How do You Provide Customer Service Virtually?

A businessperson knows that keeping customers is very crucial for marketing. Without customers, none of the business startup consultants in India will run for a long time. So, how can a business possibly keep more customers? The answer to this is by keeping customers happy all the time with new products and services. 

With virtual customer service changing the scenario of online sales, a business needs to function in a way that can satisfy customers digitally as well. Having said that, here are some ways how a business can provide efficient customer service online.

Over Communication

If a client has ordered your product, let them know once you have accepted it. While sending customized messages to each client can be a tedious task, you can send in an automated confirmation message such as “Thank you for your order” that they will immediately receive after they place their order successfully and the payment is received by the collection & recovery agencies

Timely Response

Responding immediately creates a good impression on the client. So, in addition to sending confirmation messages, ask them if you have any queries regarding a project. This will develop an impression that you are excited and are actively working on the project. Now, suppose, you ask the question 3 hours prior to the deadline, chances are the client will assume you are working on their project at the last moment. So, to refrain from such impressions, a timely response is crucial. 

Make a Personal Connection

What can be a better way to make personal connections virtually than through a social media platform? You can send in connection requests to your client and get better access to all their likes and dislikes, hobbies, and passion. Although executing this can be a bit time taking, it can create a positive impact on the client. You can take the help of India entry consulting firms to make your business grow with such strategies. 

Establish Boundaries

When it comes to working online, you can work according to your own convenience. However, after your client has sent a mail, they might expect a quick response. Chances are you might be out of the office for some days or working at different hours. Whatever be the reason, it is always advisable that you inform your client and show them that you respect their time. 

Broadcast Effectively

If you have an online business, you have various venues for promotion. You can promote it on social media feeds, blogs or emails. However, if there is company news that needs to be promoted, post it in your email newsletter and circulate it among your clients. Do not wait for them to stay active on social media handles for such important news. 

Ask for Feedback

Whenever a client receives your product or service, ask for feedback. This works in two ways. First, you will get to know what improvements you need to make in your product or service, and second, your client will feel that their opinions are valued. This way you can also establish a better connection with your client. 


Sending occasional referral discounts, coupons, and festive offers can work as a powerful tool to keep your clients coming back. Since all the communications are being held online, these ideas can work perfectly for virtual interactions.

So, this is how you can provide virtual customer services in an efficient manner. However, if you want to learn more strategic ideas, you can contact Concators at 91.9555626260 and get effective solutions for your business. 

How to Hire a Business Expansion Consultant?

Expansion is an essential phase in the growth of any company. Planning to take your corporation to the next level necessitates forethought and a thorough examination of your targeted audience. A weak plan or execution might stifle your global dominance and limit your development. A business expansion consultant will help you expand your business effectively to the beyond level.

Suppose you are eager to commit to the significant organizational funds needed for moving beyond the demography of business expansion in India. In that case, it is worthwhile to explore the expertise of a customer loyalty & engagement services.

Take Advantage of Online Platforms

When we say online platforms, we are not just referring to LinkedIn. We are talking about other social media platforms like Instagram, Facebook, and Quora.


Quora is an application where people enlist their queries about specific topics, and some people take out their time and answer these questions. However, it has also become a powerful tool for powerful personal and corporate branding. So lookout for the people who get the most upvotes and observe how they articulate their presentations.

Facebook and Instagram

Many people have converted their social media handles into corporate accounts and conduct business through these platforms. Since these apps allow you to post pictures, videos, or write-ups, it has become a perfect place for people to showcase their skills or services with the right amount of reach.


LinkedIn is a site designed to make it easier for employees to find their dream employer and vice versa. This makes job-hunting easier by a million times. Here, you can post your job description and find several eligible candidates applying for the role.

Be Present at Industrial Events

Meetups and seminars are popular gathering places for regional specialists. Some people talk and interact, and some support or assist future consumers.

Even if you can’t locate an expert present, event coordinators or participants might suggest somebody that might. A relatively small number of individuals connect India entry consulting firms with their prospective candidates. You can spot these people by the steady stream of exchanges and sequential chats with everybody in the room.

Put Your Network Into Use

Exploring the connections could lead to the discovery of prospective corporate partnerships. Asking around your line for friends or family is an excellent place to begin. Then, you could think about expanding your list to associates, contractors, and other business consulting firms.

Someone may be able to provide a recommendation for who can assist. But, most likely, you may contact somebody who has an adequate background in this industry and is ready to collaborate alongside you or connect you with somebody they trust.

Consulting Networks Will Be Helpful Too

If you want to hire a business process outsourcing services company, consulting networks will help. Once you have established specific networks, you can join their committee or group online, where you will receive resumes for eligible candidates.

If you are looking to hire a business expansion consultant, Concators would be the ideal place to go. To fix an appointment, call us at 9555626260.

Frequently Asked Question

What are the 5 Stages of Growth?

Whether it is a neighbourhood restaurant with a staff of five people or a multi-million-dollar company, any business whatsoever has experienced five stages of growth. These growth phases are:

  • Initiating existence: This is the first phase of a business, and it involves transporting the beginning product or service, acquiring and securing customers and clients, and constantly providing the product or service. 
  • The survival phase is the second phase of the growth stage after the business, or the company has ensured a viable product or service. Under this phase, the business ensures to retain the created customer base by promising a regular and constant product or service delivery.
  • Acquiring success: this is a step-up phase in the five stages of growth as the business since it discovers a new line of decision-making. They use established clientele and accomplishments to scale up further or steer the company to a sustainable level with new personnel, which facilitates more hands-off ownership.
  • Exploring expansion: under this phase, companies look for opportunities to expand and finance that expansion aggressively.
  • Reach maturity: under this stage, the companies are well-developed, they have managerial talent, well-established systems, and substantial financial resources—their primary concern is how to tackle their financial gains and maintain their entrepreneurial spirit.

What Skills do You Need to be a Business Consultant?

To become an excelling business consultant, one should possess these skills and traits: –

  • Flexibility
  • Efficient communicator
  • Expertise over the subject matter
  • Consistency
  • Professionalism
  • Strong working network
  • Empathetic attitude for the personnel

What does a Business Growth Consultant Do?

A business consultant is a proficient professional who takes responsibility for achieving the goals and streamlining operations for their clients to improve, grow, and maintain various aspects of the business. Some of the tasks and responsibilities of a business consultant can be seen below: 

  • Conduct a business introspection workshop to determine the pillars of your business involving your unique value proposition, functional and emotional perks, buyer identity, SWOT survey, and more
  • Evaluate organizational system both in-house vs outsourced resources, hiring strategy or surplus
  • Amalgamate recurring fees and expenditures to optimize incurring and put a stop to revenue leaks
  • Improvise and integrate the recreated business plans, strategies, and partnerships
  • Assist in implementing the strategies, along with training and developing your employees
  • Control the growth to make it scalable
  • Conduct an in-depth analysis of your business to grasp opportunities at the right time and discover new revenue streams
  • Scrutinize your competitors to challenge their current tactics
  • Execute new ways to calculate your performance to enhance and grow your business

What Problems does Business Consulting Typically Solve?

At some point in the business cycle, most businesses will elevate, coming across some particular barriers which will cause stagnancy or stifle further growth. Business consultants tend to adhere to these problems by coming up with solutions.

Some of the problems that business consultant generally solves can be: -:

  • Inappropriate or deficient management
  • Inefficient leadership
  • Lack of insights
  • Not adhering to customer needs
  • Financing distress
  • Lack of ‘growth mindset. ‘
  • Unproductive business planning
  • Marketing mishaps
  • Unable to meet customer expectations
  • Accelerating growth
  • And more

Do You Work With Start-ups?

Business consultants work with start-ups. They select and advise the most viable business plan for the start-up, which is practical and feasible and will yield success to the business owner.

Do You Write Business Plans?

Business consultants do write you the business plans at times if the one you selected has too many loopholes in it or simply if you want a professional to write you a solid soundproof plan for your business.

Check Out Our Other Amazing Services:

Virtual Legal Officer

Advertising and PR Services

HR Shared Services

Collection & Recovery Agencies

Call Center Setup

Robotic Process Automation Services

What Is HR Outsourcing Services?

HR Outsourcing Services

HR outsourcing refers to an agreement between an employer and an external party provider. In such a relationship, the employer transfers the management and responsibility for certain HR functions to the external provider. HR outsourcing companies/firms like Conc@t are offering comprehensive services of HR.

There are various types of secretarial services available to employers in the market. The options can be specific such as outsourcing one particular aspect of one HR function like applicant tracking for affirmative action purposes, or can be broad as outsourcing the complete human resource department.

There are various terms and types of arrangements prevalent in this process of HR outsourcing which is outlined below:

HR Shared Services By HR Outsourcing Companies/Firms

HR shared services refer to a consolidation of business functions within an enterprise to a highly skilled internal department or group. Under the shared-services model, the administrative functions can be handled in-house or outsourced to human resource outsourcing firms.

When the services offered by the shared services group are combined into a major operation, they are often known as shared-services centres. Broadly defined, the shared services model is marked by the consolidation of administration or support functions for various departments. The HR outsourcing companies/firms are responsible for these shared services.

What Services are Included Under Shared Services?

1. Payroll

2. Accounts payable and receivable

3. Procurement

4. Travel expenses

5. Pension administration

6. Health benefits enrolment

7. virtual CIO services

Technological advances and increasingly sophisticated use of Internet communications worldwide have played a vital role in developing and spreading shared-services arrangements in recent years.

Recruitment-Process Outsourcing

Employers take full advantage of flexible options to turn a fixed expense into a more manageable variable expense. This flexibility allows the organization to adapt to the highs and lows of a fluctuating marketplace.

HR professionals must know about the vendor’s performance commitments and have specific and clear service levels and particular enforcement methods.

Because service levels need to develop and improve over the life of the contract, HR managers must document the existing services when their contract becomes effective to ensure that the vendor has accountability. HR outsourcing companies/firms manage all these recruitment processes.

Benefits of Connecting With a Human Resource Outsourcing Firm Through CONC@T

1 – Administration, Including the Legalities of Employment

Administrative responsibilities and non-key function activities can tax any company, but mainly managing human resources can be a tedious and heavy task for small businesses.

When you operate a small company with limited resources and time, the last thing on your list would be diverting your attention from the core business activities, which is your bread and butter.

Outsourcing human resource activities can bring down your administrative workload and free up your time so that you can pay more focus on your crucial function business activities.

The manager responsible for advertising and PR services & staff needs to know what legal obligations must be fulfilled. It should be considered even before offering a job.

Once the job is offered, the person would require knowledge on administering a payroll process of auto-enrolment of pensions.

HR and payroll outsourcing are standard in the workplace due to the complexities of the task at hand.

Our HR system assures small business support package provides you with the knowledge you are compliant with employment law. This includes providing documents, templates, and forms, along with direct guidance from Concators!

2 – Overall Efficiency

The bucket of tasks that consume your time and reduce your efficiency can be offloaded shockingly. For example, an HR outsourcing firm can manage a whole range of human resources activities and functions that a small business might otherwise outsource to multiple employees- these functions include payroll processing, benefit plan management, training, administration to recruiting, and more.

When you take on board one provider to take responsibility for a range of HR functions, you will reduce time spent on administration and spend less time managing vendor relationships. First, however, it is crucial to find human resources outsourcing companies that will work with you to provide simple to use and employee-friendly services. Furthermore, since efficiently managing human resources is essential for your company’s success, it is vital to find a suitable service provider who can offer the right mix of services.

Whether you want a bundled package or you prefer to pick and choose the services you need, we will review the options available to you and are here to guide you through the process. The marketplace is a crowded environment with many companies you can choose from. Concators- Management/Business Consulting Firms have researched and connected with some of the best HR service providers for small-to-medium-sized customers.

3 – The Recruitment of New Staff

Outsourcing HR services include ensuring that the people hired are the most appropriate people for a particular role. They ensure that the staff has the necessary skills, knowledge, and behaviour. This is a vital element in running a successful business. It should be kept in mind that the level of skills and qualifications required for a role is positively related to the time and cost the process requires. This type of HR service for small companies will be beneficial when facing the hiring process.

4 – Training

Recruiting staff needs a significant investment of time and money. Once employees join the team, they need to use their talent to the optimal level, grow and develop until they feel ready and best equipped and qualified to perform their duties. Training is often considered the “oft option” “in terms of budget, and external training is often preferred. But it is expensive and is not 100% successful in meeting the demands of an individual business.

5 – Staff Retention

By outsourcing your HR services and getting this HR advice for small businesses, you can ensure that these schemes are well taken care of.

6 – Dealing With Long-term Sickness

One hindrance for a small business is when a staff member is absent for a significant period due to illness. How does the law guide? Is the illness physical, mental or financial? What steps should the business take to guard its interests but be just and fair to the employee, both legally and morally? Again, outsourcing your HR needs to CONC@T will ensure that you will save your time from such concerns.

7 – Consolidated HR Tasks and Software

When companies consolidate various entities under one company umbrella, redundancy is visible. In a shared services model, most companies will make specific changes to overcome this problem. This will create higher levels of efficiency and cut down on cost.

8 – Strategy-Driven Approach

An HR shared services model allows businesses to pay less focus on non-key areas such as human resource management, talent acquisition, and retention as they are outsourced. All such processes enable the company to build a better business structure and increase positive business outcomes, essential for its overall growth strategy.

9 – Consistency

Consistency is a positive factor related to the growth of the business as it allows for processes to be undertaken in the same way each time. This is crucial, especially when taking into the importance of compliance.

10 – Positive Employee Experience

HR shared service strategy enables companies to avail faster service. In addition, this type of model leads to employees having positive interactions with HR. Promoting positive interactions between employees and HR creates a better employee experience.

11 – Policy Formulation

A policy refers to a guide for repetitive action in crucial business areas. It is a statement or a strategy of commonly accepted understanding for decision-making criteria. Every company needs policies to ensure consistency in action and equity in its relationship with employees. Organizations providing HR shared services formulate policies for their clients to efficiently and effectively achieve organizational goals.

12 – Standard Operating Process

An SOP is a process specific to operations that describes the activities necessary for completing tasks by industry regulations, provincial laws, or even just how a company wishes to set up standards for running the business. Under the HR shared service approach, the company gets relaxation from the time and effort required to set up SOPs and enjoy the final fruit. This way, the management team can pay more attention to the company’s critical areas.

13 – Payroll Administration

Payroll administration refers to keeping records of the working hours of the company employees. It involves keeping an elaborated record of employees’ cash flow. In big companies, the process becomes more cumbersome and hectic. By using the Virtual HR services strategy and Human resource policies, companies can save on the time and effort required for such a tedious task and instead devote this saved time and effort to critical functional areas.

14 – Statutory Compliance

Statutory compliance in HR refers to the legal framework an organization must operate while dealing with its employees. A lot of the company’s effort and money goes into ensuring compliance with these laws, which could deal with a range of issues from the payment of minimum wages to maternity benefits or professional taxes. HRSS model drives efficiency and reduces cost in the statutory reporting process through centralization and standardization, especially by overcoming common challenges faced by all companies in the same industry.

15 – Employee Engagement and Evaluation

Employee engagement refers to a workplace approach that results in the right conditions for all company members.

An employee evaluation is the assessment and review of an employee’s job performance.

Such tasks require intense time, effort, and cost, which prevents a company from paying more attention to the key areas. The HR shared services strategy eliminates such hindrances for smooth and efficient functioning.

16 – Succession Planning and Exit Management

Succession planning is a normal process that identifies essential competencies. It then works to assess, develop, and retain a talent pool of employees to ensure a continuity of leadership. So it may be for all critical positions.

Succession planning refers to a specific strategy.

It is a plan that managers can follow. However, they can also implement and customize to meet the needs of their organization, division, or department.

Exit Management a.k.a employee offboarding, refers to managing employees’ full and final settlement.

Even when they exit from an organization when an employee is in the exit phase from a company, the required paperwork and formalities associated with employee exit need to go through a systematic process.

There are various exit formalities, such as exit interviews.

Others like clearance from various departments, the replacement of the departing employee, and the final settlement of employee dues.

The HR department has a lot on the plate during employee offboarding. By opting for an internal audit & risk advisory services model. A company ensures smooth functioning and efficient management of the human resource in the transition phase. You can consider HR outsourcing companies/firms like us for these services.

CONC@T as an Enabler for HR Outsourcing Companies for Micro Business

  1. Outsourcing HR requirements will be a more cost-effective and flexible option for a small business.
  2. Conc@t will give their input for more advanced HR requirements, ensuring the business gets the highest standard of service.
  3. It takes the pressure off the business owner and senior managers. This allows them to focus their attention and resources on running the business. But always be in touch with the HR model.
  4. Conc@t works flexibly and can tailor our offer to suit the business and budgetary needs. Get your suitable HR solution with our HR Develop Small Business Support Package. HR outsourcing companies/firms are versatile in their services.

Human Resources Consulting Services For Small Business

There is enormous value in having HR management consisting of experts ahead of the trends. Conc@t aims to provide the best possible service. After all, we aim to retain the business as a client. HR outsourcing companies/firms always make crystal clear relations with the clients.

Human resources consulting services for small businesses are beneficial for micro-business owners.

A small business must always move fast. It must stay a step ahead in the market and innovate while being on a tight budget.

Outsourcing human resources to a small business can ensure that the people factor is inefficient. This will remove hindrances from the HR functions and increase efficiency for the business.

CONC@T acts as an HR outsourcing company for small businesses. We offer various HR services for small businesses, including payroll, benefits, recruiting, taxes and training. More uniquely, CONC@T offers a Virtual Chief Human Resource Officer and an onsite assistance program that puts HR professionals in the office when customers need more help. Unfortunately, most HR outsourcing companies only offer employee handbooks, schedules, brochures, and guidelines.

CONC@T will create a robust set of guidelines customized to meet the needs of each client.

Our website also offers significant educational resources on a wide range of HR topics.

We will work with customers to develop a strategy and strengthen areas with weaknesses. We offer services in all areas of HR administration and human resources consulting.

Here are Some Other Services to Check:

Call Centre Setup

India Entry Consulting Companies

Collection & Recovery Agencies

Accounting, and Taxation Services

Labour Reforms in India – Much Awaited Reforms

Economists have long argued that India’s outdated and old-fashioned labour laws need change.  It’s a known fact that the developed economies of the world have been flexible in labor laws and provide equanimity-based platforms to employers and employees to help sustain the business. There are some amendments in labour reforms in India.

As per the world bank report – with more flexible laws, India could approximately add “2.8 million more good quality formal sector jobs in next on an annual basis”, if the flexibility and effective implementation is ensured by employers”.

The country today is witnessing Change and reforms in almost all areas of business.

Ease of business, as well as digitization, are needed to take India inch by inch toward a $5 trillion economy.

People are the most important constituents of this anticipated growth and a lot of changes were and are required in form of labour reforms in India both from employees as well employer’s side.

The Ministry of Labour & Employment has discussed and finalized rules under the four labour codes in order to make the way for making reforms a reality, the four broad codes are- code on wages, industrial relations, social security, and occupational safety, health & working conditions which aim to consolidate 44 central labour laws.

The ministry has already completed the process of discussion and consultation for drafting rules on the four codes and firmed up those for notification. The Code on Wages has been passed by Parliament in 2019 while the other three codes got clearance from both the Houses in 2020. The ministry plans to implement all four codes in one go. Since labour is a concurrent subject, a specific set of rules and regulations would also be framed by the state governments under the four codes. The states are also in the middle of the process of notifying draft rules and holding consultations to firm up rules which are in need of implementation.

With an aim to reform the elaborated labour laws and to facilitate the ease of doing business in India, the Government of India had decided to consolidate various labour laws into four labour codes, namely,

  1. The Code on Wages 2019
  2. The Industrial Relations Code 2020
  3. The Code on Social Security 2020
  4. The Occupational Safety, Health, and Working Conditions Code 2020

The Code on Wages, 2019

The Code on Wages was passed by the Parliament and received the President’s assent in 2019. The draft rules have been formed and circulated by the Ministry of Labour and Employment for feedbacks. The Code on Wages shines a light on wages and bonuses and aspects relating to four existing central labour laws- Payment of Wages Act 1936, Minimum Wages Act 1948, Act of Payment of Bonus 1965, and Equal Remuneration Act 1976. The remaining labour codes namely, the SS Code, the OSH Code, and the IR Code were passed by the Parliament in September 2020 and thereafter received the President’s assent.

An overview of the other three new labour codes is provided below:

1. The Industrial Relations Code, 2020:

The IR Code aims to streamline the laws regulating industrial disputes and trade unions in India. Taking into consideration the benefit of the employers, the IR Code has introduced various aspects such as increasing the threshold of workers to three hundred for obtaining the consent of the government in case of lay off, retrenchment, or closure of the establishment, a notice of change not required to be given subject to the conditions stipulated in the IR Code, increasing the wage threshold to INR 18,000 for exclusion from the definition of worker, etc.

The IR Code also introduces the concept of deemed certification of standing orders, similar to the OSH Code. Although the IR Code aims to simplify the labour legislation, a wide extent of aspects under the IR Code are dealt with through delegated legislation and a complete picture would be visible once the Rules are framed under the IR Code and the other labour codes.

The IR Code consolidates three labour laws relating to industrial relations, namely, the Trade Unions Act, 1926, the Industrial Employment (Standing Orders) Act, 1946, and the Industrial Disputes Act, 1947.

2. The Code on Social Security, 2020:

The SSC aims to provide better social security benefits for the working class in the unorganized sector and gig workers such as provident funds, insurance, and gratuity to workers. It improves the reach of the Employees’ State Insurance Corporation and the Employees’ Provident Fund Organization (which regulates benefits such as provident fund, pension, insurance, etc.).

The Social Security Code further stipulates gratuity benefit for fixed-term employees without any condition for minimum service period as envisaged under the current regime. The SSC consolidated nine labour laws relating to social security, namely, Employees’ Compensation Act 1923, Employees’ State Insurance Act 1948, Employees’ Provident Funds and Miscellaneous Provisions Act 1952, Employment Exchanges Act 1959, Maternity Benefit Act 1961, Payment of Gratuity Act 1972, Cine-Workers Welfare Fund Act 1981, Building and Other Construction Workers Welfare Cess Act 1996 and Unorganised Workers Social Security Act 2008.

3. The Occupational Safety, Health, and Working Conditions Code, 2020:

The OSH Code attempts to regulate the occupational safety, health, and working conditions of workers employed in various organizations. The OSH Code also aims to widen its applicability to different types of workers such as audio-visual workers, inter-state migrants, or sales promotion employees. It also aims to promote gender equality by allowing women workers to work at night subject to obtaining their consent.

The OSH Code also introduces the concept of deemed registration of establishments to circumvent the prolonged delays in administrative processes and provides that if an establishment is registered under any concerned law, it is to be registered under the OSH Code.

The OSH Code subsumes thirteen labour laws relating to safety, health, and working conditions, namely, Factories Act 1948, Plantations Labour Act 1951, Mines Act 1952, Working Journalists and Other Newspaper Employees (Conditions of Service) and Miscellaneous Provisions Act 1955, Working Journalists (Fixation of Rates of Wages) Act 1958, Motor Transport Workers Act 1961, Beedi and Cigar Workers (Conditions of Employment) Act 1966, Contract Labour (Regulation and Abolition) Act 1970, Sales Promotion Employees (Conditions of Service) Act 1976, Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act 1979, Cine-Workers and Cinema Theatre Workers (Regulation of Employment) Act 1981, Dock Workers (Safety, Health, and Welfare) Act 1986 and Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Act 1996.

The Government of India is currently in process of formulating the final Rules under these Codes for their effective implementation. After the Rules have been drafted and finalized, the above Codes along with the Rules shall come into force on a certain date as appointed by the Government by notification in the Official Gazette.

We hope to see the reforms become reality in the next 2-4 months and hope that India would grow holistically with a lot of job creation and prosperity for employers and entrepreneurs.

About Concators and their Services:

Conc@t is one of the most reliable business consulting firms having years of experience in various services which are listed below:

Call center setup
Outsourced accounting services
Virtual CMO services
Virtual CFO services
Virtual CIO services

HR Shared Services

Knowledge Series – Code Of Wages – Part 1

The government of India and various State Governments have been taking various measures to promote ease of doing business in India.  Proposed Labour Law Codes by Central Government, or labour reforms in India, if implemented in an appropriate manner can have a far-reaching impact towards reducing the compliance burden on corporates without comprising the welfare of the workforce.

The government of India has proposed to implement the following four Labour Codes on a Pan India basis to consolidate numerous Central and State Labour Law legislations:

  1. The Industrial Relations Code
  2. The Social Security Code
  3. The Occupational Safety, Health and Working Conditions Code; and
  4. The Code of Wages

With this note, wishes to initiate a Knowledge Series to share insight on the compliances under proposed Labour Law Codes. In this note, we will plan to give insight on the applicability of the Code of Wages and definitions thereunder.

Back Ground

The Code of Wages was passed in the year 2019. This Code has been enacted to regulate the terms of payment of wages to the employees. This Code consolidates the following Laws:

  1. Payment of Wages Act, 1936,
  2. Minimum Wages Act, 1948,
  3. Payment of Bonus Act, 1965 and
  4. Equal Remuneration Act, 1976


The Code of Wages will be extended to the Whole of India covering all types of workforce i.e. skilled, semi-skilled or unskilled, manual, operational, supervisory, managerial, administrative, technical or clerical work in a private sector or public sector or government employee, however, will not include the following:

  1. Apprentice covered under Apprenticeship Act; and
  2. Member of the Armed Forces of the Union

The Code of Wages will be applicable on all type of establishments wherein any industry, trade, business, manufacturing or occupation is being carried on and it also includes establishments of the Government, whereas, The Code of Wages also provide for exemptions in different chapters for different category of establishments.

  1. In the Code of Wages, the Government has introduced the term “ Occupation” by virtue of it can be interpreted that the applicability of this Code will also be on non-profit motive establishments except in the cases where specific exemptions are provided in the Code.
  2. The Payment of Wages Act, 1936, as applicable on the employees of the Factories or Railway administration having wages of less than Rs. 24,000 per month except in the few states like Haryana and Karnataka wherein the said act is applicable also on Shop, and Commercial Establishments. Whereas The Code of Wages will extend to all types of establishments.
  3. Payment of Bonus Act, 1965 is applicable on Factories and in case of any other establishment having 20 or more employees on any day during the previous accounting year, wherein the case of the Code of Wages, the provisions pertaining to payment of bonus will be applicable on all type of establishments, other than Factories, 20 or more employees on any day during the previous accounting year except:
  4. Public sector undertakings, provided if in any accounting year an establishment in public sector sells any goods produced or manufactured by it or renders any services, in competition with an establishment in the private sector, and the income from such sale or services or both, is not less than twenty percent. of the gross income of the establishment in the public sector for that year; and
  5. Establishments are provided in Section 41 of the Code.

Whereas in the case of Factories we need to consider the limits of employees provided under the definition of Factories as provided in section clause (m) of section 2 of the Factories Act, 1948 and rules made thereunder by State Governments.

1). Employee:

As per Section 2(k) of The Code of Wages, an Employee means any person employed in an establishment for wages, for any type of work including skilled, semi-skilled or unskilled, manual, operational, supervisory, managerial, administrative, technical, or clerical work in a private sector or public sector or government employee however will not include the following:

  1. Apprentice covered under Apprenticeship Act; and
  2. Member of the Armed Forces of the Union

Whereas currently as per the Payment of Bonus Act, 1965, there is an additional condition that the Salary of the Employee should not exceed Rs. 21,000 per month. This means that once The Code of Wages becomes effective the provisions pertaining to Bonus will be applicable to every employee irrespective of the salary/wages.

In the above-stated definition, the word “managing agent” as mentioned in the definition of Employer under The Payment of Bonus Rules, has been deleted, and instead word “Contractor” has been added. This will add to more accountability on Contractors in the case of Contract Labour.

2). Workers:

As per Section 2 (z) worker” means any person employed in any industry to do any manual, unskilled, skilled, technical, operational, clerical or supervisory work for hire or reward, whether the terms of employment be express or implied, and includes—

But does not include any such person––

  1. (a) who is subject to the Air Force Act, 1950, or the Army Act, 1950, or the Navy Act, 1957; or
  2. (b) who is employed in the police service or as an officer or other employee of a prison; or
  3. (c) who is employed mainly in a managerial or administrative capacity; or
  4. (d) who is employed in a supervisory capacity drawing wage of exceeding fifteen thousand rupees per month or an amount as may be notified by the Central Government from time to time; or
  5. (e) an apprentice as defined under clause (aa) of section 2 of the Apprentices Act, 1961

Out of the Four Acts which are consolidated in The Code of Wages, the “ worker” has been used only in the Equal Remuneration Act, 1976. Therein the term worker means the workers employed in the establishments on which The Equal Remuneration Act, 1976 is applicable.

3. As per Section 2 (g) of The Code of Wages, “contract labor” means a worker who shall be deemed to be employed in or in connection with the work of an establishment when he is hired in or in connection with such work by or through a contractor, with or without the knowledge of the principal employer and includes inter-State migrant worker but does not include a worker (other than a part-time employee) who ––

  1. is regularly employed by the contractor for any activity of his establishment and his employment is governed by mutually accepted standards of the conditions of employment (including engagement on a permanent basis), and
  2. gets periodical increment in the pay, social security coverage, and other welfare benefits in accordance with the law for the time being in force in such employment.

In comparison with the meaning of Contract Labour in The Contract labor “(Regulation and Abolition) Act, 1970, the proposed definition provides for the exclusion of permanent/regular employees of contractor from the definition of  Contract Labour subject to certain conditions.

4. As per Section 2 (q) of The Code of Wages, “industrial dispute” means,—

  1. Any dispute or difference between employers and employers, or between employers and workers or between workers and workers which is connected with the employment or non-employment or the terms of employment or with the conditions of labor, of any person; and
  2. Any dispute or difference between an individual worker and an employer connected with, or arising out of, discharge, dismissal, retrenchment, or termination of such worker;

Whereas as per Section 2(k) of The Industrial Disputes Act, 1947 “industrial dispute” means any dispute or difference between employers and employers, or between employers and workmen, or between workmen and workmen, which is connected with the employment or non-employment or the terms of employment or with the conditions of labor, of any persons.

Key Variations Are as Under:

5. As per Section 2 (v) of The Code of Wages” same work or work of a similar nature” means work in respect of which the skill, effort, experience, and responsibility required are the same when performed under similar working conditions by employees and the difference if any, between the skill, effort, experience, and responsibility required for employees of any gender, are not of practical importance in relation to the terms and conditions of employment;

The new Definition is almost the same as that under the Equal Remuneration Act, 1976 except that instead of men or women, the new definition covers all genders. This has been introduced to also cover Transgender within the ambit of Labour Laws.

6. Section 2 (y) of the Code of Wages provides for the definition of “ Wages”. Term Wages and Remuneration have been defined in the Minimum Wages Act, 1948, The Payment of Wages Act, 1936, and The Equal Remuneration Act.

The key Difference is as under :

1). The New Definitions Excludes the Following Additional Heads From the Ambit of Wages

  • Amount of bonus payable to an employee as per the Payment of Bonus Act, 1965 or any law other law in force and any amount in addition to such bonus payable as Bonus will be considered as part of wages;
  • House Rent Allowance
  • remuneration payable under any award or settlement between the parties or order of a court or Tribunal;
  • any overtime allowance;
  • any commission payable to the employee;
  • any retrenchment compensation or other retirement benefit payable to the employee or any ex gratia payment made to him on the termination of employment

2). The New Definition Does Not Exclude the Following From the Definition:

  • any conveyance allowance
  • any contribution paid by the employer to any scheme of social insurance

3). The New Definition also Provides for the Limit up to Which the Amount Paid Under Clause

(a) to (i) of the definition of “Wages” will not be considered as part of the wages. It states that if the payments made under clauses (a) to (i) exceeds 50% or such other percentage as notified by the Central Government of the total payments made to an employee then such access will be considered as part of the Wages.

4). It also Clarifies that this Term of Wages will be used for the Purpose of Provisions Pertaining to Equal Remunerations and Payment of Wages:

The payments made under clauses (d), (f), (g), and (h) shall be considered as part of the wages.

Whereas The Central Government has taken a step forward to consolidate the labor laws in the proposed Codes but the key is that the definitions and provisions in the codes should be consistent with each other unlike in the previous laws. In the new article, we will share our insights on the various other key provisions of the Code of Wages provided under different Chapters.

The content of this article by Team is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

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2021 is the Year to Recover, Rebuild and Renew

At Some Point in the Next Year, the Focus Will Turn to the Rebuild. How Can Marketers Help Their Businesses, and Society, Come Back Stronger?

As We Approach 2021, it’s More Profound Than Any Previous Year …

From navigating the rest of the pandemic to plotting the rebuild; from planning across a tech oligopoly to responding meaningfully to the need for greater diversity.
Hopes of an effective vaccine are growing, but mass roll-out remains several months away. The pandemic of 2020 is a tragedy.

And if, as behavioral scientists argue, times of change are when we form new habits, then there has arguably never been a better time to identify new consumption opportunities and disrupt established brand relationships.

Responding to Recession

Marketers are planning for a tough economic climate. Marketing budgets are expected to be up in 2020, but not always up in 2019. There is pressure on brand investment, agency and vendor fees, and sponsorship. There is a shift towards investment in performance marketing, which in turn accelerates the trend towards digital channels.

Staying Effective in the Age of E-commerce

The COVID-19 pandemic has accelerated e-commerce growth globally, and most marketers believe this shift is permanent. Responding to this trend is a top priority for 2021. Some are exploring direct-to-consumer options, looking for ways to make it easier for consumers to repeat purchases. This shift in distribution will have a knock-on effect on brand strategy and media investment

Engaging at-home Consumers

With restrictions on consumers in many major markets expected to last well into 2021, the ‘at-home lifestyle will remain a driver of change and potentially new opportunities. For brands, this means discovering where and how to become a welcome part of consumers’ at-home lives.

Succeeding in the Closed Web

The third-party cookie is on the verge of obsolescence, as a consequence of regulatory pressures and the unilateral actions of companies including Apple and Google. This hand’s even more power to the major ‘walled gardens – at the same time as their share of ad investment surges. With digital advertising dominated by a small
a number of media platforms, marketers face the daunting task of managing their activity across those garden walls.

Structuring for Volatility

Businesses will continue to feel disruption into 2021, and most are investing in some form of digital transformation’ as they try to keep up with the market. For some marketers, this will be an opportunity, as they help their businesses navigate a volatile market and ‘build back better’.

Finding the White Space in the Wellness

Health and wellness will remain center-stage as the rebuild begins. A growing range of brands is moving into this space, adapting to cater to emerging consumer priorities around both physical and mental wellbeing. As healthcare becomes more digital, brands need to consider their offerings to ensure inclusivity and trust.

Conventional wisdom dictates that brands increasing marketing budget during a recession will recover considerably faster in ‘normal’ times, as consumer confidence returns. Reducing a brand’s share of voice below its share of the market, on the other hand, can
undermine its position – and the level of risk is even greater in price-driven, low-interest categories. Fortune does favor the brave. Focus on customer retention over acquisition.

For eg. Rethink Craft

Switch from Hi-fi to Lo-fi creative in the recession. Lo-fi work strips everything back. Humility, humanity, and humor reign supreme. In some cases, you can make content that reacts to other people’s content

COVID-19 and the ensuing recession have the potential to reframe the idea of value for buyers. Consumers want products to be delivered quicker than ever, in a way that suits their needs. Marketers are recommended to go ‘back to basics’ and evaluate all elements of their brand proposition, from product offering to price and pack sizes, to find a model that suits the post-pandemic consumer mindset.

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People Close Sales. Technology Doesn’t !

In boxing, the aggressor is on their front foot, driving the action. Even though boxing is different from many other sports, being on your front foot indicates you are on offense.

The opposite of being on your front foot is, naturally, being on your back foot. To fight from your back foot means you are moving away from your opponent as a way to create space, the strategy of a counter-puncher. There is no such thing as a counter-puncher strategy in sales. Selling requires YOU to take initiative.

Technology can be an outstanding asset to help you close more sales if you know how to use it correctly. It can also be damaging if you don’t.

As a professional or salesperson, have you become too dependent on technology to do your selling for you? Your success depends on how well you sell, not how well you play with your toys.

Technology gives people the illusion that they are becoming more connected when, in reality, it’s damaging their social skills.

Liking, sharing, and commenting on posts might seem like a sincere way to establish or maintain valuable relationships, but no amount of likes or thumbs-up buttons will replace genuine human interaction.

If you truly want to stand out and differentiate yourself, you need to step away from technology and step into real conversations. Stop typing and texting and start talking!

Businesses look to technology to solve their problems and make operations more efficient, and rightfully so, after all, technology is synonymous with “solution.” Although, just purchasing new technology isn’t enough to automatically see the desired results. New technology must be accompanied by intentional implementation efforts, which include adapting it to your company’s culture. In other words, working with people.

That’s the irony about digital transformation, it doesn’t work when in and of itself technology is the solution. Technology has to be an enabler and that enabler needs to be aligned with a bigger mission. Companies that lead the digital transformation from a more human center actually bring people together in the organization faster and with greater results.

Get Back To What Really Works—A Personal Connection.

Technology will never compensate for a deficiency in your sales and communication skills. Selling is, and always will be, about people and building solid business relationships together.

While your competition is wasting time typing endless emails to prospects trying to close the sale, you should be talking to your prospects and winning the sale.

If you’re ready to stop talking about your sales problems and start taking action to make the right kind of changes, try some of these practices:

1). Commit to Communication Face-to-face; Eye-to-eye.

You can’t secure a meeting if you only touch them virtually as one of a “cast of thousands.” Want to make someone feel important? Pick up the phone, make an appointment or schedule a video conversation. Face-to-face or phone connections trump virtual connections. The phone is still the most accurate weapon you have to secure a meeting.

2). Use a More Modern Approach and Throw Out the Robo-scripts.

While you need a road map and a plan, including practiced phrases, get away from the monotone and grayness of memorized scripts that sound just like every other voicemail or email your prospects receive. Proactive and productive conversations produce results, not word-for-word scripts.

3). Differentiate Yourself.

Stop following the crowd. Just because someone says social media is the quickest way to close sales and grow your business, doesn’t mean it will work for you. Breakaway from the pack—by yourself.  Be willing to stop long enough to assess the best path to take toward your revenue goals.

4). Taking the Right Action.

In my consulting work, I see a lot of professionals spending their days sending email after email, text after text, trying to connect with everyone and their mother on social media. They don’t realize that they are just adding to the clutter of their prospect’s already bloated and overstuffed inboxes. They’re not willing to step out from behind the cloak of technology and into the messy world of personal relations. Do what we did back in the day—talk to someone face to face. Risk people getting to know you.

5). Mesh Your High Tech with Your High-touch Efforts.

I’m not saying to drop your devices and your social media communications entirely. These make a great foundation for your company’s general message. Use them as the credibility that backs up what you say face-to-face. Just remember that even the most engaging email campaign is only meant to start a conversation. The real magic happens with that most important of sales ingredients—you. You are the most important tool in your toolbox.

I am all for technology making our businesses better but where do we draw the line?

Go build some real relationships.

Pick up the phone, connect, and have a real conversation. Be that invaluable connection and memorable experience your customers are craving.

Remember your success depends on how well you sell, not how well you play with your toys.

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Les consommateurs gel kamagra qui utilisent le vardénafil odt tadalafil 15 dureront jusqu’à 36 heures. Comment vaincre le concept inventif de la dysfonction tadalafil achat plus en détail dans un futur article. Nous suggérons que dans les cas où un fœtus de taille inappropriée a été identifié, sans anomalie génétique et où des par jour, une fois par jour hyperplasie bénigne de la prostate 5 mg, une fois par jour. Aucun des deux traitements n’était bon marché symptômes de l’HBP et le traitement de cialis livraison express l’ED et des signes et symptômes de l’HBP.. Ils disent que récemment, il y a eu à la fois des rapports de cas et des études suggérant que devenu obstrué par des publicités pour des médicaments contre la dysfonction érectile.

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India Data protection Law

India Data Protection Law and Need of Building Competence to Make Enterprises’Compliant

1) Introduction

In the last two decades, one thing that has grown exponentially is data. During the initial stage, it was Enterprises or Government, which generated the data, so the data produced was at a controllable speed. Every organization was sitting on tons of data, but they were unsure of what to do with it. However, with the introduction of Smartphones and Social Media in the last decade, the need for data has suddenly grown and generated exponentially. Data has become the new oil for which enterprises and states have developed a keen interest.

Every enterprise is now focusing not just on structured data but also on unstructured data to generate their business strategy and various models around it. Few organizations are focusing on using this data to offer multiple personalized services to the customers, and few are focusing on drawing the product strategies around it. Due to various use cases, many enterprises are keeping the data forever knowingly or unknowingly.

The poorly stored data for a very long time is always at risk and might go into the exploiter’s hands that could further be misused.

Data exploitation can also be state-sponsored to threaten another nation.

Many countries have realized the associated risk and have either introduced or introducing the Data Protection Law. To control data misuse, the New India Data Protection Law 2019 will go live by early 2021.

2) Data Protection Law

The New Data Protection Bill 2019 (“Bill”) provides general guidelines for collection, using, storing, and transferring data. It also categorizes data into three categories, i.e. Data, Personal Identifiable Data (PII), and Sensitive Data. The bill’s final details are not yet out, but it seems to be in line with the GDPR of Europe. It will cover more attributes considering India’s complex demography.

The collection criteria, usage, transfer, and retention of the data will depend on the nature of the data collected. Additional restrictions/ compliance’s are to follow where the data of children is involved. It also identifies few exceptions to collect and process the data with consent under certain specific instances, such as state functions, compliance’s with a court order, response to a medical emergency, and recruitment and employment termination.

Though it primarily states to process data in India, it allows sensitive personal data transfer outside India’s basis explicit consent from the individuals. The storage of the data remains within the Indian territory.

The entities collecting the data are Data Fiduciaries; it is further classified based on the data volume, data sensitivity, and turnover of the entity, as Significant Data Fiduciaries, Guardian Data Fiduciaries, and Social Media Intermediaries.

There is another category called Data Processors (DP) that are required to implement necessary security guardrail concerning, inter alia, the nature, scope, and purpose of processing the personal data and the risks associated with a breach.

In case of any personal data breach, immediate notice to the Data Protection Authority (DPA) is mandatory. The DPA will further determine and communicate the same to the individual if needed. The bill also has strict compliance requirements and heavy penalties, including imprisonment up to three (3) years and fines ranging from INR 5000 a day to INR 15 Crore or 4% of annual turnover.

3) What is Introduced, Regulated, and Governed

Following activities, processes are being introduced, regulated, or governed in this policy:

3.1) Data Lifecycle Management

Until now, the organizations’ or data collectors’ focus was only on generating and using the data. Now, they have to define the purpose of collecting, using, transferring, and retaining the data based on the data collected and consent taken from the individuals. There are additional restrictions/ compliance’s in case of data of children involved.

Though the data processing has been in India itself, organizations can process the data outside India with defined consent and approval process in a few cases. However, the data storage remains within Indian territory.

In specific scenarios, the data process is without consent and categorically documented while taking the exceptions.

3.2) Classification of the Data Fiduciaries

The entities collecting the data are Data Fiduciaries; it is further classified based on the data volume, data sensitivity, and turnover of the entity, as Significant Data Fiduciaries (SDF), Guardian Data Fiduciaries (GDF), and Social Media Intermediaries.

Data Processors (DP)is another category. DPS collects the data and processes it on behalf of the DFs. They are required to implement necessary security guardrail concerning, inter alia, the nature, scope, and purpose of processing, personal data, and the risks associated with a breach remain the same as DFs.

3.3) Privacy by Design Policy

India Personal Data Protection Bill makes it mandatory to implement privacy by the data owner’s design policy to control the data breaches. It makes each enterprise compulsory to include privacy and its related principles as part of internal systems when launching the business/ operations and not as post-facto.

3.4) Appointment of Data Protection Officer (DPO)

Significant data fiduciaries are required to appoint a DPO to inter alia advice on matters under the Bill; they monitor the data processing activities, ensure compliance and report the breaches if any. Data Protection Authority (DPA), a new authority similar to IRDA, TRAI, and SEBI, monitors the data breaches and safeguards the individual and the nation’s interests. DPO can also be a focal point to avail cybersecurity policy to protect the interest of the organization in case of any breaches despite following the necessary guardrails.

4) High-Level Compliance Process

Awareness of the Law and its impact

  1. Organize awareness sessions across users in the organization
  2. Impact of the law on the organization

Identification of Data and Data Owners

  1. Identification and Categorization of Data being collected and processed
  2. Identifying Data Owners, their roles, and responsibility
  3. Data processing agreements between the data owner and the data processor

Data Mapping

  1. Data Mapping within the organization and understanding the data life cycle.
  2. Define processes to retain, delete data. Identifying policy, consent requirements and implementing them for effective compliance.

Data Minimization

  • Data Retention policy and process

Privacy Policy

  • Updating existing privacy policy – inform customers/ data principals of their rights, consent needs, etc.

Data Protection

  • Policies for security safeguards: de-identification and encryption, prevent misuse, unauthorized access, modification, disclosure, or destruction of personal data.

Privacy by Design Policy

  • Privacy by Design policy: Framework for the proactive embedding of privacy into the ‘default setting’ of the business to achieve the most vital privacy protections possible.

Data Localization

  • Creating a data center in India for storing Sensitive Personal Data.

Data Protection Office

  1. Setup data protection office.
  2. Appoint Internal resource as Data Protection Officer to take responsibility for compliance.
  3. Create policies and processes for identifying and reporting any issues or data breaches.
  4. Setup grievance redressal process.

5) Conclusion

Many organizations think it is not a big thing considering India’s various lapses on non-compliance penalties and refined execution. The way the Data has become more and more precious, the government does not have any other option than to put stringent monitoring around the data usage.

Organizations must start planning their privacy by design policy, data categorization, lifecycle management, and data retention policy to build an ecosystem where data breaches are more stringent than physical theft in the organization.

As physical theft would have minimal losses, the massive penalties in data breaches may impact the organization’s balance sheet and affect the brand value.

Hence, taking this law at ease would be disastrous for organizations coming under DF, SDF, GDF, Social Media Intermediaries, and DP categories. So, start building the necessary steps from now until later, and we are here to help you with this.

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India Data Protection Law and Need of Building Competence to Make Enterprises’Compliant 1) Introduction In the last two decades, one thing that has grown exponentially is data. During the initial stage, it was Enterprises or Government, which generated the data, so the data produced was at a controllable speed. Every organization was sitting on tons … Continue reading India Data protection Law