I want to know what are the heads on which PF is being deducted? Regards, Smita.
From India, Calcutta
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From India, Calcutta
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I need to know what are the eligibility criteria for 1. PF and 2. ESI 3. Bonus If anyone knows this please help me. Regards, Smita.
From India, Calcutta
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From India, Calcutta
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Eligibility Criteria for the following are:
1. Up to Rs. 6500/- Basic of the CTC, you can deduct the PF. But above that, you need a declaration from employees, indicating whether they want PF deduction or not.
2. For employees/workers receiving Rs. 90/- per day as daily wages up to a monthly salary of Rs. 15000/-, you can deduct ESI.
Thanks & Regards,
Ashit Prusty
Manager HR & Operation | HSPL
Cell: +91 993-719-3942.
From India, Bhubaneswar
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11. Up to Rs. 6500/- Basic of the CTC, you can deduct the PF. But above that, you need a declaration from employees, indicating whether they want PF deduction or not.
2. For employees/workers receiving Rs. 90/- per day as daily wages up to a monthly salary of Rs. 15000/-, you can deduct ESI.
Thanks & Regards,
Ashit Prusty
Manager HR & Operation | HSPL
Cell: +91 993-719-3942.
From India, Bhubaneswar
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Dear Smita,
Following are the heads in which PF is deducted from both the employee and employer. Deductions for PF are mainly in 5 heads:
Account - 1 - PF (12% - Employee + 3.67% Employer)
Account - 10 - Pension (8.33%)
Account 2 - Admin charges towards A/c - 1 and A/c 10 (1.10% of Basic - paid by employer)
Account - 21 - EDLI (0.50% - Employer)
Account - 22 - Admin charges for A/c 21 (0.01%)
Total contribution:
Employee - 12%
Employer - 13.61%
Regards,
Jacky Christian.
From India, Ahmadabad
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Following are the heads in which PF is deducted from both the employee and employer. Deductions for PF are mainly in 5 heads:
Account - 1 - PF (12% - Employee + 3.67% Employer)
Account - 10 - Pension (8.33%)
Account 2 - Admin charges towards A/c - 1 and A/c 10 (1.10% of Basic - paid by employer)
Account - 21 - EDLI (0.50% - Employer)
Account - 22 - Admin charges for A/c 21 (0.01%)
Total contribution:
Employee - 12%
Employer - 13.61%
Regards,
Jacky Christian.
From India, Ahmadabad
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Dear Querist,
Please refer to the Bare Act on the subject, which will help you and prove to be handy. These are fundamental issues. Please develop the habit of referring to such acts to enrich your knowledge. However, the attachment is a collection from a few sources that will be handy.
Kumar S. BG
From India, Bangalore
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Please refer to the Bare Act on the subject, which will help you and prove to be handy. These are fundamental issues. Please develop the habit of referring to such acts to enrich your knowledge. However, the attachment is a collection from a few sources that will be handy.
Kumar S. BG
From India, Bangalore
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Can somebody tell me about the Contract Act? We have four contractors, and all contractors have no workmen; they are working on our premises according to the piece-rate system. All four contractors submit a monthly bill, each consisting of a monetary value of approximately 25000/- per bill. Except for these four contractors, none have any PF and ESI numbers. How can we deduct the ESI and PF amounts from the payment of the bill? Please help me out. You can provide information via my email 
.
From India, Delhi
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From India, Delhi
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Dear Vikas,
Greetings of the day.
As per the clauses of the "Contract Labour Act (Regulation and Prohibition) of 1970, it is the duty of the contractor to ensure that all statutory payments are made according to the enactments. Therefore, as the principal employer, you cannot do so on behalf of the deployments at your premises, on the grounds that all those workers are the employees of their respective contractors.
The fallacy lies in the fact that the contracts of deployment are being awarded to contractors without the registrations of PF, ESIC/WC, P.Tax. It is also essential to ensure that the provisions of "Minimum Ages" are adhered to.
In the case of non-adherence to the aforementioned clauses, the principal employer must intervene, provided the required number of workers are being deployed by the contractor.
Please feel free to communicate with the undersigned if you need further assistance in implementing standardized norms related to the mentioned clauses.
Thanks & Regards,
Arnab Dasgupta
Business Head
Pyramids Staffing Solutions Pvt Ltd.
09038713576
From India, Calcutta
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Greetings of the day.
As per the clauses of the "Contract Labour Act (Regulation and Prohibition) of 1970, it is the duty of the contractor to ensure that all statutory payments are made according to the enactments. Therefore, as the principal employer, you cannot do so on behalf of the deployments at your premises, on the grounds that all those workers are the employees of their respective contractors.
The fallacy lies in the fact that the contracts of deployment are being awarded to contractors without the registrations of PF, ESIC/WC, P.Tax. It is also essential to ensure that the provisions of "Minimum Ages" are adhered to.
In the case of non-adherence to the aforementioned clauses, the principal employer must intervene, provided the required number of workers are being deployed by the contractor.
Please feel free to communicate with the undersigned if you need further assistance in implementing standardized norms related to the mentioned clauses.
Thanks & Regards,
Arnab Dasgupta
Business Head
Pyramids Staffing Solutions Pvt Ltd.
09038713576
From India, Calcutta
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Please buy a copy of the Bare Act of the Contract Labour (Abolition and Regulation) Act. For quick reference, please see the attachment.
It is your duty to ensure compliance with PF and ESI before processing their bills as a Principal Employer. Also, refer to the PF and ESI Acts for guidance.
Kumar S.
BG.
From India, Bangalore
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It is your duty to ensure compliance with PF and ESI before processing their bills as a Principal Employer. Also, refer to the PF and ESI Acts for guidance.
Kumar S.
BG.
From India, Bangalore
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Dear friend,
Before offering advice, it is better to thoroughly review the subject with due attention. The Contract Labour Act states that the principal employer has the right to make adjustments to bills payable to the contractor, but it does not have the right to deposit the statutory dues for the deployments made by the contractor. Essentially, all those deployments are considered the employees of the contractor, not the principal employer.
There was a case where the contractor was not depositing the statutory dues due to the lack of codes.
Regards,
Arnab
From India, Calcutta
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Before offering advice, it is better to thoroughly review the subject with due attention. The Contract Labour Act states that the principal employer has the right to make adjustments to bills payable to the contractor, but it does not have the right to deposit the statutory dues for the deployments made by the contractor. Essentially, all those deployments are considered the employees of the contractor, not the principal employer.
There was a case where the contractor was not depositing the statutory dues due to the lack of codes.
Regards,
Arnab
From India, Calcutta
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In the first place, the Principal Employer, before engaging any contractor, should ensure they have all the requisite registration and can even request their past records to understand how they have conducted themselves so far in terms of their statutory liabilities. The law does not absolve any Principal Employer for inadequacies and non-compliance on the part of the contractor or themselves. In short, the ultimate responsibility lies with the Principal Employer.
Kumar.S.
From India, Bangalore
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Kumar.S.
From India, Bangalore
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