HR Services

• HR Consulting & Strategy:
• Guidance on HR policies, processes, and organizational structure.
• Development and updating of employee handbooks and policies.
• HR best practices and recommendations for improved employee engagement.
• Compliance & Legal Advisory:
• Ongoing legal advice regarding labor laws, employee rights, and compliance with state and federal regulations.
• Regular updates on changing labor laws and how they impact the organization.
• Recruitment & Talent Acquisition:
• Assistance with recruitment strategies and hiring processes.
• Sourcing and screening candidates for open positions.
• Support with employee onboarding and orientation.
• Employee Relations:
• Resolving conflicts between employees and management.
• Handling employee grievances and complaints.
• Conducting investigations into workplace issues (e.g., harassment or discrimination complaints).
• Payroll Support & Benefits Administration:
• Payroll processing support (may also involve third-party payroll providers).
• Employee benefits management (healthcare, retirement plans, etc.).
• Training & Development:
• Employee training programs (soft skills, leadership, compliance training).
• Identifying skill gaps and suggesting targeted learning programs.
• Performance Management:
• Implementing performance appraisal systems and feedback mechanisms.
• Developing strategies for managing underperformance.
• Employee Exit & Termination Support:
• Assistance with managing employee terminations or exits.
• Ensuring that the separation process follows legal and organizational guidelines.
• Consistent Support: You have ongoing, reliable access to HR expertise as and when you need it, without having to hire a full-time HR team.
• Cost-Effective: It can be more affordable than employing a dedicated HR staff, especially for small to mid-sized businesses.
• Proactive Management: Regular advice and support help prevent issues before they arise (e.g., compliance concerns, employee disputes).
• Scalability: As your business grows, you can adjust the scope of services covered under the retainership to meet your evolving HR needs.

• We are doing audit the Compliances under applicable Labour Laws
• We are doing Audit the Compliances of Contractors/Vendors working across under all applicable Labour Laws on Monthly basis
• We are doing submit the Audit report within 07 days of Audit
• We are also guide the concern HR person for getting better compliances from Contractors/Vendors

The Acts under which we will conduct Audit is as under;

• The Contract Labour (Regulation & Abolition) Act, 1970.
• The Employees Provident Fund Act, 1952.
• The Employees State Insurance Act, 1948.
• The Payment of Bonus Act. 1965.
• The Payment of Gratuity Act, 1972.
• The Payment of wages Act, 1936.
• The Minimum Wages Act, 1948.
• The Employment Exchange (Compulsory Notification of Vacancies) Act, 1959.
• The Equal Remuneration Act, 1976.
• The Workmen’s Compensation Act, 1923.
• The Gujarat State Tax on Professions, Traders, Callings and Employments Act, 1956.
• The Maternity Benefit Act, 1961.
• The Bombay Labour Welfare Fund Act, 1953.
• The Factories Act, 1948
• Other Allied Statues.

The Scope of work to attend the inspection is as under;

• We shall remain present at the time of visiting by the officer of the PF department.
• We shall visit to PF office as and when required and any date received from the PF department.
• We shall prepare the reply of notices and remarks issued by the PF department.
• We shall prepare and consolidated the documents to submit before the officer concern of PF department.
• We shall attend the inquiry initiated by the PF department under section 7 A and 14 b

Apart from all above work ARV HR FIRM is required to prepared the HR manual as per the requirements of the Company

1. Labor Law Compliance

• Advising on local, state, and federal employment laws (e.g., wage and hour laws, overtime pay, employee classification).
• Ensuring compliance with regulations like the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Occupational Safety and Health Administration (OSHA), and Equal Employment Opportunity (EEO) laws.

2. Employee Contracts and Policies

• Drafting and reviewing employee contracts (e.g., non-compete, confidentiality, and employment agreements).
• Developing or updating employee handbooks and workplace policies to ensure they are legally compliant.

3. Employee Termination and Discipline

• Guidance on employee terminations to avoid wrongful termination claims (includes reviewing the reason for termination and providing documentation support).
• Handling disciplinary actions and ensuring they are aligned with company policies and legal requirements.
• Assisting with layoffs or furloughs, ensuring compliance with the Worker Adjustment and Retraining Notification (WARN) Act, where applicable.

4. Workplace Discrimination and Harassment

• Investigating complaints of workplace harassment or discrimination under laws like Title VII of the Civil Rights Act, Americans with Disabilities Act (ADA), and Age Discrimination in Employment Act (ADEA).
• Developing anti-discrimination policies and training to prevent workplace violations.
• Legal defense if your company faces lawsuits regarding discrimination, harassment, or retaliation.

5. Employee Benefits and Compensation

• Ensuring that employee benefits (healthcare, retirement plans, etc.) comply with laws such as the Employee Retirement Income Security Act (ERISA) and Affordable Care Act (ACA).
• Advising on wage and hour disputes, including unpaid wages, overtime, and minimum wage laws.

6. Immigration and Work Visas

• Handling legal compliance regarding foreign workers (H-1B, work visas, and green card processing).
• Ensuring correct employment eligibility verification under I-9 requirements.

7. Dispute Resolution

• Mediation, arbitration, or settlement support to resolve employee disputes without escalating to litigation.
• Representation in administrative hearings with agencies like the Equal Employment Opportunity Commission (EEOC) or the Department of Labor (DOL).

8. HR Audits and Risk Mitigation

• Conducting HR compliance audits to identify potential legal risks or violations in company practices.
• Developing risk mitigation strategies to reduce the chances of costly legal issues related to HR matters.

• Approve Factory Plan (Fire load calculation, Form 1, Schedule 7, Plan approval, stability certificate)
• Factory License
• All Government License & Registration
• All Factory HR Register Maintain
• CTE & CCA and NOC (GPCB)
• Fire NOC
• GPCB Consulting

• GST
• Accounting
• Audit
• Return
• Balance sheet
• Report