Labour Audit – Gurushr Consultancy

G U R U S

Gurus provides a gamut of services to its clients principally in the Human Resource Development and employment law domain. It serves as a partner to its clients and offers its proficiency in all legal compliance requirements, by this means enabling them to do what they do best in their industry. This works out as a win-win solution for both parties.

We conduct desk review of employment policies and procedures of clients and benchmarks against the relevant labour law practices or policies
Our audit team reviews Labour law compliance practices of our clients to give assurance on compliance of various statutory acts. Instances where our client acts as the Principal Employer, we review the documents of Contractors and service providers of our clients and perform due diligence.
We provide detailed Audit report on applicable compliances with identified risk areas and ratings. During mergers and acquisitions, we perform due diligence (for Labour laws) on the acquired company.
We review the national and national employment law compliance practices and perform gap analysis for our clients.
We provide consulting services to our clients to close the gaps and help our clients and their third-party contractors become compliant with the existing labour rules or regulations.
We offer training and guidelines on employment law rules and stipulations to our clients and their contractors. We document and maintain the records and registers for our clients.
We support our clients with statutory remittances, returns and challans that needs to be submitted with the Government bodies.

Some of the key support activities extended to our clients are

Registration of establishment and contractors.
Maintenance of registers as specified in the Acts.
Timely preparation of returns to be submitted with government authorities.
Represent our clients for inspections conducted by inspectors from the Labour office.

Our labour Audit Consultancy provides the following benefits

Promote equality and equity in the workplace
Promote diversity and inclusion,
Impendent, realistic and unbiased opinion/observations on the effectiveness of operations.
Our Labour Auditors possess experience in diversified industries and domains and are able to determine best practices that are followed across industries.
Low-cost solutions can be arrived at and recommended to achieve compliance as per changing environment.
Our Audit reports identify high risk findings and helps management to focus on key areas of improvement.

Total Reward and Benefit Consultancy

With our resources and network of seasoned compensation and benefit partner ( gradar.com) we help organization align their employee compensation and total rewards with their business strategy to attract, engage and retain top talent.

TOTAL REWARDS PHILOSOPHY

Set clear communications on how your organization approaches total rewards and compensation practices.

SALARY ADMINISTRATION

Provide clarity with salary administration guidelines for managers regarding how pay decisions are made, factors considered, and the process.

SALARY STRUCTURE DESIGN

Establish an internal job worth hierarchy to show the progression of the complexity of work, job responsibilities, and job requirements. A salary structure will also serve as a framework for pay practices in support of legal and regulatory requirements and guide management in making pay decisions.

JOB DESCRIPTIONS AND LEVELING

Having accurate depictions of the job roles at your organization will help with hiring and retaining employees. Additionally, employees and managers can leverage this information for career planning and identifying career progression opportunities.

COMPENSATION BENCHMARKING

Do you know how your compensation compares to today's market? An annual review is considered a best practice. Get insight into the external market rates you need to know for your organization's positions.

EMPLOYEE PAY EQUITY

Identify if your organization's salaries are internally consistent and market competitive externally and gain awareness if any discrepancies exist.

MERIT BUDGET PLANNING

Ensure you remain market competitive with merit pay practices by creating a framework for the allocation of merit increases based on performance level.

EXECUTIVE COMPENSATION

Get insight into external market rates and typical package elements for executive-level positions within an organization.

INCENTIVE PLAN DESIGN AND BONUS

Drive organizational success and employee engagement through a market-competitive total rewards program, providing additional ways for employees to earn compensation.

RECOGNITION AND REWARDS

Institute financial parameters for reward and recognition programs to ensure spending is aligned with budget needs and the amount of the reward is appropriate based on the value of the contribution while driving employee performance and engagement.