Hi All,
it was really nice to see so many suggestions in my last discussion.
i have another query, we are getting outsourcing project, Temp Staffing, from other cities ,ESI is applicable on us. we will hire employees on our rolls, office location New Delhi, but the employees will be working on client's location might be other than delhi. My query is do we need to get a sub code from ESI for each and every location or we can use the existing code as umbrella code and enroll all employees in the same code. is there any notification regarding the same from ESIC, it would be great if you can share it with me.
i look forward for your support.
Warm Regards
Abhinav Tiwari
From India, New Delhi
5it was really nice to see so many suggestions in my last discussion.
i have another query, we are getting outsourcing project, Temp Staffing, from other cities ,ESI is applicable on us. we will hire employees on our rolls, office location New Delhi, but the employees will be working on client's location might be other than delhi. My query is do we need to get a sub code from ESI for each and every location or we can use the existing code as umbrella code and enroll all employees in the same code. is there any notification regarding the same from ESIC, it would be great if you can share it with me.
i look forward for your support.
Warm Regards
Abhinav Tiwari
From India, New Delhi
also, would like to add one more point.. do we have to take labor licence as well for the work..in other words, do we need labor licence for the employees working at clients locations?
From India, New Delhi
From India, New Delhi
Since ESIC is not PAN india you do not need separate codes for each place they are working. The ESIC card is valid all over the country. So there is no need to create more compliance issues for your self.
You will need contract labour licenses for all locations where the number of people deployed is more than the number specified in the state rules (mostly its 10 employees)
From India, Mumbai
You will need contract labour licenses for all locations where the number of people deployed is more than the number specified in the state rules (mostly its 10 employees)
From India, Mumbai
Dear Mr. Abhinav,
The condition for Labour Licence is "if you deploy 20 or more employees in your roll on a single project/site".
For more clarification, pls visit the Labour Office of area Jurisdiction, consult with them.
I would like to find some way, if possible, and avoid Labour Licence.
There are some way, like subcontracting, Casual Labour Deployement etc. thru which you will not fall in Labour Licence category.
Make the most compliance and welfare for the Labour instead involving in the issue.
Anyhow, if you have to go for Labour Licence pla make necessary documentation. If any suggestion/s required for Licence, pls put your querry.
I m Handling around 10 Labour Licence for Delhi and other projects.
From India, Delhi
The condition for Labour Licence is "if you deploy 20 or more employees in your roll on a single project/site".
For more clarification, pls visit the Labour Office of area Jurisdiction, consult with them.
I would like to find some way, if possible, and avoid Labour Licence.
There are some way, like subcontracting, Casual Labour Deployement etc. thru which you will not fall in Labour Licence category.
Make the most compliance and welfare for the Labour instead involving in the issue.
Anyhow, if you have to go for Labour Licence pla make necessary documentation. If any suggestion/s required for Licence, pls put your querry.
I m Handling around 10 Labour Licence for Delhi and other projects.
From India, Delhi
@ Saswat & Pan Singh, thanks for your valuable inputs. they have really cleared my thoughts. one thing that is still bothering me is Labor Licence. we are into call center, BPO,business and dont hire labor. my query is, do we really need to have labor licence for our employees working at clients place, premises as TME or Accounts Adviser etc.
From India, New Delhi
From India, New Delhi
Very interesting discussion, ESIC. & EPF both are entirely driven on IT platform. Here we can see that EPF can be complied with a single code, why ESIC can not be, but presently situation is such that employer need to take more than one code in the same city owing the reason that ESIC demarcated the jurisdiction of each branch office. My suggestion jurisdiction of BO. Should remain for the purpose of payment of sickness benefits and administration of dispensaries.
From India, Delhi
From India, Delhi
Hey Everyone,
I have one query regarding ESI. We have ESI sub code for Coimbatore location where many employees are covered under ESI. Now we have a new location in Bangalore with only 4 employees & one employee comes under ESI coverage.
Firstly, for Esi applicability in Bangalore - do we need to count the overall employees in all locations or only Bangalore location? Because if only Bangalore location will be considered, there will be no ESI applicability as no of employees are less than 10.
Secondly, if employees in all locations to be considered for the eligibility - do we need to take a separate sub code for Bangalore or we can use the Coimbatore sub-code.
Kindly advise.
Rgds,
Monika
From India, Bareli
I have one query regarding ESI. We have ESI sub code for Coimbatore location where many employees are covered under ESI. Now we have a new location in Bangalore with only 4 employees & one employee comes under ESI coverage.
Firstly, for Esi applicability in Bangalore - do we need to count the overall employees in all locations or only Bangalore location? Because if only Bangalore location will be considered, there will be no ESI applicability as no of employees are less than 10.
Secondly, if employees in all locations to be considered for the eligibility - do we need to take a separate sub code for Bangalore or we can use the Coimbatore sub-code.
Kindly advise.
Rgds,
Monika
From India, Bareli
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DOCS 4 SUB CODE ESI.doc