Do you own a company in the state of Haryana? If the answer is yes, you are aware that you must adhere to the state's regulatory deadlines. Are you thus searching for a calendar that can assist you in keeping track of all these deadlines while guaranteeing that you avoid paying any severe fines or risking a reduction in your productivity or possibilities and, consequently, revenue, owing to non-compliance?
If your answer to both of these questions is yes, then this article is for you. This post is focused on all the compliance dates that you must follow as a Haryana business owner.
With the Haryana compliance calendar at your disposal, you can ensure that all of your company's compliance officers have a comprehensive understanding of the due dates for filing compliance documents under all relevant legislation. You may make sure you are in compliance with all local, state, and federal laws that are relevant to your business by using this compliance calendar.
Some of the major benefits of the same will be that you will be able to improve your cash flow, increase your business’s net profit, and have healthier business metrics, financial KPIs, and financial statements of your business.
The topics covered in this article are:
- What is a Compliance Calendar?
- What to Include in a Compliance Calendar?
- What are the Benefits of Using a Compliance Calendar?
- Best Practices for Developing Your Organization’s Compliance Calendar
- Compliance Calendar of Haryana
- Glossary for all the Acts of Statues/Returns/Compliances
- Forms as Needed as per Compliance Calendar of Haryana
- FAQs related to Haryana Compliance Calendar
- How can Deskera Assist You with the Compliance Calendar of Your Business?
- Key Takeaways
- Related Articles
What is a Compliance Calendar?
A compliance calendar is a tool used by organizations to keep track of deadlines for legal, regulatory, and other compliance requirements. It is essentially a schedule or checklist that helps ensure that a company is meeting all of its compliance obligations in a timely and efficient manner. Compliance calendars are used by a variety of organizations, from small businesses to large corporations, and can cover a wide range of regulatory requirements.
Some of the common types of compliance requirements that might be included in a compliance calendar include tax filing deadlines, regulatory reporting deadlines, licensing and permit renewals, internal policy reviews, and training and certification requirements. Depending on the nature of the organization and the industry in which it operates, the specific compliance requirements may vary.
The compliance calendar typically includes a list of all the compliance requirements and their associated deadlines. It may also include reminders and notifications to ensure that the necessary actions are taken in advance of the deadline.
For example, a calendar might include a reminder to schedule a mandatory training session for employees before the end of the month or to file quarterly tax reports by a specific date.
One of the key benefits of a compliance calendar is that it helps organizations stay on top of their compliance obligations, reducing the risk of penalties, fines, and legal action.
By keeping track of compliance requirements in one place and providing reminders of upcoming deadlines, the compliance calendar helps ensure that the organization is proactively managing its compliance risks.
Additionally, a compliance calendar can be a valuable tool for demonstrating compliance to auditors, regulators, and other stakeholders. By maintaining a comprehensive and up-to-date compliance calendar, organizations can show that they have a robust compliance management program in place and are committed to meeting all of their legal and regulatory obligations.
In summary, a compliance calendar is a useful tool for organizations to manage their compliance obligations. It helps ensure that all compliance requirements are met in a timely and efficient manner, reducing the risk of penalties and legal action.
By providing a comprehensive view of compliance requirements and deadlines, the compliance calendar can also help demonstrate the organization's commitment to compliance and risk management.
What to Include in a Compliance Calendar?
A compliance calendar is a useful tool that helps organizations stay on top of their legal and regulatory obligations. To create an effective compliance calendar, it's important to include all of the relevant compliance requirements for your organization. Here are some key elements to consider including in a compliance calendar:
- Regulatory filings and reporting deadlines: This can include deadlines for filing tax returns, financial statements, and other regulatory reports required by government agencies.
- Licensing and permit renewals: Depending on the industry, there may be licenses and permits required to conduct business, and these will need to be renewed periodically.
- Employee training and certification deadlines: If your organization has mandatory training or certification requirements for employees, be sure to include these in the compliance calendar.
- Contract and agreement renewal deadlines: This can include deadlines for renewing contracts with vendors, suppliers, or customers.
- Internal policy review deadlines: If your organization has internal policies that require periodic review or updates, be sure to include these in the calendar.
- Data privacy and security compliance deadlines: If your organization handles sensitive customer information, there may be data privacy and security regulations that require compliance.
- Environmental compliance deadlines: If your organization has environmental obligations, such as waste disposal or emissions reporting, these should be included in the compliance calendar.
- Health and safety compliance deadlines: If your organization has health and safety requirements, such as workplace inspections or employee training, be sure to include these in the calendar.
- Other legal and regulatory compliance deadlines: Depending on the nature of your organization and industry, there may be other legal and regulatory requirements that should be included in the compliance calendar.
It's important to keep the compliance calendar up-to-date and accurate. You may want to review and update the calendar periodically to ensure that all of the relevant compliance requirements are included and that deadlines are accurate.
Finally, be sure to communicate the compliance calendar to all relevant stakeholders in your organization so that everyone is aware of the compliance obligations and deadlines.
What are the Benefits of Using a Compliance Calendar?
There are several benefits of using a compliance calendar to manage your organization's compliance obligations:
- Increased compliance: By tracking all of your organization's compliance obligations in a centralized location, a compliance calendar can help ensure that nothing falls through the cracks. This can help reduce the risk of compliance failures and potential legal or financial penalties. This will thus prevent additional expenses, and improve your net revenue.
- Improved efficiency: A compliance calendar can help ensure that you are completing compliance tasks in a timely manner, which can help prevent last-minute rushes to meet deadlines. This can save time and reduce the risk of errors that can occur when tasks are rushed. Thus, your operational metrics will improve, while the ratio of your operating income to operating expenses will increase.
- Better risk management: A compliance calendar can help you stay ahead of compliance risks, providing you with more time to assess and manage risks. It can also help you to plan ahead and allocate resources more effectively to ensure that you have the necessary resources to meet your compliance obligations. This will make your resource capacity planning, and master production schedule more accurate. It will also reduce the need for safety stock.
- Increased transparency: A compliance calendar can help demonstrate your organization's commitment to compliance and risk management. It can be used as evidence to show stakeholders that you are meeting all of your compliance obligations.
- Reduced stress: Keeping track of compliance obligations can be a daunting task, but a compliance calendar can help alleviate some of the stress by providing a clear and organized overview of your compliance requirements. Thus, you would be able to encourage better management of workplace stress, which in turn will lead to improved employee retention.
- Improved audit preparedness: A compliance calendar can help you prepare for regulatory audits by ensuring that all necessary compliance requirements have been met and that documentation is up-to-date and readily accessible.
Overall, a compliance calendar can help you manage your compliance obligations more effectively, reducing the risk of compliance failures and improving risk management. It can also help you to demonstrate your organization's commitment to compliance, reduce stress, and increase efficiency.
Best Practices for Developing Your Organization’s Compliance Calendar
Developing a compliance calendar for your organization requires careful planning and attention to detail. Here are some best practices for developing a compliance calendar:
- Identify all relevant compliance requirements: Make a comprehensive list of all the legal and regulatory requirements that your organization must comply with. This should include filing deadlines, training and certification requirements, and any other regulatory obligations that apply to your business.
- Prioritize compliance requirements: Once you have identified all of the compliance requirements, prioritize them based on their level of risk and importance to your business. This will help you allocate resources and focus your compliance efforts where they are needed most.
- Assign responsibility for compliance tasks: Assign responsibility for completing each compliance task to a specific individual or team. This will help ensure that tasks are completed on time and that everyone is aware of their compliance responsibilities.
- Set realistic deadlines: When setting deadlines for compliance tasks, be realistic and take into account the time required to complete each task. Make sure deadlines are achievable and take into account any potential delays or obstacles that may arise.
- Review and update the compliance calendar regularly: Regularly review and update the compliance calendar to ensure that it remains accurate and up-to-date. This will help ensure that you are meeting all of your compliance obligations and that you are prepared for any regulatory changes or updates.
- Use technology to help manage compliance: Consider using compliance management software or other technological tools to help manage your compliance calendar. These tools can help automate compliance tasks, provide reminders, and streamline the compliance management process.
- Ensure clear communication: Communicate the compliance calendar and related compliance obligations clearly to all relevant stakeholders in your organization. This will help ensure that everyone is aware of their responsibilities and can contribute to compliance efforts.
By following these best practices, you can develop an effective compliance calendar that helps ensure that your organization is meeting all of its compliance obligations.
Compliance Calendar of Haryana
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.
January 2023, Compliance Calendar of Haryana
February 2023, Compliance Calendar for Haryana
March 2023, Compliance Calendar for Haryana
April 2023, Compliance Calendar for Haryana
May 2023, Compliance Calendar for Haryana
June 2023, Compliance Calendar for Haryana
July 2023, Compliance Calendar for Haryana
August 2023, Compliance Calendar for Haryana
September 2023, Compliance Calendar for Haryana
October 2023, Compliance Calendar for Haryana
November 2023, Compliance Calendar for Haryana
December 2023, Compliance Calendar for Haryana
Glossary for all the Acts of Statues/Returns/Compliances
- Factories Act: The Factories Act of 1948 is a social law that was passed for the welfare, health, and safety of workers at their places of employment. The Act's main goal is to regulate the working conditions in factories that fall under the definition of the word "factory." The Act is applicable to all factories, including those owned by the State and the Federal Government, and to locations where:
- 10 or more employees are employed in manufacturing with the usage of power
- 20 or more workers are employed in manufacturing jobs without the usage of power.
- Fewer than 10 personnel, if the State Government notifies the activity
- The Employment Exchanges (CNV) Act, 1959 & Rules: The Employment Exchanges (Compulsory Notification of Vacancies) Act was passed in 1959, making it mandatory for employers to submit employment status returns and for vacancies to be notified to the Employment Exchanges. This law became operative on May 1st, 1960.
- PF Act: This Act outlines the establishment of employee provident funds, pension funds, and deposit-linked insurance funds. According to the volume of financial transactions made and the number of beneficiaries who are covered, the Employees' Provident Fund Organization (EPFO) is one of India's biggest social security organizations.
- Maternity Benefit Act, 1961: This law was passed in order to control how long women can work in specific places before and after giving birth. These women are guaranteed to get maternity benefits as well as other benefits according to this law.
- ESI Act: It is an integrated social insurance provision that is included in the Employees' State Insurance Act, also known as the Employees' State Insurance Act of 1948. This act's primary goal is to safeguard "employees," as that term is defined in the Employees' State Insurance Act of 1948, against the effects of incidents involving illness, maternity, disability, and death brought on by workplace accidents. It also entails giving the insured individuals' and their families' medical care.
- Punjab Labour Welfare Fund Act, 1965: The Punjab Labour Welfare Fund Act of 1965 establishes a fund to be used for funding initiatives to advance labour welfare in the State of Punjab, for carrying out such initiatives, and for a number of other objectives. It's rules of applicability are:
- Any business or employer with 20 or more employees
- Everyone working in an enterprise for pay or hire to perform any task, whether it be skilled or unskilled, manual or clerical.
- The Haryana Single Integrated Return Scheme, 2016: It is a scheme introduced by the Government of Haryana, India, for the simplification of tax procedures and ease of doing business. The scheme was introduced to replace the existing multiple tax return forms with a single integrated return form.
Under the Haryana Single Integrated Return Scheme, taxpayers are required to file only one return for all types of taxes, including value-added tax (VAT), central sales tax (CST), and entry tax. The return form is designed to capture all the relevant details required for the calculation of the tax liability.
The scheme aims to reduce the compliance burden for taxpayers, minimize the possibility of errors, and ensure faster processing of returns. It also helps in improving the efficiency of tax administration by providing a single platform for filing, payment, and processing of returns.
The Haryana Single Integrated Return Scheme is applicable to all registered taxpayers who are liable to pay VAT, CST, and entry tax in the state of Haryana. It has been implemented with effect from 1st April 2016.
- The Contract Labor (R&A) Act, 1970 and Rules: R, in this case, stands for regulation, and A for abolition. This law was passed to control the use of contract labour in specific enterprises, to outline the conditions under which it may be prohibited, and to address any issues related thereto.
- Punjab Factory Rules, 1952: The Punjab Factory Rules, 1952, are a set of regulations that govern the operation and management of factories in the Indian state of Punjab. These rules were enacted by the Government of Punjab under the authority of the Factories Act, 1948, which is a central legislation that sets out the minimum standards for the safety, health, and welfare of workers in factories. The Punjab Factory Rules, 1952, prescribe the specific requirements that factories in Punjab must comply with in order to ensure the safety and well-being of their workers.
- The Haryana Minimum Wages Rules, 1950: The Punjab Minimum Wages Rules, 1950, are followed by the state of Haryana, thus making it the Haryana Minimum Wages Rules. The Minimum Wages Act of 1948 establishes minimum wage rates for a number of jobs that are included in the schedule. The Minimum Wages Act of 1948 is effectively administered and monitored thanks to the Punjab Government's passage of the Punjab Minimum Wages Rules, 1950. This act applies to:
- For schedules of employment where minimum wages are set or altered, the Act is applicable.
- For the scheduled employment covered by this Act, every employer is required to pay the minimum wage. There are rules governing the hours of work, overtime, and overtime pay.
- Based on the Consumer Price Index from the prior calendar year, variable DA is fixed.
Note: Under the guidance of the State Level Minimum Wages Advisory Board, minimum wages are set in Punjab.
- Inter-State Migrant Workman: Depending on whether the institution comes under the Central Government's purview or the State Government's purview, any establishment that wishes to hire interstate migrant labourers will need to register with the registering officers assigned under either authority, and as per the Inter-State Migrant Workmen Act.
- The POSH Act: In order to protect women from sexual harassment at work, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act was passed in 2013. It also includes the prevention, handling, and resolution of complaints, as well as any issues related to or incidental to them. The PoSH Act outlines procedures that businesses must adhere to in order to safeguard their female employees from sexual harassment at all workplaces, whether they are public or private. Also, it includes a list of situations that, if they occur, would constitute sexual harassment.
- The Payment of Bonus Act: This law is applicable to all factories and other businesses with 20 or more employees. A minimum bonus of 8.33 percent of salaries is mandated under the Payment of Bonus Act 1965. The payment is contingent on the requirement that the bonus be paid to employees whose earnings or salaries do not exceed Rs. 10,000 per month. In this case, the bonus will be computed as if the employee's wages or salaries are Rs. 3,500 per month. In this case, the Industrial Disputes Act of 1947 designates the Central Government as the proper government with respect to the premises and industries in question. Within eight months of the end of the accounting year, the employer must pay the bonus amount due to an employee under this act in cash.
- The Contract Labour (Regulation and Abolition) Act, 1970: This Act is intended to control the use of contract labour in specific businesses, to abolish contract labour under certain conditions, and to address other related issues. To guarantee the effective administration and oversight of the Act, Central, and State Regulations are created. In order to ensure efficient administration and oversight of the legislation, central and state guidelines are created.
- Haryana NFH: Haryana NFH refers to Haryana National and Festival Holidays rules.
Forms as Needed as per Compliance Calendar of Haryana
Form 29
Form 29
Prescribed under Rule 125
ANNUAL RETURN
For the year ending 31stDecember, 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
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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
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ii)
iii) etc.
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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:
ER-1
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.
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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………………………………………………………………………………
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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.
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Number of vacancies which come within the purview of the Act |
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Occurred |
Notified |
Filled |
Source (describe the source form which filled) |
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Local Employment Exchange |
Central Employment Exchange |
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(1) |
(2) |
(3) |
(4) |
(5) |
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(b) Reasons for not notifying all vacancies occurred during the quarter under report vide 2 (a) above:
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3. MANPOWER SHORTAGES
Vacancies /posts unfilled because of shortage of suitable application s.
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Name the occupation or designation of the post. |
Numbers of unfilled
vacancies /posts |
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Essential qualification prescribed |
Essential experience |
Experience not necessary |
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2 |
3 |
4 |
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Please list any other occupation for which this establishment had recently any difficulty in obtaining suitable applications.
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Signature of employer __________________
To
The Employment Exchange,
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Maternity Benefit Act Forms: LMNO Rule 16 (1)
Form L
[See Rule 16]
Annual Return for the Year ending on the 31st December, 20....
- Name of the [mine or circus]
- 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.....
- [Mine or circus]
- Aggregate number of women permanently or temporarily employed during the year.
- Number of women who worked for a period of not less than 80 days in the twelve months immediately preceding the date of delivery.
- Number of women who gave notice under section 6.
- Number of women who were granted permission to remain absent on receipt of notice of confinement.
- Number of claims for maternity benefit paid.
- Number of claims for maternity benefit rejected.
- Number of cases where pre-natal, confinement, and post-natal care was provided by the management free of charge (section 8).
- Number of claims for medical bonus paid (section 8).
- Number of claims for medical bonus rejected.
- Number of cases in which leave for miscarriage/ MTP was granted.
- 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 _______
- Date of payment.
- Woman employee.
- Nominee of the woman.
- Legal representative of the woman.
- Amount for the period preceding date of expected delivery.
- Amount for the subsequent period.
- Under section 8 of the Act.
- 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.......
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Place of Employment of the Woman Employee |
Number of Cases Instituted |
Number of Cases Which Resulted in Conviction |
Remarks |
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(For mines)
Reasons for prosecution should be given in full in the Appendix below:
Signature of the Employer___________
Date: ___________
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 :
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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.
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Name of
the Nominee (s) |
Address |
Nominee’s
relationship with the member |
Date of
Birth |
Total
amount or share of accumulations in Provident Funds to be paid to each
nominee |
If the nominee is minor name and
address of the guardian who may receive
the amount during the minority of the nominee |
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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.
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Sr. No |
Name & Address of the Family Member |
Age |
Relationship with the member |
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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.
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Name
and Address of the nominee |
Date of Birth |
Relationship with member |
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Signature or thumb impression of the subscriber
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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
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Sl.
No |
Account
No. |
Name
of member (in block letters) |
Father’s
Name (or husband’s name in case of married woman) |
Date
of leaving service |
*Reasons
for leaving service |
Remarks |
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1 |
2 |
3 |
4 |
5 |
6 |
7 |
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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:-
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Whether suffering |
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pensioner |
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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 incurred an 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
ATTESATION
*** 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 XXIV Rule 82 (1)
RETURN TO BE SENT BY THE CONTRACTOR TO THE LICENSING OFFICER
Half year ending___________
- Name and address of the Contractor
- Name and address of the Establishment
- Name and address of the Principal Employer
- Duration of the contract: From_________ To__________
- 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 B
Form B
( See Rule 22)
REGISTER OF FINES REALISED AND UNPAID ACCUMULATION FOR THE YEAR-------------------------------------------------------------------------
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During
quarter ending 31st March |
During
quarter ending 30th June |
During
quarter ending 30th Sep. |
During
quarter ending 31st Dec. |
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1. Total realisation under
fines ... 2.Total
amount becoming unpaid accumulations 1
of___ 3.(i)Basic
Wage … (ii)Overtime … (iii)
Dearness allowance and other allowance … Total (1) (2) |
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1. See definition of “unpaid accumulation” under section 2(10) of the Punjab Labour Welfare Fund Act, 1965. For example in the column for the quarter ending June, 1966 should be shown the payments which become due to the employees during the quarter January-March, 1965 and which have since remained unpaid.
Form 21
FORM NO.21
(See rule 107)
Annual Return
For the year ending on the 31st day of December, 20
1. Registration No. of factory
2. Name of factory
3. Location of factory with address
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4. Postal address of factory
5. (a) Name of Occupier
(b) Telephone Number, if any
6. (a) Name of Manager
(b) Telephone Number, if any
7. (a) Nature of industry
(b)
Nature of major manufacturing process (mention exactly what is being
manufacturing)
(c) Total investment made
8. Code Number
9. Whether the factory is in
(a) Public Sector or
(b) Private Sector or
(c) Joint Sector or
(d)
Co-operative Sector
(Strike out which is not applicable)
Number of workers and particulars of Employment
10. Is the factory seasonal ?
11. No. of days worked in a year
12.
(i) Total attendance
(Man-days worked) during
the year
(a) Men
(b) Women
(c) Children
(ii) Number of workers, attendances,
days worked and wages paid
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Month |
Number of workers |
Total attendance |
Number of days worked |
Total amount of wages paid |
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13. Average number of workers employed daily --
(See explanatory note)
(a) Adults
(i) Men
(ii) Women
(b) Adolescent
(i) Male
(ii) Female
(c) Children
(i) Male
(ii) Female
14. Total number of men hours worked including overtime
(a) Men
(b) Women
(c) Children
15. Average number of hours worked per week (See explanatory note)
(a) Men
(b) Women
(c) Children
16. (a) Does the factory carry out any process of operation specified as hazardous under Section 2(cd) and declared as dangerous under Section87 of the Act
(b) If so, give the following information
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Name of dangerous
process or
operation carried on |
Average No. of persons employed
daily in each
of the
processes or operation given in Column 1 |
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1 |
2 |
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(i) |
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(ii) |
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(iii) etc. |
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Leave with Wages
17. Total number of workers employed during the year
(a) Men
(B) Women
(b) Children
18. Number of workers who were entitled to annual leave with wages during the year
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(a) Men
(b) Women
(c) Children
19. Number of workers who was were granted leave during the year
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(a) Men
(b) Women
(c) Children
20. (a) Number of workers who were discharged or dismissed from the service or quit employment or were super annuated or died, while in service during the year ;
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(b) Number of such workers in respect of whom wages in lieu leave were paid.
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Safety Officer
(Only for factories employing one thousand or more workers)
21. (a) Number of Safety Officers required to be appointed as per notification under Section 40-B of the Act
(b) Number of safety Officers appointed
Ambulance Room
(Only for factories employing five hundred or more workers)
22. Is there an ambulance room provided in the factory as required under Section 45 of the Act read with rule 102 Schedule XI, paragraph 53
Canteen
(Only for factories employing two hundred and fifty or more workers)
23. (a) Is there a canteen provided in the factory as required under Section 46 of the Act?
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(b) Is the canteen provided managed,
(i) departmentally, or
(ii) through a contractor?
Shelters or Rest Rooms or Lunch Rooms
(Only for factories employing one hundred and fifty or more workers)
24. (a) Are there adequate and suitable shelters or rest rooms provided in the factory ?
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(b) Average daily number of children using the crèche
25. (a) Number of Welfare Officer appointed
(b) Have the names of Welfare Officers been notified to the Chief Inspector of factories Punjab?
Accidents
26. (a) Total number of accidents.
(See explanatory Note)
(i) Fatal
(ii) Non- fatal
(b) Accidents in which injured workers returned to work during the same year
(i) Number of accidents
(ii) Man-days lost due to accidents
(c) Accident(workers injured)occurring during the year in which injured workers did not return to work during the year to which the return relates,
(i) Number of accident
(iii) Man-days lost due to accidents
(d) Attach Form No.18 in case of those accidents, intimation of which has not been sent to the Chief Inspector or Factories at the time of accidents
Certified that the information furnished above is correct to the best of my knowledge and belief.
Signature of the Manager Date
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Explanatory Notes:
1. The average number of workers employed daily should be calculated by dividing the aggregate number of attendance on working days (that is, man-days worked) by the number of working days in the year. In reckoning attendance, attendance by temporary as well as permanent workers employed should be counted, and all employees should be included, whether they are employed directly or under contractors. Attendance on separate shifts (e.g. night and day shifts) should be counted separately. Days on which the factory was closed for whatever cause, and days on which the manufacturing processes were not carried on should not be treated as working days. Partial attendance for less than halfa shift on a working days should be ignored, while attendance for halfa shift or more on such days should be treated as full attendance.
2. For seasonal factories, the average number of worker employed during the working season and the off-season should be given separately. Similarly the number of days worked and off-season, should be given separately.
3. The average number of hours worked per week means the total actual hours worked by all workers during the year excluding the rest intervals but including overtime work divided by the product of total number of workers employed in the factory during the year and52. In case the factory has not worked for the whole year, the number of weeks during which the factory worked should be used in place of the figure 52.
4. Every person killed or injured should be treated as one separate accident. If in the occurrence, six person were injured or killed, it should be counted as six accidents.
5. In item 26(a),the number of accident, which took place during the year should be given. In case of non-fatal accident only those accidents which prevented workers from working forty-eight hours or more, should be indicated.
Form III
[FORM III]
[See Rule 21 (4A)]
ANNUAL RETURN UNDER THE MINIMUM WAGES ACT, 1948
Return for the year ending the 31st December,
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1. (a) |
Name of the establishment and postal address |
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(b) |
Name and residential address |
of |
the |
owner |
Contractor....................................
(a) Name and residential address of the Managing Agent/Director/Partner inchargeof the day-to-day affairs of the establishment owned by a Company, Body corporate or Association
...........................................................................
..............................................................................................................
(b) Name and residential address of the Manager/Agent, if any
...........................
..............................................................................................................
2. Number of days worked during the year..............................................................
3. *Number of man days worked during the year.....................................................
4. **Average daily numberof 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:.....................................................
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No. of Cases |
Total
amount Rs. nP. |
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(a) Fines |
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(b) Deductions for damage or loss |
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(c) Deductions for breach of contract Disbursement from fines: |
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Purpose |
Total
amount Rs. nP. |
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8. Balance of fine fund in hand at the end of the year............................................
Dated................. Signature...................... Designation...........................
Form XXIII
[Refer 45(1)]
Return to be sent by the Contractor to the Licensing Officer
Half-Year-Ending……………………………………..
1. | Name and address of the Contractor | .. |
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2. | Name and address of the establish- |
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3. | Name and address of the Principal |
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| employer | .. |
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4. | Duration of Contract: From ……..to……. |
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5. | No. of days during half year on which- |
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(a) | the establishment of the Principal | |||||||||||||||||
| employer had worked | |||||||||||||||||
(b) | the contractor's establishment had | |||||||||||||||||
| worked.. .. .. | |||||||||||||||||
6. | Maximum number of inter-state migrant workmen employed on any day during the half year: |
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| Men | Women |
| Children |
| Total
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7. | (i) Daily hours of work and spread over- |
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| (ii) | (a) | whether weekly holiday |
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| (iii) | No. of man-hours of overtime worked
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8. | Number of man-days worked by- |
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| Men | Women |
| Children |
| Total
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9. | Amount of wages paid- | * | ||||||||||||||||
| Men | Women |
| Children |
| Total
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10. | Amount of deduction from wages, if any- |
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| Men | Women |
| Children |
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11. | Amount of Displacement Allowance paid: |
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| Men | Women |
| Children |
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12. | Amount of Outward Journey Allowance paid |
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| Men | Women |
| Children |
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13. | Amount of wages for outward journey period paid: |
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| Men | Women |
| Children |
| Total
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14. | Amount of Return Journey Allowance paid: |
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| Men | Women |
| Children |
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15. | Amount of wages for return journey period paid: |
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| Men | Women |
| Children |
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16. | Whether the following have been provided- |
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| (viii) | Medical facilities |
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* Wages shall not include wages for periods of outward and return journeys.
Place …………………… | |||||||||||||||||
| Signature of Contractor | |||||||||||||||||
| Date …………………….. | |||||||||||||||||
Form XXIV
[Refer Rule 56(2)]
Annual Return of Principal Employer to be sent to the Registering Officer
Year ending 31st 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
Name and address of the Contractor | Period of contract
From-To | Nature of work | Maximum number of workers employed by each contractor | No. of days worked | No. of man-days worked |
1 | 2 | 3 | 4 | 5 | 6 |
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Form D*
(See rule 5)
Annual Return - Bonus paid to employees for the accounting year ending on the.....
- Name of the establishment and its complete postal address:
- Name of the industry:
- Name of the employer:
- Total number of employees:
- Number of employees benefited by bonus payments:
(i) Total amount payable as bonus under section 10 0r 11 of the Payment of Bonus Act, 1965 as the case may be.............
(ii) Settlement, if any, reached under section 18(1) of 12(3) of the Industrial Disputes Act, 1947 with date.................
(iii) Percentage of bonus declared to be paid..............
(iv) Total amount of bonus actually paid.................
(v) Date on which payment was made.................
(vi) Whether bonus has been paid to all the employees, if not, reasons for non-payment......................
(vii) Remarks...................
Signature of the employer of his agent___________________
*Ins. by S.O. 251 dated 7th January, 1984, (w.e.f. 21.1.1984)
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
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Name and Address of the Contractor |
Period of contract |
Nature of work |
Maximum number of workers employed by each
contractor |
No. of days worked |
No. of |
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Form 22
FORM NO. 22
(Prescribed under sub-rule (3) of Rule 107)
HALF YEARLY RETURN
Period ending 30th June, 20...
Name of factory Name of occupier Name of Manager
(1) District
(2) Postal address
(3) Nature of industry
(4) *Average number of workers employed daily –
Men Women Adolescents Male Female Children Male Female
(5) Number of days worked during the half-year ending 30th June,
Certified that the information furnished above is, to the best of my knowledge and belief, correct.
Signature of Occupier Signature of Manager
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*The average daily number should be calculated by dividing the aggregate number of attendance on working days by the number of working days during the half-year. In reckoning attendance, attendances by temporary as well as permanent employees should be counted and all employees should be included, whether they are employed directly or under contractors. Attendances on separate shifts (e.g.night and day shifts)should be counted, separately. Days on which the factory was closed, for whatever cause, and days on which the manufacturing processes were not carried on should not be treated as working days.
FAQs related to Haryana Compliance Calendar
- What is the Haryana Compliance Calendar?
The Haryana Compliance Calendar is a list of statutory compliance requirements that businesses operating in Haryana must follow throughout the year.
- Who is required to follow the Haryana Compliance Calendar?
All businesses registered in Haryana, including both private and public limited companies, LLPs, and partnership firms, are required to follow the Haryana Compliance Calendar.
- What are some of the key compliance requirements under the Haryana Compliance Calendar?
Some of the key compliance requirements under the Haryana Compliance Calendar include obtaining various licenses and registrations, filing of various periodic returns, and complying with labor and environmental laws.
- Is the Haryana Compliance Calendar mandatory for all businesses?
Yes, the Haryana Compliance Calendar is mandatory for all businesses registered in Haryana.
- What is the penalty for non-compliance with the Haryana Compliance Calendar?
Non-compliance with the Haryana Compliance Calendar can result in penalties, fines, and even imprisonment in some cases.
- Can businesses seek help from professionals to comply with the Haryana Compliance Calendar?
Yes, businesses can seek help from professionals such as chartered accountants, company secretaries, and lawyers to ensure compliance with the Haryana Compliance Calendar.
- How often is the Haryana Compliance Calendar updated?
The Haryana Compliance Calendar is updated annually to reflect changes in regulations and laws.
- Are there any exemptions or waivers available for businesses under the Haryana Compliance Calendar?
Some exemptions and waivers may be available for certain types of businesses or industries, but these are limited and subject to specific conditions.
- Where can businesses find the Haryana Compliance Calendar?
The Haryana Compliance Calendar is available on the official website of the Haryana State Industrial and Infrastructure Development Corporation (HSIIDC).
How Can Deskera Assist you with the Compliance Calendar of your Business?
Deskera People is a cloud-based software designed to meet all your needs of HR and compliances. It comes with a fast and easy on-boarding process, letting you import all your data including your employees' data from other places on this one platform.
It will also let you set up a compliance calendar customized as per your business, which will be accessible by all those who have to look after your business compliances.
Deskera People also comes with an automatic alert system that will let you meet your deadlines and avoid penalties. Lastly, Deskera People can be used across various devices.
Key Takeaways
One of the main advantages of being aware of and having a Haryana compliance calendar is that it will let you stay on top of all your internal and statutory deadlines, which will help you avoid fines and keep your business operating smoothly and efficiently. You must keep in mind that Haryana does not have a standard compliance calendar that is appropriate for all businesses across all industries with a presence there.
This is why it's crucial to have a system like Deskera People in place, as it will enable you to create a personalized compliance schedule in accordance with the needs of your business and the sector it belongs to. Such a personalized compliance calendar would effectively handle both your internal and external compliances, freeing you to concentrate on the expansion and improvement of your company.
You won't even need to worry about forgetting your compliance deadlines thanks to Deskera People's built-in automatic warning system. This would have a significant positive impact on your business's financial statements and financial KPIs.
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