Hello Friends / Seniors,
I m new joinee to cite.hr.
Need ur suggestion in one matter. That one on our employee is on leave of last two month for meternity? This month by mistake i was trf her sal to her a/c after deducting Pf / ESIC benefit of her.
What i need to do now?How can I rectify me mistake?
Question is she is taking meterntiy benefit from ESIC for that I need to show her Ab on muster.
pls friends need ur help urgently
regards
Swatis
From India, Mumbai
5I m new joinee to cite.hr.
Need ur suggestion in one matter. That one on our employee is on leave of last two month for meternity? This month by mistake i was trf her sal to her a/c after deducting Pf / ESIC benefit of her.
What i need to do now?How can I rectify me mistake?
Question is she is taking meterntiy benefit from ESIC for that I need to show her Ab on muster.
pls friends need ur help urgently
regards
Swatis
From India, Mumbai
Dear swatisaad
Welcome to CiteHr.com !!!
I understand your concern and worry. Mistakes do happen once in a while. The best solution is to discuss this immediately with your boss or an understanding senior, and seek his suggestions.
It is assumed that companies are a "going concern" and thus any such errors committed 'today' can be rectified 'tomorrow'. Also, it is fair to assume that an employee will not 'run away' after taking this salary.
So, the remedy can be :
To treat this salary as "Salary Advance" in the Account Books.
When the employee joins and in the next salary cycle; accordingly adjust this as "Salary Arrears (-)"; (even if it takes more than a month's salary).
Hope it helps in solving your problem.
Warm regards.
From India, Delhi
Welcome to CiteHr.com !!!
I understand your concern and worry. Mistakes do happen once in a while. The best solution is to discuss this immediately with your boss or an understanding senior, and seek his suggestions.
It is assumed that companies are a "going concern" and thus any such errors committed 'today' can be rectified 'tomorrow'. Also, it is fair to assume that an employee will not 'run away' after taking this salary.
So, the remedy can be :
To treat this salary as "Salary Advance" in the Account Books.
When the employee joins and in the next salary cycle; accordingly adjust this as "Salary Arrears (-)"; (even if it takes more than a month's salary).
Hope it helps in solving your problem.
Warm regards.
From India, Delhi
Dear Swati,
Have you paid the contribution of ESIc for that Salary Paid. If no then as adviced by Senior you can reverse the salary amount as Salary advance or loan paid to them and need not worry, as the employee will be back from the Maternity Leave.
But if you have paid the contribution, Please go and discuss with the Branch Manager regarding the mistake, since when the employees returns from Maternity leave will go for claim and if he name appears in the return during that period it will create a confusion and problem.
Better discuss with ESIC BRanch Manager for solution, since this will briong the issue to their knowledge and will be easy for reimbursement process for the Employee who is avaling the benefit.
Regards,
SIDMAN
From India, Madras
Have you paid the contribution of ESIc for that Salary Paid. If no then as adviced by Senior you can reverse the salary amount as Salary advance or loan paid to them and need not worry, as the employee will be back from the Maternity Leave.
But if you have paid the contribution, Please go and discuss with the Branch Manager regarding the mistake, since when the employees returns from Maternity leave will go for claim and if he name appears in the return during that period it will create a confusion and problem.
Better discuss with ESIC BRanch Manager for solution, since this will briong the issue to their knowledge and will be easy for reimbursement process for the Employee who is avaling the benefit.
Regards,
SIDMAN
From India, Madras
Hello Swati,
Raj Kumar's suggestion is very apt & practical. Just go for it.
I also suggest you inform the Plan of action to the employee concerned & put everything in writing, so that there are no communication gaps later [& that should also handle any situations if the employee vanishes :-)].
Rgds,
TS
From India, Hyderabad
Raj Kumar's suggestion is very apt & practical. Just go for it.
I also suggest you inform the Plan of action to the employee concerned & put everything in writing, so that there are no communication gaps later [& that should also handle any situations if the employee vanishes :-)].
Rgds,
TS
From India, Hyderabad
Thank U very much of ur suggestion .
Some more things which I would like to know.
1) how many months of meternity benefit facility she will get?
2) She is on leave on from the 8th month of her pregnency i.e Aug.10? for which I had paid her.still Her delivery is not taken place yet?
3)when she had submited her form for seventh month ESIC doctor had given remark that she need to be remain absent from 5/8/2010 on medical grounds . One copy of that report is with me.
4) I had paid her sal after deduction of PF & ESIc.
Regards
From India, Mumbai
Some more things which I would like to know.
1) how many months of meternity benefit facility she will get?
2) She is on leave on from the 8th month of her pregnency i.e Aug.10? for which I had paid her.still Her delivery is not taken place yet?
3)when she had submited her form for seventh month ESIC doctor had given remark that she need to be remain absent from 5/8/2010 on medical grounds . One copy of that report is with me.
4) I had paid her sal after deduction of PF & ESIc.
Regards
From India, Mumbai
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