Hi Ashok,
I am Rajkumar Jaiswal, also located in Gurgaon. I work at Vatika Group, a real estate developer. Please share some information about yourself. By the way, I found your presentation to be very good and informative.
You can reach me at rajkumar@vatikagroup.com.
Looking forward to your reply.
Regards,
Rajkumar
From India, Delhi
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I am Rajkumar Jaiswal, also located in Gurgaon. I work at Vatika Group, a real estate developer. Please share some information about yourself. By the way, I found your presentation to be very good and informative.
You can reach me at rajkumar@vatikagroup.com.
Looking forward to your reply.
Regards,
Rajkumar
From India, Delhi
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Hi Ashok Kumar,
Could you please forward me the PPTs on the acts? To brief me about myself, I'm an MBA with 4 months of experience and currently working as an HR executive with a startup IT company. I shall be thankful to you if you could forward the above to me.
Regards,
Ramesh K
9880804822
From India, Bangalore
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Could you please forward me the PPTs on the acts? To brief me about myself, I'm an MBA with 4 months of experience and currently working as an HR executive with a startup IT company. I shall be thankful to you if you could forward the above to me.
Regards,
Ramesh K
9880804822
From India, Bangalore
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I have one question regarding the amount to be paid to an employee leaving the organization.
We have many people leaving the company on short notice while our notice period is 3 months. So when a person wants to leave after 1 month, we deduct his 2 months' basic salary in the final settlement.
What is the law that states you can't deduct his entire salary for 2 months and restricts it to basic salary?
Regards,
Rajesh
From India, Mumbai
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14We have many people leaving the company on short notice while our notice period is 3 months. So when a person wants to leave after 1 month, we deduct his 2 months' basic salary in the final settlement.
What is the law that states you can't deduct his entire salary for 2 months and restricts it to basic salary?
Regards,
Rajesh
From India, Mumbai
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Hi Meenakshi,
Yes, it is mandatory for the company to follow and not the company's wish. In case the statutory authorities come to know that the same is not being followed, then the management will get into trouble. I will write a detailed email pertaining to the same later.
Regards,
Sadashiv Rao :)
From Kuwait, Kuwait
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Yes, it is mandatory for the company to follow and not the company's wish. In case the statutory authorities come to know that the same is not being followed, then the management will get into trouble. I will write a detailed email pertaining to the same later.
Regards,
Sadashiv Rao :)
From Kuwait, Kuwait
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Dear Meenakshi,
As far as PF is concerned, your company is coverable under the provisions of the EPF & MP Act, 1952. The reason behind this is that yours is a company providing educational expert services to candidates for appearing in exams. That means yours is an educational institution in a broader sense, and EPF is applicable to educational institutions.
Regarding ESI, the scheme is applicable to the notified areas by ESI authorities, and the type of establishment should be under the scheduled head. Presently, educational establishments are not under the purview of the scheme.
Gratuity is applicable to educational institutes but not to teachers; it is only applicable to support staff.
Leave rules are applicable under the Shop and Commercial Establishment Act, which is a statutory requirement.
The leave policy depends on the philosophy of an organization towards its employees. You are a better judge in this case. Statutory provisions always speak of the minimum requirement, giving more than that is discretionary.
Hope this will help you.
Anil Anand
anand_anl@yahoo.com
From India, New Delhi
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As far as PF is concerned, your company is coverable under the provisions of the EPF & MP Act, 1952. The reason behind this is that yours is a company providing educational expert services to candidates for appearing in exams. That means yours is an educational institution in a broader sense, and EPF is applicable to educational institutions.
Regarding ESI, the scheme is applicable to the notified areas by ESI authorities, and the type of establishment should be under the scheduled head. Presently, educational establishments are not under the purview of the scheme.
Gratuity is applicable to educational institutes but not to teachers; it is only applicable to support staff.
Leave rules are applicable under the Shop and Commercial Establishment Act, which is a statutory requirement.
The leave policy depends on the philosophy of an organization towards its employees. You are a better judge in this case. Statutory provisions always speak of the minimum requirement, giving more than that is discretionary.
Hope this will help you.
Anil Anand
anand_anl@yahoo.com
From India, New Delhi
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Hello Minakshi,
In case of any concern where more than 20 employees are employed, Provident Fund and E.S.I. are mandatory. However, the limit for E.S.I. is Rs. 7500 per month salary and for P.F., it is Rs. 6500. Above Rs. 6500, it is at the discretion of the management to contribute to the EPF.
Regarding pension, it is a part of P.F. as 8.33% of the employer contribution goes to the Family Pension Fund. The limit for this contribution is Rs. 6500 as salary, which means Rs. 541 is the limit for the contribution to the FPF.
As for leave, it is suggested that, apart from the weekly off, one privilege leave should be given after every 20 working days. Additionally, as per the National and Festival Holidays Act, a minimum of 8 leaves should be granted, with 7 leaves as casual leaves annually.
Leave encashment is not mandatory during the course of employment; however, it should be done at the time of retirement, resignation, or retrenchment.
I hope you find the above information in order and will reach out for further clarifications.
Regards,
V.S. Yadav
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In case of any concern where more than 20 employees are employed, Provident Fund and E.S.I. are mandatory. However, the limit for E.S.I. is Rs. 7500 per month salary and for P.F., it is Rs. 6500. Above Rs. 6500, it is at the discretion of the management to contribute to the EPF.
Regarding pension, it is a part of P.F. as 8.33% of the employer contribution goes to the Family Pension Fund. The limit for this contribution is Rs. 6500 as salary, which means Rs. 541 is the limit for the contribution to the FPF.
As for leave, it is suggested that, apart from the weekly off, one privilege leave should be given after every 20 working days. Additionally, as per the National and Festival Holidays Act, a minimum of 8 leaves should be granted, with 7 leaves as casual leaves annually.
Leave encashment is not mandatory during the course of employment; however, it should be done at the time of retirement, resignation, or retrenchment.
I hope you find the above information in order and will reach out for further clarifications.
Regards,
V.S. Yadav
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Dear Meenakshi,
Please check the definition of salary for PF and ESIC payments. PF salary includes Basic+DA. There are two parts in PF: one is pension, which is 8.33% or a maximum of Rs. 541. Over and above this amount is the transferred employer's Provident Fund contribution, i.e., 3.67%. There are 5 accounts, namely:
- A/c 1 (Employee's 12% + Employer's 3.67%)
- A/c 2: PF admin charges (1.1% of PF wages)
- A/c 10: Employer's pension contribution (8.33%)
- A/c 21: EDLI contribution (0.5% of EDLI salary, max Rs. 6500/-)
- A/c 22: EDLI admin charges (0.01% of EDLI salary).
Various returns include:
- Monthly: Form 12A, Form 5, and Form 10
- Annual: Form 3A & 6A
ESIC salary includes, apart from Basic+DA, conveyance and HRA. Please refer to the act for more details.
Attached herewith is a checklist for your understanding prepared by my colleague, Mr. Amit Lingayat.
Regards,
Anuradha Zingade
From India, Pune
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Please check the definition of salary for PF and ESIC payments. PF salary includes Basic+DA. There are two parts in PF: one is pension, which is 8.33% or a maximum of Rs. 541. Over and above this amount is the transferred employer's Provident Fund contribution, i.e., 3.67%. There are 5 accounts, namely:
- A/c 1 (Employee's 12% + Employer's 3.67%)
- A/c 2: PF admin charges (1.1% of PF wages)
- A/c 10: Employer's pension contribution (8.33%)
- A/c 21: EDLI contribution (0.5% of EDLI salary, max Rs. 6500/-)
- A/c 22: EDLI admin charges (0.01% of EDLI salary).
Various returns include:
- Monthly: Form 12A, Form 5, and Form 10
- Annual: Form 3A & 6A
ESIC salary includes, apart from Basic+DA, conveyance and HRA. Please refer to the act for more details.
Attached herewith is a checklist for your understanding prepared by my colleague, Mr. Amit Lingayat.
Regards,
Anuradha Zingade
From India, Pune
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Hi,
I am preparing an Industrial Handbook for a manufacturing unit in Gujarat and was wondering if anyone can share a draft of such a handbook or a list of all the applicable laws that will be applicable.
Thanks
From India, Delhi
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I am preparing an Industrial Handbook for a manufacturing unit in Gujarat and was wondering if anyone can share a draft of such a handbook or a list of all the applicable laws that will be applicable.
Thanks
From India, Delhi
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Labour Laws Presentation-05 -HR-HO-20.03.17 -Cite HR-05.10.17.pdf
Labour laws for hr professionals.d oc