Madhu.T.K

19 December 2024 05:37:25 AM

Any unearned earned leave can be encashed only when the employee leaves the establishment. That means as per law there is no encashment available for the employees who are continuing in the service. When the OHSWC Code is made applicable any leave which will exceed 30 days shall be encashed by an existin Read More...

As Per Factories Act 1948, Every Worker is entitled to one EL(Earned Leave ) for every 20 days of Work. i.e., 15 EL’s. Depends on company Policies maximum of 30 days of EL’s carryforward from one year to the next year.

Sunil.snjo

20 February 2025 06:59:58 AM

PL/EL can be carried forward based on company policy, as the act is silent on this matter. Employees who leave the company may be able to encash their PL/EL. Generally, companies maintain a minimum balance of 30 days, but there is no specific rule for this. The company can decide the PL limit based o Read More...

Hello, Possible Solutions: 1. Request TCS to Adjust the Joining Date (Easier Route) Since the overlap is only 2 days, your friend can try requesting TCS to update the official joining date to 12th Sep 2019 (if they are flexible). Some companies allow minor adjustments for administrative reasons. Sh Read More...

Loginmiraclelogistics

16 January 2025 12:39:46 PM

Generally speaking many of the establishments follow combination of CL, EL/PL & SL. While CL is can be availed proportionately for the service rendered, even during probation period, other types get credited only for the service rendered for the full or part of the year. The no.of days vary from estt Read More...

Krushna

18 February 2025 07:12:44 AM

Hi, In the Industrial Employment Standing Orders Act, 1946 it’s very clearly written the probation period is 3 months and relying on the Hon’ble SC judgement in the case of Western India Match Limited, 1973 the probation period can maximum be extended to twice of the original probation period Read More...

Hello, Your approach is logical and employee-friendly, considering that CL is granted retrospectively from the date of joining. The policy states that CL is credited retrospectively upon confirmation, meaning the employee had already earned those 5 days from June to December. Since CL is not a post-confirmatio Read More...

Arunjain.ncl

20 February 2025 05:07:02 AM

Hello, This is really surprising that the Company asks the employee to resign as the role was no longer required and the employee resigns in hope that he will be well treated at the time of exit. But here the things have been different in your case. Leave salary (Encashment of balance Earned leave) an Read More...

Srinivas24

14 January 2025 18:48:36 PM

Yes, a PDF letter on company letterhead can be legally binding if you have affixed your signature to it as acceptance.

Saswatabanerjee

20 January 2025 15:15:21 PM

Other things aside (the bond is probably a violation of contract law sec 27), let me clarify your list line. Notarisation has no impact on legality and validity. It only confirms that the document is a true copy of the original document. That is all. There is no legal impact of having or not having it

Arunjain.ncl

20 February 2025 04:56:13 AM

Hello, I agree with Mr Srinivas Ji. If a candidate signs a Bond of service, then this document is enforceable legally on the Executor and the Sureties, if any, whether nor not it has been Notarized or executed on a Judicial Stamp Paper, which is an ideal condition for obtaining Bond from an incumben

Amolnakve

18 February 2025 08:45:43 AM

Generally leave encashment done on the basic salary. But organisation can formulate the rules governing encashment. leave encashment is not mandated by Indian labour laws. The employer decides whether the unused paid leave can be encashed or carried forward to the next year. Organisations generally provid Read More...

Thank You everyone for your valuable insights.

Krushna

19 February 2025 17:20:35 PM

Refer to the Chapter VIII, clause 78 & 79(3), the Factories Act, 1948 on leave encashment. There is no mention that the encashment to be done on basic salary. It should be done on gross salary as it would have been the case when an employee takes a leave and get paid in full equivalent to their worke Read More...

Su-kumar

19 February 2025 15:35:27 PM

Dear, There is no law which force you to provide service certificate to employees who leaved the organisation after serving Company.But it is ethical to provide service certificate to employees. In your case if you have proper evidence then issue a chargesheet and then initiate a enquiry.If your charg Read More...

Sharmavk05

19 February 2025 08:55:46 AM

Greetings Anonymus, This is a common practice among youngsters. You have made a serious mistake, and now your ex-employer is playing with your emotions. You can discuss this with your current employer and tell your story verbally. Is your present asking for an experience certificate? If you want to understan Read More...

Hi, Since the incorrect last working date (LWD) is affecting your employment records and PF history, heres what you can do: Steps to Get the LWD Corrected Step 1: Try One Last Time with HR (Written Request) Since you’ve already communicated verbally, send a formal email requesting the correction Read More...

Yessirvijaya@gmail.com

19 February 2025 14:22:13 PM

Do not get worry, the reasons are 1. They paid upto 30th May, 2021, which means they have accepted your resignation and they considered you were on duty till 30th May, 2021. 2. You have not stated your notice period, even then, nothing to worry. 3. You need not pay any notice period payment as they hav Read More...

Sharmavk05

19 February 2025 08:19:11 AM

My Dear, Under normal working conditions, you must submit half-yearly and yearly returns in July and January of the subsequent year and a license renewal form in September every year. The rest of the formalities depend on your requirements or incident/accident. Regards

Hi Harsh, I understand your concern, Harsh. Since this issue is related to incorrect PF exit dates and dual employment, lets go step-wise how you can resolve it. Step 1: Contact Company "A" for Correction Since Company "A" has reported your exit as November 4, 2019, you need to ask them to correct i

Vilas-kadam

15 February 2025 07:13:38 AM

Please share Maharashtra Minimum Wages from Jan-2025 to Jun-2025 - PDF copy

Shaileshsangare

18 February 2025 10:55:58 AM

Plz Maharashtra D.A.Fron 1 Jan 2025 To 30 June 2025

Mhpaunikar

18 February 2025 12:45:01 PM

plz share jan to jun.25 minimum wages in maharashtra

You are eligible for 26 weeks maternity benefits. Definition of child includes still born one. Even the 2017 amendment didn’t change it by including adopted child. Hence we can naturally conclude that child means biological child. Varghese Mathew 9961266966

Madhu.T.K

13 February 2025 10:57:37 AM

In continuation to what Mr Varghese Mathew has stated, I would say that the marital status or relationship with in the form of a wife- husband is not a matter under the Maternity Benefits Act for extending maternity benefits. The only reference is woman employee, her pregnancy and having two survivin Read More...

Pvenu1953@gmail.com

18 February 2025 10:54:48 AM

Yes, as regards to maternity leave, biological children alone matter; marital relations do not matter. It is well settled that an unmarried woman is also entitled for maternity leave.

Arunjain.ncl

17 February 2025 06:50:25 AM

Standing Orders do not prohibit marking of attendance through biometric system. But before introducing a new system, the following needs to be taken into consideration - 1) Hold a meeting or series of meetings with local trade unions and take them into confidence. They will oppose, but the managemen

Respected Madhu Sir, Sir, I apologize for my lack of understanding, but based on a layman’s reading of Section 20(b) of the ID Act, it appears that when the FOC is drawn and received by the Appropriate Government, the conciliation process ends. So in my understanding before the matter is referre

Madhu.T.K

18 February 2025 03:30:35 AM

True. But the decisions of Andheri Marol Kurla Bus Service Vs The State Of Bombay (1959(1)LLJ 236 SC) , Workers of the Industry Colliery, Dhanbad Vs. Management of the Industry Colliery, (1953) S.C.R. 428 ) and Colliery Mazdoor Congress, Asansol Vs. New Beerbhoom Coal Co. Ltd, were different. In thes

RadhaChawlaSharma

12 February 2025 18:39:01 PM

Yes the Presiding officer of an Internal Committee under Posh Act should be a senior woman for addressing Sexual Harassment Complaints in an organization. Why: To ensure complaints addressed promptly To encourage women to come forward when they experience sexual harrasment To ensure inquiry process a Read More...

Suresh Rathi

13 February 2025 15:08:08 PM

Ch 2 of POSH Act 2013 is very clear on the subject. The composition of the committee is spelt out — It has to be a lady Col.Suresh Rathi

Amolnakve

18 February 2025 03:07:04 AM

As per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the Internal Committee (IC) must be presided over by a female presiding officer. This provision aims to: - Prevent biases - Ensure prompt action is initiated on each case - Provide support to the aggrieve Read More...

Suresh Rathi

17 February 2025 17:25:16 PM

Better to do a SWOT at management level Col.Suresh Rathi

Jeevarathnam

17 February 2025 11:41:48 AM

As per current legislation following are the response 1) No such legislation to calculate the Basic Pay but it is advisable to consider the Basic wages not lesser than the scheduled Minimum wages 2) you can consider 40% but plan to have Basic as said above If Code on wages is implemented then entir Read More...

Hi Jeevarathnam, Thank you for your response. The minimum wage in Maharashtra is ₹14,700/-, and for skilled employees in our company, Im considering setting the basic pay at ₹25,000/-. I believe this will meet the requirement, and there should be no compliance obligations, correct?

Hi Jeevarathnam, Thank you for your response. The minimum wage in Maharashtra is ₹14,700/- for skilled employees in our company, Im considering setting the basic pay at ₹25,000/-. I believe this will meet the requirement, and there should be no compliance obligations, correct?

Yugandhar-a1

17 February 2025 10:34:31 AM

Gross Salary. EPF need to Pay regularly. ESIC you can’t process, if you paid ESIC employee can’t claim Maternity benifit under ESI.

Keerthipranav

17 February 2025 08:05:18 AM

Earned leaves generally as per the company policy. Some companies consider it as lapsed after reaching the max eligibility as described in the policy and some companies may encash as taxable over and above the max eligibility.

Ravichandiran-b

13 February 2025 05:02:32 AM

OK. Thanks for clarifications.

PRABHAT RANJAN MOHANTY

16 February 2025 14:27:52 PM

No workman can have simultaneous membership in more than one union in the same establishment. The standing orders of the establishment and the Bye-laws of the trade union restricts dual membership.

Arunjain.ncl

17 February 2025 06:25:30 AM

Hello, Ideally, one should not be the member of two Trade Unions. BUT, if check-off system has not been introduced in an organisation, it is very much possible and seen in a few industries during my service period, that number of unionised workers is more than the total manpower of that particular unit/establishment Read More...

PRABHAT RANJAN MOHANTY

17 February 2025 06:10:40 AM

The service certificate generally contains DoJ, DoL, Department, Designation, Reason of leaving, Gross annual compensation. You mention the job perfomed in TCS in the format they have provided. The pay scale mentioned in your appointment letter.

Shekhar Bhonagiri

12 February 2025 07:08:14 AM

Simply put, you will never be able to live comfortably with a lie as the fear of it being revealed will be a constant unease. Drop the fake experience and keep your mind at rest and your career prospect active.

Suresh Rathi

13 February 2025 15:27:36 PM

As suggested by members do not include the fake 4 years experience . It may come back to haunt you in future Col.Suresh Rathi

V.Raghunathan

16 February 2025 15:34:04 PM

Truth prevails in the long run. In interviews they mostly see in what way you would fit into their requirement. A call is given based on your current position along with the responsibilities held. By an outside chance if you are applying based on what you learnt in the initial years - referred by yo Read More...

Arunjain.ncl

16 February 2025 14:08:58 PM

Hello, You have not stated the type and size of your organization. So a tailor made suggestion may not be as fruitful as you would like to have You may contact for advice through email at arunjain.ncl@gmail.com Best wishes AK Jain Retired Manager (HR) Coal India ltd.

Trang-thu

16 February 2025 14:11:32 PM

Incorporating Google -like transparency can foster trust between employees and management. For those seeking specific templates, various online resources can provide valuable insights. Let’s collaborate to share best practices that will strengthen our workplace culture!

Arunjain.ncl

16 February 2025 14:13:00 PM

Hello, You have not mentioned about the nature and size of the organization. So a tailormade suggestion would not be a good thing. Hence, I would suggest you to contact me, of course if you wish to, through email at arunjain.ncl@gmail.com. AK Jain Retired Manager(HR) Coal India ltd

Jeevarathnam

14 February 2025 12:37:35 PM

As there is contractual obligation between S & P, S will add P as contractor & issue Form V to P. There are provisions S can issue form V to E as subcontractor to P but not many companies will issue

PRABHAT RANJAN MOHANTY

16 February 2025 13:40:27 PM

The question of State Govt. & Central Govt. is not the prime but either can be as PE & Contractor in case to case. In your case the State Govt is bound by law to issue Form V to BHEL, as issued the Work Order in first instance. Then PE may or may not issue Form V to the sub-contractor (E ) upon the reques Read More...

Vmlakshminarayanan

16 December 2024 10:50:06 AM

Hi, Ok got it. We don’t know about the importance of that file. You can follow up with your HR.

Shakeel-peeran

13 February 2025 14:57:08 PM

A company has right to take official or legal action against the staff who breached security violation policy however its depend on the data or file validity as how important to them which you have forwarded/ downloaded to your personal mail/ system. if Hr is convinced with your apology written lette Read More...

How do you "unfortunately" send confidential company information to your own email address? People not enagaged in nefarious activites don’t make such stupid mistakes. In all my 50 years of working life I never ever photocopied or sent work documents to my personal email. It was particularly importan Read More...

Today visited Maharashtra Labour Commissioner’s office (Kamgar Bhawan, 2nd floor) at Bandra (BKC) for Dearness Allowance Circular for Jan 2025 and came to know that they have yet not received any notification from Centre for further calculation. Have given my email ID, if issued, they will sen Read More...

Pianist_praju-21

13 February 2025 05:09:22 AM

Require Maharashtra VDA Fron Jan 2025 To June 2025

Plz Maharashtra D.A.Fron 1 Jan 2025 To 30 June 2025

NK SUNDARAM

14 February 2025 13:55:31 PM

You have not given details... what kind of support you need. If you are a HR guy, you should write clearly your expectations. Your posting is quite vague. Best wishes

Anil.arora

09 January 2025 06:11:51 AM

I would advise against adding fake experience, as this is unethical. Additionally, you may face serious consequences during the background verification process, which can negatively impact your career if you are caught. This can also be demotivating due to the outcomes. Remember, your experience, knowledge

Shekhar Bhonagiri

13 February 2025 16:28:27 PM

What is worrying is your thought . People will remember you for your integrity and honour or for your cunning and lack of ethic, you always have a choice , make sure you use it well.

Dinesh Divekar

14 February 2025 12:58:21 PM

Greetings member, The senior members have written about the demerits or even evils of fakery. I resonate with their views. You were unemployed for 1.5 years, from May 2018 to November 2019. You intend to fill this gap in your CV. The thought of adding a fake experience occurred to you; however, instea

Anju-neha

14 February 2025 10:17:16 AM

Hi, can you help me please i need six months new joinee employee verification format please send me

Anju-neha

14 February 2025 10:18:01 AM

Need Six months new joinee employee verification format Hi, can you help me please i need six months new joinee employee verification format please send me

Dinesh Divekar

14 February 2025 12:37:06 PM

Greetings Anju Neha, I wish you had proper context for your query. You wanted six-month employee verification format but did not specify the designation of the employee, who will do the verification, why verification after six months, the parameters on which you will do the verification, etc. Withou

Dinesh Divekar

14 February 2025 12:31:45 PM

Greetings Sidharth, I wish you had proper context for your query. You wanted the format of the letter for "retaining a resigned employee" but did not specify who will write the letter, to whom it will be addressed, what the retention benefits are, or whether the resignation was voluntary or involuntary

Nilsoni

14 February 2025 04:22:49 AM

Still its not declared by maharastra labour department

Ashish-jain1

14 February 2025 07:07:06 AM

On which website is the minimum wages of Maharashtra published?

Ganesh-kulkarni1

12 February 2025 06:02:33 AM

Please send da jan2025 to jan2025 Maharashtra

Laxdweep-hr-associates

13 February 2025 11:16:50 AM

Please share Maharashtra Minimum Wages from Jan-2025 to Jun-2025

Greetings Sir , Please share Maharashtra Minimum Wages from Jan-2025 to Jun-2025 Marathi list PDF

whats the minimum wage for data entry operators , unskilled, semi skilled for state of maharashtra . is that different from city to city , if yes we are at Navi Mumbai . What are the regulatory labor compliance, minimum mandatory for a 5 people Pvt Ltd firm .

Need suggestions on many Indian companies don’t pay minimum wages as per wages act to own employees, but they shows increase salary on Their salary books because to safe himself for future inspection and companies make fools innocent employees and they can’t avail EPF benefits. How can w Read More...

Nienow-donny

14 February 2025 01:53:45 AM

Welcome to the community! Regarding your query about penalties under the wages act, its essential to note that non-compliance can lead to hefty fines, recovery of unpaid wages, or even legal actions. For a lighter take while exploring rights and responsibilities, I recommend checking out the game < Read More...

Kk-nair

13 February 2025 10:08:48 AM

All social Welfare legislations would apply like PF, ESI/EC. LWF, MB, etc would apply, attention to be given Inter State Migrant Workmen Act 1979.

PRABHAT RANJAN MOHANTY

13 February 2025 16:02:18 PM

You have to obtain licence under CL(R&A), ISMW, B&OCW and PF. The ESI may be upon notification. You also have to get NOC from pollution control department for Batching Plant and Hot Tar Asphalt plant are the essential one to start.

PRABHAT RANJAN MOHANTY

17 December 2024 05:52:25 AM

The recipient is required to respond to the notice within the specified time frame, w You can put the employee on suspension , If the recipient fails to respond till they provide a satisfactory explanation. Other wise you can terminate as they didn’t have vaild explanation to the misconduct, i Read More...

Arunjain.ncl

13 February 2025 10:37:52 AM

It has not been mentioned what type of establishment is yours. Do you have any Certified Standing Orders in your Establishment/Organization ? If yes, then go by the provisions laid down in the Certified Standing Order. If not, follow provisions under Model Standing Orders as per The Industrial Employmen Read More...

Kkanirudhan

13 February 2025 15:57:15 PM

While issuing show cause notice against complaint / alleged misconduct, 24 or 48 hours time limit is given to submit reply.... Also used to write: "In case we didn’t receive your reply within the above period, it will be presumed that you have accepted the misconduct and have nothing to say an Read More...

The institute is located in Noida, Uttar Pradesh and is a private University. I do not know how to start this matter and with whom I should discuss it with. I have currently moved out of the previous work location. Should I take help from lawyer? Is their any labour court I can file my complaint with Read More...

Is there any clause in your appointment order or service conditions that an employee intending to leave service have to serve till the end of the current semester or the notice period whichever is longer. If so, then only the action of the employer is justified. The legal option is to go to a civil cour Read More...

Kkanirudhan

13 February 2025 15:41:48 PM

I had worked with educational institutions about 15 years as Professor. The notice period was one month applicable for both employee and employer. The precedence in academic institutions is that the teaching staff, if resigned at the beginning of a semester can get relieved only after that semester i Read More...

Suresh Rathi

13 February 2025 15:22:00 PM

As you have stated that all terminations were held valid by court.Now you have opted to accommodate the demand in part. Hence the Union will try to get additional benefits. No comments on commitments made to them but you have to be firm and reject their demands and if possible withdraw the concessio Read More...

Mahesh Ravi

13 February 2025 06:40:40 AM

your previous employer has considered only 6yrs of total service

You are entitled for gratuity , calculated for 7 years.

> Also does every company does BGV or in certain cases. Every company does extremely serious BGV nowadays. Regardless of size, there are AI tools that go through resumes and known job dbs to see if things match, flag irregularities, etc. If you think you can fake things, it’s going to be very difficult Read More...

Madhu.T.K

27 November 2024 11:58:47 AM

Companies Act 2013 does not speak about relaxation from any Labour legislation. In order to be called an industry it is not necessary that there should be profit motive. At the same time, if your establishment is not ' an industry' then these labour Acts will not be applicable to it. Obviously, if i Read More...

Arunjain.ncl

13 February 2025 10:41:56 AM

If your establishment has been registered under The Companies Act, and the number of below Board level employees attracts any Act, then the provision of that Act will apply to your establishment also.

Pl check whether a provision on increment exists in the Model Standing Orders prescribed under the Industrial Employment (Standing Orders) Act of your state. If there is a provision then action can be initiated against the company in the Industrial Tribunal for violation of service conditions. I am presumin Read More...

PLEASE TELL ME IF NO ANY MODEL STENDING SO WHAT CAN PROCEED?

Drdaleep57

13 February 2025 07:32:37 AM

No. There is no Government Rule. It is only for Minimum wages.However, you need tocheck the terms of the contract

Nanu1953

11 February 2025 07:33:56 AM

There are two very important Sections under Factories Act. Sec- 52 & 53 are two sections. As per Section 52 No adult worker shall be required or allowed to work in a factory on the first day of the week ( in this case it is Sunday ), unless - He has or will have a holiday for a whole day on one of th Read More...

Pvenu1953@gmail.com

12 February 2025 11:44:18 AM

What do you mean by "Blue-collar employee". To my knowledge, Factories Act does not have such a term.

Loginmiraclelogistics

13 February 2025 06:40:56 AM

Interesting question, web sites namaha - - Blue collar workers perform manual labor, often in non-office settings like construction sites or production lines. Their name originates from the durable blue fabrics they traditionally wore. - White collar workers, in contrast, work in offices and typicall Read More...

Madhu.T.K

12 February 2025 12:12:00 PM

No physical form from the employees' side need to be submitted to the EPFO. Form 11 declaration is a declaration by the employee to be available in the employee’s personal file kept in the employer’s office only and the same is not to be uploaded by the employer anywhere. hence the employe Read More...

Is a clickwrap agreement considered a valid form of acceptance for Form 11?

Madhu.T.K

13 February 2025 05:46:52 AM

If the employer is okay with digitally signed documents it is accepted.

PRABHAT RANJAN MOHANTY

09 February 2025 15:52:54 PM

Dear, In business there exist temporary requirement of man power for few months and for year or two and the posts ceased to exist. In such conditions persons can be hired for such period in contract. There are many establishments continue the show because the position is of permanent but showcasing a Read More...

Pvenu1953@gmail.com

12 February 2025 12:02:12 PM

What is the context of this query? Does the posting relate to employment in public service?

Harikumarbabu

12 February 2025 15:59:00 PM

In a 2022 judgment, the Supreme Court of India ruled that "equal pay for equal work" is a constitutional goal, but not a fundamental right. The court also ruled that pay parity can’t be claimed as an enforceable right, except in certain cases. Key takeaways The court ruled that the governmen Read More...

Christina-joice

17 December 2024 11:15:53 AM

Will my one year internship period be considered for gratuity or only full time employment period be considered?

Arun030563

12 February 2025 09:42:04 AM

As per PG Act, Gratuity is payable after rendering 5 years' of continuous service. Further, the period short of 6 months is not reckoned and if it exceeds 6 months, it is considered as full year. In your case, you have rendered 4 years and 11 months' service with 03 months of unpaid leave. if the unpai Read More...

Even if the unpaid leave is not approved, if the employer has not issued an order to employee ,treating those unpaid leave as break in service as per the terms of employment or rules of the company, that period of absence is considered as uninterrupted service.

Madhu.T.K

12 February 2025 12:06:49 PM

There is no breakdown for minimum wages. If you are paying the bare minimum wages you should take the whole amount for PF and Gratuity.

Madhu.T.K

12 February 2025 12:02:47 PM

Rs 1800 being 12% of the total wages should be paid as PF. This is because of the following reasons: 1. PF is payable on total wages as per contract of employment with the employee. 2. Total wages as per contract of employment can not be less than the statutory minimum wages fixed by the government 3 Read More...

Yes by giving payment in lieu of notice pay

Shobhit-kumar-mittal

11 February 2025 11:24:36 AM

It depends on cases to case basis and the appointment letter and other conditions of service. - S. K. Mittal Labour & Industrial Lawyer 9319956443

Pvenu1953@gmail.com

12 February 2025 11:55:51 AM

Notice period could be dispensed with the Appointment Letter provides such a condition. But the termination should be simpliciter than punitive. If the order of termination is punitive or stigmatic in nature, it becomes mandatory to conduct an inquiry following the procedure and an opportunity to b Read More...

Madhu.T.K

12 February 2025 11:50:05 AM

If the organisation is not a factory employing more than 100 employees, the notice period as mentioned in the appointment order itself is illegal because the maximum notice required to be given to terminate employment in an establishment having less than 100 workers is one month. It is true that fro

PRABHAT RANJAN MOHANTY

08 February 2025 14:43:45 PM

Greetings Suprabha Jena, The maximum number of overtime hours for an employee in a quarter is 50 hours as per the Factories Act. Therefore in one quarter (three months) over time hours can be 50 hours. The Factories Act of 1948 also limits the total number of hours an employee can work in a week to 6 Read More...

Saswatabanerjee

10 February 2025 10:56:14 AM

Greetings Suprava, Your question is unclear and need context Please explain the events behind the question and what you are trying to achieve. Also what is your position and what have you been asked to do?

Arun030563

12 February 2025 09:32:40 AM

Indian labor laws establish limits on daily and weekly working hours, and they also regulate overtime. Here’s a breakdown: Maximum Working Hours Generally, working hours should not exceed 48 hours per week. Daily working hours are typically limited to 9 hours. Some states follow 12 hours for thei Read More...

Bijay_majumdar

07 February 2025 15:53:27 PM

Raise Joint declaration form along with it attach your adhar and submit in epf office.

Gupta_blr

12 February 2025 09:31:56 AM

Same thing in my case also . I have done the joint declaration also but till date it is not solved When I visit EPF office they are not replying properly

Can you try roping in one of their senior leadership because I see your immediate manager could be of a Bully Boss breed.

You are eligible for gratuity for your service from Nov '14 to Sept '20. But not eligible for the second spell as you have resigned and management might have relieved you from service. Varghese Mathew Tvm.9961266966

PRABHAT RANJAN MOHANTY

06 December 2024 07:45:43 AM

Greetings Friend You were working in a company having twenty employees on roll during the year 2014.And you joined the company in November 2014. You resigned from the service in September 2020. Further, you rejoined the same company after 2 months ie., in December 2020 and have neen continued till now Read More...

Kkanirudhan

12 February 2025 05:26:53 AM

At the outset, it appears the whole thing is a confusion. Prior to registration was the company under infancy period (where statutory clauses are not applicable for 3 years.). Need to know whether you had fulfilled the " Continuous Service" requirement to be eligible for gratuity.?

In these days Many EPF Transfer and Clime Rejecting, reason is your employer considered as non-pension member or Pension Member, kindly check with EPF Office, kindly inform to your Employer and submit revised From3A and Clarification Letter to EPF Office.

M_harish

12 February 2025 03:02:58 AM

If your Basic Salary is less than 15,000/- and you are younger than 58 years, then your employers must contribute to EPS

Madhu.T.K

12 February 2025 05:12:29 AM

If you are an existing member of pension fund, the employer is bound to divide his contribution of Rs 1800 (12% of Rs 15000) as Rs 1250 to Pension Fund and the balance to your EPF. At the same time, if you are not an existing member of EPS, and you became a member of EPF after Sept 2014, the employe Read More...

Abhishek-pandey1

12 February 2025 03:43:46 AM

I can provide a template based on your need . Tell the exact need . Even you can download it from cite HR itself.

Perry-ogla

12 February 2025 03:16:10 AM

Heres a strategic approach to maximize your chances of securing an early release: 1. Strengthening Your Case Reinforce the Humanitarian Aspect: Highlight that this is a critical medical emergency, not just a personal preference. Offer any additional medical documentation if required to reinforce th Read More...

PRABHAT RANJAN MOHANTY

05 February 2025 12:54:26 PM

Do you want people just work for you with payment but without PF, ESI & other welfare measures applied to a factory for workmen ? The best way is to notify in the the news paper mentioning the conditions work. You can take them who have opted to work on aforesaid conditions.

Loginmiraclelogistics

06 February 2025 11:52:25 AM

What’s all about coverage of EPF & ESI ? going by your description they are beyond coverage of these two obligations, unless they are already existing members. I may suggest you may hire them for FT/specific contract with responsibilities adequately defined with targets together with entitlement Read More...

Thanks for the further replies. We are a small company with no dedicated HR person and hence maybe it is best that we hire them with all dues like EPF/ESIC. We don’t want issues in the future.

Please mention whether yours is a factory or commercial establishment, and state where your organisation is.

Notice period mentioned in the appointment order and agreed by employee shall be complied.waiving it is the discretion of the employer.. If by back of notice period is there in the appointment order, that can be adhered to. Unfortunately in india there is no legislation on final settlement.

The Maternity Benefit Act does not apply to self-employed women and those working with a firm that has less than 10 employees. In order to be eligible for maternity leave in a company, the woman must have worked for a minimum of 160 days in the period of 12 months before her expected date of child delivery Read More...

Karthickeyan-kaliyamoorthy

23 January 2025 10:49:41 AM

Greetings Rosemary , Greetings At this present time you may not have female employee’s . But in future you may have . but its always good to submit the same in prior , so that later you dont need to rush regarding the same in case if you have to . Its just a simple process of filing an applicatio Read More...

Vengat1957

11 February 2025 13:37:12 PM

If your company comes under the purview of the Said Act. It is mandatory to submit NIl return to the ILo of local authority.