Hi Ashok,
Meself, Rajkumar Jaiswal, me too in gurgaon
I m in Vatika Group (real estate developer)
pls let me know abt you.........
by the way ur presentation is very good n informative.
my e-mail id is
wating 4 ur reply,
regards
rajkumar
From India, Delhi
Meself, Rajkumar Jaiswal, me too in gurgaon
I m in Vatika Group (real estate developer)
pls let me know abt you.........
by the way ur presentation is very good n informative.
my e-mail id is
wating 4 ur reply,
regards
rajkumar
From India, Delhi
Hi ashok Kumar
Could you please forward me the PPTs on the acts.To brief me abt myself,Im an MBA with 4 months of experience and currently working as HR executive with a start up IT Company.
I shall be thankful to you if u could forward the above to me.
regards
ramesh K
9880804822
From India, Bangalore
Could you please forward me the PPTs on the acts.To brief me abt myself,Im an MBA with 4 months of experience and currently working as HR executive with a start up IT Company.
I shall be thankful to you if u could forward the above to me.
regards
ramesh K
9880804822
From India, Bangalore
I have one question regarding the amount to be paid to employee leaving organisation.
We have many people leaving company on short notice while our notice period is 3 months. so when a person wants to leave after 1 month, we deduct his 2 months basic in final settlement.
what is the law which states that you cant deduct his entire salary for 2 months and restricts it to basic salary?
Regards
rajesh
From India, Mumbai
13We have many people leaving company on short notice while our notice period is 3 months. so when a person wants to leave after 1 month, we deduct his 2 months basic in final settlement.
what is the law which states that you cant deduct his entire salary for 2 months and restricts it to basic salary?
Regards
rajesh
From India, Mumbai
Hi Meenakshi,
Yes it is mandatory for the company to follow & not the company's wish. In case the statutory authorities come to know that the same is not being followed then the mgt will get into trouble. I will write a detailed mail pertaining to the same later.
regards,
Sadashiv Rao :)
From Kuwait, Kuwait
Yes it is mandatory for the company to follow & not the company's wish. In case the statutory authorities come to know that the same is not being followed then the mgt will get into trouble. I will write a detailed mail pertaining to the same later.
regards,
Sadashiv Rao :)
From Kuwait, Kuwait
Dear meenakshi
As far as PF is concerned your company is coverable under the provisions of EPF & MP Act,1952. Reason behind the same is that your's is a company providing educational expert services to candidates for appearing in exam. That means your's is a educational institution in broader sense and EPF is applicable on educational institutions.
As far as ESI is concerned the scheme isapplicable to notified area by ESI authoritiesas well as type of establisment should be under the schedule head. Educational establishments are presently not under the preview of the scheme.
Gratuity is applicable on educational institutes but not applicable on teachers and is only applicable on support staff.
Leave rules are applicable under shop and commercial establishment act again a stautory requirement.
Leave policy depends upon the philosphy of an organisation towards its employees. You are a better judge in this case. Statutory provisions always speak's of minimum requirement , giving more than that is discretion.
Hope this will help you.
Anil Anand
From India, New Delhi
As far as PF is concerned your company is coverable under the provisions of EPF & MP Act,1952. Reason behind the same is that your's is a company providing educational expert services to candidates for appearing in exam. That means your's is a educational institution in broader sense and EPF is applicable on educational institutions.
As far as ESI is concerned the scheme isapplicable to notified area by ESI authoritiesas well as type of establisment should be under the schedule head. Educational establishments are presently not under the preview of the scheme.
Gratuity is applicable on educational institutes but not applicable on teachers and is only applicable on support staff.
Leave rules are applicable under shop and commercial establishment act again a stautory requirement.
Leave policy depends upon the philosphy of an organisation towards its employees. You are a better judge in this case. Statutory provisions always speak's of minimum requirement , giving more than that is discretion.
Hope this will help you.
Anil Anand
From India, New Delhi
Hello Minakshi
In case of any concern which have employed more than 20 emloyees Provident Fund and E.SA.I. is mandatory but the limit for ESI is Rs.7500/-per month salary and for PF it is Rs.6500/-. Over and above Rs.6500/-it is the discretion of the Management to contribute or not for the EPF.
Regarding Pension it is the part of PF as 8.33% of the employer contribution goes to Family Pension Fund but again the limit is Rs. 6500/- as salary i.e, Rs.541/- is limit for the contribution in FPF.
Regarding leave it is to suggest that except weekly off one privilege leave is to be given agt. every 20 working days in addition to this as per National and festival holidays act minimum 8 leaves are to be granted and 7 leaves as casual leaves are to be granted annually.
Leave encashment is not mandatory during the course of employment but the same is to done at the time of retirement,resignation or retrenchment.
Hope you find the above in order and shall mail for further clarifications.
Regards
V.S.Yadav
In case of any concern which have employed more than 20 emloyees Provident Fund and E.SA.I. is mandatory but the limit for ESI is Rs.7500/-per month salary and for PF it is Rs.6500/-. Over and above Rs.6500/-it is the discretion of the Management to contribute or not for the EPF.
Regarding Pension it is the part of PF as 8.33% of the employer contribution goes to Family Pension Fund but again the limit is Rs. 6500/- as salary i.e, Rs.541/- is limit for the contribution in FPF.
Regarding leave it is to suggest that except weekly off one privilege leave is to be given agt. every 20 working days in addition to this as per National and festival holidays act minimum 8 leaves are to be granted and 7 leaves as casual leaves are to be granted annually.
Leave encashment is not mandatory during the course of employment but the same is to done at the time of retirement,resignation or retrenchment.
Hope you find the above in order and shall mail for further clarifications.
Regards
V.S.Yadav
Dear Meenakshi,
Please check up the defintion of salary for PF and ESIC payment. PF salary includes Basic+DA. Also, there are two parts in PF, oneis pension which is 8.33% or max of Rs. 541 Over and above this amount is transferred employer's Provident Fund contribution i.e 3.67%. There are 5 accounts namely a/c 1 (Employee' 12% + Employer's 3.67%), a/c 2: PF admin charges (1.1 % of PF wages), a/c 10: Employer's pension contibution - 8.33%) a/c 21 EDLI contribution 0.5% of EDLI salary (max is Rs. 6500/-) and a/c 22: EDLI admin chages: 0.01% of EDLI salary.
There are various return:
monthly Form 12A, Form 5 and Form 10
Annual: 3A & 6A
ESIC salary includes apart from Basic+Da, conveyance HRA. also. Please check up the act for details.
Attached herewith is a checklist for your understanding prepared by one of my colleague Mr. Amit Lingayat.
Regards,
Anuradha Zingade
From India, Pune
Please check up the defintion of salary for PF and ESIC payment. PF salary includes Basic+DA. Also, there are two parts in PF, oneis pension which is 8.33% or max of Rs. 541 Over and above this amount is transferred employer's Provident Fund contribution i.e 3.67%. There are 5 accounts namely a/c 1 (Employee' 12% + Employer's 3.67%), a/c 2: PF admin charges (1.1 % of PF wages), a/c 10: Employer's pension contibution - 8.33%) a/c 21 EDLI contribution 0.5% of EDLI salary (max is Rs. 6500/-) and a/c 22: EDLI admin chages: 0.01% of EDLI salary.
There are various return:
monthly Form 12A, Form 5 and Form 10
Annual: 3A & 6A
ESIC salary includes apart from Basic+Da, conveyance HRA. also. Please check up the act for details.
Attached herewith is a checklist for your understanding prepared by one of my colleague Mr. Amit Lingayat.
Regards,
Anuradha Zingade
From India, Pune
Hi
I am preparing an Industrial Handbook for manufacturing unit in Gujarat and was wondering if anyone can share any draft of such a handbook or a list of all the applicable laws that will be applicable..
Thanks
From India, Delhi
I am preparing an Industrial Handbook for manufacturing unit in Gujarat and was wondering if anyone can share any draft of such a handbook or a list of all the applicable laws that will be applicable..
Thanks
From India, Delhi
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HR-LEGAL FORMS.zip
Aligning HR Policies to Business Objectives.ppt