A RADHAKRISHNA
02 May 2009 at 21:17
Under the PF Act, the principal employer is liable for deducting and remitting the PF contributions of not only its employees but also that of contract labour. Is this applicable even when the contractor engaged by him does not deploy more than 20 persons and is not covered under Act for registration and for obtaining PF code. If that is the case, where will the PE will deposit the contributions of contract labour where PE is an exempted establishment. What remedies are available.
anshul sangal
02 May 2009 at 17:16
Sir can u define basic wages,employer and employee under Employees provident funds act 1952
rgurucharan
30 April 2009 at 16:16
Dear sir,
Our is a private trust, running the management school. We provide the mess facility for the student who reside in our hostel. We collect the mess fees also for the same.
Our institute is registered under the indian trust act 1882.
Pls guide me the provisions applicable to run a mess and also the following rules and regulations to be adhered to run a mess. our office is in karnataka (banaglaore).
with regards,
R. gurucharan.
kamal Jangid
30 April 2009 at 12:00
Simply reading provision of ESI Act Factory means manufacturing unit. And extended to establishments, such as, shops, hotels, restaurants, cinemas, preview theatres, motors transport undertakings and newspaper and advertising establishments etc.
Now i want to know is service provider is come in the preview of ESI as from above provision is not seems covered ??
Thnaks in advance
Kamal Jangid
Kamal_jangir96@yahoo.com
Biplab Swain
28 April 2009 at 17:28
Before bothering you with my querry, Please allow me to describe the situation.
I was working with a courier company which has changed its name 3 times in last 12 years. My term is 12 years. I was dispensed with without assigning any reason in July 2008. I need to file a Gratuity & unpaid dues case now as all my communiqueue during this period has gone unheeded & the company is adamant to pay. I'm now staying in Orissa as there is a danger to my life in Delhi from the company's goons. Following are some important developments in my case:
1. The company doesnot issue Appointment letter till my dispensation. However, they have issued back dated Appointment letters after that. But my letter to the management has well documented that before my dispensation.(I can prove that it is back dated).
2. The company, during the course of my VISA application did issue letters to different consulates describing my Service periods.
3. I was employed in Delhi(They dont have any office in Orissa). However, the Memorandum and Articles doesnot speak anything about the jurisdiction, yet the appointment letter to other staff does mention that they can transfer anybody to anywhere in India, yet is again silent about jurisdiction in case of disputes.
4. While I was dispensed,I have been physically attacked & verbally threatened over Phones (Even in Orissa) by the company's goons. The same has been lodged with Delhi Police at Dwarka & Naraina with Diary entries.
Now the question is :
1. Since there is an iminent danger to my life in Delhi, How can I file my Gratuity Case & Unpaid dues case in Cuttack.
2. Furthermore,I dont have any mode of income as of now & am unable to fight a case at Delhi. What would be the recourse for the same.
3.I do have enough Documentary proof to prove my case beyaond any foreseeable doubt.
4. Is there any case which can be refferred for my aid & help?
Thanks
Biplab
kamal Jangid
28 April 2009 at 16:59
During review of accounts of one of our clients i find that they did not paid ESI.
As per their HRD as they are not having more than 20 person at one place they are did not cover.
However they have 6 branches in different states and total no of employees including branches is more than 50.
MY quaery is:-
1) IS they covered ?
2) If they covered than they did not paid yet any amount so they have to paid arrears with interest or there is any other alternatives ?
Thnaks in advance
Kamal
Kamal_jangir96@yahoo.com
p k kapoor
25 April 2009 at 08:11
IN case of payment EDLI charge,the requirement under EMPloyees' Deposit Linked Insurance Scheme is as follows:
"No amount is recovered from employee's wages . Employer should pay 0.5% of total wages subject to a ceiling of Rs. 6500/- per month ( w.e.f. 1-06-2001)."
In case of an organisation, however, this EDLI charge was calculated on total wages till March 2009 instead of restricting EDLI charge to the wage ceiling amount of Rs.6500. The matter was discussed with EPFO organisation and they stated that it can be adjusted in future payments.
My query is
(1)Under which circular of Employees Provident Fund Organisation (EPFO), adjustment of this payment is allowed.
(2) What is the provision in this regard in relevant EPFO rule/act position
(3) Whether this recovery from future payment, can be made from total amount payable to EPFO or recovery of this excess EDLI payment is to be restricted against future EDLI payment only.
rgurucharan
24 April 2009 at 17:07
Dear sir,
We are a private Trust, catering education to MBA & PGDM for management students. which is also registered under the Indian Trust Act 1882.
we are established in karnataka (Bangalore), Whether the Shops and establishment act is applicable? If so, pls guide me with what are the provisions are applicable.
with regards,
R. Gurucharan.
rgurucharan
24 April 2009 at 15:58
Dear sir,
The term "Establishment" used in the The Employees Provident Fund and Miscellaneous Provisions Act, 1952. can u pls give me the definition.
The term "Establishment" includes the Private trust?
with regards,
R. Gurucharan.
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Techiortf for wage
Is there any formula to define wages and employer under employee stare insurance act.