Please post the rules and regulations of a private limited company. This includes rules regarding leaves for the year, rules related to the Employees' State Insurance Corporation (ESIC) and its applicability to employees, as well as the categories of employees not covered by ESIC. Additionally, provide information on the rules governing the Provident Fund, the Minimum Wages Act, and its accompanying rules. Please be specific about the rules outlined in the Factory Act and the Shop and Establishment Act, including details on the number of employees to which these acts apply within the company.
From India, Mumbai
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From India, Mumbai
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Dear kamatvp,
For ESIC: employees drawing a gross salary of Rs. 15,000/- will be covered under this act, and a contribution of 1.75% will be deducted from the gross earnings.
For PF: employees with a basic salary of up to Rs. 6,500/- will be covered under it, and PF will be deducted at a rate of 12% on the basic salary.
Minimum wages vary from state to state in India.
Regards,
Baba Naresh
From India, Delhi
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7For ESIC: employees drawing a gross salary of Rs. 15,000/- will be covered under this act, and a contribution of 1.75% will be deducted from the gross earnings.
For PF: employees with a basic salary of up to Rs. 6,500/- will be covered under it, and PF will be deducted at a rate of 12% on the basic salary.
Minimum wages vary from state to state in India.
Regards,
Baba Naresh
From India, Delhi
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Baba Naresh has given proper advice. It does not matter how the Co. is formed. Vasant Nair
From India, Mumbai
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From India, Mumbai
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Thank you for providing valuable information. If you have any additional information, please share it with me. I have incomplete knowledge about HR functions, so everyone benefits from my weaknesses.
Email: himansu.fromuk13@gmail.com
From India, Delhi
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Email: himansu.fromuk13@gmail.com
From India, Delhi
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Please provide the rules and regulations of a private limited company. This should include the rules regarding leaves for the year, rules about E.S.I.C. and its applicability to employees, as well as which category of employees are not covered by E.S.I.C. Additionally, please outline the rules regarding the Provident Fund and the Minimum Wages Act. Could you please be specific about the rules of the Factory Act, the Shop and Establishment Act, and clarify how many employees in the company these acts are applicable to?
Thank you.
From India, Chandigarh
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Thank you.
From India, Chandigarh
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Each person hired for a position in the Physical Plant Management Department must carefully read the Rules and Regulations outlined below and be guided accordingly during their tenure in the department. Work rules and regulations are in accordance with negotiated contracts and are subject to modification based on approved contract amendments.
1. All absences must be reported by the employee. Calls will be accepted from members of the immediate household if the employee is not able to report. When reporting absences, give reason for absence, and in the case of illness, give type of illness (optional) and expected date of return. Absences must be reported within the first hour by calling the number given to you by your supervisor. In case of an illness involving more than one day, the employee must report daily prior to the start of the shift, unless prior arrangements have been made with the immediate supervisor. It is the responsibility of each employee to properly report their absence. Failure to do so could result in a dock in pay and possible corrective action.
2. All employees must be ready to work at the time and place designated by their supervisor. Employees must begin working immediately at the starting time for the shift and shall continue to the conclusion of the established shift, (excluding 2 approved rest periods and 1 lunch period).
3. Working hours shall be assigned by the supervisor. These hours are subject to change.
4. All employees shall work a probationary period as designated by their classification, and will be evaluated in writing during that period. Performance Evaluations will include work habits, attendance, cooperation and performance. Employees may be rejected during probation without cause.
5. When working, all employees shall present a professional appearance. All employees are expected to conduct themselves in a courteous and professional manner at all times.
6. Vacations may be approved after one qualifying pay period. Dates when vacation may be taken shall be at the discretion of the responsible supervisor. All vacation and compensating time off must be requested at least twenty-four hours in advance and approved by the supervisor. In case of an emergency, the supervisor may approve vacation with less than the twenty-four hours advance notice. Use of vacation time for sick time, when out of work for an extended illness, after all sick leave credits are exhausted may be permitted. Such a request must be made in advance with the immediate supervisor's approval. A doctor's certificate is required in all such cases.
7. Sick leave for full-time employment is accumulated at one day per month of service. Leave accrual is available after one calendar month of continuous services. The supervisor may require substantiation by a physician for any absence of three or more days. In addition, the supervisor may require a physician's statement for every absence. The physician's certificate of absence may show the nature of the illness/injury, must show the dates the employee was off ill and could not work, and must be signed by the physician/agent.
8. Employees are responsible for their transportation to ensure proper attendance on the job. Lack of transportation is not a valid reason for absence and may result in a dock in pay or corrective action.
9. Lunch periods must be kept within the prescribed limit, and if an employee leaves his or her assigned work location to have lunch, it is their responsibility to be back to work in the prescribed time limit. Using State vehicles for personal transportation during lunch and break periods is prohibited.
10. Two rest periods per day are allowed. Rest periods must be kept within a 15-minute period; the travel time to and from the rest area is included in the 15 minutes allowed. Rest periods are not cumulative. Rest periods are paid time and cannot be used for extended lunch periods, beginning work after the start time or leaving work early. Unused rest periods do not carry over to the next day.
11. Employees must not leave assigned work areas during working hours without the consent of their supervisor.
12. Employees shall not let any person into a locked room or building on the campus. Refer these persons to the Campus Police Department (Public Safety).
13. Each employee is responsible for cleaning, inspecting and/or storing the tools and equipment they use during a job assignment in the designated area.
14. Use of state vehicles or equipment for personal use is prohibited.
15. Illness or accident on the job must be reported immediately to your supervisor.
16. Sleeping on the job is grounds for corrective action.
17. Drinking alcoholic beverages or using illegal substances during working hours or coming to work under the influence of any alcoholic beverage or substance abuse is cause for immediate corrective action, including suspension or dismissal.
18. All employees are expected to come to work alert and prepared to perform their University duties. Employees shall not use state time or resources for personal use or to engage in outside employment themselves.
19. Visitors are not allowed in work areas without approval of the supervisor.
20. Badges and required safety equipment are furnished at the time of employment; uniforms may be issued after six months of continuous full-time employment. Upon receipt, the wearing of uniforms, badges and required safety equipment is a condition of employment. Employees are required to wear badges and uniforms while on duty. Uniform issue is subject to change based on the departmental uniform policy and available resources.
21. All employees are required to comply with department, State and Federal Safety regulations, including provisions for operating State-owned vehicles and equipment.
22. All employees are required to comply with University Policies and Procedures.
23. An infraction of any of the above work rules may lead to corrective action.
From India, Chandigarh
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1. All absences must be reported by the employee. Calls will be accepted from members of the immediate household if the employee is not able to report. When reporting absences, give reason for absence, and in the case of illness, give type of illness (optional) and expected date of return. Absences must be reported within the first hour by calling the number given to you by your supervisor. In case of an illness involving more than one day, the employee must report daily prior to the start of the shift, unless prior arrangements have been made with the immediate supervisor. It is the responsibility of each employee to properly report their absence. Failure to do so could result in a dock in pay and possible corrective action.
2. All employees must be ready to work at the time and place designated by their supervisor. Employees must begin working immediately at the starting time for the shift and shall continue to the conclusion of the established shift, (excluding 2 approved rest periods and 1 lunch period).
3. Working hours shall be assigned by the supervisor. These hours are subject to change.
4. All employees shall work a probationary period as designated by their classification, and will be evaluated in writing during that period. Performance Evaluations will include work habits, attendance, cooperation and performance. Employees may be rejected during probation without cause.
5. When working, all employees shall present a professional appearance. All employees are expected to conduct themselves in a courteous and professional manner at all times.
6. Vacations may be approved after one qualifying pay period. Dates when vacation may be taken shall be at the discretion of the responsible supervisor. All vacation and compensating time off must be requested at least twenty-four hours in advance and approved by the supervisor. In case of an emergency, the supervisor may approve vacation with less than the twenty-four hours advance notice. Use of vacation time for sick time, when out of work for an extended illness, after all sick leave credits are exhausted may be permitted. Such a request must be made in advance with the immediate supervisor's approval. A doctor's certificate is required in all such cases.
7. Sick leave for full-time employment is accumulated at one day per month of service. Leave accrual is available after one calendar month of continuous services. The supervisor may require substantiation by a physician for any absence of three or more days. In addition, the supervisor may require a physician's statement for every absence. The physician's certificate of absence may show the nature of the illness/injury, must show the dates the employee was off ill and could not work, and must be signed by the physician/agent.
8. Employees are responsible for their transportation to ensure proper attendance on the job. Lack of transportation is not a valid reason for absence and may result in a dock in pay or corrective action.
9. Lunch periods must be kept within the prescribed limit, and if an employee leaves his or her assigned work location to have lunch, it is their responsibility to be back to work in the prescribed time limit. Using State vehicles for personal transportation during lunch and break periods is prohibited.
10. Two rest periods per day are allowed. Rest periods must be kept within a 15-minute period; the travel time to and from the rest area is included in the 15 minutes allowed. Rest periods are not cumulative. Rest periods are paid time and cannot be used for extended lunch periods, beginning work after the start time or leaving work early. Unused rest periods do not carry over to the next day.
11. Employees must not leave assigned work areas during working hours without the consent of their supervisor.
12. Employees shall not let any person into a locked room or building on the campus. Refer these persons to the Campus Police Department (Public Safety).
13. Each employee is responsible for cleaning, inspecting and/or storing the tools and equipment they use during a job assignment in the designated area.
14. Use of state vehicles or equipment for personal use is prohibited.
15. Illness or accident on the job must be reported immediately to your supervisor.
16. Sleeping on the job is grounds for corrective action.
17. Drinking alcoholic beverages or using illegal substances during working hours or coming to work under the influence of any alcoholic beverage or substance abuse is cause for immediate corrective action, including suspension or dismissal.
18. All employees are expected to come to work alert and prepared to perform their University duties. Employees shall not use state time or resources for personal use or to engage in outside employment themselves.
19. Visitors are not allowed in work areas without approval of the supervisor.
20. Badges and required safety equipment are furnished at the time of employment; uniforms may be issued after six months of continuous full-time employment. Upon receipt, the wearing of uniforms, badges and required safety equipment is a condition of employment. Employees are required to wear badges and uniforms while on duty. Uniform issue is subject to change based on the departmental uniform policy and available resources.
21. All employees are required to comply with department, State and Federal Safety regulations, including provisions for operating State-owned vehicles and equipment.
22. All employees are required to comply with University Policies and Procedures.
23. An infraction of any of the above work rules may lead to corrective action.
From India, Chandigarh
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Hi,
Our friend's, as well as my, appointment letter regarding the notice of termination states the following: The appointment is subject to termination by giving three months' notice on either side. The company may, however, at its discretion, pay one month's salary in lieu of the notice.
My friend has already resigned from the company on the 10th of February 2011 and provided 3 months' notice to the employer. However, the employer is now asking him to leave immediately, offering salary up to the date of departure along with one month's pay. Additionally, the employer is pressuring him by not providing any job opportunities.
Can he take legal action against the employer based on the terms mentioned above, especially if the company terminates him after he submitted his resignation on the 10th of February 2011?
What are the legal implications, and is he able to challenge the employer on the grounds mentioned?
Please assist me promptly at prashant.mishra2807@gmail.com.
With regards,
PKM
9449845725
From India, Hyderabad
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Our friend's, as well as my, appointment letter regarding the notice of termination states the following: The appointment is subject to termination by giving three months' notice on either side. The company may, however, at its discretion, pay one month's salary in lieu of the notice.
My friend has already resigned from the company on the 10th of February 2011 and provided 3 months' notice to the employer. However, the employer is now asking him to leave immediately, offering salary up to the date of departure along with one month's pay. Additionally, the employer is pressuring him by not providing any job opportunities.
Can he take legal action against the employer based on the terms mentioned above, especially if the company terminates him after he submitted his resignation on the 10th of February 2011?
What are the legal implications, and is he able to challenge the employer on the grounds mentioned?
Please assist me promptly at prashant.mishra2807@gmail.com.
With regards,
PKM
9449845725
From India, Hyderabad
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