Hello everyone,
I have joined one company in Aug-2014 as a HR Manager.This company is started in June-2014.
We got 20 employee strength in that 15 is having 15k per month or less than that.
We are paying salries through bank a/c.
1-Kindly please help me,we are eligible for ESI,PF or anything eals??
2-Till we have not done or applied for ESI,so is it wrong anywhere?
3-what is the eligiblity criteria for ESI?we are eligible or not??
Please help me,its very urgent.
From India, Hyderabad
I have joined one company in Aug-2014 as a HR Manager.This company is started in June-2014.
We got 20 employee strength in that 15 is having 15k per month or less than that.
We are paying salries through bank a/c.
1-Kindly please help me,we are eligible for ESI,PF or anything eals??
2-Till we have not done or applied for ESI,so is it wrong anywhere?
3-what is the eligiblity criteria for ESI?we are eligible or not??
Please help me,its very urgent.
From India, Hyderabad
Dear Poojasingh08july,
I am sorry to say, when you say that you joined as HR Manager, you are supposed to know basics of applicable labour laws to you.
Though the applicability of PF and ESI is discussed in this forum on number of occasions, I take this opportunity to respond your query as under:
As regards to PF:
PF Act is applicable when you have total 20 head counts including contractors' employees, irrespective of any salary limit, from the date you have total 20 head counts.
As regards to ESI:
If you are not in Maharashtra, Assam and HP, ESI Act is applicable to you when you have total 10 and more head counts including contractors' employees, irrespective of any salary limit, from the date you have total 10 and more head counts. However, the scheme is applicable to the employees those who are drawing gross not more than Rs. 15000/-.
And if you are in Maharashtra, Assam and HP, ESI Act is applicable to you:
i. If you are a factory:- when you have total 10 and head counts including contractors' employees, irrespective of any salary limit, from the date you have total 10 and more head counts. However, the scheme is applicable to the employees those who are drawing gross not more than Rs. 15000/-; and
ii. If you are not a factory:- When you have total 20 and more coverable employees including contractors' employees. Coverable employees means who are drawing gross not more than Rs. 15000/-.
ESI is applicable only in ESI implemented area.
To understand more on what do you mean by establishment, factory, branches, department etc. please do research on this forum or read bare Acts and other books on the subject.
From India, Mumbai
2556I am sorry to say, when you say that you joined as HR Manager, you are supposed to know basics of applicable labour laws to you.
Though the applicability of PF and ESI is discussed in this forum on number of occasions, I take this opportunity to respond your query as under:
As regards to PF:
PF Act is applicable when you have total 20 head counts including contractors' employees, irrespective of any salary limit, from the date you have total 20 head counts.
As regards to ESI:
If you are not in Maharashtra, Assam and HP, ESI Act is applicable to you when you have total 10 and more head counts including contractors' employees, irrespective of any salary limit, from the date you have total 10 and more head counts. However, the scheme is applicable to the employees those who are drawing gross not more than Rs. 15000/-.
And if you are in Maharashtra, Assam and HP, ESI Act is applicable to you:
i. If you are a factory:- when you have total 10 and head counts including contractors' employees, irrespective of any salary limit, from the date you have total 10 and more head counts. However, the scheme is applicable to the employees those who are drawing gross not more than Rs. 15000/-; and
ii. If you are not a factory:- When you have total 20 and more coverable employees including contractors' employees. Coverable employees means who are drawing gross not more than Rs. 15000/-.
ESI is applicable only in ESI implemented area.
To understand more on what do you mean by establishment, factory, branches, department etc. please do research on this forum or read bare Acts and other books on the subject.
From India, Mumbai
Dear Member,
1. Regarding coverage under ESI Act, 1948 your unit will be covered/coverable from the date it employed 10 or more persons including contractor employees. As an HR for coverage under ESI, you need to contact the appropriate authorities of the area or comply online procedure as laid down. In Hyderabad area shops, hotels, restaurants etc. are coverable on the basis of 10 or more persons including contractor employees under section 1(5) of said Act.
2. In respect of EPF & MPs Act, 1952, the unit is coverable / covered from the date it employed 20 or more persons, including contractor employees. For obtaining coverage, hope you will contact appropriate authority of EPFO.
3. The persons/employees getting wages exceeding to Rs. 15000/- will also be counted to make it 10/20 in above Acts, but contribution will be payable only in respect of employees getting wages within coverage limit.
4. The employer will be required to make compliance right from above dates including levy of interest and damages for late deposit of contributions under above Acts. There is no infancy or qualifying period for coverage under above Acts.
From India, Noida
1. Regarding coverage under ESI Act, 1948 your unit will be covered/coverable from the date it employed 10 or more persons including contractor employees. As an HR for coverage under ESI, you need to contact the appropriate authorities of the area or comply online procedure as laid down. In Hyderabad area shops, hotels, restaurants etc. are coverable on the basis of 10 or more persons including contractor employees under section 1(5) of said Act.
2. In respect of EPF & MPs Act, 1952, the unit is coverable / covered from the date it employed 20 or more persons, including contractor employees. For obtaining coverage, hope you will contact appropriate authority of EPFO.
3. The persons/employees getting wages exceeding to Rs. 15000/- will also be counted to make it 10/20 in above Acts, but contribution will be payable only in respect of employees getting wages within coverage limit.
4. The employer will be required to make compliance right from above dates including levy of interest and damages for late deposit of contributions under above Acts. There is no infancy or qualifying period for coverage under above Acts.
From India, Noida
Dear Ashoka ji,
You will be known to this forum not by such kind of advertisements which are disturbing the link in the discussions but by your interactions / sharing / discussions etc. on various HR and compliance related issues.
From India, Mumbai
You will be known to this forum not by such kind of advertisements which are disturbing the link in the discussions but by your interactions / sharing / discussions etc. on various HR and compliance related issues.
From India, Mumbai
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