CiteHR (HR Discussions, Policies & Compliance - Powered by the Community)

Vathsala-nagaraju

22 January 2026 03:44:02 AM

If currently unemployed, what documents should be submitted for merging into the last account?

Vathsala-nagaraju

22 January 2026 03:50:10 AM

whats the process to merge scheme certificate to account, if one is not working in that company.

Vathsala-nagaraju

23 January 2026 04:01:35 AM

have pension account number but those companies are closed and have no way to get from 10c attested from those companies. What the process to get the scheme certificate, who else can attest?

The Maharashtra Labour Welfare Fund (MLWF) is a statutory contribution that employers in Maharashtra are required to make. It’s designed to promote the welfare of labour and certain other sections of the society. Firstly, it’s important to understand that the employer’s contributio Read More...

Bijay_majumdar

22 January 2026 05:46:13 AM

No,MLWF is rated as 100 rs per employee per six month. Out of which 75 is employer contribution. 25 is Employee contribution that is deducted from his salary. CTC cost to company and its is the total expenses calculated for Hiring the employee.

The ethical obligation of employers in the face of overlapping wage definitions is to balance between legal compliance and employee trust. While it’s important to adhere to the minimum legal requirements, employers should also strive to maximize employee benefits where possible. This approach no Read More...

Bijay_majumdar

22 January 2026 05:38:01 AM

In one of the webnairs,It is said that CTC is not the legal terms.Wages defined are clear and needs deep dive to understand from the compliance perspective.Inclusions and exclusions are clearly outlined.

The page explains that there is no single best HR software for all startups in Indiait depends on factors like company size, budget, and growth stage. Early-stage startups usually need basic HR features such as employee records, attendance, leave management, payroll compliance with Indian laws, and simpl Read More...

From a builders perspective, this feels like a procedural delay, not a risk issue. In our industry too, early-stage work often lacks perfect paperwork, and what ultimately matters is direct verification and consistency. Traditional BGV usually means theyll now formally reach out to the employer throug Read More...

Choosing a job portal for your hiring needs depends on various factors such as the type of roles you’re hiring for, the geographical location, and the urgency of the hiring process. The Time Jobs portal is a well-known platform that caters to a wide range of industries and job roles. It has a larg Read More...

Write to me at poojanvv@gmail.com. I am 26 years in the industry, as an ex-CHRO global and have delivered fantastic sessions with SKALENT INDIA !! SKALENT INDIA is one of the BEST in the market !!! They are exceptional in delivering soft skills, business / functional trainings, Leadership Programs wit Read More...

The tragic incident of a worker losing his life within days of joining highlights a serious lapse in the organization’s safety measures and its commitment to employee welfare. It raises questions about the organization’s real values and the accountability of its management. Legally, unde Read More...

The issue at hand is the treatment of juvenile offences during background verification (BGV) in the hiring process. Many hiring systems treat BGV as a permanent verdict on character, often disregarding the context, age sensitivity, rehabilitation logic, and human judgment. This can lead to unfair dismissal Read More...

When a senior asks for "informal time", employees can set boundaries without risking career damage by being clear and assertive about their comfort levels. They can suggest alternative ways of interaction that are more formal and transparent. For instance, they could propose a scheduled meeting wit Read More...

The core issue here is the emotional burden that comes with reimbursement disputes. It affects both the employee and the employer, leading to a hostile work environment and, in extreme cases, violence. From a legal and compliance perspective, it’s crucial to treat reimbursements as wages, not favours Read More...

Firstly, congratulations on your new role at Concentrix. Now, regarding your query about the lost undergraduate certificate, it’s a common issue faced by many. The first step is to understand the core issue. Most companies, including Concentrix, require original educational documents to verif Read More...

The dilemma between formal PoSH procedures and informal resolution is a common one. Both approaches have their merits and demerits, and the choice largely depends on the specific circumstances. The formal PoSH route ensures compliance with the law and provides a structured process for addressing complaints Read More...

When an employee causes a financial loss to the company, "fair punishment" can take various forms, depending on the severity of the misconduct and the extent of the loss. Repayment, forfeiture, or a capped approach that still protects retirement dignity could all be considered. However, it’s crucia Read More...

The ethical responsibility of an employer in the case of an employee’s retirement claim failing due to historical data gaps is not just a simple "not our fault". Employers have a moral and ethical obligation to assist their current and former employees in resolving these issues, even if they occurre Read More...

The emergence of a "helpful intermediary" system around employee money indeed presents a dual challenge for HR - ensuring ease of access to PF benefits while also safeguarding against potential fraud and data leaks. Firstly, HR owes employees clear communication and proactive warnings about potentia Read More...

This is indeed a complex issue that requires a delicate balance between operational efficiency and worker safety. Firstly, the core issue here is the conflict between the need for speed in delivery operations and the safety of the riders. Speed is often rewarded by customers and therefore, incentivize Read More...

Your task of integrating multiple ISO standards into a single document for an Integrated Management System (IMS) project is indeed a challenging one. Here’s a step-by-step guide to help you with this: 1. Understanding the Standards: Begin by thoroughly understanding each of the seven ISO standards Read More...

The potential changes in labour codes indeed pose a significant challenge, especially when the salary structure in your company is primarily based on allowances. The redefinition of 'wage' could indeed alter PF and gratuity costs, and the new rules for contractors, registers, and inspections could necessitat Read More...

Susanta-kumar-bandyopadhyay

19 January 2026 05:56:02 AM

Definition of Wages is same in all labour codes and it has nothing to do with Rules. Wages includes Basic, DA and RA plus the items in exclusion list from a to i and 50 percent of that. Allowances will fall under a to i. Obviously the wages will increase and accordingly PF, Gratuity, Bonus etc. wil Read More...

The issue you’re facing is a common one in industries with a high proportion of gig or platform workers. It’s a delicate balance between meeting the immediate financial needs of your workers and ensuring the company’s financial stability. Legally, there’s no obligation for a compan Read More...

Balancing business flexibility and employee security when worker protections expand is a complex task. It requires a delicate equilibrium between maintaining operational efficiency and ensuring employee rights are not compromised. The adjustment cost should ideally be borne by the business, as it i Read More...

When a tragedy occurs and causes are disputed, organizations should prioritize a balanced approach that includes truth-finding, employee support, and accountability. Truth-finding is essential to understand the root cause of the incident and prevent similar occurrences in the future. Employee suppor Read More...

When a bereaved family faces a technical rejection of an EDLI claim, a "responsible employer" should provide more than just guidance. The employer should advocate for the family, follow up on the claim, and if possible, compensate for delays. This is not just about fulfilling a legal obligation, bu Read More...

The implementation of the Labour Codes will indeed have a significant impact on salary structures and compliance measures. Here’s how to navigate these changes: Firstly, it’s crucial to understand that the new Labour Codes aim to simplify and consolidate numerous labour laws into four broa Read More...

This situation presents a common challenge in human resources management: how to motivate employees to go beyond their basic job responsibilities and contribute more to the team and the organization. Firstly, it’s important to understand that while compliance is crucial, it’s just the minimu

The ethical responsibility of HR during hiring, especially in a restructuring scenario, is to provide full transparency to potential candidates. This is not just a moral obligation, but also a strategic move to maintain the company’s reputation in the long run. The minimum "truth package" tha Read More...

Dilemma is right and very human, its natural. The first and foremost thing, if you have been appointed as HR for any organization, then your first morality should be towards employer. Definitely laws must be followed and if employer wants us to break law then we must refrain or resign. But what to disclos Read More...

The new labour codes in India are expected to have a significant impact on the appraisal and increment process. Here’s how: Firstly, the new codes aim to simplify and consolidate numerous central labour laws into broader codes, which will impact various aspects of employment, including wages an

The concept of "fair contribution" in a gig economy where work is fragmented across platforms is complex. It could be based on a pro-rata system where contributions are calculated based on the actual hours worked on each platform. This would require platforms to maintain accurate records of worker engagemen Read More...

In this situation, accountability should be shared between the employee and the employer. The employee, despite his grievances, should not resort to actions that could harm the organization and its stakeholders. On the other hand, the employer should ensure timely payment of wages to prevent such situations Read More...

The "leak culture" can be seen as both a sign of employee betrayal and a predictable response to opaque leadership. It’s a symptom of a lack of trust and transparency in the organization. Employees may feel compelled to leak information if they believe the company is not being forthright abou Read More...

When employees openly ignore a mandate and there are no consequences, it undermines the legitimacy of leadership. This can lead to a breakdown in discipline, reduced morale, and a culture of selective compliance. To redesign RTO enforcement so it is fair, defensible, and privacy-safe, the following step Read More...

A company that aggressively hires "immediate joiners" is likely signaling a culture of urgency and potentially, chaos and disrespect for process. This approach can lead to a high-risk environment, with potential legal and operational issues. From a legal perspective, ignoring notice periods and servic Read More...

The challenge you’re facing is a common one in many organizations that employ non-payroll workers. It’s crucial to have a system in place to track these individuals to ensure smooth operations and clear accountability. Firstly, let’s understand the core issue. Non-payroll workers ar Read More...

Creating an HR policy for a Micro, Small and Medium Enterprises (MSME) trading company with a workforce of 20 employees can be quite a task, but it’s crucial for the smooth functioning of your organization. Firstly, the core issue here is the lack of a structured HR policy which can lead to inconsistencie

The complexity of managing a non-traditional workforce, especially in terms of social security coverage and compliance, is indeed a challenge. Here’s a step-by-step action plan that could help you navigate this issue: 1. Classification Clean-Up: Start by ensuring that all workers are correctl Read More...

The core issue at hand is the extension of the deadline for eFiling of Electronic Challan cum Returns (ECR) for the pay month of December 2025. This affects both employers and employees as it provides additional time for the completion and submission of these important documents. From a legal and complianc Read More...

This situation indeed presents a unique challenge. Here’s a step-by-step guide on how you can handle it: 1. Understanding the Core Issue: The primary concern here is the unexpected increase in gratuity/leave liability provision. This has led to questions from the finance department and assumption Read More...

The situation you’re facing is indeed complex, but not uncommon. The implementation of new labour codes requires careful planning and prioritization. Here’s a step-by-step action plan: 1. Begin with the Compensation Restructuring: The first step should be to restructure the Cost to Compan Read More...

When PF timelines slip, ethical leadership should ideally involve transparent disclosure and proactive restitution. It’s crucial to communicate any delays or issues with the employees promptly and honestly. This not only maintains trust but also gives employees the opportunity to plan accordingly Read More...

The impending implementation of the new Labour Codes is indeed a significant change that will affect both employers and employees. It’s crucial to approach this change with a clear understanding and a well-thought-out strategy. Firstly, the core issue here is the potential change in salary structure Read More...

The fear of retaliation can significantly erode trust within an organization and compromise the quality of information leaders receive. When employees feel that asking for fair pay could cost them their jobs, they may withhold important feedback, concerns, or ideas, which can ultimately harm the organization’ Read More...

If a company removes the "10-minute" promise but maintains the same incentive structure, it could be seen as a form of deception rather than compliance. This is because the underlying pressures and risks for the workers remain unchanged, even though the branding has been altered. The operational control Read More...

The rapid expansion of social security to include unorganised workers presents both opportunities and challenges. To prevent misclassification and paperwork theatre, it is crucial to have a robust compliance system in place. Firstly, the core issue is the potential for misclassification of workers an Read More...

Dealing with an employee who has submitted a fake experience certificate is a complex issue that requires a balance of legal compliance, company policy, and fairness. Firstly, it’s important to understand the gravity of the situation. Submitting a fake experience certificate is a serious violatio Read More...

The impact of the labour codes on businesses will largely depend on the nature and structure of the organization. However, in the first year, the Social Security code might pose the most challenges. This is because it introduces significant changes such as the inclusion of gig and platform workers, an Read More...

Understanding the calculation of gratuity for daily wage workers can be a bit complex, but it’s crucial for maintaining compliance with labor laws and ensuring fair compensation for employees. The Payment of Gratuity Act, 1972, governs the payment of gratuity in India. As per the Act, an employe Read More...

When POSH (Prevention of Sexual Harassment) is mishandled, the first thing that breaks within a company is usually trust in HR, as they are the primary custodians of the process. This can subsequently lead to a breakdown in trust in leadership and the idea of fairness itself, as employees may feel tha Read More...

The decriminalisation of minor violations may have two potential effects on companies. On one hand, it could lead to a more honest approach as the fear of criminal stigma is removed. On the other hand, it could also result in companies treating violations as a cost of doing business, thereby pricing-i Read More...

The ethical failure in the case of a retiree paying an unofficial "fee" to get a DLC done falls on all parties involved. The system should be designed to prevent such occurrences, the intermediary should not exploit the situation, and families should be informed enough not to feel desperate to pay suc Read More...

Hello Zakiya, The criteria for the "Star of the Month" award should be comprehensive, objective, and transparent to ensure fairness. Here are some steps you can follow: 1. Establish Clear Evaluation Criteria: The criteria should be job-related and measurable. They can include factors like meeting o Read More...

Amolnakve

16 January 2026 04:04:45 AM

Hi Zakiya! It is a pleasure to meet you. As an HR Executive, you know that a "Star of the Month" award can either be a powerful motivator or, if handled poorly, a source of team friction. Linking these monthly wins directly to your Organizational Vision is a brilliant strategy. It transforms the awar Read More...

Amolnakve

16 January 2026 04:37:44 AM

Hi Zakiya! It is a pleasure to meet you. As an HR Executive, you know that a "Star of the Month" award can either be a powerful motivator or, if handled poorly, a source of team friction. Linking these monthly wins directly to your Organizational Vision is a brilliant strategy. It transforms the awar Read More...

The Supreme Court’s demand for proof of POSH compliance from courts implies that private employers should treat both "evidence of prevention" and "evidence of process" with utmost seriousness. It is no longer sufficient to merely have a policy in place; employers must be able to demonstrate tha Read More...

When an employee spoofs their location during a family emergency, a fair response would be a blend of structured compassion and a tiered consequence model. Strict enforcement could potentially harm the company’s reputation and employee morale, especially if the employee’s work output remain Read More...