OK, just checked the images of the smart card on google, the IP number is independent of the company code now. So what you said makes sense in the IT Enabled ESIC world :)
From India, Mumbai
2383From India, Mumbai
Dear Saswata ji,
Let me repeat it, this system of not registering the IP with every new employment is not a new. It is not on IT roll out but since beginning.
Before IT roll out, we used to give to the Corporation Local Branch only the ESI number of the new employee who is already registered with earlier employment and the Local Branch was getting the details of the IP's contributions during previous contribution period from his previous concern Local Branch.
Due to this system, the IP was able to claim the benefits under this Act from day one if he has contributed in the previous contribution period.
From India, Mumbai
Let me repeat it, this system of not registering the IP with every new employment is not a new. It is not on IT roll out but since beginning.
Before IT roll out, we used to give to the Corporation Local Branch only the ESI number of the new employee who is already registered with earlier employment and the Local Branch was getting the details of the IP's contributions during previous contribution period from his previous concern Local Branch.
Due to this system, the IP was able to claim the benefits under this Act from day one if he has contributed in the previous contribution period.
From India, Mumbai
Dear Korgaonkar ji
Thanks for your valuable inputs, which gives the correct answers and information.
I think the confusion started by putting ESI issues on a thread containing an update on PF.
Both are separate provisions governed by different Laws.
An HR officer by virtue of his or her higher slab of salary may not ever have joined ESI, however that is no argument not to have at least a working knowledge of ESI and its provisions. Adequate knowledge of labour laws is a necessary competency.
Warm regards.
From India, Delhi
Thanks for your valuable inputs, which gives the correct answers and information.
I think the confusion started by putting ESI issues on a thread containing an update on PF.
Both are separate provisions governed by different Laws.
An HR officer by virtue of his or her higher slab of salary may not ever have joined ESI, however that is no argument not to have at least a working knowledge of ESI and its provisions. Adequate knowledge of labour laws is a necessary competency.
Warm regards.
From India, Delhi
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EPFO Eseva data uploding Guidlines.pdf