Dear Seniors, please let me know what's wrong with this issue and your view on it. One employee of our company died on 23.03.19 due to natural death but before death, he was on leave without pay from 01.03.19 to till death. Date of exit 23.03.19 and reason death.
But EPF office rejected the EDLI claim. They give a reason that the monthly contribution of the deceased member was paid by the employer only up to 03/2019, it means the wages were Feb-2019 whereas the member died in 23.03.2019. Employers should pay contributions for the month of 04/2019. It means the member did not die while in service. EDLI benefit paid to those employees who die while in service.
Please let me know member's spouse will get EDLI claim or not.

From India, Lucknow

Get a holistic view of Project Management that would cover modern tools & techniques →
Promoted: XLRI - Executive Development Program in Project Management for Senior Professionals (Explore Course)
Dear Shashanksri ji,
In my view, it is a wrong rejection.
For EDLI claim, there are two criteria. One is the deceased should be a member of PF. And another is "assurance benefit" is linked with average balance during 12 months before the death, in the Provident Fund account of deceased.
You are advised to write to RPFC and resubmit the form. Else take the grievance to Nidhi Aapke Nikat.

From India, Mumbai
Dear Mr Shashank,
Please verify March-2019 ECR Filed by your Company.Whether deceased Employee Name is Mentioned? Whether NCP Days mentioned against Deceased Employee Name? Whether EDLI Contribution for the deceased Employee Paid by the Employer?
Admitting Employee was on Loss of Pay/Non Contribution Days, Employer is liable to pay EDLI Contribution @0.50% on EDLI Wages

From India, New Delhi
For EDLI benefits, employer needs to give a certificate to EPFO stating whether the deceased employee was on the rolls of the company or not. If he was on the rolls of the company, his family would be eligible for EDLI benefits. If not, he will not be eligible. EPFO will decide based on the certificate given by the employer. For the month of non-payment, you should state that the member was on loss of pay although he was on the rolls of the Company as did not attend office due to his illness.
From India, Mumbai
This is a serious issue. There is a difference between exit date and last working day. If the employee had worked till 23/3/2019, the last working day should be 23/3/2019. But if you put that date as exit date, the dependents of the deceased will not get the EDLI benefits which is payable only if death happens while in service. But if yo put 24th as exit date, he would have got it.

The above philosophy of putting a later date will not be applicable in he case of an employee leaving your organisation and joining some other organisation where PF is covered. Consider that the employee has worked in Company X till 23rd and he joins company Y on 24th. In this case, the last working day should be the exit date in company X because if you put 24th as exit date, he cannot put 24th as joining date in company Y. This is actually an issue which can have future confusions. Therefore, ideally, in death cases, a date later than date of death shall be put as exit date whereas in the case of resignation, the date should be last working day.

if the last month pay out was zero, his contribution to EDLI should also be zero. Therefore, the ECR will not prove that his death happened while in service. You have to establish that he was hospitalised and since he had no leave to his credit, he was approved to take leave without pay and unfortunately, he passed away while undergoing treatment. alternatively, if his death is not due to any illness but he had taken leave for some other ground, that can also be quoted. But what is important is that there should be a leave letter and the death should occur during the period of leave. You should also produce the muster roll with his name appearing among the employees for the month of February (month preceding the month of death) and March (the month of death). In case the employee was a member of ESI, the contribution history for February, March (with nil contribution) and April (with marking that left/ expired) shall be useful. In case covered by medical insurance, any communication/ monthly returns (deletion of employee) to the service providers shall be taken as proof to show that he was an employee at the time of death.

For getting the above clarified, you will have to write to the EPF Organisation and get an opportunity to be heard. Onc the EPFO is satisfied, the dependents will get the EDLI benefits. Therefore, please write to EPFO and ask for a personal hearing or opportunity to produce evidences to establish that he was an employee and the death had occured while on service.

From India, Kannur

i request the employer to check the march-19 ECR and the specific UAN no displayed there or not, if they have filed ECR with total NCP of the specific UAN, then it might be a ground to go for solution from EPFO, but if the UAN was not taken in ECR filing, then EPFO has all rights to reject the claim

In case the records with the employer is correct, till date as was mentnioned by kin of the deceased employee, they appeal PF office for reconsideration of EDLI. The sum they offer as the benefit, usually it is Rs. 1,00,000/- and in case the employee is covered under ESIC he should get Rs. 10,000/- as burial charges
From India, Bangalore
Depending upon the service the EDLI benefits shall be Rs 6 lakhs.
From India, Kannur
Dear Mr Raghunath, ESI "Funeral Benefit" has been enhanced to Rs15,000/-
From India, New Delhi
The Central Board of Trustees has decided to increase the maximum limit for EDLI from Rs 6 lakhs to Rs 7 lakhs.
From India, Kannur

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply →

About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR.Comô

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server