My question is that what if the employee have crossed the limit and still for this the contribution continues will he be getting the benefit in continuation and if so, till when. Regards Kim
From India, New Delhi
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From India, New Delhi
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If the employee crosses the ceiling limit of the wage in the middle of the contribution period, he continues to be an employee for the purpose of ESI benefits until the end of the contribution period and the corresponding benefit period.
B. Saikumar
From India, Mumbai
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57B. Saikumar
From India, Mumbai
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In reference to the above said, there are 2 Half Yearly returns cycles under the ESI Act. The cycles are from April to September and October to March. So during this cycle, let's say the employee's gross salary was less than Rs. 15000 until May, i.e., the employee has paid the ESI amount for the months of April and May. If the employee's gross salary crosses Rs. 15001 as of June, ESI will still be deducted from the employee and employer until September.
From October onwards, a new cycle will start and hence the deductions for the above said case will close. Hope this clarifies.
Regards,
Vinod Kumar
FSL
From India, Bangalore
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From October onwards, a new cycle will start and hence the deductions for the above said case will close. Hope this clarifies.
Regards,
Vinod Kumar
FSL
From India, Bangalore
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As explained by Vinod is correct. Would like to add one thing, in the corresponding period he will get the benefit of ESIC. regards
From India, Mumbai
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From India, Mumbai
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Dear Seniors,
We have a peculiar case coming up. One of the employees is covered under ESI, and his wife is receiving treatment at an ESI hospital. She is likely to undergo an operation in a month or so. The employee's wages will exceed the limit effective from 1st April 2012.
Is she eligible for treatment from 1st April onwards? Please clarify.
Regards,
Kangeyan
From India, Madras
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We have a peculiar case coming up. One of the employees is covered under ESI, and his wife is receiving treatment at an ESI hospital. She is likely to undergo an operation in a month or so. The employee's wages will exceed the limit effective from 1st April 2012.
Is she eligible for treatment from 1st April onwards? Please clarify.
Regards,
Kangeyan
From India, Madras
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Hi Kangeyan,
As the employee has made contributions from Oct '11 to Mar '12, he will get the benefit for the next 6 months, i.e., from Apr '12 to Sept '12. I hope there shouldn't be a problem in this regard.
Regards,
Vinod Kumar
From India, Bangalore
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As the employee has made contributions from Oct '11 to Mar '12, he will get the benefit for the next 6 months, i.e., from Apr '12 to Sept '12. I hope there shouldn't be a problem in this regard.
Regards,
Vinod Kumar
From India, Bangalore
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I agree with Kumar Vinod. We have 2 'Contribution Periods' which are followed by 'Benefit periods'. For the Contribution period from April to September, the Benefit period starts from January till June. For the September to March Contribution period, the subsequent benefit period starts from July till December. Hence, anybody who has been on the contribution period can avail the benefits until the end of the respective Benefit Periods.
With regards,
Jayesh
From India, Bangalore
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With regards,
Jayesh
From India, Bangalore
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Dear Sir,
I am working in a manufacturing company based in Pune. My old company has been taken over by a new company, and I have withdrawn my old P.F. amount. I would like to inquire if it is possible to continue with my old PF number in the new company. Additionally, I am curious about my Pension account.
Kindly assist me with this matter.
Subhash Sutar
From India, Pune
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I am working in a manufacturing company based in Pune. My old company has been taken over by a new company, and I have withdrawn my old P.F. amount. I would like to inquire if it is possible to continue with my old PF number in the new company. Additionally, I am curious about my Pension account.
Kindly assist me with this matter.
Subhash Sutar
From India, Pune
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As per the act, once the company is taken over or merged, it becomes nothing but a sister company. In such a case, if employees are not allowed to withdraw their PF amount, one must insist that employees apply for a PF transfer. Regardless of the old or new company, employees should not sign the claim form. The reason is that the employee is still working with the parent company. Authorizing the document would result in a breach of non-compliance, and the person could be sued by the PF department. Please take appropriate steps regarding this matter. I would suggest applying for a PF transfer.
From India, Bangalore
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From India, Bangalore
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