The document outlines the key compliance requirements under the Contract Labour (R & A) Act, 1970 for principal employers and contractors.
It specifies that principal employers employing 20 or more contract workers must register establishments by filing Form 1 along with fees. Contractors engaging 20 or more workers must obtain licenses by filing Form IV, which are valid for specific periods.
It also details various registers and documents that must be maintained, such as muster rolls, wage registers, and licenses that can be revoked if obtained by misrepresentation. Contractors must also provide amenities like canteens and restrooms.
Non-compliance is punishable with imprisonment up to 3 months or fines up to Rs. 500-1,000 along
This document provides an overview of various labour laws applicable to manufacturing industries in India. It summarizes 18 key acts governing different aspects of labour regulations like wages, working hours, contracts, welfare, disputes etc. For each act, it mentions applicability, scope, key compliance requirements like maintaining registers and submitting returns. The acts covered include Factories Act, Payment of Wages Act, Minimum Wages Act, Contract Labour Act, Bonus Act, Provident Fund Act, ESI Act and others.
The document discusses various labor laws and compliance requirements in India including the Contract Labour (Regulation & Abolition) Act of 1970, Employee's Provident Fund Act of 1952, and Employee's Pension Scheme of 1995. It provides details on registration and licensing procedures for contractors, obligations of principal employers and contractors, welfare facilities for contract labor, applicable forms and registers that need to be maintained, and monthly and annual statutory returns that must be filed. It also summarizes key provisions regarding contribution rates for provident fund, pension fund, and insurance schemes as well as timelines for filing different statutory deposits and returns.
The Factories Act, 1948 regulates working conditions in factories to ensure safety, health and welfare of workers. It applies to factories using power and employing 10 or more workers, and those not using power but employing 20 or more workers.
The Act contains provisions regarding registration and licensing of factories, health and safety measures, welfare measures, working hours and overtime, employment of women and young persons, annual leave, accidents and diseases. It prescribes penalties for non-compliance. Factories must submit annual and half-yearly returns and notify holidays. Various registers must also be maintained. The Chief Inspector of Factories enforces the Act.
This document is the Income Tax Ordinance of 1984 from Bangladesh. It begins with definitions of key terms used in the ordinance. It defines terms like agricultural income, amalgamation, annual value, assessee, assessment, capital asset and dividend. It provides definitions for terms related to the structure of the tax authority such as Commissioner, Deputy Commissioner of Taxes, and Director General of Inspection. It also defines common business terms like company, director and employee. The ordinance aims to consolidate and amend the existing laws relating to income tax in Bangladesh.
This document outlines the various labor law compliance services provided including managing compliance with 13 key acts related to labor laws covering areas such as wages, benefits, leaves, health and safety. Key services include filing various forms and returns, maintaining required registers, handling processes like PF remittance and claims, ESI remittance, gratuity processing, license renewal, and general support on labor law-related queries.
The Payment of Bonus Act 1965 provides for the payment of bonus to employees in certain establishments based on profits or productivity. The Act applies to factories and other establishments with 20 or more employees. All employees earning up to Rs. 10,000 per month who have worked for at least 30 days in an accounting year are eligible for bonus payments. Bonus must be paid within 8 months of the close of the accounting year or within 1 month of an industrial dispute settlement related to bonus payments, unless an extension is applied for. Employees may be disqualified from receiving bonus if dismissed for fraud, violence, theft, or sabotage.
The document outlines the key compliance requirements under the Contract Labour (R & A) Act, 1970 for principal employers and contractors.
It specifies that principal employers employing 20 or more contract workers must register establishments by filing Form 1 along with fees. Contractors engaging 20 or more workers must obtain licenses by filing Form IV, which are valid for specific periods.
It also details various registers and documents that must be maintained, such as muster rolls, wage registers, and licenses that can be revoked if obtained by misrepresentation. Contractors must also provide amenities like canteens and restrooms.
Non-compliance is punishable with imprisonment up to 3 months or fines up to Rs. 500-1,000 along
This document provides an overview of various labour laws applicable to manufacturing industries in India. It summarizes 18 key acts governing different aspects of labour regulations like wages, working hours, contracts, welfare, disputes etc. For each act, it mentions applicability, scope, key compliance requirements like maintaining registers and submitting returns. The acts covered include Factories Act, Payment of Wages Act, Minimum Wages Act, Contract Labour Act, Bonus Act, Provident Fund Act, ESI Act and others.
The document discusses various labor laws and compliance requirements in India including the Contract Labour (Regulation & Abolition) Act of 1970, Employee's Provident Fund Act of 1952, and Employee's Pension Scheme of 1995. It provides details on registration and licensing procedures for contractors, obligations of principal employers and contractors, welfare facilities for contract labor, applicable forms and registers that need to be maintained, and monthly and annual statutory returns that must be filed. It also summarizes key provisions regarding contribution rates for provident fund, pension fund, and insurance schemes as well as timelines for filing different statutory deposits and returns.
The Factories Act, 1948 regulates working conditions in factories to ensure safety, health and welfare of workers. It applies to factories using power and employing 10 or more workers, and those not using power but employing 20 or more workers.
The Act contains provisions regarding registration and licensing of factories, health and safety measures, welfare measures, working hours and overtime, employment of women and young persons, annual leave, accidents and diseases. It prescribes penalties for non-compliance. Factories must submit annual and half-yearly returns and notify holidays. Various registers must also be maintained. The Chief Inspector of Factories enforces the Act.
This document is the Income Tax Ordinance of 1984 from Bangladesh. It begins with definitions of key terms used in the ordinance. It defines terms like agricultural income, amalgamation, annual value, assessee, assessment, capital asset and dividend. It provides definitions for terms related to the structure of the tax authority such as Commissioner, Deputy Commissioner of Taxes, and Director General of Inspection. It also defines common business terms like company, director and employee. The ordinance aims to consolidate and amend the existing laws relating to income tax in Bangladesh.
This document outlines the various labor law compliance services provided including managing compliance with 13 key acts related to labor laws covering areas such as wages, benefits, leaves, health and safety. Key services include filing various forms and returns, maintaining required registers, handling processes like PF remittance and claims, ESI remittance, gratuity processing, license renewal, and general support on labor law-related queries.
The Payment of Bonus Act 1965 provides for the payment of bonus to employees in certain establishments based on profits or productivity. The Act applies to factories and other establishments with 20 or more employees. All employees earning up to Rs. 10,000 per month who have worked for at least 30 days in an accounting year are eligible for bonus payments. Bonus must be paid within 8 months of the close of the accounting year or within 1 month of an industrial dispute settlement related to bonus payments, unless an extension is applied for. Employees may be disqualified from receiving bonus if dismissed for fraud, violence, theft, or sabotage.
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Startups and MSMEs can register on relevant government portals to receive several benefits. Startups must register within 10 years of formation and have annual turnover less than Rs. 100 crore to qualify for benefits like income tax exemptions, self-certification under labour laws, stock options for founders. MSMEs must register based on investment and turnover limits set for micro, small and medium enterprises to prevent delayed payments and access collateral-free loans. The document outlines the registration processes and documents required for each as well as their key benefits.
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small business & epreneurship development U3.pdfkittustudy7
1. Small scale industries are businesses that require low capital investment and rely more on labor than machines. They produce goods using small machines, hired labor, and power.
2. To start a small scale industry, an entrepreneur must identify an opportunity to produce a product or service, choose a location for the business, decide on a form of ownership, obtain necessary approvals and registrations from local authorities, arrange financing, begin trial production, and market the products.
3. Small scale industries are generally sole proprietorships or partnerships owned and operated by an individual or small group. Larger structures like corporations provide liability protection but are more complex to set up.
Basic Compliance Requirements for New Businesses in GhanaAdu Ampofo
This is a presentation we shared with start-ups and other SME's during Compliance & Ethics Week 2017. Rather than focusing on in-house compliance Velia Consulting decided to take the compliance training public with the hope that the increased awareness of the requirements for young businesses in Ghana would help to improve efficiency within the organisations and present the start-ups as a lower risk with regards to accessing investment capital.
The document provides an overview of key provisions introduced under the new Companies Act 2013 relating to incorporation of companies, types of companies, share capital, prospectus and allotment of securities, debentures, holding-subsidiary relationships, acceptance of deposits, accounting standards and depreciation accounting. Some of the important changes introduced include more stringent norms for incorporation, provisions for one person companies and small companies, restrictions on acceptance of deposits, mandatory creation of debenture redemption reserve, and shift from block depreciation to component accounting.
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The document is a newsletter providing daily updates on changes in laws and regulations across various fields including direct taxes, goods and services tax, corporate laws, and the economy. It summarizes several new notifications issued by the GST Council regarding special compliance procedures for businesses in certain situations. It also provides brief highlights of recent court judgments related to GST and income tax. Updates on announcements from regulatory bodies like ICAI, ICSI, and the Insolvency and Bankruptcy Board of India are mentioned as well. The newsletter aims to keep professionals informed of all important legal and regulatory changes on a daily basis.
This document provides information on the Credit Guarantee Fund Trust for Micro and Small Enterprises (CGTMSE) in India. Some key points:
- CGTMSE was established in 2000 to promote credit flow to micro and small enterprises without collateral requirements.
- It operates a Credit Guarantee Scheme that guarantees loans of up to Rs. 200 lakh to eligible MSE borrowers.
- Over 216,100 guarantees have been approved totaling over Rs. 7,967 crore as of October 2009. Major participating banks include SBI, Canara Bank, PNB and Bank of India.
- The guarantee covers a certain percentage (usually 75%) of the loan amount in case of default, subject
Major Highlights of Companies Bill 2012Sudheer Paidi
The document summarizes key changes proposed in the Companies Bill 2012 compared to the existing Companies Act 1956. Some major changes proposed include increasing the maximum number of members in a private company from 50 to 200, introducing the concept of a one person company, mandating consolidation of accounts for companies with subsidiaries, requiring disclosure of more details in the Board's report, strengthening auditor appointment and resignation processes, and defining financial year uniformly as ending on March 31 each year for all companies.
The document discusses the Federal Land Consolidation and Rehabilitation Authority (FELCRA Berhad) in Malaysia. It was established in 1966 to help rural communities participate in the national economy and improve their standard of living. On September 1, 1997 it was corporatized and renamed FELCRA Berhad, making it a fully government-owned company rather than a statutory body. This change allows it to explore new business opportunities in line with national development goals.
This document provides an overview of various Indian taxation systems relevant for entrepreneurs, including sales tax (VAT), central sales tax, excise duty, and income tax. It discusses the key aspects entrepreneurs need to be aware of for each tax type, such as registration requirements, applicable tax rates, and common deductions or exemptions. The document specifically highlights several income tax benefits available to small-scale entrepreneurs, like tax holidays, depreciation allowances, and concessions for units located in backward or rural areas.
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To know the background of Abu Dhabi Global Market (ADGM) and the kinds of business that can be set-up in ADGM. To understand the procedure for setting-up business in ADGM and the benefits of operating from ADGM. To analyse the restrictions placed on persons operating in ADGM. To know the rules governing ADGM and finally the webinar will cover the compliances that has to be done while carrying out operations in ADGM
Mergers and amalgamations allow companies to achieve synergies, economies of scale, tax advantages, and strengthen their financial position. The Companies Act of 1956 allows for compromises or arrangements between companies and their creditors/members, including schemes for reconstruction or amalgamation involving transfer of undertakings between companies. Closure of an industrial undertaking requires 60 days advance notice to the government, with compensation of 15 days pay per year of service over 6 months paid to eligible workers. Certain circumstances like acts of God or eminent domain may exempt employers from these requirements.
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This ppt was presented at WIRC Annual Regional Conference, 2016 held at Indore. In this presentation, discussion was held mainly in context of how Company Secretaries have contributed to the growth of startups since ages and also dealt with Startup India initiative of the Govt. of India and Key aspects of CSR in context of company secretaries.
The document provides information about an online amendment class on the Industrial Enterprises Act, 2076 (2076 being the year according to the Nepali calendar). It includes details about the date and time of the class, the resource person, and an overview of some of the key aspects covered in the new act such as definitions, the process for industry registration and permission requirements for certain types of industries. It also summarizes some important points regarding environmental impact assessment requirements and precedents set in court cases related to industry compliance with environmental regulations.
The document provides information about an online amendment class on the Industrial Enterprises Act, 2076 (2076 being the year according to the Nepali calendar). It includes details about the date and time of the class, contact information for the resource person, and an overview of some of the key aspects of the new Industrial Enterprises Act and Regulation, such as definitions, the process for registering and obtaining permission for different types of industries, requirements for environmental impact assessments, and appeals processes for registration refusals.
Korean-Thai Chamber of Commerce Legal Seminar on Employment and Labour Protec...Vincent BIROT
On 29th June 2017 the KTCC organized a half-day seminar on legal issues focusing on employment and labour protection law, merger and acquisition and legal updates. Lawyers from LawPlus Ltd., led by Kowit Somwaiya, Managing Partner, spoke at the seminar on an exclusive basis. The presentation took 3 hours followed by a Q&A session for 1 hour. The seminar was held at Dusit Thani Pattaya Hotel and attended by 140 attendees.
This document discusses various topics related to shares and issuing shares, including:
1. It defines different types of shares such as equity, preference, and sweat equity shares. It also discusses authorized capital and types of capital.
2. Rules and regulations around issuing shares, including minimum subscription requirements, allotment of shares, and prospectus guidelines.
3. Details around buying back shares, including rules, maximum buyback amounts, and penalties for non-compliance.
4. Guidelines for issuing shares at a premium or discount and use of share premium amounts.
This document discusses Frito-Lay's production process for making chips. It begins with a brief history of Frito-Lay and then outlines the six main steps in their production process: peeling and rejecting potatoes, slicing, washing, frying, separating, and packaging. Key details provided include producing 150 million pounds of chips per year using 21500 pounds of potatoes per hour. The document also mentions Frito-Lay's focus on sustainability through initiatives to reduce water usage and manage waste.
This document outlines the business plan for Moja Sugarcane Juice. It details the vision, employees and their qualifications, production process, operations including inventory management and quality control, finances, costs, revenues, supply chain and lessons learned from starting the business. The production process involves buying, cleaning, peeling, slicing, squashing and bottling sugarcane to produce 250ml bottles of juice sold for 20 Taka each. The business aims to produce 32 bottles per day for a monthly revenue of 5,520 Taka.
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- It operates a Credit Guarantee Scheme that guarantees loans of up to Rs. 200 lakh to eligible MSE borrowers.
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School of Business and Economics
United International University
Raisa Kabir Nidha
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3. Company Overview
Joyous Event Management Ltd- Private Limited Company
Mission
Provide best customer service
Become the leader of the market with loyal customer
followings
Generate sufficient profit to achieve growth and create
value
4. Products and Services
Corporate Services Private Services
Marketing Plan
Target Market
Market Demographics-
Geographic &
Demographic
Operational Plan
Capacity-
Able to handle two large programs at a
time
-We finish every task in time
-We use latest technology and equipment
-We have efficient work team
6. The Companies Act (Bangladesh), 1994
Joyous Event Management Ltd- Private Limited Company
According Section 2(q), "private company" means–
(i) restricts the right to transfer its shares,
(ii) prohibits to sell share to the public,
(iii) limits the number of its members from two to fifty
-Collection name clearance
-Document preparation stage— Memorandum of Association & Articles of Association
-Certificate of incorporation collection stage
7. THE INCOME TAX RULES, 1984
A Federal Tax Identification Number- To distinguish our business as a
separate legal entity
Charge of income-tax- income-tax shall be charged for any assessment
year at any rate or rates in respect of the total income of the income year
Income from business or profession- Profits and gains of any business
carried on, by the assesse at any time during the income year
8. THE TRADE ORGANISATIONS ORDINANCE, 1961
Trade License is mandatory for every form of business entity in
Bangladesh
It is issued by the local government of the respective areas—
It is issued for one year and have to be renewed annually
No trade organization shall be registered under the Act unless
it holds a license granted by the Government authorizing it to
be so registered.
9. The Value Added Tax and Supplementary Duty Act, 2012
Vat Registration- Able to charge VAT on the services sold to
customers
Make an application to the Commissioner for VAT registration—
Within such time, on such terms and in such manner as may be prescribed
The Commissioner-- VAT registration certificate-- business identification
number
10. THE INSURANCE ACT, 1938
Keep safe from risk-- Equipment, Furniture and Assets--
Fire- Injury claims
Policy-holder-- a person or group in whose name an insurance
policy is held
-Fire insurance will cover any damage by the fire
-Health insurance will cover bodily injury
11. Trademarks Act, 2009
Trademark Registration-- Name, Design and Symbol of our
event management firm
Apply in writing to the Registrar for the registration of
trademark
Department Trademarks Registry-- territorial jurisdiction over the
principal place of business in Bangladesh
After filing the application, the Registrar may either accept or reject
or order to correct or modify the application.
12. THE NARCOTICS CONTROL ACT, 1990
License- In different events we will need to serve alcoholic
products
The Director General shall issue license, permit and pass—
Under prescribed conditions and payment of fees
License, permit or pass shall remain valid–
Fixed time period- financial year from the date of its issue
14. Bangladesh Contract Law 1872
Written contract-- client, payments, cancellation, and vendors
Customers- To provide our services
Suppliers- To get different materials within a specific time
Legal support is will be available if we make contracts before
any transection
15. PAYMENT OF WAGES ACT, 1936
Every employer— Responsibility
For the payment to persons employed by him of all wages
required to be paid under this Act
All wages shall be paid—
current coin or currency notes or in both
Deductions for absence from duty- Deductions may be made on
account of the absence- place or places where he works
16. THE BANGLADESH LABOUR ACT, 2006
An adult worker shall not work— more than eight hours
Every owner— liable for payment of all such wages
Keep clean and keep free from the polluted vapor–
The waste of the organization, floor, activity, stair, and daily use of
bamboo and garbage in proper manner Shall be removed
If a worker is injured in the body due to the accident—
The owner will be obliged to pay the reimbursement
17. The Consumers’ Right Protection Act, 2009
In the absence of consumer protection— consumers were exploited
Anti-consumer right practice-
-Sell service at a higher price than the fixed price
-Sell or offer to sell any goods which is extremely injurious to human health
-Deceive consumers by untrue or false advertisement
Prohibition on manufacturing, selling etc. of goods injurious to human health—
Director General- issue direction for stopping the production
Careful to provide- foods, drinking water, soft drinks, flowers etc.
18. THE INDECENT ADVERTISEMENTS PROHIBITION ACT, 1963
No person shall take any part in the publication of any advertisement—
indecent
No person having the ownership, possession or control of any property or
public place shall knowingly allow any advertisement—
indecent
Penalty—
-in the case of a first conviction— with imprisonment which may extend to six months, or
with fine, or with both,
-in the case of any subsequent conviction— with imprisonment which may extend to one
year, or with fine, or with both
19. Information and Communication Technology Act, 2006
The primary reason of data protection—
minimizing financial loss, compliance with regulatory requirements, maintaining high
levels of productivity, and meeting customer expectations
Secure electronic record-- If any security procedure is taken for any electronic record
at a particular time—
Then such record shall be deemed to be a safe electronic record till the time of verification
Offense of privacy-- Any person is accessed in electronic records, books, registers,
correspondence, information, documents or any other subject— Without the consent of the
concerned person—
Then this act shall be a crime
Penalties-- If a person commits an offense— punished with imprisonment not less than
two years, or with fine not exceeding two hundred thousand taka, or both
21. The Companies Act (Bangladesh), 1994
Joyous Event Management Ltd- Private Limited Company
Company Eradication-
A company can be abolished in the following manner, namely—
(a) by the court, or
(b) voluntarily, or
(c) under the supervision of the court
22. The disappearable situation of the company by the court-
- If the company receives a special resolution
- If the company is unable to pay its debt
- If within one year after the company is incorporated, the company does
not commence its functions or its activities are closed for one year
- If the court feels that destruction of the company is right and fair
23. Voluntary winding situation
- If the company's working has been determined by the constitution—
if it has passed
-If the company accepts an extraordinary (extra-ordinary) decision on
its behalf that due to the liability of the company—
Its functions cannot be continued and therefore its abolition
is justified
- If the company takes special decision that the voluntary removal of
the company
24. The inclusion of order to override supervision suppression
If a company adopts a voluntary winding up proposal in its special or
extraordinary resolution— The court may order such that the winding up
process, the company's creditor, contributor, and others—
Under the supervision of the court