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The Employees' Provident Fund Organisation, India, is one of the largest provident fund institutions in the world in terms of members and amount of financial transactions that it has been carrying on. Employees' Provident Fund Scheme takes care of following demands of the members:
CONTRIBUTION UNDER PROVIDENT FUND: As per amendment-dated 22.9.1997 in the Act, both the employees and employer contribute to the fund at the rate of 12% of the basic wages, dearness allowance and retaining allowance, if any, payable to employees per month.
The applicant is assigned a social security number by filling an application. The Provident Fund registration points on delinquent reporting, underreporting, or non-reporting of workforce size. If the work force size exceeds 20, then Provident Fund registration becomes mandatory.
The employer is required to provide relevant information to the concerned regional Provident Fund Organization (EPFO) in specified manner for allotment of Establishment Code Number. No registration is to be made for the employees. Nevertheless all eligible employees are needed to become members of the Fund and individual account number is allotted by the employer in specified manner.
As per an internal circular, if application is complete in all respect, then the code number is to be allotted within 3 days from the date of submission. However, in many cases applicants have received the intimation letter with the code number in 12 to 15 days. An online application facility is not provided so far.
The enactment of Employees’ State Insurance Act, 1948 anticipate an integrated need based on social insurance scheme that would protect the interest of workers in crises such as sickness, maternity, temporary or permanent physical disablement, and death due to employment injury leading to loss of wages or earning capacity. The Act also guarantees to render fairly good medical care to workers and their immediate dependants.
The Act was originally applicable to those non-seasonal factories using power and employing 20 or more persons; but it is now applicable to all non-seasonal power using factories employing 10 or more persons and all non-power using factories employing 20 or more persons.
The existing wage-limit for coverage under the Act, is Rs.10,000/- per month (with effect from 1.10.2006).
CONTRIBUTION UNDER ESI: - E.S.I. Scheme being contributory in nature, all the employees in the factories or establishments to which the Act applies shall be insured in a manner provided by the Act .The contribution payable to the Corporation in respect of an employee shall include employer’s contribution and employee’s contribution at a prescribed rate. Revisions in rates are made from time to time. Currently, the employee’s contribution rate (w.e.f. 1.1.97) is 1.75% of the wages and that of employer’s is 4.75% of the wages paid/payable in respect of the employees in every wage period. Employees in receipt of a daily average wage up to Rs.50/- are granted exemption from payment of contribution. However employers will not get such exemptions from their contribution in respect of these employees.
Registration is the process through which every employer/factory and every employee employed for wages are analyzed for the purpose of the medical insurance scheme and their individual records are set up for them.
As per the Employees' State Insurance (General), Form 01 is the form needed to be submitted by Employer for registration. The Employer Code Number will be issued within 3 days to a week. Within next two days, an "intimation letter" containing the Code Number is sent by post to the employer.
After the employer’s registration, the Employee’s individual insurance is to be made which is a separate process. The Employer is accountable for submitting the required Declaration Form and employees are responsible for providing correct information to the employer. The employee temporary cards (ESI Cards) are issued on the spot by the local offices in many places. The temporary cards remain valid for 13 weeks from the date of appointment of the employees. It takes about 4 to 5 weeks to get a permanent ESI card. The identity cards will be delivered to the insured persons directly by the ESI Corporation rather than through the employers to assure that all the insured persons receive their identity cards to enable them to receive cash and medical benefit.
The ESI Act applies to all establishments employing 10 or more persons. The ESI Act provides for sickness benefits, medical relief, maternity benefits for women workers, compensation for fatal and other employment injuries, etc. For becoming eligible for this Act, an employee should receive wages up to Rs. 10,000 per month.
The Indian law in relation to Human Resources (HR) is only combination of Central and State laws which made it more complicated. Diverse laws govern the different prospects of HR such as employment, compensation, harassment, safety at workplace, termination, corrective action, policies, procedures, benefits administration and records maintenance. A large number of requirements are required to be regularly fulfilled by employers under these laws on a monthly, quarterly or annual basis.
LAWS RELATED TO INDUSTRIAL RELATIONS:
LAWS RELATED TO WORKING HOURS, CONDITIONS OF SERVICE AND EMPLOYMENT:
LAWS RELATED TO EQUALITY AND EMPOWERMENT OF WOMEN:
LAWS RELATED TO SOCIAL SECURITY:
LAWS RELATED TO DEPRIVED AND DISADVANTAGED SECTIONS OF THE SOCIETY:
LAWS RELATED TO INDUSTRIAL RELATIONS:
BESIDES THE ABOVE HR SPECIFIC LAWS, THE RELATIONSHIP OF AN EMPLOYER AND EMPLOYEE ALSO GOVERNED BY FOLLOWING GENERAL LAWS:
While these HR-specific laws are highly complex and typical to comprehend by many, the onus is on the employer to understand them and ensure compliance with the provisions specified therein. Consequences of non-compliance are stiff. If the employer is failed to comply with the statutory requirements can result in fines, penalties, and in the most extreme cases, imprisonment for the Directors and/or the officer-in-charge of the Company. It hence augurs well for any business entity to be aware of the various HR-related laws and regularly comply with all the requirements.
We understand the complexities included in these HR-related laws and the difficulties faced by companies in fulfilling with them. We, thus, offer a wide range of services to our clients that cover different aspects of HR in a company, including.
We provide services in the areas of PF; ESI & Other labour law related Consultancy Services. We honor ourselves on a practical, ethical and professional approach to all PF, ESI & Other Consultancy Services. We aims at to work in the best interests of our client, giving best advice, avoiding conflicts of interests and acting with honesty & integrity at all times with the profession & tax authority with consideration of ethical code of conduct.
New Company Registration
PF Withdrawals & Transfers
Monthly Process & Annual Process
New Company Registration
Private Limited Companies are those types of companies where minimum number of members is two and maximum number is two hundred. A private limited company has the limited liability of members but at the same time it has many characteristics as those of a partnership firm. A private limited company has all the advantages of partnership namely flexibility, greater capital combination of different and diversified abilities, etc., and at the same time it has advantages of limited liability, greater stability and legal entity. In this sense, a private limited company stands between partnership and widely owned public company. Identifying marks of a private limited company are name, number of members, shares, formation, management, directors and meetings, etc., The maximum number of directors shall have to be mentioned in the Articles of Association. In the grand of privileges and exemptions, the Companies Act has drawn a distinction between an independent private company and other private company which is a subsidiary to the other public company.
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