Dear Bhrdwah Harsh ,
I am also facing same problem in my factory for one employee who is deaf and dumb and working as sweeper and wants to deduct her pf . How can i appoint her as confirm employee? Mean while we are paying her without booking her name in payroll ? Please advise !
From India, Chennai
I am also facing same problem in my factory for one employee who is deaf and dumb and working as sweeper and wants to deduct her pf . How can i appoint her as confirm employee? Mean while we are paying her without booking her name in payroll ? Please advise !
From India, Chennai
6
Hi Mahendra,
You can issue her a confirmation letter and include in your payroll list of employees, it is not advisable to pay her by cash.
As Shuaib said above organization with 20 or above should go for PF.
From India, Hyderabad
You can issue her a confirmation letter and include in your payroll list of employees, it is not advisable to pay her by cash.
As Shuaib said above organization with 20 or above should go for PF.
From India, Hyderabad
Dear Mahendra Singh Parihar,
You have no problem of deaf and dumb of your employee up till now. You are getting the work done by her but not giving proper salary and benefits due to her. This is not fair. This is illegal too. When you are getting done some work from any person, you should pay that person due compensation and due legal benefits. The way your services are confirmed, the same way her services should be confirmed.
From India, Mumbai
You have no problem of deaf and dumb of your employee up till now. You are getting the work done by her but not giving proper salary and benefits due to her. This is not fair. This is illegal too. When you are getting done some work from any person, you should pay that person due compensation and due legal benefits. The way your services are confirmed, the same way her services should be confirmed.
From India, Mumbai
Dear Mr.Korgaonkar K A,
Thanks for your valuable reply ! My question not about to un fair with the employee, but Can We appoint her under factory act ? As per my knowledge due to risk factor a person who is deaf and dumb have more risk to work and factory have to take more safety for such types of employee. Please advise !
From India, Chennai
Thanks for your valuable reply ! My question not about to un fair with the employee, but Can We appoint her under factory act ? As per my knowledge due to risk factor a person who is deaf and dumb have more risk to work and factory have to take more safety for such types of employee. Please advise !
From India, Chennai
Dear Mahendra Singh Parihar,
There is no provision in FA which disqualify employment of any handicap person. But you are very correct in saying that, a deaf and dumb person is having more risk to work in factory in safety point of view.
As safety precautions, you can prohibit such person on and near the machine or machinery in motion.
You can certainly employ such person. Give some appropriate training. The person is already in employment with you till date. You are happy or satisfy with her performance and that's why the question arose in your mind to confirm her services and made her entitled to PF etc.
Please confirm the services of her. Give her all statutory entitlements. She is eligible to all the entitlements. Please do not prevent her from employment and due entitlements. GOD will bless you and your company for doing a noble work of giving employment to such person.
From India, Mumbai
There is no provision in FA which disqualify employment of any handicap person. But you are very correct in saying that, a deaf and dumb person is having more risk to work in factory in safety point of view.
As safety precautions, you can prohibit such person on and near the machine or machinery in motion.
You can certainly employ such person. Give some appropriate training. The person is already in employment with you till date. You are happy or satisfy with her performance and that's why the question arose in your mind to confirm her services and made her entitled to PF etc.
Please confirm the services of her. Give her all statutory entitlements. She is eligible to all the entitlements. Please do not prevent her from employment and due entitlements. GOD will bless you and your company for doing a noble work of giving employment to such person.
From India, Mumbai
Dear Mahendra Singh Parihar,
Further to my earlier post:
If ESI Act is applicable to your company, then the employee is coverable under the ESI Scheme up to salary Rs. 25000. This means ESI is mandatory up to salary Rs. 25000 in this case.
You are entitled for certain incentives from Government, if you employ such person as under:
1. EPF employer share you need not to pay up to three years. Government will pay your share.
2. ESI employer share you need not to pay up to three years. Government will pay your share.
From India, Mumbai
Further to my earlier post:
If ESI Act is applicable to your company, then the employee is coverable under the ESI Scheme up to salary Rs. 25000. This means ESI is mandatory up to salary Rs. 25000 in this case.
You are entitled for certain incentives from Government, if you employ such person as under:
1. EPF employer share you need not to pay up to three years. Government will pay your share.
2. ESI employer share you need not to pay up to three years. Government will pay your share.
From India, Mumbai
Thanks for your reply ! Now one more question enrollment in EPF & ESIC are as same to normal employee or We need to submit some additional form and certificate to said office. ! please guide..
From India, Chennai
From India, Chennai
In fact Titan Industries being a micro precision industry employs blind people to assemble watches. The office boys and peons are deaf and dumb and the packing section employs spastics. The result is that their productivity is much more than that of normal people. And this is proven by research. In fact sometime back there was a television documentary about a certain chain of hotels in India employing only handicapped, and challenged people and the service levels there was just outstanding. Looking at this Costa Coffee and Shangrila group of hotels in certain locations have started hiring them. And they have also indicated that their service delivery levels are far superior to normal people.They not only get recognized for hiring challenged people, but their productivity/delivery level is higher on account of non distraction by others. Now who is handicapped is anyone's guess!!!
From Indonesia, Jakarta
From Indonesia, Jakarta
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
How to Survive Being the New Person at Work.pdf
WORK PLACE STANDARDS - Blank.doc