Amendment in payment of bonus act
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The Key Changes in The Payment of Bonus (Amendment),Act 2015 (a) The official amendment provides that the benefits of the Act would be deemed to have come into force on April 1, 2014, instead of April 1, 2015. (b) The employee’s eligibility limit enhanced from Salary of Rs.10000/- Per Month to Rs.21000/- Per Month w.e.f. 1st April 2014. (c) The BONUS calculation ceiling limit enhanced from Rs.3500/- Per Month to Rs.7000/- Per Month or the minimum wages for the scheduled employment, as fixed by the appropriate Government, whichever is higher w.e.f. 1st April 2014. The official amendment provides that the benefits of the Act would be deemed to have come into force on April 1, 2014, instead of April 1, 2015.
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Amendments to Payment of Bonus Act --
Bonus in india assumes different meaning altogether If you read the basic act and you can get thoroughly confused.
Age old laws with plenty of amendments , court rulings brought more confusion to the legal status and interpretation yet every personnel, hr manager grapples with it.
Here is attempt tp update with easy to read form
Payment of bonus act,1965 ppt
The Payment of Bonus Act, 1965 aims to reward employees through profit sharing. It applies to factories and establishments with 20 or more employees. Eligible employees must work a minimum of 30 days and earn less than Rs. 21,000 per month. Employers must pay a minimum bonus of 8.33% of salary or Rs. 100, and can pay up to 20% of salary depending on available surplus. Employers have 8 months to pay bonuses, with provisions to carry forward surplus or deficits to subsequent years.
Gratuity presentation v1.0
Gratuity and bonus are retirement and profit-sharing benefits, respectively, that employers in India are required to provide to employees under law. Gratuity is calculated as 15 days' wages for each completed year of service, up to INR 10 lakh, and is paid when employment ends. Bonus is calculated as 8.33-20% of wages and must be paid annually if profits are earned, to reward employee contributions to organizational success. Both are governed by Indian acts that mandate their payment across companies employing more than 10-20 people, depending on factors.
ESI act - Employee State Insurance
The document outlines the Employees' State Insurance (Central) Rules, 1950 which provides medical, sickness, maternity and other benefits to employees in India. [1] It is applicable to factories/establishments with 10 or more employees in certain states. [2] Both employers and employees must contribute monthly amounts that are 1.75% and 4.75% of wages, respectively, to receive benefits like free medical care, cash compensation for sickness/disability, maternity benefits and unemployment allowance. [3]
The Payment of Gratuity Act, 1972
The Payment of Gratuity Act, 1972 provides for a mandatory gratuity payment by employers to their employees at the time of their retirement or resignation after a minimum of 5 years of continuous service. The Act applies to shops, establishments, factories and other organizations employing 10 or more persons. It requires employers to determine gratuity amounts payable and make payments within 30 days. In case of disputes, the controlling authority determines the gratuity amount after providing an opportunity to both parties. Employers who fail to comply with the provisions of the Act may be punished with imprisonment and fines.
Employees provident fund and miscellaneous provisions act,
The Employees Provident Fund and Miscellaneous Provisions Act, 1952 was passed to provide social security to employees in industries by establishing a compulsory provident fund. The Act applies to establishments with 20 or more employees across industries like cement, cigarettes, engineering etc. It requires both employers and employees to contribute 12% each of the employee's basic wages to the provident fund. Several amendments have been made over time to introduce provisions like family pension schemes and deposit linked insurance schemes. The Act is administered by the Central Board of Trustees, Employees Provident Fund Organisation with representation from government, employers and employees.
Payment of gratuity act 1972
The document discusses the key aspects of gratuity as per the Payment of Gratuity Act, 1972. It provides definitions for gratuity, continuous service, and eligibility criteria. It states that gratuity is payable for continuous service of 5 years or more (or in case of death/disablement) and the maximum amount is Rs. 10 lakhs. The document outlines procedures for nomination, application for gratuity, penalties for non-compliance, and methods to calculate gratuity for different types of employees.
Esi act, 1948
The Employees' State Insurance Act, 1948 provides social security to workers in India, including sickness benefits, medical benefits, maternity benefits, dependents' benefits, and funeral expenses. It applies to establishments with 20 or more employees and provides these benefits to insured persons earning up to Rs. 15,000 per month. The ESI Corporation administers the scheme and consists of representatives from central and state governments, employers, employees, and medical professionals.
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Amendments to Payment of Bonus Act --
Bonus in india assumes different meaning altogether If you read the basic act and you can get thoroughly confused.
Age old laws with plenty of amendments , court rulings brought more confusion to the legal status and interpretation yet every personnel, hr manager grapples with it.
Here is attempt tp update with easy to read form
Payment of bonus act,1965 ppt
The Payment of Bonus Act, 1965 aims to reward employees through profit sharing. It applies to factories and establishments with 20 or more employees. Eligible employees must work a minimum of 30 days and earn less than Rs. 21,000 per month. Employers must pay a minimum bonus of 8.33% of salary or Rs. 100, and can pay up to 20% of salary depending on available surplus. Employers have 8 months to pay bonuses, with provisions to carry forward surplus or deficits to subsequent years.
Gratuity presentation v1.0
Gratuity and bonus are retirement and profit-sharing benefits, respectively, that employers in India are required to provide to employees under law. Gratuity is calculated as 15 days' wages for each completed year of service, up to INR 10 lakh, and is paid when employment ends. Bonus is calculated as 8.33-20% of wages and must be paid annually if profits are earned, to reward employee contributions to organizational success. Both are governed by Indian acts that mandate their payment across companies employing more than 10-20 people, depending on factors.
ESI act - Employee State Insurance
The document outlines the Employees' State Insurance (Central) Rules, 1950 which provides medical, sickness, maternity and other benefits to employees in India. [1] It is applicable to factories/establishments with 10 or more employees in certain states. [2] Both employers and employees must contribute monthly amounts that are 1.75% and 4.75% of wages, respectively, to receive benefits like free medical care, cash compensation for sickness/disability, maternity benefits and unemployment allowance. [3]
The Payment of Gratuity Act, 1972
The Payment of Gratuity Act, 1972 provides for a mandatory gratuity payment by employers to their employees at the time of their retirement or resignation after a minimum of 5 years of continuous service. The Act applies to shops, establishments, factories and other organizations employing 10 or more persons. It requires employers to determine gratuity amounts payable and make payments within 30 days. In case of disputes, the controlling authority determines the gratuity amount after providing an opportunity to both parties. Employers who fail to comply with the provisions of the Act may be punished with imprisonment and fines.
Employees provident fund and miscellaneous provisions act,
The Employees Provident Fund and Miscellaneous Provisions Act, 1952 was passed to provide social security to employees in industries by establishing a compulsory provident fund. The Act applies to establishments with 20 or more employees across industries like cement, cigarettes, engineering etc. It requires both employers and employees to contribute 12% each of the employee's basic wages to the provident fund. Several amendments have been made over time to introduce provisions like family pension schemes and deposit linked insurance schemes. The Act is administered by the Central Board of Trustees, Employees Provident Fund Organisation with representation from government, employers and employees.
Payment of gratuity act 1972
The document discusses the key aspects of gratuity as per the Payment of Gratuity Act, 1972. It provides definitions for gratuity, continuous service, and eligibility criteria. It states that gratuity is payable for continuous service of 5 years or more (or in case of death/disablement) and the maximum amount is Rs. 10 lakhs. The document outlines procedures for nomination, application for gratuity, penalties for non-compliance, and methods to calculate gratuity for different types of employees.
Esi act, 1948
The Employees' State Insurance Act, 1948 provides social security to workers in India, including sickness benefits, medical benefits, maternity benefits, dependents' benefits, and funeral expenses. It applies to establishments with 20 or more employees and provides these benefits to insured persons earning up to Rs. 15,000 per month. The ESI Corporation administers the scheme and consists of representatives from central and state governments, employers, employees, and medical professionals.
EMPLOYEE STATE INSURANCE ACT 1948
The Employees' State Insurance Act of 1948 was a pioneering social insurance measure in India that provides sickness, maternity, medical and dependents' benefits to employees of factories and establishments. It originally applied to power-using factories employing 20 or more persons, and has since been expanded to include smaller factories, shops, hotels and other sectors. The Act requires employers to register eligible establishments with the Employees' State Insurance Corporation. Benefits include sickness benefit, maternity benefit, disablement benefit, dependents' benefit, medical benefit, and funeral benefit. The case discusses a claim for dependent benefits filed by the widow and son of a deceased insured person under the Act.
factory act 1948
The document discusses various provisions in the Factories Act of 1948 regarding efficiency of workers and their working hours. It summarizes sections 51-66 which specify rules such as: no more than 48 working hours per week for adults, one day of weekly holiday, daily work hours not exceeding 9 with intervals for rest, night shifts counting as a full holiday, double wages for overtime, and restrictions on women working between 6am-7pm or more than 9 hours a day. The purpose of the act is to prevent inefficiency from continuous long work hours while allowing flexibility for exceptional workload.
Provident fund ppt
The Employees' Provident Funds and Miscellaneous Provisions Act, 1952 provides social security to industrial workers in India. It establishes provident funds, pension funds, deposit-linked insurance and other benefits for employees of covered organizations with 20 or more workers. All employees earning up to Rs. 6,500 per month must contribute 12% of wages to their provident fund, while employers must contribute 3.67% to provident funds and 8.33% to pension funds, as well as administrative fees. The Act mandates timely contribution payments, form submissions for new/leaving employees, and annual returns to ensure employee social security benefits are properly funded and administered.
THE PAYMENT OF BONUS ACT,1965
The Payment of Bonus Act, 1965 requires employers in India to pay annual bonus to eligible employees based on profits. It applies to factories and other establishments with 20 or more employees. The minimum bonus is 8.33% of wages or Rs. 100, whichever is higher. The maximum bonus is 20% of wages. Employers must calculate bonus using a specified formula and maintain registers showing computations. The Act establishes rights for employees to claim unpaid bonus and resolve disputes, and penalties for employers who violate the Act.
Labour Codes in India
The document provides an overview of India's four new labour codes introduced in 2020:
1) Code on Wages consolidates laws on minimum wages and working hours. It sets a national minimum wage and prohibits gender-based pay discrimination.
2) Occupational Safety, Health and Working Conditions Code sets standards for workplace safety, maximum work hours, and leave. It provides for contract and women workers.
3) Social Security Code extends social security benefits to all employees and gig workers by removing wage ceilings. It covers life insurance, pensions, maternity leave and more.
4) Industrial Relations Code reforms trade union laws and increases thresholds for mass firings and layoffs to be approved. It provides frameworks for worker unions
Payment Of Gratuity Act
The Payment of Gratuity Act of 1972 provides a scheme for payment of gratuity to employees in factories, mines, oilfields, plantations, ports, railways, shops or other establishments with 10 or more employees. It requires employers to pay gratuity to eligible employees at the rate of 15 days wages for each completed year of service. The gratuity is payable to employees on superannuation, retirement, resignation or death/disability after 5 years of continuous service. If an employer fails to make payment within 30 days, interest is payable for delayed payment. Disputes over gratuity amounts are resolved by controlling authorities through inquiry and appeals.
HRM - The employment exchanges Act 1959
This document summarizes the Employment Exchanges (Compulsory Notification of Vacancies) Act of 1959 in India. The key points are:
1. The act aims to help unemployed persons find suitable jobs by making it compulsory for employers to notify vacancies to employment exchanges.
2. It applies to establishments with 25 or more workers in non-agricultural activities in both public and private sectors.
3. Employers must notify vacancies to the relevant employment exchange at least a week before interviews for local exchanges and 3 weeks before for central exchanges.
Shops & Establishment Act
1) The document provides information on key provisions of Shops & Establishment Acts across various Indian states, including registration requirements, opening/closing hours, leave policies, holidays, overtime rules and penalties for non-compliance.
2) Key details covered include registration timelines, maximum daily/weekly work hours, requirements for breaks and holidays, entitlements to casual leave, sick leave and privilege leave, paid holiday rules, and overtime wage rates.
3) States have different rules for many provisions. For example, while most mandate 8-9 hours maximum daily work, a few allow up to 10.5 hours if total spread is not more than 12 hours. Overtime wage rates are usually double the ordinary rate.
Employees provident fund 1952
1. The Employees' Provident Fund Act 1952 established 3 schemes - the Employees' Provident Fund Scheme, the Employees' Pension Scheme, and the Employees' Deposit Linked Insurance Scheme.
2. The Act applies to establishments with 20 or more employees and seeks to provide benefits like provident funds, family pension, and deposit-linked insurance to employees.
3. Key aspects include mandatory contributions from employers and employees, withdrawal eligibility after age 55 or incapacity, and protections against attachment of funds by courts. Administration is overseen by central and state boards with representatives of governments, employers, and employees.
Payment of Gratuity Act, 1972
Gratuity is a reward provided by employers to employees in the form of money upon termination of employment for past services. The Payment of Gratuity Act of 1972 applies to establishments across India except Jammu and Kashmir with 10 or more employees. Employees are eligible for gratuity after 5 years of continuous service. Employers must determine gratuity amounts and provide notice to employees and authorities within 30 days. Gratuity can be forfeited partially or fully if an employee causes property damage or commits violent or criminal acts.
Contract Labour Act 1970.pptx
The Contract Labour Act 1970 aims to prevent the exploitation of contract workers in India. It applies to establishments employing 20 or more contract laborers and requires both the principal employer and contractor to fulfill obligations like providing wages, benefits, and safe working conditions. The principal employer must obtain a certificate of registration from the appropriate government, while the contractor needs a license. Both are responsible for complying with the Act and ensuring the welfare of contract workers. Failure to do so can result in penalties and legal liabilities for the principal employer and contractor.
6. employee state insurance act,1948
(a) The Employee State Insurance Act of 1948 provides social welfare benefits like sickness, maternity, and employment injury benefits to employees in India earning less than ₹15,000 per month. It is administered by the Employees' State Insurance Corporation.
(b) Benefits include medical care, cash benefits for sickness, maternity, temporary or permanent disability from employment injuries, and dependents' benefits. Medical care includes outpatient and inpatient treatment at ESI hospitals, dispensaries, and clinics.
(c) Cash benefits include sickness benefit, extended sickness benefit for 34 long-term illnesses, enhanced benefits for tubectomy/vasectomy, maternity benefit, temporary and permanent disability benefits,
maternity act ppt
The Maternity Benefit Act of 1961 regulates the employment of women in certain establishments during and after pregnancy to provide maternity benefits. Key provisions include:
- Women are entitled to 26 weeks of paid leave, including 6 weeks before and 18 weeks after delivery for up to two surviving children. Additional benefits include nursing breaks and no termination or deduction of wages during leave.
- The Act applies to establishments with 10 or more employees and those belonging to the government. To be eligible, a woman must have worked 80 days in the last 12 months.
- Benefits include payment of wages during leave, a medical bonus of Rs. 250, and additional leave for miscarriage, illness, or medical procedures like tubectomy. Employers
The payment of bonus act
The Payment of Bonus Act, 1965 was enacted to provide for the payment of an annual bonus to employees in certain establishments based on profits or productivity. Some key points of the act include:
- It applies to factories and establishments with 20 or more employees
- Eligible employees must have worked at least 30 days in a year to receive bonus
- Bonus is to be calculated based on a formula and must fall within a minimum and maximum percentage of salary
- The act aims to impose liability on employers to pay bonus and provide mechanisms for addressing disputes.
The maternity benefits act, 1961
The Maternity Benefits Act of 1961 aims to provide healthy maintenance for pregnant women employees and their children. It applies to factories, mines, plantations, shops, and establishments with 10 or more employees. To be eligible for benefits, a woman must have worked for at least 80 days in the 12 months preceding delivery. Benefits include 84 days of paid maternity leave, a medical bonus of Rs. 1,000, an additional month of paid leave, and 6 weeks of paid leave in case of a miscarriage. Amendments in 2017 increased paid maternity leave to 26 weeks and provided for 12 weeks of paid adoption leave. Employers with over 50 employees must also provide creche facilities.
Gratuity final
Gratuity is a lump sum payment given to employees in recognition of long and continuous service. It is paid when an employee leaves a job after working for at least 5 years. [1] Gratuity is calculated based on an employee's salary and length of service. [2] The Payment of Gratuity Act of 1972 governs gratuity in India and applies to companies with 10 or more employees. [3] Gratuity received is partially tax exempt depending on the type of employer and number of years served.
The payment of gratuity act
The Payment of Gratuity Act of 1972 provides a scheme for gratuity payments to employees in India. Key points:
- It applies to employees of factories, mines, ports and other establishments with 10+ employees.
- Gratuity is a lump sum reward for past service paid when employment ends. It is calculated as 15 days wages for each completed year of service (up to Rs. 10 lakhs).
- If an employee dies, gratuity is paid to their nominee or legal heirs. Employers must determine and notify eligible persons of gratuity amounts within 30 days. Disputes are resolved by controlling authorities through inquiry and appeal processes.
The Payment of Bonus act, 1965
The Payment of Bonus act, 1965. this PPT has inclusion recent amendments and is done from the view point of students. If anything has been missed out, do let us know through comments.
ThankYou
Factories Act,1948 (7) Annual Leave with Wages
(1) The Factories Act of 1948 outlines rules for annual leave with wages for factory workers in India. It states that workers who have worked for 240 days or more in a calendar year are entitled to paid leave the following year at a rate of one day for every 20 days worked for adults and one day for every 15 days worked for children.
(2) The act also covers computation of leave for workers who start after January 1st, entitlement to wages in lieu of leave for workers who are discharged, quit or die, and rules for carrying leave over to the next year if it is not used.
(3) It requires factories to have a written scheme for granting leave agreed to by workers that ensures
Employees' State Insurance Corporation
This ppt is the summery of ESIC topic, i have tried to explain the procedures involved in ESI with my FAQ segments.
Hoping you all will like and appreciate it...
Payment of bonus act
This document provides an overview of the Payment of Bonus Act of 1965 in India. The key points are:
1) The Act requires employers in factories and other establishments with 20 or more employees to pay an annual bonus to eligible employees based on profits or productivity.
2) It applies to employees earning up to Rs. 3,500 per year and who have worked at least 30 days. Certain classes of employees like seamen are exempted.
3) Employers must pay the bonus within 8 months of the accounting year closing and calculate it based on factors like profits, productivity, and number of employees. The Act defines various related terms.
Statutory Changes in Employment Laws - greytHR
This Expert Series webinar presentation talks about the latest statutory changes in employment laws.
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EMPLOYEE STATE INSURANCE ACT 1948
The Employees' State Insurance Act of 1948 was a pioneering social insurance measure in India that provides sickness, maternity, medical and dependents' benefits to employees of factories and establishments. It originally applied to power-using factories employing 20 or more persons, and has since been expanded to include smaller factories, shops, hotels and other sectors. The Act requires employers to register eligible establishments with the Employees' State Insurance Corporation. Benefits include sickness benefit, maternity benefit, disablement benefit, dependents' benefit, medical benefit, and funeral benefit. The case discusses a claim for dependent benefits filed by the widow and son of a deceased insured person under the Act.
factory act 1948
The document discusses various provisions in the Factories Act of 1948 regarding efficiency of workers and their working hours. It summarizes sections 51-66 which specify rules such as: no more than 48 working hours per week for adults, one day of weekly holiday, daily work hours not exceeding 9 with intervals for rest, night shifts counting as a full holiday, double wages for overtime, and restrictions on women working between 6am-7pm or more than 9 hours a day. The purpose of the act is to prevent inefficiency from continuous long work hours while allowing flexibility for exceptional workload.
Provident fund ppt
The Employees' Provident Funds and Miscellaneous Provisions Act, 1952 provides social security to industrial workers in India. It establishes provident funds, pension funds, deposit-linked insurance and other benefits for employees of covered organizations with 20 or more workers. All employees earning up to Rs. 6,500 per month must contribute 12% of wages to their provident fund, while employers must contribute 3.67% to provident funds and 8.33% to pension funds, as well as administrative fees. The Act mandates timely contribution payments, form submissions for new/leaving employees, and annual returns to ensure employee social security benefits are properly funded and administered.
THE PAYMENT OF BONUS ACT,1965
The Payment of Bonus Act, 1965 requires employers in India to pay annual bonus to eligible employees based on profits. It applies to factories and other establishments with 20 or more employees. The minimum bonus is 8.33% of wages or Rs. 100, whichever is higher. The maximum bonus is 20% of wages. Employers must calculate bonus using a specified formula and maintain registers showing computations. The Act establishes rights for employees to claim unpaid bonus and resolve disputes, and penalties for employers who violate the Act.
Labour Codes in India
The document provides an overview of India's four new labour codes introduced in 2020:
1) Code on Wages consolidates laws on minimum wages and working hours. It sets a national minimum wage and prohibits gender-based pay discrimination.
2) Occupational Safety, Health and Working Conditions Code sets standards for workplace safety, maximum work hours, and leave. It provides for contract and women workers.
3) Social Security Code extends social security benefits to all employees and gig workers by removing wage ceilings. It covers life insurance, pensions, maternity leave and more.
4) Industrial Relations Code reforms trade union laws and increases thresholds for mass firings and layoffs to be approved. It provides frameworks for worker unions
Payment Of Gratuity Act
The Payment of Gratuity Act of 1972 provides a scheme for payment of gratuity to employees in factories, mines, oilfields, plantations, ports, railways, shops or other establishments with 10 or more employees. It requires employers to pay gratuity to eligible employees at the rate of 15 days wages for each completed year of service. The gratuity is payable to employees on superannuation, retirement, resignation or death/disability after 5 years of continuous service. If an employer fails to make payment within 30 days, interest is payable for delayed payment. Disputes over gratuity amounts are resolved by controlling authorities through inquiry and appeals.
HRM - The employment exchanges Act 1959
This document summarizes the Employment Exchanges (Compulsory Notification of Vacancies) Act of 1959 in India. The key points are:
1. The act aims to help unemployed persons find suitable jobs by making it compulsory for employers to notify vacancies to employment exchanges.
2. It applies to establishments with 25 or more workers in non-agricultural activities in both public and private sectors.
3. Employers must notify vacancies to the relevant employment exchange at least a week before interviews for local exchanges and 3 weeks before for central exchanges.
Shops & Establishment Act
1) The document provides information on key provisions of Shops & Establishment Acts across various Indian states, including registration requirements, opening/closing hours, leave policies, holidays, overtime rules and penalties for non-compliance.
2) Key details covered include registration timelines, maximum daily/weekly work hours, requirements for breaks and holidays, entitlements to casual leave, sick leave and privilege leave, paid holiday rules, and overtime wage rates.
3) States have different rules for many provisions. For example, while most mandate 8-9 hours maximum daily work, a few allow up to 10.5 hours if total spread is not more than 12 hours. Overtime wage rates are usually double the ordinary rate.
Employees provident fund 1952
1. The Employees' Provident Fund Act 1952 established 3 schemes - the Employees' Provident Fund Scheme, the Employees' Pension Scheme, and the Employees' Deposit Linked Insurance Scheme.
2. The Act applies to establishments with 20 or more employees and seeks to provide benefits like provident funds, family pension, and deposit-linked insurance to employees.
3. Key aspects include mandatory contributions from employers and employees, withdrawal eligibility after age 55 or incapacity, and protections against attachment of funds by courts. Administration is overseen by central and state boards with representatives of governments, employers, and employees.
Payment of Gratuity Act, 1972
Gratuity is a reward provided by employers to employees in the form of money upon termination of employment for past services. The Payment of Gratuity Act of 1972 applies to establishments across India except Jammu and Kashmir with 10 or more employees. Employees are eligible for gratuity after 5 years of continuous service. Employers must determine gratuity amounts and provide notice to employees and authorities within 30 days. Gratuity can be forfeited partially or fully if an employee causes property damage or commits violent or criminal acts.
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6. employee state insurance act,1948
(a) The Employee State Insurance Act of 1948 provides social welfare benefits like sickness, maternity, and employment injury benefits to employees in India earning less than ₹15,000 per month. It is administered by the Employees' State Insurance Corporation.
(b) Benefits include medical care, cash benefits for sickness, maternity, temporary or permanent disability from employment injuries, and dependents' benefits. Medical care includes outpatient and inpatient treatment at ESI hospitals, dispensaries, and clinics.
(c) Cash benefits include sickness benefit, extended sickness benefit for 34 long-term illnesses, enhanced benefits for tubectomy/vasectomy, maternity benefit, temporary and permanent disability benefits,
maternity act ppt
The Maternity Benefit Act of 1961 regulates the employment of women in certain establishments during and after pregnancy to provide maternity benefits. Key provisions include:
- Women are entitled to 26 weeks of paid leave, including 6 weeks before and 18 weeks after delivery for up to two surviving children. Additional benefits include nursing breaks and no termination or deduction of wages during leave.
- The Act applies to establishments with 10 or more employees and those belonging to the government. To be eligible, a woman must have worked 80 days in the last 12 months.
- Benefits include payment of wages during leave, a medical bonus of Rs. 250, and additional leave for miscarriage, illness, or medical procedures like tubectomy. Employers
The payment of bonus act
The Payment of Bonus Act, 1965 was enacted to provide for the payment of an annual bonus to employees in certain establishments based on profits or productivity. Some key points of the act include:
- It applies to factories and establishments with 20 or more employees
- Eligible employees must have worked at least 30 days in a year to receive bonus
- Bonus is to be calculated based on a formula and must fall within a minimum and maximum percentage of salary
- The act aims to impose liability on employers to pay bonus and provide mechanisms for addressing disputes.
The maternity benefits act, 1961
The Maternity Benefits Act of 1961 aims to provide healthy maintenance for pregnant women employees and their children. It applies to factories, mines, plantations, shops, and establishments with 10 or more employees. To be eligible for benefits, a woman must have worked for at least 80 days in the 12 months preceding delivery. Benefits include 84 days of paid maternity leave, a medical bonus of Rs. 1,000, an additional month of paid leave, and 6 weeks of paid leave in case of a miscarriage. Amendments in 2017 increased paid maternity leave to 26 weeks and provided for 12 weeks of paid adoption leave. Employers with over 50 employees must also provide creche facilities.
Gratuity final
Gratuity is a lump sum payment given to employees in recognition of long and continuous service. It is paid when an employee leaves a job after working for at least 5 years. [1] Gratuity is calculated based on an employee's salary and length of service. [2] The Payment of Gratuity Act of 1972 governs gratuity in India and applies to companies with 10 or more employees. [3] Gratuity received is partially tax exempt depending on the type of employer and number of years served.
The payment of gratuity act
The Payment of Gratuity Act of 1972 provides a scheme for gratuity payments to employees in India. Key points:
- It applies to employees of factories, mines, ports and other establishments with 10+ employees.
- Gratuity is a lump sum reward for past service paid when employment ends. It is calculated as 15 days wages for each completed year of service (up to Rs. 10 lakhs).
- If an employee dies, gratuity is paid to their nominee or legal heirs. Employers must determine and notify eligible persons of gratuity amounts within 30 days. Disputes are resolved by controlling authorities through inquiry and appeal processes.
The Payment of Bonus act, 1965
The Payment of Bonus act, 1965. this PPT has inclusion recent amendments and is done from the view point of students. If anything has been missed out, do let us know through comments.
ThankYou
Factories Act,1948 (7) Annual Leave with Wages
(1) The Factories Act of 1948 outlines rules for annual leave with wages for factory workers in India. It states that workers who have worked for 240 days or more in a calendar year are entitled to paid leave the following year at a rate of one day for every 20 days worked for adults and one day for every 15 days worked for children.
(2) The act also covers computation of leave for workers who start after January 1st, entitlement to wages in lieu of leave for workers who are discharged, quit or die, and rules for carrying leave over to the next year if it is not used.
(3) It requires factories to have a written scheme for granting leave agreed to by workers that ensures
Employees' State Insurance Corporation
This ppt is the summery of ESIC topic, i have tried to explain the procedures involved in ESI with my FAQ segments.
Hoping you all will like and appreciate it...
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This document provides an overview of the Payment of Bonus Act of 1965 in India. The key points are:
1) The Act requires employers in factories and other establishments with 20 or more employees to pay an annual bonus to eligible employees based on profits or productivity.
2) It applies to employees earning up to Rs. 3,500 per year and who have worked at least 30 days. Certain classes of employees like seamen are exempted.
3) Employers must pay the bonus within 8 months of the accounting year closing and calculate it based on factors like profits, productivity, and number of employees. The Act defines various related terms.
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Payment of Bonus Act
This document summarizes key aspects of India's Payment of Bonus Act 1965. It outlines that the Act applies to factories and other establishments with 20 or more employees. It discusses how bonus is calculated based on allocable surplus and sets out limits on minimum and maximum bonus payable. Exceptions and penalties for non-compliance are also summarized.
Payment of Bonus act
The Payment of Bonus Act, 1965 provides for the payment of bonus to employees in establishments with 20 or more employees based on profits. It applies to factories and other establishments and covers employees earning up to Rs. 10,000 per month who have worked for at least 30 days. The act specifies minimum and maximum bonus amounts as a percentage of salaries and carries forward surplus amounts across years for set-on or set-off.
Payment of bonus act 1965
The Payment of Bonus Act 1965 aims to provide for the payment of bonus to employees in certain establishments based on profits or productivity. It applies to establishments employing 20 or more persons. Eligible employees must have worked for at least 30 days in an accounting year and earn less than Rs. 3,500 per month. The minimum bonus is 8.33% of salary and the maximum is 20%. Bonus must be paid within 8 months of the accounting year in cash. Employers must maintain registers and file annual returns. Non-compliance can result in fines or imprisonment. Bonus is calculated based on available surplus after accounting for profits, taxes, and other amounts as specified in the Act.
Compliance ppt
The document outlines various statutory compliance practices that must be followed at construction sites in India. It discusses the key responsibilities of a site IR/HR manager and provides an overview of the main labor laws that apply, including the Contract Labor Act, BOCW Act, Minimum Wages Act, and Equal Remuneration Act. It also gives examples of required registrations, forms, and documentation under these acts. Finally, it presents a case study of a work-related accident where compensation was not properly handled.
Statutory compliances for companies in India
The document discusses different types of business entities including sole proprietorships, partnerships, and companies. It explains the key characteristics of each structure such as liability, ease of setup, funding options, and legal compliance requirements. The document also covers common post-incorporation requirements for companies such as obtaining tax registrations, creating budgets and managing payroll.
Corporate compliance powerpoint
The document discusses the requirements for corporate compliance programs according to federal and state laws. It notes that health care entities that bill or pay out over $5 million annually in Medicaid must establish a compliance program. The focus of compliance programs is ethics, integrity, and compliance with fraud and abuse laws. Key components of compliance programs include a compliance officer, training, and anonymous reporting mechanisms. The document reviews several federal and state laws pertaining to fraud, kickbacks, and false claims. Employees' responsibilities to adhere to compliance policies and report any issues are emphasized.
Statutory Compliance for HR
This document discusses various Indian labor laws and statutory compliance requirements for human resource management. It outlines key provisions of laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages. Compliance with these statutes is important to safeguard employees and the organization from risks and penalties for non-compliance. Failure to adhere to the various labor laws could result in fines or imprisonment for the employer.
Induction and Orientation
This document provides information on induction and orientation processes for new employees. It defines induction as the introduction of a new employee and orientation as familiarizing an employee with organizational policies, procedures, and culture. The objectives of induction and orientation are outlined, including improving job satisfaction and reducing turnover. Responsibilities for conducting the processes are discussed, along with various styles such as classroom lectures or online modules. Key aspects that are covered include company overview, policies, structure, and trainings. The document also provides checklists and considerations for planning induction and orientation sessions and discusses challenges that can be faced.
Employee Induction[1]
This document provides an overview of company policies and procedures for new employees at Primedsys. It introduces key leadership roles and outlines general working hours, core business hours, dress code, harassment policies, and performance review processes. Performance reviews occur twice yearly and determine employee bonuses and compensation growth. The company culture emphasizes values such as honesty, reliability, simplicity, openness, trust, commitment and ethics.
Employee Orientation Ppt Final
The document provides an overview of employee orientation, including:
1) The definition and purpose of orientation is to introduce new employees to their jobs, coworkers, and organization to reduce costs and turnover through developing realistic expectations.
2) An effective orientation program should provide information on the company's history, policies, jobs, and benefits over multiple sessions to prevent overload and allow interaction.
3) Common problems include providing too much information at once, a lack of evaluation of the program's effectiveness, and not ensuring employees understand their job requirements.
Ppt on payment of bonus act 1965
The Payment of Bonus Act, 1965 applies to factories and establishments with 20 or more employees. It requires the payment of an annual bonus to eligible employees based on profits. Eligible employees earn a minimum bonus of 8.33% of wages up to Rs. 10,000 per month or Rs. 100, whichever is higher. The maximum bonus is 20% of wages. The Act outlines procedures for calculating available surplus, allocable surplus, and set-on and set-off amounts to determine bonus payable each year. Employers must pay bonus within 8 months and maintain records subject to inspection.
Basic of Human Resource Management
Human Resource Management involves four main processes: planning, attracting, developing, and retaining human resources or employees. Planning involves strategic HR planning and job design. Attracting involves recruiting and selecting candidates from internal and external pools. Developing involves orientation, training, performance appraisal, and development. Retaining involves compensation, labor relations, maintenance through career counseling and health programs, and separation procedures.
Compliance under labour laws in india
The document discusses various labor law compliances that must be ensured by companies. It outlines the key responsibilities of the principal employer and contractors under acts like the Contract Labour Act, Minimum Wages Act, and Building and Other Construction Workers Act. Major compliances include registering establishments, obtaining licenses, maintaining registers and records, displaying notices, making statutory payments and returns, and ensuring payment of minimum wages. Strict penalties are prescribed for non-compliance with the labor laws. Principal employers must oversee that contractors are also fulfilling their compliance obligations.
The Shops & Establishments Act, 1953
Slide contains all the descriptive details about The Shops and and Establishments Act as passed on by the Indian Parliament.
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A descriptive and informative provident fund guide. Presented in a simple and easy to understand format, this guide aims to answer all questions you may have about Provident Fund in India. Visit quikchex.in/blog for more like this.
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The Employees' Provident Funds presentation
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Fraser Trebilcock attorneys Beth Latchana and Mark Kellogg spoke this week at the Institute of Continuing Legal Education’s 27th Annual Tax Conference. In their overview of health care reform, they detailed most important aspects of the ACA, including: the health insurance marketplace, employer classification, the Pay or Play Mandate, reporting requirements, group health plan mandates, the individual insurance mandate, the Small Business Health Option Program, and the Small Business Health Care Affordability Tax Credits.
Employee’s provident funds and miscellaneous act,1952 copy
This document discusses India's Employee Provident Funds and Miscellaneous Provisions Act of 1952. It applies to factories and establishments with 20 or more employees. It establishes mandatory contributions by employees and employers to funds for employees' provident funds, pension funds, and insurance. Employees can withdraw funds under certain circumstances like retirement, unemployment, or for purposes like education or home construction. The process for online withdrawal requires verifying identification details in the Universal Account Number portal. Employers have responsibilities like registering applicable establishments; deducting, contributing and remitting employee and employer funds; and ensuring employee details are updated.
Nps presentation
This presentation provides an overview of India's new pension scheme for government employees, including railway employees, who joined service on or after January 1, 2004. Some key points:
- The new contributory pension system (NPS) requires employees to contribute 10% of their salary each month, which is matched by the government. Contributions are invested in schemes managed by pension fund managers.
- The NPS has two tiers - Tier 1 is a non-withdrawable pension account and Tier 2 is an optional withdrawal account with no government matching.
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Epfo pension
The Kerala High Court ruled that the Employees' Provident Fund Organisation (EPFO) must calculate and provide pensions based on employees' actual salaries rather than capping the maximum pensionable salary at Rs. 15,000 per month. The court found that capping the salary violated the spirit of the pension scheme and would deprive many retired employees of a decent pension. The Supreme Court later dismissed an appeal by the EPFO, upholding the Kerala High Court's ruling and requiring the EPFO to pay full pensions to private sector employees based on their total salaries rather than a capped amount.
EPFO launches Employees Enrolment Campaign, 2017
EPFO launched the Employees Enrolment Campaign, 2017, to encourage firms to enroll their employers to voluntarily come forward and declare details of all such employees who were entitled for membership between April 1, 2009 and December 31, 2016 under EPF & MP Act 1952, but could not be enrolled by them knowingly or due to lack of awareness of the Law.
Under the scheme, the employee's share of contribution, if declared by the employer as not deducted, shall stand waived, the Employees' Provident Fund Organization (EPFO) said in statement, to enroll the eligible workers who were left out, in bringing them under its social security umbrella.
Health Reform Bulletin: Exploring Shared Responsibility Regulations
This Health Reform Bulletin, "Exploring Shared Responsibility Regulations," delves deep into the Employer Shared Responsibility final regulations issued on February 12, 2014. Topics covered include:
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Exploring the Final Employer Shared Responsibility Regulations
This document provides an analysis of certain aspects of the final employer shared responsibility regulations issued on February 12, 2014 relating to the Affordable Care Act. It discusses which employers are subject to the regulations based on employee counts and defines key terms like full-time employees, measurement periods, and look-back periods. It also provides examples of how the look-back method works for determining full-time employee status for offering health coverage.
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This document summarizes the salient features of the Indian Oil Corporation Limited Employees Superannuation Benefit Fund Scheme and Post Retirement Medical Benefit Facility. It provides details on eligibility, contributions, benefits and annuity options under the SBF Scheme. It notes that the SBF Scheme was converted from a defined benefit to defined contribution scheme in 2007. It also outlines the medical benefits provided under the PRMBF, including annual ceilings and hospitalization coverage. It raises a concern about employees with less than 15 years of service being ineligible for pension and medical benefits upon superannuation.
Fixation
1) The document outlines the revised pay structure for fresh recruits and existing employees under the 6th Central Pay Commission. It fixes entry pay levels depending on grade pay and pay bands.
2) It details rules for annual increments of 3% of total pay, and a variable 4% increment for higher achievers.
3) Examples are provided for pay fixation in cases of promotion, direct recruitment, upgraded posts, and on receiving increments. Stepping up of pay for seniors is allowed if a junior draws higher pay.
Fixation
1) The document outlines the revised pay structure for fresh recruits and existing employees under the 6th Central Pay Commission. It fixes entry pay levels depending on grade pay and pay bands.
2) It details rules for annual increments of 3% of total pay, and a variable 4% increment for higher achievers.
3) Examples are provided for pay fixation in cases of promotion, direct recruitment, upgraded posts, and on receiving increments. Stepping up of pay for seniors is allowed if a junior draws higher pay.
Induction training for Employees & Articles updated.pptx
EAP is a growing CA firm in Navi Mumbai founded in 1980. The document provides an overview of EAP's history, growth, vision, policies and procedures. It summarizes EAP's core values of integrity and client focus. It also outlines some of EAP's HR policies related to attendance, leave, dress code, mobile usage and independence to maintain professional standards.
PF Amendments 2014
The document summarizes recent amendments made in relation to Provident Fund contributions in India effective September 1, 2014. Key changes include increasing the wage ceiling limit from Rs. 6,500 to Rs. 15,000 per month, calculating pension based on average monthly pay over 60 months instead of 12 months, and increasing the maximum EDLI benefit from Rs. 1,30,000 to Rs. 3,60,000. The amendments affect contribution rates and calculations for employees earning above the new wage ceiling limit. Online PF payment and a new social security agreement with the Czech Republic are also mentioned.
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This document provides an overview of the Employee Provident Fund (EPF) scheme in India. It discusses key aspects such as eligibility, contributions, benefits, withdrawals, loans, and tax treatment. The EPF is a mandatory savings scheme where equal contributions are made by employers and employees. It provides benefits including a lump-sum payment on retirement, pension through the Employees' Pension Scheme, and life insurance through the Employees' Deposit Linked Insurance Scheme.
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India: Agreement on social security with Portugal
The social security agreement between India and Portugal came into force on May 8, 2017. The agreement aims to facilitate the movement of employees between the two countries by eliminating double social security contributions. It applies to all persons subject to the legislation of India or Portugal, and allows workers posted for up to 60 months and self-employed individuals working for up to 60 months to be governed by the legislation of their home country. The agreement provides for totalization of periods of coverage and exportability of benefits between the two countries.
THE MATERNITY BENEFIT (AMENDMENT) ACT, 2017
THE MATERNITY BENEFIT (AMENDMENT) ACT, 2017
NO. 6 OF 2017
An Act further to amend the Maternity Benefit Act, 1961.
Minimum wages ammendment in Haryana
Gupta & Company Consultants (G&CC) is a well-known HR Labour Compliance Outsourcing company and have expertise in EPF & ESIC Compliance, Labour Law Compliance Audit, Payroll Processing Establishment Compliance, Factory Act Compliance, Contract Labour Law Compliance and Labour Laws Licencing Services.G&CC PAN India presence ensure that our clients are able to function across the country without any legal hindrances by managing all Labour Laws legalities and do liaising with regulatory bodies and other authorities.
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G&CC Management Services Pvt Ltd is an ISO 9001-2008 certified company founded in 2004 by Mr. Sachin Gupta that specializes in HR compliance services like payroll processing, EPF/ESIC compliance, and labour law licensing for over 250 clients across India. The company aims to provide honest and integrity-based HR services through effective customer service and compliance with labour laws. It recently changed its name and comprises over 70 core team members led by Sachin Gupta and Pinky Bansal.
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在线办理(SU毕业证书)美国雪城大学毕业证成绩单一模一样
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留信网认证的作用:
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3:国家专业人才认证中心颁发入库证书
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5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
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8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
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国外毕业证学位证成绩单办理方法：
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2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
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6快递给客户（国内顺丰国外DHLUPS等快读邮寄）
— — — — 我们是挂科和未毕业同学们的福音我们是实体公司精益求精的工艺！ — — — -
一真实留信认证的作用(私企外企荣誉的见证):
1：该专业认证可证明留学生真实留学身份同时对留学生所学专业等级给予评定。
2：国家专业人才认证中心颁发入库证书这个入网证书并且可以归档到地方。
3：凡是获得留信网入网的信息将会逐步更新到个人身份内将在公安部网内查询个人身份证信息后同步读取人才网入库信息。
4：个人职称评审加20分个人信誉贷款加10分。
5：在国家人才网主办的全国网络招聘大会中纳入资料供国家500强等高端企业选择人才。问山娃想买什么想吃什么山娃知道父亲赚钱很辛苦除了书籍和文具山娃啥也不要能牵着父亲的手满城闲逛他已心满意足了父亲连挑了三套童装叫山娃试穿山娃有点不想父亲说城里不比乡下要穿得漂漂亮亮爸怎么不穿得漂亮望着父亲山娃反问道父亲听了并不回答只是吃吃地笑山娃很精神越逛越起劲父亲却越逛越疲倦望着父亲呵欠连天的样子山娃也说困了累了回家吧小屋闷罐一般头顶上的三叶扇彻夜呜呜作响搅得满屋热气腾腾也搅得山娃心烦意乱父亲一的
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Amendment in payment of bonus act
- 1. Gupta & Company (Consultants) HR Compliances & Outsourcing Experts LATEST AMENDMENTS TO THE PAYMENT OF BONUS ACT 1965 – Gazette notification of ministry of labour and employment, government of India, on enhancement of statutory wage ceiling to Rs. 21000/- per month from Rs.10000/- per month and bonus wage calculation rate from Rs.3500/- per month to Rs.7000/- per month.
- 2. CONSEQUENTIAL IMPACT ON BONUS ACT: The official amendment provides that the benefits of the Act would be deemed to have come into force on April 1, 2014, instead of April 1, 2015. The employee’s eligibility limit enhanced from Salary of Rs.10000/- Per Month to Rs.21000/- Per Month w.e.f. 1st April 2014. The BONUS calculation ceiling limit enhanced from Rs.3500/-Per Month to Rs.7000/-Per Month or the minimum wages for the scheduled employment, as fixed by the appropriate Government, whichever is higher w.e.f. 1st April 2014. The existing eligible employees shall continue to be eligible for BONUS up to the maximum basic wage limit of Rs. 21000/- per month. The new employee joined the service on or after 01/04/2014 shall be eligible for the BONUS, if he/she is drawing the payless than or equal to Rs.21000/- per month.
- 3. Advise : The existing eligible employees are entitled for the BONUS arrears w.e.f. 1st April 2014 as per new calculation ceiling limit for the financial year 2014-2015. The new eligible employees are entitled for the BONUS benefits w.e.f. 1st April 2014 as per new calculation ceiling limit for the financial year 2014-2015. The left/resigned employees are also entitled for the BONUS benefits/arrears w.e.f. 1st April 2014 as per new eligibility limit and calculation ceiling limit for the financial year 2014-2015. The Revised Annual Return for the Year 2014-2015 is mandatory to be deposited after disbursement of BONUS as per The Payment of Bonus (Amendment) Act,2015 Disclaimer: The above information is a summary form of recent changes and is for general guidance only. It is not intended to be advice on any particular matter. G&CC disclaims liability/loss to any person as a result in respect of any action done of this publication. Professional advice should be sought on the specific matter
- 4. Gupta & Company (Consultants) HR Compliances & Outsourcing Experts Head office address : B2B/3 3rd Floor JanakPuri New Delhi-110058 Branch office address : 540/18, Near Aarvy Hospital , Civil Lines, Gurgaon , Haryana 122001 Email-id: contact@guptaconsultants.com , sachin@guptaconsultants.com Website : www.guptaconsultants.com Contact no: 9871004014 (Mr. Sachin Gupta) 8744079902 (Ms. Pinky Bansal)