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Hi, Madhu,
If the employees' salary increase above 10000 in the begaining month of contribution period then there is no need to continue that employee under esic, but if the salary incease in between any month of the contriburion period then he should be contribute till that end of the contributory period.

Your question is somewhat personal. I beleive that this is not a forum to discuss it. But let ne introduce me.
I am with ICFAI and posted in INC (Icfai National College) in Kannur, Kerala, as Administrative Officer. Prior to my joing ICFAI, I was with Hindustan Engineering Products, which was engaged in the manufacture of heavy machines. That was really a platform for me to study industrial and labour management. Lot of negotiations, unfair labour practices, charge sheets, labour courts, 7 A enquiries etc etc. But I had been very nuetral between the management and workers, no kind of favouritsm nor any inclination towards employer or employee. After the company went in to liquidation, I remained with the management (even without salary for more than two years !)till an alternative was found to resume production. I was even instrumental for the memorandum of understanding whereby the new investors could resume work. However, some bitter experiences forced me to leave the company. If you ask whether I have been recognised of my service monetarily, I must say that still the company owes me more than 3 lakhs by way of salary (in real terms of 2003, 04 ). I have never gone for gratuity or other dues as well. Let it be a contribution by an employee for having given employment for 13 long years. Just opposite of gratuity!!!! Perhaps it may be my view about an employer but I will never advise any person to stay back from what you have to get. My message to youg HRs is given in my blog as "Managing the Relations".

My shift from Manufacturing sector to Education was not intentional but now I feel very confortable because I work with some highly educated team, whether Faculty Members or even students who are MBA scholars.

It is a matter of immense pleasure for me to share my experience with new generation HR people. When I find any guy facing problem in the organisation either with the employer or with the employee(s) I recollect my experience and try to get a solution. I feel that some of my postings are taken in good spirit by many and to that extent I am very happy also. In fact in my early days with the Hindustan Engineering, I was not aided by internet and, which is really a good platform for all of us to share and develop knowledge.

Well, do remain with citehr.



Dear Friends,
Thanks for your replies which are very useful. By the way you can visit for more informations. You can know the applicablity and also get different ESI forms from the website.
Hope this will be useful for you all.
Chandan: My mail ID is can you kindly send me the forms which we are suppose to use during the registration of ESI for separate code or sub-code.
Amith R.

hai dear,
esi contribution in 2 types calcuting in company
1. only fixed compount calcuting
2. taken all compounts calcuting.
ESI eligible arraving in fixed compont
if any clarification any help pls call 9940401048

Hi all
I have recently joined in a company as HR/ Admin Executive. Am a fresher and I have a doubt regarding ESI. My question is "whether ESI would be calculated only for the employees who earn below 10,000". Then what abt the employees who get more.. Is there any procedure which is different for them.

ESI is applicable to those employees whose salary do not exceed Rs 10000. For those who earn more than rs 10000, the provisions of Workmen's Compensation Act will apply in case of employment injuries or death resulting from such injuries.

This thread was started in 2008 and since then there has been an amendment in the wages for coverage of ESI and presently it stands with Rs 15000 which is likely to be changed to Rs 25000 as proposed.

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