in other cases, they need to be paid before the expiry of the tenth day after the last day of the wage period for which wages were payable. Additionally, each employee should have at least one day of rest per week, which should preferably be Sunday.
• The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (the PoSH Act or the Act) and Rules: The main purpose of this Act was to provide protection to the women at their workplace against sexual harassment, prevention, and redressal of complaints and for matters connected or incidental thereto. Through the PoSH Act, steps are laid down to the employers, which will ensure that their women employees are protected against sexual harassment at all the workplaces, whether they are private or public. This Act also lists down the circumstances which, if they take place, will amount to sexual harassment. Non-compliance with the provisions of this Act can be punishable with a fine of up to Rs. 50,000.
• The Payment of Bonus Act: This Act applies to all the factories and every other establishment that has 20 or more employees. The Payment of Bonus Act 1965 provides for a minimum bonus of 8.33 percent of wages. The payment is subject to the stipulation that the bonus is payable to employees drawing wages or salary not exceeding Rs. 10,000 per month, and would be calculated as if their salary or wages is Rs. #,500 per month. Here, the Central Government is the appropriate authority in respect of the establishments/ industries for which it is the appropriate Government under the Industrial Disputes Act, 1947. The bonus amount payable to an employee under this Act must be paid in cash by his or her employer within a period of 8 months from the close of the accounting year.

Forms as Needed as per the Compliance Calendar for Maharashtra

Form 27A

PF Act (Forms 1,2,10,21, and 22)

Form 1

Form to be used by Head of Office for Final Payment/transfer of balances in the General/Contributory Provident Fund Account to Autonomous Bodies/Other Governments

The General Provident Fund/Contributory Provident Fund Account Number of Shri/Smt./Km… .……………………….., as certified from the statements furnished to him/her from year to year, is ……………………

2. He/She is due to retire from Government service/ has proceeded on leave preparatory to retirement for …………………. months/has been discharged/dismissed/has been permanently transferred to …………… /has resigned finally from Government service on………………………….

3. Certified that he/she had taken the following advances in respect of which…………….

installments of Rs….............................. each are outstanding.

Amount of Temporary advances                                Amount outstanding

1 …………………………….                                    ………………………

2. ……………………………                                    ……………………….

3. ……………………………                                    ……………………….

4. ……………………………                                    ………………………..

4. Details of the withdrawals granted to him/her in the current financial year are also indicated below-

Amount of Final withdrawal                                      Date of withdrawal

1 …………………………….                                    ………………………

2. ……………………………                                    ……………………….

3. ……………………………                                    ……………………….

4. ……………………………                                    ………………………..

5. After adjusting the above withdrawals and advances, an amount of Rs……………

standing to the credit in his/her Provident Fund Account is appearing in the ledger account.

6. The final payment be made after verifying the records.

Signature of the Head of Office ______________

Forwarded to the Pay and Accounts Office........................................... for necessary action.

Form 2

NOMINATION AND DECLARATION FORM FOR UNEXEMPTED/EXEMPTED ESTABLISHMENTS

Declaration and Nomination Form under the Employees Provident Funds and Employees Pension Schemes

(Paragraph 33 and 61 (1) of the Employees Provident Fund Scheme 1952 and Paragraph 18 of the Employees Pension Scheme 1995)

1. Name (IN BLOCK LETTERS):                                                                                                                                                                                                             Name                                                   Father’s / Husband’s Name                                                   Surname

2. Date of Birth :                                            3. Account No.                                              

4. *Sex: MALE/FEMALE:                                                 5. Marital Status                                                                                        

6. Address Permanent/ Temporary :                                                                                                                                                                                                                                  

PART – A (EPF)

I hereby nominate the person(s)/cancel the nomination made by me previously and nominate the person(s) mentioned below to receive the amount standing to my credit in the Employees Provident Fund, in the event of my death.

1                 *Certified that I have no family as defined in para 2 (g) of the Employees Provident Fund Scheme 1952 and should I acquire a family hereafter the above nomination should be deemed as cancelled.

2.                * Certified that my father/mother is/are dependent upon me.

Strike out whichever is not applicable                                                                    

Signature/or thumb impression of the subscriber_______________________

PART – (EPS)

Para 18

I hereby furnish below particulars of the members of my family who would be eligible to receive Widow/Children Pension in the event of my premature death in service.

Certified that I have no family as defined in para 2 (vii) of the Employees’s Family Pension Scheme 1995 and should I acquire a family hereafter I shall furnish Particulars there on in the above form.

I hereby nominate the following person for receiving the monthly widow pension (admissible under para 16 2 (a) (i) & (ii) in the event of my death without leaving any eligible family member for receiving pension.

Date                                          

Signature or thumb impression of the subscriber

CERTIFICATE BY EMPLOYER

Certified that the above declaration and nomination has  been signed  /  thumb impressed  before me by Shri  / Smt./ Miss                                                                                                                                     employed in my establishment after he/she has read the entries / the entries have been read over to him/her by me and got confirmed by him/her.

Date :

Name & address of the Factory /Establishment

Signature of the employer or other authorized officer of the establishment_____________

Place :                                                                                         Date :

Form 10

Paragraph 36(2)(a) & (b) of the Employees’ Provident Funds Scheme, 1952

Return of Members leaving service during the month of

Name and address of the Factory/Est.                       Code No

Signature of the employer or other authorized officer

Date : ……………………..             Stamp of the Factory/Estt.

*Please state whether the member is (a) retiring according to Para 69 (1)(A) OR (B) of the scheme, (b) leaving India for permanent settlement abroad, (c) retrenchment, (cc) part of a total disablement due to employment injury, (d) ordinarily dismissed for serious and willful misconduct, (e) discharged, (f) resigning from or leaving service, (g) taking up employment elsewhere. (The name and address of the Employers should be stated) (h) Death, (I) attained the age of 58 years.

A request for deduction for the account of a member dismissed for serious and willful misconduct should be reported by the following certificate;

“Certified that the member mentioned at serial No. ……………… Shri…………… ……….. was dismissed for serious and willful misconduct. I recommend that the Employer’s contribution for ………………………. Should be forfeited from the account in the fund. A copy of the order of dismissal is enclosed.”

“Certified that the member mentioned at serial No. …………… Shri…………….. was paid/not paid retrenchment compensation of Rs. ……………. Under  the Industrial Disputes Act, 1947.”

Signature of the Employer_________________

Form 21

[See rule 81(2)]

Form of letter sanctioning Family Pension to another member of family on death or ineligibility of a recipient of Family Pension No....................................................

Government of India Ministry of........................................

Department/Office.............................

Dated the..........................................

To

The Pay and Accounts Officer

...............................................

...............................................

Subject : Grant of Family Pension on death or ineligibility of a recipient of Family Pension.

Sir,

I  am  directed to  say  that Shri/Smt. .........................................................…………………..

(relationship) of late Shri/Smt......................................................................................................................... formerly

.................................... (designation) in this Ministry/Department/Office was authorised the payment of Family Pension of Rs ................................. with effect from ..................................... vide PPO No…………………………………

2. Intimation has been received in this Ministry/Department/Office that Shri/Smt./Km.…….........

............................................................. died/ceased to be eligible for family pension on account of

…………………..… on..................................... (date).

3. There are the following surviving members of family of the deceased Government servant/ pensioner:-

4. In terms of rule 54 of the Central Civil Services (Pension) Rules, 1972, the amount of Family Pension has become payable to Shri/Kumari/Smt            The Family

Pension will be payable on behalf of the minor/mentally disabled child to Shri/Smt.  ...................

................................. who is the nominee/guardian.

5. Sanction for the grant of Family Pension of Rs.........................per month to Shri/Kumari/ Smt. …………….………………………. is hereby accorded. The Family Pension will take effect from.............................. and will be tenable as per the provisions of sub-rule (6) of rule 54 of the Central Civil Services (Pension) Rules, 1972.

6. The Family Pension is debitable to the Head.........................................

7. Your attention is invited to the enclosures forwarded herewith.

8. The receipt of this letter may be acknowledged and this Ministry/Department/Office informed that necessary instructions for the disbursement of family pension have been issued to the disbursing authority concerned, under intimation to family pensioner.

Yours faithfully,

Head of Office

List of enclosures—

1. Form 14 (along with check-list)

Form 22

FUNERAL EXPENSES CLAIM FORM EMPLOYEES' STATE INSURANCE CORPORATION

(Regulation 95-E)

Claim arising out of death on .................. of ................. s/w/d of .................. aged .....................

years, having Insurance No. .............. and last employed as ................. by M/s................................................................................................................................................................. Code

No. ....................

I ....................................... s/w/d of .......................................... aged.......................... years  declare :

**(i) that I am the eldest surviving member of the family of the deceased Insured Person, whose particulars are furnished here-in-above, and that I actually incurred an expenditure of Rs. .................... (Rupees               only) necessary for the funeral of

the said deceased person.

or

**(ii)  that the deceased Insured Person, whose particulars are furnished there-in-above, did not have a family / was not living with his family at the time of his / her death and that I actually incurredan expenditure of Rs. .................... (Rupees.......................................................................................................................... only)

on the funeral of the deceased Insured Person.

Accordingly, I do hereby claim funeral expenses for the amount of Rs. ....................................

(Rupees.............................. only)

Date :                           Name in Block Letters                                      ...................................................................................

Signature / Thumb-impression of the Claimant

ATTESTATION

*** Certified that the declarations, as made here-in-above, are true to the best of my knowledge and belief.

Name in Block Letters and Rubber Stamp or Seal of the Attesting Authority

Signature  ...................................

Designation  ...............................

Date .............................................

*Delete either (i) or (ii), which may not be applicable in the case.

**This certificate is to given by (i) an officer of the Revenue, Judicial or Magisterial Department; or (ii) a Municipal Commissioner, or (iii) a Workmen's Compensation Commissioner; or (iv) the Head of Gram Panchayat under the official seal of the Panchayat, or M.L.A./M.P.; or (v) A Gazetted Officer of the Central/State Govt./Member of the Local Committee / Regional Board; or (vi) any other authority considered as appropriate by the Branch Manager concerned.

Important : Any person who makes a false statement or misrepresentation for the purpose of obtaining benefit, whether for himself or for some other person, commits an offence punishable with imprisonment for a term which may extend up to six months or with a fine up to Rs. 2,000/- or with both.]

Note : In the case of a minor, the guardian should sign the claim form on behalf of the minor and then add the following below his/her signature: —

........................................

(Name of the Minor) Through .....................

(Name of the Guardian) his/her ............................

(Relationship with the Minor)

Form III-B

Form A-1

FORM A-1

(Rule 3 –A)

Statement of employees' and employer's contribution as on 30th June and 31st December respectively.

ESTABLISHMENT CODE NO.

1. Name & Address of the establishment

2. Name of the Employer                                

3. Class of establishment                                  

(i.e. whether a factory or motor omnibus service, a Shop, Commercial establishment, Residential Hotel, Restaurant, Eating-house,Theatre or other places of public amusement or entertainment )

4.  Total number of employees whose names stand on the establishment register as on 30^th June    / 31^st December

SLAB I:

Employees drawing wages/salary up to and inclusive of Rs. 3000/- p.m.

EMPLOYEES' CONTRIBUTION Rs. 6.00

EMPLOYER'S CONTRIBUTION Rs. 18.00

SLAB II:

Employees drawing wages/salary up to and inclusive of Rs. 3000/- p.m.

EMPLOYEES' CONTRIBUTION Rs. 12.00

EMPLOYER'S CONTRIBUTION Rs. 36.00

i.e. Rs. 48/- per person. ‌

(A)‌

Establishment                 - Slab:I (fill in the table below accordingly, and in this sequence)

Employees                      - Slab: II (fill in the table below accordingly, and in this sequence)

(B)‌

Contract                          - Slab:I (fill in the table below accordingly, and in this sequence)

Employees                      - Slab: II (fill in the table below accordingly, and in this sequence)

Total of sub-entries (a) and (b) of entry 4

5. Whether the contribution has already been paid to the Welfare Commissioner: if so whether by cheque, or cash and details thereof

6. Mode of Payment                                    : Cash / Cheque / D.D. No.                             Date                               Amt.                                  

Name of the Bank :                                                             Branch :                                                            

Signature of the employer_________________________________

..2..

Instruction regarding Payment:

1. Cheque/D.D. Should be drawn in favour of Maharashtra Labour Welfare Fund.

2. Cheque/D.D. Should be payable at MUMBAI only.

3. Cheque/D.D. Should be issued separately for each Establishment.

4. Both the Employees’ & Employer’s Contribution should be paid only by single cheque.

5. Cash Payment will be accepted from 10.30 a.m. to 3.00 p.m. (Lunch hour 1.00 to 1.30 p.m.)

6. Estt. Code Number allotted to you should be quoted at proper place provided in this form.

7. Please write the Estt. Code Number on the backside of the Cheque/D.D.

8. Name of the person for communication & Telephone No.,Fax No. Email address.

9. Use xerox copy of this form for Every Payments.

ER-I

FORM ER-I

Quarterly return to be submitted to the local Employment Exchange

For the quarter ended……………………..

[ Vide the Employment Exchanges (Compulsory Notification of Vacancies) Rules, 1960] The following information is required under the Employment Exchanges(Compulsory Notification of Vacancies) Rules, 1960 to assist in evaluating trends in employment and for action to correct imbalances labour supply and demand

Name and address of the employer……………………………………………………..

………………………………………………………………………………………………

………………..

Whether it is:   [    ] Head Office               [     ] Branch Office

I.          (a) EMPLOYMENT

Total number of persons including working proprietors/partners/commission agents/ contingent paid And contractual workers, on the pay rolls of the establishments excluding part-time workers and apprentices .

( The figures should include every person whose wage or salary is paid by the establishment).

On the last working day of                              On the last working day of

the previous quarter.                                         the quarter under report.

Men :

Women:

Total:

(b) Please indicate the main reason s for any increase or decrease in employment if the increase or decrease is more than 5% during the quarter………………………………………………………………………………

NOTE:- Establishment are remind of their obligation under the Employment Exchanges(Compulsory Notification of Vacancies) Act for notifying to Employment Exchanges details of vacancies specified under the act before they are filled.

2.  VACANCIES : Vacancies carrying emoluments of Rs 60 or over per month and of over 3 months duration                                                                                                                                          

2.(a) Numbers of vacancies occurred and notified during the quarter and the numbers filled during the quarter.

(b) Reasons for not notifying all vacancies occurred during the quarter under report vide 2 (a) above:

3. MANPOWER SHORTAGES

Vacancies /posts unfilled because of shortage of suitable application s.

Please list any other occupation for which this establishment had recently any difficulty in obtaining suitable applications.

Signature of employer __________________

To

The Employment Exchange,

Form XXIV Rule 82 (1)

RETURN TO BE SENT BY THE CONTRACTOR TO THE LICENSING OFFICER

                                                             Half year ending___________

1. Name and address of the Contractor
2. Name and address of the Establishment
3. Name and address of the Principal Employer
4. Duration of the contract: From_________ To__________
5. No. of days during the half year during which:

a. The establishment of the principal employer had worked_____

b. The contractor's establishment had worked_______

6. Maximum number of contract labor employed on any day during the half year:

Men____ Women______ Children_____ Total_______

7.

(i) Daily hours of work and spread over_______

(ii) (a) Whether weekly holidays observed and on what day______

(ii) (b) If so, whether it was paid for __________

(iii) Number of man hours of overtime worked_________

8. Number of man days worked by_____ Men____ Women_____ Children______ Total______

9. Amount of wages paid: Men_______ Women______ Children______ Total________

10. Amount of deductions from wages, if any: Men_______ Women_______ Children________ Total________

11. Whether the following have been provided:

(i) Canteen

(ii) Rest Rooms

(iii) Drinking water

(iv) Creches

(v) First Aid

(If the answer is "yes", state briefly standards provided)

Signature of Contractor___________

Place: ________

Date: _________

Form XXIII

[Refer 45(1)]

Return to be sent by the Contractor to the Licensing Officer

Half-Year-Ending……………………………………..

Form XXIV

[Refer Rule 56(2)]

Annual Return of Principal Employer to be sent to the Registering Officer

Year ending 31^st December

1.     Full name and address of the Principal Employer.

2.     Name of Establishment:

(a)   District

(b)   Postal Address

(c)   Nature of operation/industry/work carried on.

3.     Full name of the manager or person responsible for supervision and control of the establishment.

4.     Number of Contractors who worked in the establishment during the year (Give details in Annexure).

5.     Nature of work/operation on which migrant workman was employed.

6.     Total number of days during the year on which migrant workman was employed.

7.     Total number of man-days worked by migrant workman during the year.

8.     Maximum number of workmen employed directly on any day during the year.

9.     Total number of days during the year on which direct labour was employed.

10.  Total number of man-days worked by directly employed workmen.

11.  Change, if any, in the management of the establishment, its location, or any other particulars furnished to the Registering Officer in the application for registration indicating also the dates.

Principal Employer

Place ……………………….

Date ………………………...

ANNEXURE TO FORM

Form 11

Form 29

Form 29
Prescribed under Rule 125

ANNUAL RETURN

For the year ending 31^stDecember, 20..........

1.         Registration number of factory          :

2.         Name of factory                                  :

3.         Name of occupier                               :

4.         Name of the manager             :

5.         District                                     :

6.         Full postal address of factory :

7.         Nature of industry                              :

Number of workers and particulars of employment

8.         No. of days worked in the year           :

9.         No. of man-days worked during the year

(a) Men                                               :

(b) Women                                          :

(c) Children                                         :

10.       Average number of workers employed daily

(a) Adults                      
(i) Men :
(ii) Women      :

(b) Adolescents          
(i) Male           :
(ii) Female       :

(c) Children                  
(i) Male           :
(ii) Female       :

11. Total no. of man-hours worked including overtime.

(a)   Men         :

(b) Women               :

(c) Children                 :

12.Average number of hours worked per week (See explanatory note)

(a) Men               :

(b) Women      :

(c) Children        :

13. (a) Does the factory carry out any process or operations declared as dangerous under Section 87 (See Rule 116):
(b)   If so, give the following information

-----------------------------------------------------------------------------------------------------------------
Name of the dangerous process     Average no. of persons employed daily in each
Or operations carried on           of the processes or operations given in Col.1

1 2

-----------------------------------------------------------------------------------------------------------------i)

ii)

iii) etc.

-----------------------------------------------------------------------------------------------------------------

Leave with Wages

14.       Total number of workers employed during the Year                        :
(a) Men                                    :
(b) Women                              :
(c) Children                             :

15. Number of workers who were entitled to annual leave wit wages during the  year

(a) Men                                   :
            (b) Women                              :
            (c) Children                             :

16. Number of workers who were granted leave during the year

(a) Men                                               :
            (b) Women                              :
            (c) Children                             :

17. (a) Number of workers who were discharged, or dismissed from the service, or quit employment, or were superannuated, or died while in service during the year :

(b)        Number of such workers in respect of when wages in lieu of leave were paid :

18. (a) Number of Safety Officers required    to be appointed as per notification under Section 40-B :

(b)        Number of Safety Officers appointed :

Ambulance room

19. Is there an ambulance room provided in the factory as required under Section 45 ? :

Canteen

20. (a) Is there a canteen provided the factory as required under Section 46? :

(b) Is the canteen provided managed

i) departmentally, or                            :
Ii) through a contractor?                                  :

Shelters or Rest Rooms and Lunch Rooms

21.       (a) Are there adequate and suitable shelters or rest rooms provided in the factory as required under Section 47?      :

(b) Are there adequate and suitable lunch rooms provided in the factory as required under Section 47?       :

Creches

22. Is there a Creche provided in the factory as required under Section 48 ?           :
23. (a) Number of Welfare Officers to be appointed as required under Section 49 :
(b) Number of Welfare Officers appointed :

Accidents

24.(a) Total number of accidents

i)   Fatal                                                           :
ii)   Non-Fatal            :

(b) Accidents in which workers returned to work during the year to which this return relates                                 :

i)   Accidents (workers injured) occurring during the year in which injured workers returned to work during the same year

(aa)  Number of accidents                              :
(bb)  Man-days lost due to accidents :

ii)  Accidents (workers injured) occurring in the previous year in which injured workers returned to work during the year to which this return relates

(aa) Number of accidents                    :
(bb) Man-days lost due to accidents  :

(c)  Accidents (workers injured) occurring during the year in which injured workers did not return to work during the year to which this return relates

i) Number of accidents                         :
ii) Man-days lost due to accidents                  :

Certified that the information furnished above is to the best of my knowledge and belief, correct.

Signature of the manager :

Date:

Maternity Benefit Act Forms: LMNO Rule 16 (1)

Form L

[See Rule 16]

Annual Return for the Year ending on the 31st December, 20....

1. Name of the [mine or circus]
2. Situation of the [mine or circus]

Mauza:

District:

State:

Nearest Railway Station:

3. Date of opening the [mine or circus]

4. Date of closing, if closed.

5. Postal address of the [mine or circus]

6. Name of the employer. Postal address of the employer.

7. Name of managing agent, if any. Postal address of managing agent.  

8. Name of Agent or Representative of the Employer. Postal address of the representative of the employer.

9. Name of the Manager. Postal address of the manager.

10.

(a) Name of medical officer, attached to the [mine or circus]

(b) Qualification of the medical officer, attached to the [mine or circus]

(c) Is she a resident at the [mine or circus]?

(d) If she is a part-time employee, how often does he pay visits to the [mine or circus]?

11.

(a) Is there any hospital at the [mine or circus]?

(b) If so, how many beds are provided for women employees?

(c) Is there a lady doctor?

(d) If so, what are her qualifications?

(e) Is there a qualified midwife?

(f) Has any creche been provided?

Signature of the Employer ___________

Date: __________

Form M

[See rule 16]

EMPLOYMENT, DISMISSAL, PAYMENT OF BONUS, ETC. OF WOMEN FOR THE YEAR ENDING ON 31ST DECEMBER, 20.....

1. [Mine or circus]
2. Aggregate number of women permanently or temporarily employed during the year.
3. Number of women who worked for a period of not less than 80 days in the twelve months immediately preceding the date of delivery.
4. Number of women who gave notice under section 6.
5. Number of women who were granted permission to remain absent on receipt of notice of confinement.
6. Number of claims for maternity benefit paid.
7. Number of claims for maternity benefit rejected.
8. Number of cases where pre-natal, confinement, and post-natal care was provided by the management free of charge (section 8).
9. Number of claims for medical bonus paid (section 8).
10. Number of claims for medical bonus rejected.
11. Number of cases in which leave for miscarriage/ MTP was granted.
12. Number of cases in which leave for miscarriage/MTP was applied for but was rejected.

12a. Number of cases in which leave for tubectomy operation under section 9A was granted.

12b. Number of cases in which leave for tubectomy operation was applied for but was rejected.

13. Number of cases in which additional leave for illness under section 10 was granted.

14. Number of cases in which additional leave for illness under section 10 was applied for but was rejected.

15. Number of women who died

(a) Before delivery

(b) After delivery

16. Number of cases in which payment was made to persons other than the woman concerned.

17. Number of women discharged or dismissed while working.

18. Number of women deprived of maternity benefit and/or medical bonus under proviso to sub-section (2) of section 12.

19. Number of cases in which payment was made on the order of the Competent Authority or Inspector.

20. Remarks.

Note: Full particulars of each case and reasons for the action taken under serials 7,10,12,14,17, and 18 should be given in the Appendix below:

Signature of the Employer _________

Date: __________

Form N

[See rule 16]

DETAILS OF PAYMENT MADE DURING THE YEAR ENDING 21ST DECEMBER, 20.....

Name of person to whom paid _______            

Amount Paid _______

1. Date of payment.
2. Woman employee.
3. Nominee of the woman.
4. Legal representative of the woman.
5. Amount for the period preceding date of expected delivery.
6. Amount for the subsequent period.
7. Under section 8 of the Act.
8. Under section 9 of the Act.

8a. Under section 9A of the Act.

9. Under section 10 of the Act.

10. Number of women workers who absconded after receiving the first installment of maternity benefit.

11. Cases where claims were contested in a court of law.

12. Results of such cases.

13. Remarks.

Signature of the Employer __________

Date: _________

Form O

[See rule 16]

PROSECUTION DURING THE YEAR ENDING 31ST DECEMBER, 20.......

(For mines)

Reasons for prosecution should be given in full in the Appendix below:

Signature of the Employer___________
Date: ___________

Form R

Form – ‘R’ (See rule 27)

ANNUAL RETURN

(forthe year endingas 31^st December               )

1. Name of the Establishment                                :-

2. Name of the Owner / Partner / Occupier/                                             :- Director / Authorised Person

3. Name of the Manager                                         :-

4. Total number of WorkersWorkers

Contract LabourCausal

Part Time Others Total

5. Whether the notice showing the details of personsengaged in confidential, managerial, supervisory capacity is sent?

:-    Men             Women

:-    Yes                    No

6. Nature of Business                                              :-

7. Registration number

Date of Validity of the Registration Certificate

8. Number of shift

Average number of persons engaged shift wise

9. Whether notice of shift is displayedand copy sent to the Facilitator?

10.       Number of women workersengaged during the year (if applicable)

Number of women workers engaged in night shift

11. Whether consent letter from women workersworking in night shift is obtained? (if applicable)

:-    1st               2nd                 3rd

:-    Yes                     No

:-

:-    Yes        No       N.A.

12. Whether notice showing the weekly holiday of each worker is displayed?

:-    Yes                    No

23. Number of accidentoccured in the

establishment during the year Number of workers injured Amount of compensation paid

24. Is the name board displayedin Marathi.            :-    Yes No

Declaration

I /we Mr./Mrs.                                                                                         hereby solemnly affirm that all the information mentionedin the annual return are true and correct. I /we am/are aware that if any information submitted by me turns out to be false or not true or incorrect, I shall be liable for legal action under the concernedLaw.

Date :

Place :                                                                               Signature of Employer.

Form III

Minimum Wages (Central) Rules

FORM III
Annual Return

Rule 21(4-A)

Return for the year ending the 31st December

1    (a)  Name of the establishment and postal address

(b) Name and residential address of the Owner/Contractor

(c)  Name and residential address of the Managing Agent/Director/Partner in charge of the
day-to-day affairs of the establishment owned by a company, body corporate or
Association

2.   Number of days worked during the year.

*3.  Number of mandays worked during the year.

†4. Average daily number of persons employed during the year:

(i) Adults                                                                 (ii) Children

5.   Total wages paid in cash

‡6. Total cash value of the wages paid in kind

7. Deductions:

Disbursement from fines:

8.   Balance of fine fund in hand at the end of the year

Dated                                                                                                                                                                                                        Signature

Designation

*  This is the aggregate number of attendance during the year.

†  The average daily number of persons employed during the year is obtained by dividing the aggregate number of attendances during the year by the number of working days.

‡  Cash value of the wages paid in kind should be obtained by taking the difference between the cost price paid by the employer and the actual price paid by the employees for supplies of essential commodities given at concessional rates.

Form XXV

of Contract Labour (Regulation & Abolition) Central Rules

See Rule 82(2)

Annual Return of Principal Employer to be sent to the Registering Officer

Year ending 31st December, 19

1. Full name and address of the Principal Employer.

2. Name of Establishment:

(a) District

(b) Postal Address

(c) Nature of operation/industry/work carried on

3. Full name of the Manager or person responsible for supervision and control of the establishment.

4. Number of contractors who worked in the establishment during the year (Give details in Annexure).

5. Nature of work/operations on which contract labour was employed.

6. Total number of days during the year on which contract labour was employed.

7. Total number of man-days worked by contract labour during the year.

8. Maximum number of workmen employed directly on any day during the year.

9. Total number of days during the year on which direct labour was employed.

10. Total number of man-days worked by directly-employed workmen.

11. Change, if any, in the management of the establishment, its location, or any other particulars furnished to the Registering Officer in the application for Registration indicating also the dates.

Principal Employer:______________

Place:_________________

Date:_________________

Annexure to Form

How Can Deskera Assist You with the Compliance Calendar of Your Business?

Deskera People is a cloud-based software that has all the features to specifically meet all your needs of HR and compliances. It comes with a quick and hassle-free on-boarding process that will even let you import all your data, including your employees’ data, from other places on this one platform.

Based on the requirements of your business, it will even let you set up a compliance calendar. This would be accessible to all the compliance officers, as well as everyone else who will be involved in ensuring that you meet your compliances.

In fact, one of the best features of Deskera People is that it comes with an automatic alert system that will ensure that you meet all your deadlines and thus avoid penalties. Lastly, Deskera People can be used across multiple devices, which makes it more accessible.

Key Takeaways

One of the key benefits of knowing and having your compliance calendar for Maharashtra is that it will help you avoid penalties and keep your business running smoothly and efficiently by letting you stay on top of all your statutory and internal deadlines. However, what you must remember here is that there is no common compliance calendar for Maharashtra, which is suitable for all companies across all industries based there.

It is because of this reason that it is very important to have a system like Deskera People in place, which will let you set up your customized compliance calendar according to the requirements of your organization and the industry that it is part of. Such a customized compliance calendar would efficiently look after your internal as well as external compliances, letting you focus on the growth and development of your business.

In fact, the inbuilt automatic alert system of Deskera People will let you be worry-free in regards to forgetting your compliance deadlines. The widespread benefits of which would be reflected in the financial statements and financial KPIs of your business.

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