Employee personal information, including name, address, date of birth and national origin. Social Security numbers. Work authorizations. Pay rates. Benefits elections. Spousal and dependent or beneficiary information. Employment contracts. Medical information. Time and attendance. Employee leave. Performance evaluations. Disciplinary actions. Workplace injury reports. Workers' compensation claims.
Unemployment insurance claims. Investigations and legal records, such as those arising from labor disputes. Information on business strategies and processes, such as workforce planning and company mergers or acquisitions. Trade secrets. Laws governing HR confidentiality The HR department is subject not only to tremendous ethical standards but also to confidentiality and privacy regulations. Failure to comply with tax laws or new payroll regulations can invite unwanted attention from the authorities, while unanticipated changes to salary structures can demotivate and alienate staff.
Employers must also comply with laws designed to ensure employee data protection and privacy. The employee can approach an adjudicating officer appointed under the IT Act to claim up to Rs. Many foreign companies outsource payroll functions for India-based staff because of these liabilities.
If a company outsources payroll services, the payroll service provider assumes many of the responsibilities associated with Indian tax and law compliance. Beyond this, payroll providers can advise junior accountants and foreign-based financial administration teams on complex salary issues and best practices in India.
Businesses that outsource payroll take an important first step towards creating a culture of confidentiality in the office place. Service providers also collect ad-hoc information on overtime hours, bonuses and any allowances for employees. In addition, payroll providers can produce bank transfer files, printed and online pay slips as well as tax files for employers. This support allows employers to focus on their core business. Although payroll administration is often an afterthought for businesses, establishing a trusted system for Indian workforces helps businesses manage important human resource challenges.
Asia Briefing Ltd. Dezan Shira is a specialist foreign direct investment practice, providing corporate establishment, business advisory, tax advisory and compliance, accounting, payroll, due diligence and financial review services to multinationals investing in China, Hong Kong, India, Vietnam, Singapore and the rest of ASEAN. For further information, please email india dezshira.
Stay up to date with the latest business and investment trends in Asia by subscribing to our complimentary update service featuring news, commentary and regulatory insight. This comprehensive guide is ideal for businesses looking to enter the Indian market, and also companies who already have a presence here and want to keep up-to-date with the most recent and relevant policy changes.
Establishing Your Sourcing Platform in India In this issue of India Briefing, we highlight the advantages India possesses as a sourcing option and explore the choices available to foreign companies seeking to create a sourcing presence here.
In addition, we examine the relevant procurement, procedural and tax duty concerns involved in sourcing from India, and conclude by investigating the importance of supplier due diligence — a process that, if not conducted correctly, can often prove the undoing of a sourcing venture.
Payroll Processing in India In this issue, we aim to help expatriate managers and business owners grasp the overall picture of how payroll works in India. We also discuss how outsourcing payroll can benefit all types of companies, particularly those of small and medium-size.
The magazine provides a general overview of the options available to foreign firms to sell to the online India Confidentiality is also critical in situations such as workplace investigations or performance and disciplinary actions. Maintaining confidentiality can be particularly challenging when certain information has to be divulged to others so that all involved parties can be heard and all pertinent information can be evaluated. In the case of a workplace investigation, an HR professional must be able to strike a balance between preserving employee confidentiality and completing a thorough investigation that is fair to all parties.
It is not uncommon for an employee to present a workplace complaint but ask that no action be taken or that his or her name not be disclosed as the complainant. Although it is important to consider the employee's request, HR should not always promise confidentiality because of the responsibility to the employer to fully investigate employee complaints, especially if the concerns involve alleged discrimination, harassment or other legal issues.
Disclosing important information to investigate a complaint can be critical in limiting employer liability and guarding against lawsuits. In these circumstances, HR can explain its obligation to fully investigate the concerns—not only for the benefit of the employee, but also for others who may be experiencing the same problem—while ensuring the employee that the information will be shared only with those who need to know and whose input is necessary to resolve the issue.
If you work for a public agency that is subject to these laws, consult your state's specific legislation. You may be trying to access this site from a secured browser on the server. Please enable scripts and reload this page. Reuse Permissions.
Page Content. Privacy Records and Reports. You have successfully saved this page as a bookmark.
0コメント