Dear All,
I am working in Tarapur as an HR Executive. ESIC has been started in our factory since November 2016. As I have to prepare a draft for both employers and employees, can anyone help me with a format or structure to present it? I have the contents to view but need a proper format. Please help me.
Regards,
Negi
From India, Worli
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1I am working in Tarapur as an HR Executive. ESIC has been started in our factory since November 2016. As I have to prepare a draft for both employers and employees, can anyone help me with a format or structure to present it? I have the contents to view but need a proper format. Please help me.
Regards,
Negi
From India, Worli
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Dear Negi, Pl send your details at hr@sharpjob.in Regards Narendra/Mumbai
From India, Mumbai
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From India, Mumbai
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Before providing the details, I have one more query: we have the Workmen Compensation policies with validity until June 2017.
1. What is the difference between both?
2. Will it be okay to have both (ESIC & Workmen Compensation)?
Kindly help me to clear this.
Regards,
Negi
From India, Worli
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1. What is the difference between both?
2. Will it be okay to have both (ESIC & Workmen Compensation)?
Kindly help me to clear this.
Regards,
Negi
From India, Worli
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No use of having both ESIC and WC policy. once ESIC is implemented in your area WC will not have any hold. It is hardly a month left for WC you may discontinue the said policy. v.murali
From India, Madipakkam
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From India, Madipakkam
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Dear Mr. Negi,
You have admitted that your factory is already covered under the ESI Act with retrospective effect, i.e., from November 2016. You have already delayed the matter. Consequently, you are liable to pay interest, penalty, together with belated employee and employer share of contributions. How will you deduct the employee share of ESI contribution from November 2016?
What draft have you been preparing all these days for employees and the employer? The employer is not aware of the coverage of the factory under the ESI Act from November 2016. What do you mean by "I have the contents to view but need a proper format"? Workmen's Compensation Policy is applicable for employees not covered under ESI.
From India, New Delhi
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You have admitted that your factory is already covered under the ESI Act with retrospective effect, i.e., from November 2016. You have already delayed the matter. Consequently, you are liable to pay interest, penalty, together with belated employee and employer share of contributions. How will you deduct the employee share of ESI contribution from November 2016?
What draft have you been preparing all these days for employees and the employer? The employer is not aware of the coverage of the factory under the ESI Act from November 2016. What do you mean by "I have the contents to view but need a proper format"? Workmen's Compensation Policy is applicable for employees not covered under ESI.
From India, New Delhi
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Dear Srinath Sir,
I know it has been delayed, but it was due to some internal issues in the factory, and there was no HR at that time as I had also joined at the end of the month as a fresher to Factory working. Thus, I have researched, and registration is already done. However, regarding deductions, I have to prepare a proposal covering the points of deduction, stating whether the Company is willing to cover the earlier expenses till now. If yes, the amount can be deducted from employees on a monthly basis.
Recently, an HR consultant has joined us, and they have advised me to prepare a proposal for Management and a draft for employees regarding ESIC in detail. Therefore, I need guidance for the same.
Thanks & Regards,
Vidya Negi
From India, Worli
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I know it has been delayed, but it was due to some internal issues in the factory, and there was no HR at that time as I had also joined at the end of the month as a fresher to Factory working. Thus, I have researched, and registration is already done. However, regarding deductions, I have to prepare a proposal covering the points of deduction, stating whether the Company is willing to cover the earlier expenses till now. If yes, the amount can be deducted from employees on a monthly basis.
Recently, an HR consultant has joined us, and they have advised me to prepare a proposal for Management and a draft for employees regarding ESIC in detail. Therefore, I need guidance for the same.
Thanks & Regards,
Vidya Negi
From India, Worli
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ESI Wage Ceiling was Rs15,000/- until 31/12/2016. From 01/01/2017, the wage ceiling has been enhanced to Rs21,000/-. The due date for the remittance of ESI Contribution is on or before the 21st of the succeeding month. You have to cover employees under ESI in the online portal. After receiving the ESI Insurance Number, you need to file the monthly contribution. You can use the previous ESI Insurance Number, if any, in respect of employees to be covered.
Our factory has been covered under the ESI Act, 1948 w.e.f. We have been allotted ESI Code #. Employee's share of ESI Contribution, Employer's Share of ESI Contribution. ESI Contribution is payable on the gross salary earned. Employees who are already covered under ESI, please furnish their Insurance Number. Employees have to provide their and family members' Aadhaar Number for linking.
From India, New Delhi
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Our factory has been covered under the ESI Act, 1948 w.e.f. We have been allotted ESI Code #. Employee's share of ESI Contribution, Employer's Share of ESI Contribution. ESI Contribution is payable on the gross salary earned. Employees who are already covered under ESI, please furnish their Insurance Number. Employees have to provide their and family members' Aadhaar Number for linking.
From India, New Delhi
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Thank you Sir, for this... i hope this will help me out for preparing better proposal.
From India, Worli
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From India, Worli
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Employee Benefits.doc