Dear All,
I am working in pvt firm having around 200 employees of which more than 125 employees are covered under ESIC. Many of them came back under the esic coverage due to raise in esic limit. You all in same profession may aware that ESIC authorities are conducting the camps for photosession at employer's place as well as at various local offices.
Now, in our company, some of employees who came back under the coverage has totally denied for completion of formalities saying they are not at all interested for ESIC. We have to get new numbers of these employees as when they joined in January they were out of limit and we dont have their numbers as well. We have finished formalities of almost all employees except these few.
In this, will be an employer will liable in future for not completing the formalities of such employees?
Can ESIC authorities held liable to employer for this?
What if employee in future will show the lack of awareness from employer's end?
Kindly suggest
Regards,
Yashswa
From India, Mumbai
I am working in pvt firm having around 200 employees of which more than 125 employees are covered under ESIC. Many of them came back under the esic coverage due to raise in esic limit. You all in same profession may aware that ESIC authorities are conducting the camps for photosession at employer's place as well as at various local offices.
Now, in our company, some of employees who came back under the coverage has totally denied for completion of formalities saying they are not at all interested for ESIC. We have to get new numbers of these employees as when they joined in January they were out of limit and we dont have their numbers as well. We have finished formalities of almost all employees except these few.
In this, will be an employer will liable in future for not completing the formalities of such employees?
Can ESIC authorities held liable to employer for this?
What if employee in future will show the lack of awareness from employer's end?
Kindly suggest
Regards,
Yashswa
From India, Mumbai
2
Dear Yashswa,
Totally agree to Mr. Ravi Kumar, u will face problems in future, short deposit of ESI contribution under challan, damages/delay charges, non-compliance during inspection, non-submit of return in time (as you will not be having TIC/PIC numbers). Just start deducting ESI share from their salaries immediately, they will automatically come to you for farmalities after deduction.
Regards,
Baba Naresh
From India, Delhi
Totally agree to Mr. Ravi Kumar, u will face problems in future, short deposit of ESI contribution under challan, damages/delay charges, non-compliance during inspection, non-submit of return in time (as you will not be having TIC/PIC numbers). Just start deducting ESI share from their salaries immediately, they will automatically come to you for farmalities after deduction.
Regards,
Baba Naresh
From India, Delhi
Hi, You have to cut Employee’s contribution for his/her joing in ESIC & get the IP No/TIC of them. other wise u will face problems at the time of submission of form no 5(Six monthly Challan).
From India, Ahmadabad
From India, Ahmadabad
Hi,
This is called a Statutory Compliance and hence it does not work on an individual's interest or need.
Everyone has to comply with it irrespective of their interests.
You may please arrange to send out circulars or put up notices at every common place and see that it is complied with else as rightly said by Ravi Kumar and Baba Naresh you might have to pay fine/penalty for non compliance.
Regards,
Sarita
Sr. Manager - HR
From India, Hyderabad
This is called a Statutory Compliance and hence it does not work on an individual's interest or need.
Everyone has to comply with it irrespective of their interests.
You may please arrange to send out circulars or put up notices at every common place and see that it is complied with else as rightly said by Ravi Kumar and Baba Naresh you might have to pay fine/penalty for non compliance.
Regards,
Sarita
Sr. Manager - HR
From India, Hyderabad
Obviously your employees know that its not in their interest to get deductions for pathethic hospitals with improper services and no doctors to attend.......n they ultimately have to go for private hospitals only..but we can only sympathize with employees. Wish the govt had given access to decent services at reputed hospitals and mind u all employees would have then contributed to more than the present share of esic....
From India, Mumbai
From India, Mumbai
Dear Yashswa,
May 2010 onwards when the ceiling was raised to 15K the same situation happened in most of the sectors, be it a factory or a multinational organisation. Employees are reluctant to complete the formalities of ESI presuming that if they dont complete the formalities, their ESI will not be deducted. But as an employer we have to be strictly following the rules. As an employer we have to give notice to each & every individual who is not complying to the provisions. Thereafter, you can stop the payment of the individual for the month, till he / she completes the formalities of ESI. This is the only method I found working with the employees, be it in manufacturing industry or a multinational.
Regards,
Swapan
From India, Bokaro
May 2010 onwards when the ceiling was raised to 15K the same situation happened in most of the sectors, be it a factory or a multinational organisation. Employees are reluctant to complete the formalities of ESI presuming that if they dont complete the formalities, their ESI will not be deducted. But as an employer we have to be strictly following the rules. As an employer we have to give notice to each & every individual who is not complying to the provisions. Thereafter, you can stop the payment of the individual for the month, till he / she completes the formalities of ESI. This is the only method I found working with the employees, be it in manufacturing industry or a multinational.
Regards,
Swapan
From India, Bokaro
Hi,
Now you have to implement it sucessfully & make sure that your employee understand the benefit of ESIC Corporation .
visit the site.ESIC - Headquarters' Office
Regard's
Ravikumar.S
From India, Mumbai
Now you have to implement it sucessfully & make sure that your employee understand the benefit of ESIC Corporation .
visit the site.ESIC - Headquarters' Office
Regard's
Ravikumar.S
From India, Mumbai
Dear Yashwa,
At First please issue the letter to all employees giving the information for the coverage under ESI and deduction of their contribution @1.75% from their wages/ salary and advice them to submit hte docmuent within said 2 days.2nd in case if they donot fulfill the documents since it is a compliance part,you can take the issue the show cause notice to them and take disciplinary action.
Regards
YASH
9560507444
From India, Gurgaon
At First please issue the letter to all employees giving the information for the coverage under ESI and deduction of their contribution @1.75% from their wages/ salary and advice them to submit hte docmuent within said 2 days.2nd in case if they donot fulfill the documents since it is a compliance part,you can take the issue the show cause notice to them and take disciplinary action.
Regards
YASH
9560507444
From India, Gurgaon
FYI,find out whether their gross salary is nearer to the ESIC ceiling limit(Rs.15000/-), if so find out whether the Employer contribution of 4.75% on Gross salary is more or less comapared to the salary which can be revised to come out of ESIC contribution.
By revising the salary see that there is any savings to the comapany, if so speak to your Management and tell them about savings to the company by revision of wages.This will help the employees and Staff to come out of ESIC.
with regards
Dharaneesh Kumar.V
HR / Admin Executive
Organica Aromatics Pvt Ltd
Bangalore
From India, Bangalore
By revising the salary see that there is any savings to the comapany, if so speak to your Management and tell them about savings to the company by revision of wages.This will help the employees and Staff to come out of ESIC.
with regards
Dharaneesh Kumar.V
HR / Admin Executive
Organica Aromatics Pvt Ltd
Bangalore
From India, Bangalore
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