By Mistake Sal Trf To Employee Whose On Meternity Leave

Hello Friends / Seniors,

I am a new joiner on cite.hr. I need your suggestions on one matter. One of our employees has been on maternity leave for the last two months. This month, by mistake, I transferred her salary to her account after deducting PF / ESIC benefits. What should I do now? How can I rectify my mistake? The question is, she is availing maternity benefits from ESIC, and for that, I need to show her AB on the muster.

Please, friends, I urgently need your help.

Regards,
Swatis

Dear swatisaad,

Welcome to CiteHr.com!

I understand your concern and worry. Mistakes do happen once in a while. The best solution is to discuss this immediately with your boss or an understanding senior and seek their suggestions. It is assumed that companies are a "going concern" and thus any errors committed today can be rectified tomorrow. Also, it is fair to assume that an employee will not run away after receiving this salary.

So, the remedy can be: To treat this salary as a "Salary Advance" in the Account Books. When the employee joins and in the next salary cycle, adjust this as "Salary Arrears (-)" (even if it takes more than a month's salary). I hope this helps in solving your problem.

Warm regards.

Dear Swati,

Have you paid the contribution of ESIC for that salary paid? If not, then as advised by the senior, you can reverse the salary amount as a salary advance or loan paid to them and need not worry, as the employee will be back from maternity leave.

But if you have paid the contribution, please go and discuss with the Branch Manager regarding the mistake. Since when the employees return from maternity leave, they will go for a claim, and if their name appears in the return during that period, it will create confusion and problems. Better discuss with the ESIC Branch Manager for a solution, as this will bring the issue to their knowledge and will make the reimbursement process easier for the employee who is availing the benefit.

Regards,
SIDMAN

Hello Swati,

Raj Kumar's suggestion is very apt and practical. Just go for it.

I also suggest you inform the plan of action to the employee concerned and put everything in writing so that there are no communication gaps later (and that should also handle any situations if the employee vanishes).

Regards,
TS

Thank you very much for your suggestion.

Some more things which I would like to know:

1) How many months of maternity benefit facility will she get?
2) She has been on leave from the 8th month of her pregnancy, i.e., August 10th, for which I had paid her. However, her delivery has not taken place yet.
3) When she submitted her form for the seventh month, the ESIC doctor gave a remark that she needs to remain absent from August 5th, 2010, on medical grounds. I have a copy of that report with me.
4) I paid her salary after deducting PF and ESIc.

Regards