I would appreciate advice if it is possible to appoint a 60+ individual on regular salary basis or would it be necessary to appoint him as a retainer or consultant.
From India, Kalyan
From India, Kalyan
Dear Ash, All three can be done as per your company requirement. What is your fear? Regarding PF and ESI applicable to 60+ staff, you may find useful insight within Citerhr. Good luck. Ukmitra
From Saudi Arabia, Riyadh
296From Saudi Arabia, Riyadh
HI
We are Bangalore based Staffing company. We are into this business since more than 15 years,. feel free to mail us on
Thanks
Ph:080--41479204, 966 338 4648 (Mr.Kalyan)
From India, Kottayam
We are Bangalore based Staffing company. We are into this business since more than 15 years,. feel free to mail us on
Ph:080--41479204, 966 338 4648 (Mr.Kalyan)
From India, Kottayam
Dear Ashleyji,
It's absolutely OK for you. There is no ban under any law of the land. I think you wanted an experienced person in your staffing and he could be engaged on regular basis with suitable pay scale or consolidated remuneration as your co. deems fit considering his utility value for your firm. Even continuing his EPF also OK provided if had previously one EPF A/c.but not yet closed, same a/c. could be continued, but no pensionary benefits will accrue to this extended service. Similarly ESI. This shouldn't be a problem as he might be fixed above Rs.15000 scale. To get over this you may arrange for him a health insurance policy like mediclaim which should take care of his health needs. If necessary you have to amend your HR policy/Rules suitably to accommodate such requirement.
From India, Bangalore
It's absolutely OK for you. There is no ban under any law of the land. I think you wanted an experienced person in your staffing and he could be engaged on regular basis with suitable pay scale or consolidated remuneration as your co. deems fit considering his utility value for your firm. Even continuing his EPF also OK provided if had previously one EPF A/c.but not yet closed, same a/c. could be continued, but no pensionary benefits will accrue to this extended service. Similarly ESI. This shouldn't be a problem as he might be fixed above Rs.15000 scale. To get over this you may arrange for him a health insurance policy like mediclaim which should take care of his health needs. If necessary you have to amend your HR policy/Rules suitably to accommodate such requirement.
From India, Bangalore
Hi I would suggest the Consultant option. Less administrative work is involved. All the best. Regards,
From India, Mumbai
From India, Mumbai
Hi Ashleyji,
Need not worry, You can depute that employee (60+). In EPF section you will deduct 12% of employee share and deposit 12% of employer share but in that case you need not to deposit 8.33% (pension share) out of 12% (employer share) for that employee. There is no problem in ESIC section also.
Example:
Employee Salary = 6500 then calculation will be
6500 x 12 % = 780/- (employee share)
6500 x 12 % = 780/- (employer share)
Total 1560/- will be deposited in Provident fund account. No pension scheme will be granted (i.e 8.33% portion)
From India, Delhi
Need not worry, You can depute that employee (60+). In EPF section you will deduct 12% of employee share and deposit 12% of employer share but in that case you need not to deposit 8.33% (pension share) out of 12% (employer share) for that employee. There is no problem in ESIC section also.
Example:
Employee Salary = 6500 then calculation will be
6500 x 12 % = 780/- (employee share)
6500 x 12 % = 780/- (employer share)
Total 1560/- will be deposited in Provident fund account. No pension scheme will be granted (i.e 8.33% portion)
From India, Delhi
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