Abdul Quadir Awate

"Greetings Shradha, The other aspect is about your role. If you are maintaining the Discipline & Culture of the Company - then you will be at fault for not performing your responsibility and not any employee. As suggested by others, once the message goes that no aberrations are tolerated in your Organization" ... (more)

"In my opinion, it is not the management but the employee who holds the fort as to continue or not. If his salary exceeds ₹15,000/-, he automatically exits from ESIC benefits after a 6-month cycle (Apr-Sept or Oct-March). But if the management, even after the lapse of this cycle, continues to pa" ... (more)

"As pointed out by Ashutosh, the Terms & Conditions of the Appointment are important. During the Probation Period, which is 3 to 6 months in most companies, the company reserves the right to terminate without specifying a reason. Moreover, if the appointment states that the position is purely temporar" ... (more)

"In my opinion, the only principle and rule governing the coverage is the number of employees in that unit and not the complexity of the surroundings, etc. While on the subject, I would like to know: i) whether ESI falls under the Consumer Protection Act since it charges for the services provided? ii" ... (more)

"Greetings Madhuji, I am fully aware of the HR requirements to be employee-friendly. This is feasible when the company is not facing financial difficulties. When I joined my current organization, the company had 50% more staff, PF was paid on the "total" salary, operations were solely relying on Ban" ... (more)

"The most important two things being ignored here are the effect of Basic Pay and other acts, such as the House Rent Act, which stipulates the minimum percentile. PF and other benefits are calculated based on Basic Pay. Wise HR professionals would always keep the Basic Pay to a minimum. If any incremen" ... (more)