Dear Friends,
I have been informed that startup companies may not need to register with ESI and PF authorities for a certain period, such as 2 or 3 years. This exemption is intended to support the stabilization of operations. Could you confirm if this information is accurate? If so, where can I find the relevant provision? Please share the details with me. If the necessary information is already available, kindly provide me with the link.
Thank you.
From India, Kakinada
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1I have been informed that startup companies may not need to register with ESI and PF authorities for a certain period, such as 2 or 3 years. This exemption is intended to support the stabilization of operations. Could you confirm if this information is accurate? If so, where can I find the relevant provision? Please share the details with me. If the necessary information is already available, kindly provide me with the link.
Thank you.
From India, Kakinada
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Dear CS Sastry Ji,
What has been told to you is completely incorrect. There is no such provision in the ESI and PF Act currently. Previously, there was an infancy period for PF before 1997, but that is now a thing of the past. As for ESI, to my knowledge, there was never an infancy period.
Thank you.
From India, Mumbai
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What has been told to you is completely incorrect. There is no such provision in the ESI and PF Act currently. Previously, there was an infancy period for PF before 1997, but that is now a thing of the past. As for ESI, to my knowledge, there was never an infancy period.
Thank you.
From India, Mumbai
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Dear Cs Sastry Ji,
To learn more about the applicability of PF and ESI, you can click on the link provided below:
https://www.citehr.com/513289-esi-pf-registration.html
From India, Mumbai
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To learn more about the applicability of PF and ESI, you can click on the link provided below:
https://www.citehr.com/513289-esi-pf-registration.html
From India, Mumbai
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Dear Diwyeshji,
You are the Business Head of Business Solutions for PAN India. With all due respect, I believe that one should provide a specific answer to any query or acknowledge the response given by any member correctly by clicking on the provided options. If one disagrees with the answer or wishes to add something, they have the right to do so. Please do not take this in the wrong spirit. It is necessary for discussions to proceed in the correct and informative direction. I strongly believe that all members, especially senior individuals like yourself and myself, should adhere to this. In fact, our moderators should enforce this.
Kind regards,
[Your Name]
From India, Mumbai
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You are the Business Head of Business Solutions for PAN India. With all due respect, I believe that one should provide a specific answer to any query or acknowledge the response given by any member correctly by clicking on the provided options. If one disagrees with the answer or wishes to add something, they have the right to do so. Please do not take this in the wrong spirit. It is necessary for discussions to proceed in the correct and informative direction. I strongly believe that all members, especially senior individuals like yourself and myself, should adhere to this. In fact, our moderators should enforce this.
Kind regards,
[Your Name]
From India, Mumbai
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Dear Friends,
You all will agree with me that no one can be known on this forum by inserting advertisements during discussions in progress, thus disturbing the flow and direction of the conversation. A person's recognition here is based on their interactions, sharing, and discussions regarding various HR and compliance-related issues across different threads.
My humble request to all members is to refrain from inserting any advertisements during ongoing discussions and disrupting the flow of the conversation. Thank you for your cooperation.
From India, Mumbai
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You all will agree with me that no one can be known on this forum by inserting advertisements during discussions in progress, thus disturbing the flow and direction of the conversation. A person's recognition here is based on their interactions, sharing, and discussions regarding various HR and compliance-related issues across different threads.
My humble request to all members is to refrain from inserting any advertisements during ongoing discussions and disrupting the flow of the conversation. Thank you for your cooperation.
From India, Mumbai
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Dear Keshav ji, Thank you for your guidance. Let us all take Mr. Keshav’s advice in the the right perspective. I also thank Mr. Ashok and Mr. Divwesh
From India, Kakinada
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From India, Kakinada
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In today’s changing scenario, the HR function has grown to become a key component of organizational strategy. As businesses constantly evolve, the dynamics of HR must also keep pace. This is possible only when an organization’s most valued assets i.e employees are capable of seeing the bigger picture thereby help organizations gain a competitive advantage.
With a PGDM in HR, students would be able to understand the importance of HR in today’s world. Specialized courses in the HR curriculum build an intricate web comprising recruitment, mentoring, training and employee performance and management. From time to time students are provided with necessary inputs in form of latest developments in HR field. They are also encouraged to indulge in field research to gain practical insights about the subject.
• Recruitment & Selection
• Training & Management Development
• Performance Management System
• Industrial Relations & Labour Law
• Compensation Management
• ERP in HRM
From India, Ahmedabad
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With a PGDM in HR, students would be able to understand the importance of HR in today’s world. Specialized courses in the HR curriculum build an intricate web comprising recruitment, mentoring, training and employee performance and management. From time to time students are provided with necessary inputs in form of latest developments in HR field. They are also encouraged to indulge in field research to gain practical insights about the subject.
• Recruitment & Selection
• Training & Management Development
• Performance Management System
• Industrial Relations & Labour Law
• Compensation Management
• ERP in HRM
From India, Ahmedabad
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