PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Recruitment/talent Acquisition, Career Counselling
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Shailesh Parikh_HR ProDear Mr. sawant
You shouldn't venture in allocating ID (Employee code) of seprated employee to others. From system point of view you need to maintain all such information/data with unique ID for generation of various reports and study trends and its analysis.
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From India, Mumbai
varghesemathewChanging ID No will not affect ESE/PF legally.But it will affect your internal admin and accounting system. Varghese Mathew
From India, Thiruvananthapuram
hr.solutionHi Sawant It is advised not to use the old codes. Try to allocate some unique type of codes so that in future you can get the desired information easily.
From India, New Delhi
You haven't mentioned the reason(s) for this decision--are you running out of IDs that can be allocated to new employees?
OR is the problem something else because of which you wish to adopt this step?
However, like the other members mentioned, it's NOT DONE, given the number of changes you end-up doing in the Employee database--sometimes it can cause havoc in the systems.
From India, Hyderabad
consultmeWhen you separate employees from the organization, their data can not go away and hence employee ID's are not really idle. You can't erase records and allocate the ID to another employee. This can affect internal records pertaining to statutory aspects too
From India, Bangalore
Your internal ID if changed may not affect statutory compliance directly but if you have a gratuity account or superannuation account with LIC of India, it will be advisable to communicate the employee ID as well while you effect the annual payout and at the time of settlement of accounts. So it may not be a wise option to assign the idle ID numbers to new entrants.
Moreover, if your company has a system generated payroll system then a particular ID is assigned to an individual and all data pertaining to the employee is stored in the system and if you assign the ID of an employee who has left then there will be utter chaos. In case you find that the name of left employees appear in the master list and the list is quite long then you can set a filter to restrict employees who are on rolls for you to monitor data.
Suppose you have assigned an ID to two different persons and both the employees have left the organisation and one wants to rejoin. At this juncture you will find it difficult to track when the same number is assigned to two employees.
Likewise when you settle the accounts of two persons with the same ID then at some point of time when you need to refer back the records it becomes confusing. Generally, it will be easier to sort data based on the employee number because there may be two employees with the same name and initial as well.
From India, Madras
Employee id's are always unique. Even after a employee has left the organisation that id shouldn\t be touched and again if for some reason if the same employee joins again a new id is required to be issued.
Even after the employee has cleared all his due's and taken the PF or ESIC still the id's should be untouched as there may be enquiry sometimes by the authority.
Moreover why do you want to use the same id's you may issue the id's to any new joinee's in series and also overtime the time it also gives you total number of employee your organisation has recruited till date.
From India, Mumbai
I think this topic or query is not worth dedicating much time as its reply has already been advised by many of my friends. So lets stop following this thread as its solution has already been provided we all are just repeating the same story. Would be better if we give our concentration to some other thread/ issue.
Thanks & Regards
From India, New Delhi
Best Practices ERP s/w follow the same rule. Not only should you ever reuse them but you should neither delete them.
So ERP s/w or not you need them along with whats mentioned by others for an audit history.
From India, Aurangabad