Corporate compliance final brief project ppt.pptx

The shops and establishment act was introduced to regulate the hours of work

1. DEPARTMENT OF MBA SUB NAME AND CODE: CORPORATE COMPLIANCE(23MBAC205) TOPIC: THE SHOPS AND ESTABLISHMENTS ACT II Jai Sri GurudevII Sri Adichunchanagiri Shikshana Trust SJB INSTITUTE OF TECHNOLOGY (An Autonomous Institute under Visvesvaraya Technological University, Belagavi Approved by AICTE, New Delhi, Recognized by UGC, New Delhi with 2(f) and 12 (B). Accredited by NAAC with ‘A+’ Grade, Accredited by National Board of Accreditation) No. 67, BGS Health & Education City, Dr Vishnuvardhan Road , Kengeri, Bengaluru-560060 Presented to: Mrs . LAKSHMI M Asst . Professor Department of MBA, SJBIT Presented By: Nagendra.A.R (1JB23BA055)

2. Introduction: T he Shops and Establishment Act was introduced to regulate the hours of work, annual leave with wages, wages and compensation, employment of women and children and other aspects of shops or commercial establishment. The Shops and Establishments Act was enacted in India in 1953. In Karnataka Shops and Establishments Act was enacted in 1961 and came into effect on March 1, 1962. Each state in India enacts its own version of this Act, as per their specific provisions and requirements.

3. Objectives Regulate Working Conditions : Establish standards for working hours, rest periods, overtime. Protect Employee Rights : Safeguard workers' rights concerning wages, leave entitlements, and job security. Ensure Safe and Healthy Work Environments : Implement health and safety regulations to protect employees from workplace hazards and ensure sanitary conditions. Promote Fair Employment Practices: Set guidelines for hiring, termination, and employee treatment to prevent exploitation and discrimination Standardize Employment Practices : Create uniformity in employment practices across different types of establishments to ensure consistency and fairness.

4. This Act Typically include these provisions; Registration of Establishments : Businesses must register under the act within a specified period. Working Hours : Regulates the opening and closing hours, working hours, and intervals for rest for employees. Employment of Children and Women : Prohibits or regulates the employment of children and sets special provisions for female employees. Wages and Leave : Ensures timely payment of wages and provides for paid leave, sick leave, and casual leave Health and Safety : Mandates hygienic conditions, safety measures, and facilities like clean drinking water and first aid.

5. Overtime: Defines conditions and pay for overtime work. Opening and Closing Hours: Establishes rules for the opening and closing hours of establishments.

6. Features related to public Business Hours: Regulations on the opening and closing hours of shops and establishments . Display of Information: Requirements for businesses to display key information such as operating hours, prices, and contact details to keep customers informed. Health and Safety Standards: Ensuring that shops and establishments maintain cleanliness and safety standards. Accessibility: Mandates to ensure that businesses are accessible to all members of the public, including provisions for persons with disabilities. Grievance Redressal: Mechanisms for the public to lodge complaints or seek redressal for issues related to service quality or disputes with the establishment

7. Features Related To Private Maximum Daily Hours: The Act specifies the maximum number of hours an employee can work in a day. This limit varies based on the nature of the establishment and the type of work .Weekly Off: Employees are entitled to at least one day off in a week. Overtime: Overtime work is allowed under certain conditions, and employees must be paid at a higher rate for overtime work. Daily Breaks: Employees are entitled to daily rest periods, including lunch breaks and short breaks throughout the day. Minimum Wages: The Act specifies the minimum wages that must be paid to employees Leave Entitlements:Leaves such as paid ,sick and casual leaves.

8. Case Study : Megamart. A multinational retail chain, "MegaMart," operates numerous stores across India . The case is about the company vs the company employer. Scenario: The company has been facing increasing complaints from employees about long working hours, inadequate breaks, and low wages. Company Employee, Raj, filed a complaint with the local labor commissioner alleging violations of the Shops and Establishments Act.

9. Allegations Excessive Working Hours:He claimed to work for 10-12 hours a day, often without proper breaks. Forced Overtime: He alleged that he was frequently required to work overtime without adequate compensation. Insufficient Rest Periods: He stated that the rest periods provided were inadequate and often interrupted by work demands. Wage Violations: He claimed that his wages were below the minimum wage prescribed by the Shops and Establishments Act.

10. Legal proceedings The labor commissioner conducted an investigation into Raj's allegations. Inspectors visited the MegaMart store where Raj worked and interviewed employees. The investigation revealed the following: Overtime Practices: The store was found to be routinely requiring employees to work overtime without proper compensation. Rest Period Violations: Rest periods were often cut short or not provided at all, especially during peak business hours. Wage Discrepancies: The investigation uncovered discrepancies between the wages paid to employees and the minimum wage requirements.

11. Outcome Comply with Labor Laws: The company was ordered to adhere to the provisions of the Shops and Establishments Act regarding working hours, overtime, rest periods, and wages. Pay Arrears: MegaMart was required to pay back wages to employees who had been underpaid. Implement Corrective Measures: The company was instructed to implement measures to ensure compliance with labor laws in the future .

12. CONCULSION This act helps in the regulation of the working of shops and commercial establishments in the state of Karnataka and other states by providing a legal framework governing the terms of employment between the employer and the employee.