Hi,
If a company is governed by the Shop & Establishment Act and after some years, the company starts a new manufacturing unit with 15 employees (including workers). Suddenly, it merges both units, and now the total employee strength of this unit becomes 30 (including workers). However, six months have passed, and this company does not comply with the Factory Act, ESI Act, and PF Act. As an HR professional, I need to proceed further. I want to know how to proceed for these three acts. Are there any penalties? Should I contact the factory inspector?
Please, seniors, help me out in this situation as soon as possible as I lack experience in statutory compliances. My email ID is mamkum235@gmail.com.
Regards,
Mamta Agrawal
From India, Mumbai
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2If a company is governed by the Shop & Establishment Act and after some years, the company starts a new manufacturing unit with 15 employees (including workers). Suddenly, it merges both units, and now the total employee strength of this unit becomes 30 (including workers). However, six months have passed, and this company does not comply with the Factory Act, ESI Act, and PF Act. As an HR professional, I need to proceed further. I want to know how to proceed for these three acts. Are there any penalties? Should I contact the factory inspector?
Please, seniors, help me out in this situation as soon as possible as I lack experience in statutory compliances. My email ID is mamkum235@gmail.com.
Regards,
Mamta Agrawal
From India, Mumbai
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Mr. Mamta Agrawal,
You have to take both Factory as well as Shop & Establishment registration. At the same time, you have to get PF registration. For ESI, if your factory and office are situated within the ESI covered area, verify that.
For more details, please see the link [KVJ RAGHUNATH: LABOUR LEGISLATIONS](http://labourlaws-4u.blogspot.com/2010/04/labour-legislations.html).
KVJ Raghunath
[Link outdated-removed] ([Search On Cite](https://www.citehr.com/results.php?q=KVJ RAGHUNATH) | [Search On Google](https://www.google.com/search?q=KVJ RAGHUNATH))
9701966688
From India, Vijayawada
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You have to take both Factory as well as Shop & Establishment registration. At the same time, you have to get PF registration. For ESI, if your factory and office are situated within the ESI covered area, verify that.
For more details, please see the link [KVJ RAGHUNATH: LABOUR LEGISLATIONS](http://labourlaws-4u.blogspot.com/2010/04/labour-legislations.html).
KVJ Raghunath
[Link outdated-removed] ([Search On Cite](https://www.citehr.com/results.php?q=KVJ RAGHUNATH) | [Search On Google](https://www.google.com/search?q=KVJ RAGHUNATH))
9701966688
From India, Vijayawada
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Mr. Raghunath, Ur website is very awesome and very useful to many members.......................thanx for sharing it.........
From India, Hyderabad
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From India, Hyderabad
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Mr. KVJ Raghunath,
Thank you for your reply. I agree with your response, but this company was established 1.5 years ago. Now, my query is, this company has 30 employees with more than 10 HP power supply in the MIDC area. Are there any offenses or penalties? In this case, how do we apply for the Factory Act and PF Act? Should we first search for a factory inspector, or should we do the necessary documentation beforehand?
Regards,
Miss Mamta Agrawal
From India, Mumbai
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Thank you for your reply. I agree with your response, but this company was established 1.5 years ago. Now, my query is, this company has 30 employees with more than 10 HP power supply in the MIDC area. Are there any offenses or penalties? In this case, how do we apply for the Factory Act and PF Act? Should we first search for a factory inspector, or should we do the necessary documentation beforehand?
Regards,
Miss Mamta Agrawal
From India, Mumbai
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Mr. vsyamprasad , I want your view also in this regards as U r ESI Inspector Regards Mamta
From India, Mumbai
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From India, Mumbai
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Your company was established 1.5 years ago. Your establishment will be covered under ESI from the date your establishment has attained a minimum of 10 employees drawing wages up to Rs. 10,000 per month. You have to pay the ESI contribution from the date it becomes applicable to your establishment.
Your establishment will be covered under PF from the date the number of employees reaches 20 in your establishment.
Dinesh P. Rajbhar Consultant
From India, Mumbai
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Your establishment will be covered under PF from the date the number of employees reaches 20 in your establishment.
Dinesh P. Rajbhar Consultant
From India, Mumbai
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Dear Mamta,
First, you have to approach the Concerned Area SSO (Insurance Inspector) or the Regional Office along with Form-01 - Registration form under ESI. All the columns are self-explanatory only. You have to submit the Form along with all documentary evidence. After allotting the ESI Code No., you have to comply under ESI as per provisions. In case of any specific queries, feel free to call me at 09443434313.
Please act speedily, since otherwise, you will have to bear interest and damages for late compliance.
Hope I clarified your doubt.
From India, Hyderabad
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First, you have to approach the Concerned Area SSO (Insurance Inspector) or the Regional Office along with Form-01 - Registration form under ESI. All the columns are self-explanatory only. You have to submit the Form along with all documentary evidence. After allotting the ESI Code No., you have to comply under ESI as per provisions. In case of any specific queries, feel free to call me at 09443434313.
Please act speedily, since otherwise, you will have to bear interest and damages for late compliance.
Hope I clarified your doubt.
From India, Hyderabad
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Mr. VSP,
I am concerned whether the SSO (Insurance Inspector) will also be the factory inspector. Can we approach the concerned Area SSO (Insurance Inspector) or the Regional Office For ESI before the implementation of the factory act since we do not have the factory act in place yet?
Regards,
Mamta Agrawal
From India, Mumbai
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I am concerned whether the SSO (Insurance Inspector) will also be the factory inspector. Can we approach the concerned Area SSO (Insurance Inspector) or the Regional Office For ESI before the implementation of the factory act since we do not have the factory act in place yet?
Regards,
Mamta Agrawal
From India, Mumbai
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No... No... ESI SSO will be different from the factory inspector.
First, you apply for registration under the Factory Act, duly applying for a license from the Office of the Inspector of Factories. I hope it's a little lengthy procedure, which you must face.
Thereafter, only you have to be covered under ESI with evidence of the manufacturing unit.
Otherwise, as you mentioned, you are covered earlier under the Shops & Estt. Act. Until you get the factory license, you can approach the regional authorities with evidence of shops & estt. registration. Since your unit has crossed 20 employees, you can apply for an ESI Code number based on the Shops & Estt. Act.
Due to the recent amendment in the ESI Act, the concept of 'power' has been deleted from the definition of the Act. Only ESI will concern 'some manufacturing' and whether '10' persons are working on the premises or not.
I hope you understand the point. As per my perception, I have given this suggestion. You can proceed accordingly.
From India, Hyderabad
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First, you apply for registration under the Factory Act, duly applying for a license from the Office of the Inspector of Factories. I hope it's a little lengthy procedure, which you must face.
Thereafter, only you have to be covered under ESI with evidence of the manufacturing unit.
Otherwise, as you mentioned, you are covered earlier under the Shops & Estt. Act. Until you get the factory license, you can approach the regional authorities with evidence of shops & estt. registration. Since your unit has crossed 20 employees, you can apply for an ESI Code number based on the Shops & Estt. Act.
Due to the recent amendment in the ESI Act, the concept of 'power' has been deleted from the definition of the Act. Only ESI will concern 'some manufacturing' and whether '10' persons are working on the premises or not.
I hope you understand the point. As per my perception, I have given this suggestion. You can proceed accordingly.
From India, Hyderabad
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Dear Mamata,
Please find attached a few documents regarding PF, ESIC, and labor laws. I have collected them from this forum only. I request you to kindly go through a similar post. You can get lots of information apart from these as well.
Most of these documents have been downloaded by me from this forum only.
From India, Bangalore
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Please find attached a few documents regarding PF, ESIC, and labor laws. I have collected them from this forum only. I request you to kindly go through a similar post. You can get lots of information apart from these as well.
Most of these documents have been downloaded by me from this forum only.
From India, Bangalore
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As I understand:
1. Your firm was registered under the Shops & Establishments Act. Now your Company has started a manufacturing unit and has merged it with the establishment which had been registered under the Shops Act. From what you have stated, it is very clear that you will have to apply for registration under the Factories Act since manufacturing activity is happening in your unit.
Irrespective of whether you are covered under the Shops Act or the Factories Act, provisions of ESI & PF Acts, and also other labor laws will continue to apply to your company. The only major shift will be coverage under the Factories Act.
Trust I have answered your query. For any further clarification, please feel free to call me on my mobile: 09717726667 or contact me via email: vasantnair10@gmail.com.
Best Wishes, Vasant Nair
From India, Mumbai
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1. Your firm was registered under the Shops & Establishments Act. Now your Company has started a manufacturing unit and has merged it with the establishment which had been registered under the Shops Act. From what you have stated, it is very clear that you will have to apply for registration under the Factories Act since manufacturing activity is happening in your unit.
Irrespective of whether you are covered under the Shops Act or the Factories Act, provisions of ESI & PF Acts, and also other labor laws will continue to apply to your company. The only major shift will be coverage under the Factories Act.
Trust I have answered your query. For any further clarification, please feel free to call me on my mobile: 09717726667 or contact me via email: vasantnair10@gmail.com.
Best Wishes, Vasant Nair
From India, Mumbai
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Dear Mamta,
If your company is merged and earlier you were covered under the Shop and Establishment Act, now in this case, you have to submit your Shop and Establishment license to the concerned labor department and have to apply for a license under the Factories Act.
From India, Solon
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If your company is merged and earlier you were covered under the Shop and Establishment Act, now in this case, you have to submit your Shop and Establishment license to the concerned labor department and have to apply for a license under the Factories Act.
From India, Solon
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This company has 30 employees with more than 10 HP power supply in the MIDC area, as stated by Miss Mamta Agrawal.
However, to my knowledge, units in the MIDC area are not covered under the Shop and Establishment Act. Kindly correct me if I am mistaken.
Thank you.
From India, Mumbai
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However, to my knowledge, units in the MIDC area are not covered under the Shop and Establishment Act. Kindly correct me if I am mistaken.
Thank you.
From India, Mumbai
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Dear Mamta,
I have gone through all the posts, and everyone has provided correct information. I recommend that you consider hiring a labor consultant who can liaise with all the concerned departments in your organization and take care of all the necessary registrations as per the different Acts applicable in your state. In addition to the registrations required under the Factory Act, ESI, and EPF, there may be other registrations mandated by the laws governing your state or municipal limits.
Regards,
Bipender Gupta
From India, Delhi
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I have gone through all the posts, and everyone has provided correct information. I recommend that you consider hiring a labor consultant who can liaise with all the concerned departments in your organization and take care of all the necessary registrations as per the different Acts applicable in your state. In addition to the registrations required under the Factory Act, ESI, and EPF, there may be other registrations mandated by the laws governing your state or municipal limits.
Regards,
Bipender Gupta
From India, Delhi
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ESI Act, EPF Act, and Factory Act - all these are separate departments. Therefore, for coverage under these, you have to apply separately. You may proceed for coverage under these Acts simultaneously.
Dinesh Rajbhar
Consultant
9322503549
From India, Mumbai
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Dinesh Rajbhar
Consultant
9322503549
From India, Mumbai
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hi could we deduct pf below minimum wages.also tell me that could we bifurcate minimum wages in (basic+ da+ hra) for pf deduction
From India, New Delhi
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From India, New Delhi
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You can divide the minimum wages into different allowances, but the gross rate should be equivalent to the minimum wages. Moreover, as stated by you on both Basic and DA, PF deduction is applicable. Create the allowances in such a manner where you can justify to the authorities that you are correct. (say 10% of gross is basic, cannot be justified)
Bipender Gupta
From India, Delhi
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Bipender Gupta
From India, Delhi
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It is not gross wages that should be equal to minimum wage. It is Basic & DA which should be equal to minimum wage. For purposes of PF deductions, it will have to be on the statutory minimum wage.
Vasant Nair
From India, Mumbai
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Vasant Nair
From India, Mumbai
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PF is deducted on Minimum Wage. If you bifurcate the statutory minimum wage into Basic, DA, HRA, then the basic and DA will be less tan the minimum wage. That would be incorrect.
From India, Mumbai
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From India, Mumbai
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Dear Mr. Nair,
You referred to the term "minimum wages." Can you please suggest under which section of the PF Act the term "minimum wages" is defined? The term "basic wages" has been defined, clearly stating what should be included and what should not be included. Section 2(b) defines basic wages, and Section 6 provides for the percentage contribution of Basic Wages + DA + all retaining allowances. Am I missing something?
Thanks and regards,
Devarajan
From India, Mumbai
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You referred to the term "minimum wages." Can you please suggest under which section of the PF Act the term "minimum wages" is defined? The term "basic wages" has been defined, clearly stating what should be included and what should not be included. Section 2(b) defines basic wages, and Section 6 provides for the percentage contribution of Basic Wages + DA + all retaining allowances. Am I missing something?
Thanks and regards,
Devarajan
From India, Mumbai
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Dear Sir,
What's the meaning of 7QA in PF department? If a company is covered by the Shop & Establishment Act and later establishes a new manufacturing unit with 15 employees (including workers), then merges both units, resulting in a total employee strength of 30 (including workers) after 6 months without coverage under the Factory Act, ESI Act, and PF Act. As an HR professional, I need guidance on how to proceed with compliance for these three acts. Are there any penalties involved? Should I reach out to the factory inspector?
I kindly request senior members to assist me in this unfamiliar situation promptly as I lack experience in statutory compliances. You can contact me via email at [IMG]https://www.citehr.com/emage.php?text=47434f424f4f655575405764364b4e2e354 94f[/IMG].
Regards,
Mamta Agrawal
From India, Kanpur
Acknowledge(0)Amend(0)
What's the meaning of 7QA in PF department? If a company is covered by the Shop & Establishment Act and later establishes a new manufacturing unit with 15 employees (including workers), then merges both units, resulting in a total employee strength of 30 (including workers) after 6 months without coverage under the Factory Act, ESI Act, and PF Act. As an HR professional, I need guidance on how to proceed with compliance for these three acts. Are there any penalties involved? Should I reach out to the factory inspector?
I kindly request senior members to assist me in this unfamiliar situation promptly as I lack experience in statutory compliances. You can contact me via email at [IMG]https://www.citehr.com/emage.php?text=47434f424f4f655575405764364b4e2e354 94f[/IMG].
Regards,
Mamta Agrawal
From India, Kanpur
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Dear Sir,
Please provide me with your email ID.
If a company is governed by the Shop & Establishment Act and later establishes a new manufacturing unit with 15 employees (including workers), and subsequently merges both units resulting in a total employee count of 30 (including workers), but now, after 6 months, the company is lacking compliance with the Factory Act, ESI Act, and PF Act. As an HR personnel, I need guidance on how to proceed with compliance for these 3 acts. Are there any penalties? Should I reach out to the factory inspector?
Senior professionals, please assist me promptly as I lack experience in statutory compliances. My email ID is [IMG]https://www.citehr.com/emage.php?text=47434f424f4f655575405764364B4E2E354 94F[/IMG]
Regards,
Mamta Agrawal
From India, Kanpur
Acknowledge(0)Amend(0)
Please provide me with your email ID.
If a company is governed by the Shop & Establishment Act and later establishes a new manufacturing unit with 15 employees (including workers), and subsequently merges both units resulting in a total employee count of 30 (including workers), but now, after 6 months, the company is lacking compliance with the Factory Act, ESI Act, and PF Act. As an HR personnel, I need guidance on how to proceed with compliance for these 3 acts. Are there any penalties? Should I reach out to the factory inspector?
Senior professionals, please assist me promptly as I lack experience in statutory compliances. My email ID is [IMG]https://www.citehr.com/emage.php?text=47434f424f4f655575405764364B4E2E354 94F[/IMG]
Regards,
Mamta Agrawal
From India, Kanpur
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Dear Mamata,
Do not worry. People know everything as they work. First, you have to get the factory plan approved by the Directorate of Factories. For this, you may seek help from a technical person to create the plan. Apply through Form 1 of the Factory Rules. Then, apply through Form 2 for Registration and the granting of a License. You may meet with the factory inspector in your region, and he will assist you.
For PF and ESI, meet with the respective inspector in your region. Do not get tense. I assure you they will guide you in all matters.
Regards,
Anindyo
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Do not worry. People know everything as they work. First, you have to get the factory plan approved by the Directorate of Factories. For this, you may seek help from a technical person to create the plan. Apply through Form 1 of the Factory Rules. Then, apply through Form 2 for Registration and the granting of a License. You may meet with the factory inspector in your region, and he will assist you.
For PF and ESI, meet with the respective inspector in your region. Do not get tense. I assure you they will guide you in all matters.
Regards,
Anindyo
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Statutory Compliance-CL%2 8R%26A%29 Central Rules various statutory act.XLS
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