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Terms & Conditions
Please read these Terms and Conditions ("Terms", "Terms and Conditions") carefully before using our webstore operated by our company/entity. ("us", "we", or "our"), or the services provided therein (the “Service”).  These Terms apply to all visitors, users and others who access or use the Service. 
Your access to and use of the Service is conditional upon on your acceptance of and compliance with these Terms.  By accessing or using the Service you agree to be bound by these Terms. If you disagree with any part of the terms, do not access or use the Service. 
We reserve the right to revise these Terms from time to time. Please check these Terms from time to time for any amendments. Your continued use of the Service after these Terms have been amended will be deemed to constitute your acceptance of the amended Terms.


Placing an Order
To place an order through our webstore, click on the product that you wish to purchase and follow the onscreen instructions. Your purchase of the product shall be subject to the terms and conditions contained in our webstore in relation to the product.    
You should take care to ensure that all the information you provide to us is correct. Please check your Order before submitting it to us. If you are placing an Order for a product which is digital content, you must check that the specifications of your computer or device meet the hardware and software requirements.
After you have placed an Order, we will send an email to you acknowledging that we have received your Order. This acknowledgement does not, however, mean that your Order has been accepted by us.
We are not obliged to accept your Order and may at our discretion decline to accept any Order. In the event we decline to accept an Order, we may send an email to you notifying you that we do not accept your Order. This is typically for the following reasons:
a.	the product is not available;
b.	we cannot authorise your payment;
c.	you are not allowed to purchase the Product from us under the applicable law;
d.	we are not allowed to sell the Product to you under the applicable law; or
e.	there has been an error in the pricing or description of the product.


When we accept your Order, we will confirm such acceptance by sending an email to you confirming that we have received your Order and will be preparing to ship the product to your address or, in the case of Products which are digital content, providing you with instructions on how the digital content can be downloaded (“Confirmation Email”). A binding contract in respect of the product ordered will be formed between you and us when the Confirmation Email is sent to you.


Cancellation & Refund
If you change your mind, or the product you received is not what you expected or are otherwise not satisfied with our product, please contact us before returning the item. 
You have [fourteen days] to return an order after receiving it.
If the product or packaging is used or damaged, we reserve the right to deduct any depreciation in value when refunding the product. 
Unless otherwise agreed upon, the refund will be processed through the same payment method you used to make your original purchase.


Shipping & Delivery
Products in stock are normally delivered within the number of working days shown on our website.
We will deliver the Products to the address given in your Order. If no one is at the address at the time of delivery, we will inform you of an alternative time for the delivery or a location where you can collect the Products.
Unless arrangements are made with us, you must cover the cost of the return. We reserve the right to not allow for returns or exchanges to our products. 
Please note that exceptions may apply for the return of certain custom-made, hygienic and other products
You are responsible for any damage incurred by items during the return shipment. We therefore strongly recommend that you send the products well packaged, in good condition and in their original box and/or packaging.
If possible, please provide us with a tracking number for the return shipment.
If a returned item is shipped internationally, mark as “RETURNED GOODS” to avoid any Customs charges. We are not responsible for any charges imposed on packages returned by Customs.
If you have any questions, please contact us.


Disclaimer
The information contained on our webstore is for general information purposes only. We assume no responsibility for errors or omissions in the contents of our webstore or in the course of providing the Service. In no event shall our company be liable for any special, direct, indirect, consequential, or incidental damages or any damages whatsoever, whether in an action of contract, negligence or other tort, arising out of or in connection with the use of our products, our webstore or the Service. 
We reserve the right to make additions, deletions, or modification to the contents on the webstore at any time without prior notice. We do not warrant that the webstore is free of viruses or other harmful components. 
You agree that we do not make any representations or warranties of any kind (implied, express or statutory) including warranties as to merchantability, satisfactory quality or fitness for a particular purpose, in respect of our products and/or the Service.  In addition, we do not make any representations or warranties that any digital content which we supply to you is (i) compatible with any third party software or equipment; or (ii) free of errors or bugs.


Privacy
The security of your Personal Information is important to us, but remember that no method of transmission over the Internet, or method of electronic storage, is 100% secure. While we strive to use commercially acceptable means to protect your Personal Information, we cannot guarantee its absolute security. 
We may use your Personal Information to contact you with newsletters, marketing or promotional materials.


Governing Law and Jurisdiction
These Terms shall be governed by and construed in accordance with the laws of the country which we have our primary place of business in. All disputes arising out of or in connection with these Terms shall be submitted to the exclusive jurisdiction of the Courts of the said country.


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Vyapar Gold Licence for Mobile Plus Desktop for One Year

Vyapar Accounting Software

Get your company registered with MSME & receive benefits of various msme schemes

MSME Registration

Get your firm registered with GST as regular or composite supplier and gow your business

GST Registration Servics 

We manage all your Labor Law compliances with in due times 
We share all the complaince checklist, due dates & SOPs applicable on your organizations.
We save your organization from the risks of non compliances. 

Labor law compliance refers to adhering to the various legal requirements and regulations related to employment and labor practices. These regulations are designed to protect the rights and interests of workers and ensure fair and ethical treatment in the workplace. Labor law compliance can vary by country, region, and industry, but here are some common areas to consider:

Minimum Wage and Payment of Wages:
Ensure that you are paying employees at least the legally mandated minimum wage.
Comply with laws related to timely and accurate payment of wages, including overtime, bonuses, and deductions.

Working Hours and Overtime:
Adhere to laws that define the maximum working hours per day and per week.
Follow regulations for overtime work, including proper compensation and limitations.

Employment Contracts:
Provide clear and written employment contracts that outline terms and conditions of employment, including job roles, responsibilities, compensation, benefits, and termination procedures.

Health and Safety:
Provide a safe and healthy working environment for employees, adhering to safety standards and regulations.
Conduct regular safety inspections, risk assessments, and training programs.

Social Security and Benefits:
Comply with regulations related to provident funds, pension schemes, health insurance, and other benefits.
Ensure timely contributions to employee and employer contribution plans.

Leave and Holidays:
Provide employees with legally mandated leaves, such as sick leave, maternity/paternity leave, and public holidays.
Communicate and manage leave policies accurately and fairly.

Discrimination and Harassment:
Prevent and address workplace discrimination, harassment, and unfair treatment based on factors like gender, race, religion, and disability.
Establish clear policies and procedures for reporting and addressing such issues.

Termination and Redundancy:
Follow proper procedures for termination and layoff, including providing notice, severance pay, and adhering to rules related to layoffs.

Trade Unions and Collective Bargaining:
Respect employees' rights to form or join trade unions and engage in collective bargaining.
Comply with laws related to negotiations and labor relations.

Record Keeping and Documentation:
Maintain accurate records related to employee attendance, working hours, wages, leaves, and other relevant data.
Keep documents for the required duration as per legal requirements.

Child Labor and Forced Labor:
Adhere to laws prohibiting child labor and forced labor.
Ensure that all employees are of legal working age and work voluntarily.

Privacy and Data Protection:
Respect employee privacy rights and handle their personal and sensitive information in compliance with data protection laws.

It's important to note that labor laws can be complex and can vary widely between jurisdictions. It's recommended to seek advice from legal experts or labor consultants who are well-versed in the specific regulations applicable to your industry and location. Regular updates and ongoing monitoring of labor law changes are essential to maintain compliance and avoid legal issues.

Compliance Management Services 

We will Provide you all necessary registrations like PAN Card Shop ESIC EPF MSME
Charges of FSSAI, Shop Act Registrations are Extra

Be the solee captain of your ship.

Sole Proprietorship

A partnership firm is a type of business organization where two or more individuals or entities come together to run a business and share its profits and losses. Partnerships are a common form of business structure because they are relatively easy to set up and offer various advantages.
Max Partners Allowed is 100

Talk to our Experts to set you partneship firm
Partnership Deed
PAN
GST 
BANK 
MSME 
ESIC 
EPF

Partnershiop Firm

Outsource your payroll process to us.

We manage your complete payroll right from onbaording an employee to  Processing Monthly Payroll & generating pay roll reports.

Managing all joining documents, managing employee records, oboarding employees to your ESIC EPF & Labor Portal. 

Hence you have nothing to worry your complete HR Generalist work would be handled by us you just focus on your core activities.

Key Features
Software Included
Complete Comopliance Managmenet Assistance
Error Free Payroll
ESIC EPF LWF TDS managed 

Pay Roll Process Outsourcing Service

One Time Cost & own our compliance oriented Payroll Software for Lifetime for Free to use with any no. of Employees. Free version updates for one year.
Your Data will remain always with you.
System would be installed in your local machine/server.
Basic Customization as per Applicable labor Laws.

Key Features of our Payroll Software

Integration with Biometric Machine .
Joining Formalities of Employees
Customized Online Joining Form to collect Employee data.
Manages Employee Records
Online Leave Management Form
Generates Various Letters for Communications
Time & Attendance (Integration with Biometric Machine)
Shift Management 
Pay Roll Process- up to Any No. of Employees
Labor Law Reports as per standards 
Reports & Letters
Exit Formalities 
Highly Customizable 
Regular Data Back Up at local machine but client is suggested to take one back up every month in an external drive too for extra safety of data. 

Customization Charges Extra*
Technical Support Charges Extra*
Version Updated Charges are Extra after One year*

Pay Roll Software- Completely Compliance Oriented

Pay Roll Software

The Industrial Employment (Standing Orders) Act, 1946, provides a framework for employers to define and communicate terms of employment and work-related rules to their employees. These standing orders cover various aspects of employment, such as working hours, holidays, leaves, disciplinary procedures, and more.

Applicability: The Act applies to industrial establishments employing 100 or more workers & for State of Haryana this act implies on all establishments employing more then 50 employees.
however any State governments can modify this threshold according to local conditions any time with due procedures. 

Preparation of Standing Orders:
Employers are required to draft standing orders in writing, which lay down terms and conditions of employment.
These orders should cover matters such as classification of workmen, shifts, working hours, attendance, holidays, leave rules, disciplinary actions, termination, and other employment-related aspects.

Certification: Once the standing orders are prepared, they need to be submitted to the Certifying Officer (usually a labor department officer) for certification. The Certifying Officer ensures that the orders are in accordance with the law and do not violate employees' rights.

Notice and Objections:
Before certifying the standing orders, the Certifying Officer typically invites objections from employees.
If objections are raised, a hearing may be conducted, and modifications to the standing orders might be made based on the feedback.

Certification and Display:
After considering objections, if any, the Certifying Officer certifies the standing orders. 

Once certified, the standing orders become legally binding and applicable to the establishment.
A copy of the certified standing orders must be prominently displayed within the establishment for employees to access.

Modification and Revision:
Standing orders can be modified or revised, but any modifications need to be submitted to the Certifying Officer for approval.
The Certifying Officer can approve the modifications after following a similar Objection process.

Disciplinary Actions:
Standing orders generally outline the disciplinary procedures that should be followed for various instances of misconduct or indiscipline by employees.
The process often includes warnings, suspension, and termination, following due process and principles of natural justice.

Standing Order Compliances as per Industrial Employment Act 1946

Own your personal Employee Self Service Portal with leave management and paylip, letter request and many more features.  
One Time Setup Cost.
No Per Employee Costing.
 
Technical Support Charges Extra 

Employee Self Service Portal 

the "Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013," which is an Indian legislation aimed at preventing and addressing sexual harassment against women in the workplace. However, please note that information may have changed since then, so I recommend checking with official sources or legal experts for the most up-to-date information.

Here are some key points related to the compliance requirements under the POSH Act as of 2021:

Internal Committee (IC): Organizations with 10 or more employees are required to constitute an Internal Committee (IC) to address complaints of sexual harassment. The committee should include members from various roles and departments.

Complaint Mechanism: The Act mandates the establishment of a mechanism for receiving and redressing complaints of sexual harassment. This should provide a safe and confidential platform for employees to report incidents.

Policy: Organizations are required to formulate and publish a policy against sexual harassment. This policy should define what constitutes sexual harassment and detail the procedure for filing complaints, the investigation process, and the penalties for offenders.

Awareness and Training: Regular awareness programs and training sessions should be conducted for employees to educate them about their rights, the complaint process, and the consequences of sexual harassment.

Filing Complaints: The Act ensures that victims of sexual harassment have the right to file complaints without fear of retaliation. The Act also safeguards the confidentiality of the complainant and witnesses.

Investigation Process: The IC is responsible for conducting an unbiased investigation into the complaints. The inquiry process should be fair, just, and time-bound.

Report Submission: Once an inquiry is complete, the IC should submit a report with recommendations to the employer. Based on this report, the employer should take appropriate actions.

Penalties: The Act lays down provisions for penalties and punishments for offenders. These can range from warnings to termination of employment, as well as potential legal actions.

We Provide Industrial Tested Soltuions to meet all the dimensions of POSH Act Complaxities 

Posh Act Compliance Management

Posh Act Registration Compliances

Outsource all your non core employees to our payroll Just at 5% service Charges Minimum & we will be managing them all at our cost.

Prepayment is must for all dues we do not provide any credit on our services. 

Third Party Payroll Services