SPECIMEN OF PROJECT REPORT

A STUDY ON STATUTORY COMPLIANCES OF THE HUMAN RESOURCE DEPARTMENT AT COLUMBIA ASIA HOSPITAL BANGALORE

PROJECT REPORT SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS ONE YEAR POST GRADUATE DIPLOMA IN BUSINESS ADMINISTRATION.

BY GRACE SANGEETHA

UNDER THE GUIDANCE OF

PROFESSOR:RANITA PRAVEEN

MOUNT CARMEL INSTITUTE OF MANAGEMENT BANGALORE 560 052.

2012

CHAPTER 1 INTRODUCTION: Meaning-: Statutory means "of or related to statutes," or what we normally call laws or regulations. Compliance just means to comply with or adhere to. So statutory compliance means you are following the laws on a given issue. The term is most often used with organizations, who must follow lots of regulations. When they forget or refuse to follow some of those regulations , they are out of statutory compliance. A company that follows all the rules, is in statutory compliance. The various statutory compliances are ESI: EMPLOYEE STATE INSURANCE ACT Provident Fund Profession Tax Gratuity The Minimum Wages Act The Maternity Benefit Act The Payment Of Bonus Act The Payment Of Wages Act

STATEMENT OF THE PROBLEM: Safeguarding the employees and the enterprise from untoward risks by managing and consulting on issues such as retirement benefits and Taxation. REVIEW OF THE PREVIOUS LITERATURE : I was shown and given explainations about the statutory compliances which the hospital implies. Some of the study: Meaning and importance of statutory compliances from www.scribd.com www.citehr.com; Payment of Wages Act.

 Minimum Wages act 1948, M.P. Rules 1958. Employees State Insurance Act 1948, Rules and Regulations 1950. Employees Provident Fund Act 1952 and Pension Scheme 1995. Workmens Compensation Act 1923. M.P. Industrial Relations Act 1960, Factory Act 1948. Maternity Benefit Act 1961. Equal Emolument Act 1976. M.P.Shram Kalyan Nidhi Adhiniyam 1982. Payment of Bonus Act 1963, Payment of Gratuity Act 1971. Inter State Migrant Act OBJECTIVES: 1. To study the organisational setup of the hospital and its related policies and procedures. 2. To study the efficiency of present statutory compliances process. 3 .To find out awareness levels among existing employess. 4. To conduct skill identification and need for training for employees. 5. To analyse and suggest improvements. Hypothesis if any : no hypothesis assumed. Operational definitions: STATUTORY: Statutory law or statute law is written law set down by a legislature or by a legislator. Statutes may originate with national, state legislatures or local municipalities Statutes of lower jurisdictions are subordinate to the law of higher.

Codified law:

The term codified law refers to statutes that have been organized ("codified") by subject matter; in this narrower sense, some but not all statutes are considered "codified." ESI...Employee state insurance act It was originally applicable to non-seasonal factories using power and employing 20 or more persons; but it is now applicable to non-seasonal power using factories employing 10 or more persons and non-power using factories employing 20 or more persons All the employees in the factories or establishments to which the Act applies shall be insured under this Act The contribution comprise of employers contribution and employees contribution at a specified rate Contribution rate. Professional tax: Professional tax or employment tax is a state-based tax. It is allowed as a deduction from the gross income before computing the tax. GRATUITY: Gratuity is an amount given to employees by employer when they leave the job after completing five years or minimum 240 days per year or after retirement . The number of year may differ from company to company Gratuity . THE MINIMUM WAGES ACT 1948 This act provides for fixing minimum rates of wages. Wages shall mean all remuneration payable to an employed person on the fulfillment of the contract employment and includes HRA.

Maternity benefit act 1961 To regulate employment of women for certain periods before and after child birth and to provide for maternity benefit. Payment of maternity benefit shall

apply to women workers to whom ESI Act does not apply. The Act applies to all establishments in which ten or more people are employed. The maternity benefit shall be at the rate of average daily wage for the period of actual absence. The maximum period of entitlement shall be12 weeks of which not less than 6 weeks shall precede the expected date of delivery. Maternity benefit shall be payable to employee or any other persons as per the nomination. The Amount of benefit upto the period of expected delivery shall be paid in advance. The balance due for the subsequent period shall be paid within 48 hours from delivery of child. The Payment of Bonus Act 1965 The payment of bonus act imposes statutory liability upon the employers of every establishment covered under the Act to pay bonus to their employees .It provides for payment of minimum and maximum bonus and linking the payment of bonus with the production and productivity. The Act applies to every factory where 10 or more workers are working and every other establishment in which 20 or more persons are employed, on any day during an accounting year .Every employee receiving salary or wages up to RS. 3,500 p.m. and engaged in any kind of work whether skilled, unskilled, managerial, supervisory etc. is entitled to bonus for every accounting year if he has worked for at least 30 working days in that year. Penalty The punishment provided for contravention of any provisions of the Act or any rule made there under is imprisonment for a term, which may extend for 6 months or with fine, which may extend to Rs. 1000/- or with both. payment of wages act 1936 It is a central legislation which applies to the persons employed in the factories and to persons employed in industrial or other establishments This Act does not apply on workers whose wages payable in respect of a wage period average Rs. 1600/- a month or more. This Act has been enacted with the intention of ensuring timely payment of wages to the workers without unauthorized deductions. The salary in factories/establishments employing less than 1000workers is required to be paid by 7th of every month and in

other cases by 10th day of every month. A worker, who either has not been paid wages in time or an unauthorized deductions have been made from his/her wages, can file a Claim either directly or through a Trade Union or through an Inspector under this act. The Trade Union Act, 1926 This Act aims to confer a legal and corporate status on registered trade unions. It is applicable to unions of workers as well as associations of employers. It extends to the whole of India by way of a central legislation but is administered and enforced by the state governments. The present day legal climate is one of uncertainty and confusion. In most cases, a law comes to light only after its contravention, resulting in severe penalties Statutory Compliances is a must in keeping you away from the long arm of the law! Methodology: analyzing on the basis of qualitative reports. Tools and techniques for collecting data: Qualitative techniques and information provided by the HR department and also comparing with the other departments. Plan of analysis: To study the organisational set up of the hospital its related polices and procedure in imposing statutory compliances. To know the sound health policy Determinants of health The planning analysis include, assess, design, implement and monitor The solution: Balanced laws Knowledge, consent and notification Robust data protection tools and privacy programs. OVERVIEW:

An overview of the complete study on statutory compliance includes Data specification Data collection Data processing Data maintainance Analysis Dissemination This will lead to STANDARDS..