Regulatory Acts :

• The Bombay Shops & Establishments Act, 1948.
• The Contract Labour (Regulation & Abolition) Act 1970.
• The Factories Act 1948
• The Minimum Wages Act, 1948.
• The Maharashtra Private Security Guards Act, 1981.
• The Payment of Wages Act, 1936.
• The Maharashtra Profession Tax Act, 1971.
• The Building and Construction Workers (Regulation of Employment & Conditions of Service) Act 1996.

Social Security & Welfare Acts :

• The Employees’ Provident Funds & Miscellaneous Provisions Act, 1952
• The Payment of Gratuity Act, 1972
• The Employees’ State Insurance Act, 194
• The Payment of Bonus Act, 1965.
• The Employee Compensation Act, 1923.
• The Maternity Benefit Act, 1961
• The Mumbai Labour Welfare Fund Act. 1953
• The Apprentices Act, 1961

Employee Relations Related Acts :

• The Industrial Disputes Act, 1947
• The Maharashtra Recognition of Trade Unions and Prevention of Unfair Labour Practices Act, 1971 (MRTU& PULP Act)
• The Trade Union Act, 1926
• The Industrial Employment (Standing Orders) Act, 1946
• Sexual Harassment of Women at Workplace Act, 2013

In the past 26 years, Classic Labour has successfully fulfilled numerous customized assignments to the satisfaction of its clients. Some of the key responsibilities handled by us have been listed below :

• Undertaking of labour law due diligence audit for new acquisitions.
• Expertise in legalities involving Human Resource development and Employee development such as:
• Specialization in drafting of agreements/ appointment letters for employees, which is done with precision by covering every aspect of the professional agreement. We have the expertise to draft appointment letters for permanent employees, temporary employees, employees on probation, as well as trainees. We also ensure that a format is in place for standardization and legal binding.
• Preparation of salary scales/ packages, within the framework of law while being organization centric to ensure that company costs are minimized on components such as provident fund, ESIC, bonus, gratuity and also on overtime.
• Holding negotiation with unions and workers regularly or on need basis for effective resolution of any dispute. Our success rate has been 100% in settlement through bilateral negotiations, and we’ve ensured minimum loss of revenues/ employee productivity for our clients.
• Legal advice and management of employee disciplinary issues. Preparation of legal drafts for show cause notice, warning, suspension order, charge-sheet, and dismissal/ termination, in the event of employee indiscipline.
• Conducting domestic enquiry, when required, through expert Enquiry Officer for enforcing discipline.
• Appearing before the Court of Law and all other labour law enforcing authorities for effective resolution of any discrepancies or disputes, in both Industrial and Labour Courts.
• Keeping the company up to speed by apprising them of amendments and important judgments on various labour laws instantaneously.
• Obtaining all registrations/ licenses, code numbers etc. required under the various labour laws.
• Proficiency in preparation of ‘Personnel policies’.
• Obtaining certification of standing orders from competent authorities when required.