Eobi presentation for dunya media group employeesbilly4588
The document outlines the Employees' Old-Age Benefits Act of 1976 which establishes an old-age pension fund for employees in Pakistan financed by monthly contributions from employers and employees. It details contribution rates, eligibility requirements for receiving old-age pensions and other benefits, and the procedures for registration, benefit verification, and filing complaints or disputes. The act provides old-age pensions, grants, survivor pensions, and invalidity pensions for qualified insured persons.
This document outlines the major benefits provided under the Employees' Provident Fund (EPF) in India, including provident fund benefits, pension benefits, and death benefits. For provident fund benefits, both employers and employees contribute 12% each to the employee's fund. Members can withdraw funds for financial needs and get back contributions upon resignation. Pension benefits include lifetime pension for members and families. Death benefits provide funds to families or nominees upon death.
The document discusses the various benefits provided to members under the Employees' Provident Fund (EPF) schemes in India. It outlines the three major types of benefits: 1) Provident Fund benefits which include employer contributions and interest accrual, 2) Pension benefits such as pension for members and families, and 3) Death benefits such as provident fund payouts and insurance payouts to families. It also provides details on how to become an EPF member, withdraw funds, get a pension, transfer accounts, and avail advances.
How you can get a higher pension from EPFO beyond ceiling limit?Amitava Nag
The document summarizes the provisions around obtaining full pension benefits from the Employees' Pension Scheme 1995. Key points:
1. The scheme originally limited maximum pensionable salary but later allowed option for higher contributions on joint request.
2. Recent court rulings have overturned amendments capping contributions, allowing joint requests to be based on actual salary rather than caps.
3. A joint request form is provided for employees and employers to opt into higher contributions from the scheme's inception in 1995.
The Employees Provident Fund and Miscellaneous Provisions Act, 1952 provides for provident funds, pension funds, and insurance for employees in factories and establishments with 20 or more workers. It applies to all of India except Jammu and Kashmir. The key schemes under the Act are the Employees Provident Fund, Employees Pension Scheme, and Employees Deposit Linked Insurance. The Act requires employers to make contributions to funds for employees and provide various benefits like provident fund savings, pension, and death benefits.
The document discusses Pakistan's Employees' Old-Age Benefits Act of 1976. The key points are:
- The Act provides old-age pensions, grants and survivor benefits to employees.
- It applies to establishments with 5 or more employees and can also be applied to smaller establishments.
- Employees and employers must pay monthly contributions based on wages. The contributions help fund the old-age benefits.
- The EOBI institution administers the program and can verify employer records to ensure proper contributions. Disputes over benefits are decided by EOBI and can be appealed. The Act aims to provide social security and income support to elderly, invalid and surviving spouses of insured employees.
Eobi presentation for dunya media group employeesbilly4588
The document outlines the Employees' Old-Age Benefits Act of 1976 which establishes an old-age pension fund for employees in Pakistan financed by monthly contributions from employers and employees. It details contribution rates, eligibility requirements for receiving old-age pensions and other benefits, and the procedures for registration, benefit verification, and filing complaints or disputes. The act provides old-age pensions, grants, survivor pensions, and invalidity pensions for qualified insured persons.
This document outlines the major benefits provided under the Employees' Provident Fund (EPF) in India, including provident fund benefits, pension benefits, and death benefits. For provident fund benefits, both employers and employees contribute 12% each to the employee's fund. Members can withdraw funds for financial needs and get back contributions upon resignation. Pension benefits include lifetime pension for members and families. Death benefits provide funds to families or nominees upon death.
The document discusses the various benefits provided to members under the Employees' Provident Fund (EPF) schemes in India. It outlines the three major types of benefits: 1) Provident Fund benefits which include employer contributions and interest accrual, 2) Pension benefits such as pension for members and families, and 3) Death benefits such as provident fund payouts and insurance payouts to families. It also provides details on how to become an EPF member, withdraw funds, get a pension, transfer accounts, and avail advances.
How you can get a higher pension from EPFO beyond ceiling limit?Amitava Nag
The document summarizes the provisions around obtaining full pension benefits from the Employees' Pension Scheme 1995. Key points:
1. The scheme originally limited maximum pensionable salary but later allowed option for higher contributions on joint request.
2. Recent court rulings have overturned amendments capping contributions, allowing joint requests to be based on actual salary rather than caps.
3. A joint request form is provided for employees and employers to opt into higher contributions from the scheme's inception in 1995.
The Employees Provident Fund and Miscellaneous Provisions Act, 1952 provides for provident funds, pension funds, and insurance for employees in factories and establishments with 20 or more workers. It applies to all of India except Jammu and Kashmir. The key schemes under the Act are the Employees Provident Fund, Employees Pension Scheme, and Employees Deposit Linked Insurance. The Act requires employers to make contributions to funds for employees and provide various benefits like provident fund savings, pension, and death benefits.
The document discusses Pakistan's Employees' Old-Age Benefits Act of 1976. The key points are:
- The Act provides old-age pensions, grants and survivor benefits to employees.
- It applies to establishments with 5 or more employees and can also be applied to smaller establishments.
- Employees and employers must pay monthly contributions based on wages. The contributions help fund the old-age benefits.
- The EOBI institution administers the program and can verify employer records to ensure proper contributions. Disputes over benefits are decided by EOBI and can be appealed. The Act aims to provide social security and income support to elderly, invalid and surviving spouses of insured employees.
The document discusses the Employee Provident Fund (EPF) in India. Key points include:
1. The EPF limit was increased to Rs. 15,000 from Rs. 6,500 starting September 1, 2014, bringing more employees under EPF coverage.
2. The EPF provides benefits such as provident fund on resignation or retirement, pension benefits for members aged 50 or older with 10 years of service, and death benefits for nominees.
3. Members can take advances or withdrawals from their EPF for approved purposes like marriage, education, medical treatment, and housing.
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.
The document summarizes the Employees Provident Fund & Miscellaneous Provisions Act of 1952 which establishes provident funds for employees. It covers the Employees Provident Fund Scheme, Employees Pension Scheme of 1995, and Employees Deposit Linked Insurance Scheme of 1976. The schemes provide retirement benefits like lump sums and pensions. Employers and employees contribute 12% each of wages to the provident fund. Appeals can be made to the Employees Provident Fund Appellate Tribunal.
The document discusses key aspects of the Employees' Provident Fund and Miscellaneous Provisions Act, 1952 including definitions of basic wages, employee, and contributions under the Act. It notes that basic wages exclude certain allowances but courts have differed on whether other allowances should be included. The EPFO has also issued contradictory circulars on this topic, creating uncertainty. The document also covers EDLI scheme details and alternatives, UAN 2.0 changes, and how to calculate pension amounts.
The document summarizes the Employee State Insurance Act of 1948 in India. It provides social security benefits like sickness, maternity, employment injury and funeral benefits to insured persons through a network of clinics and hospitals. Key benefits include cash payments for sickness, maternity and disabilities, free medical care, vocational training programs and unemployment assistance. The Act aims to provide certain benefits to employees in case of sickness, maternity and employment injury.
Dear Seniors & Friends,
Sharing the updated PPT on "Provident Fund & MP Act 1952" of India. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Regards,
Anshu Shekhar Singh
Mob: 9999 844 355
The document discusses three key schemes under the Employees' Provident Fund Act of 1952:
1) The Employees Provident Fund Scheme provides retirement benefits including a provident fund and pension funded by equal monthly contributions from employers and employees. It applies to most private establishments with 20 or more employees.
2) The Employees Pension Scheme provides pension benefits to members who retire after 20 years of service or at age 58.
3) The Employees Deposit-Linked Insurance Scheme provides life insurance benefits funded by a 0.5% contribution from employers, providing a ₹600,000 payout to families upon an employee's death while in service.
The Employee Provident Fund (EPF) established in 1952 provides benefits like provident fund, pension, and death benefits to members. Members receive partial contributions from their employers at 12% annually along with guaranteed interest rates set by the government. Upon resignation, members can settle their account to receive their own contributions plus employer contributions and accrued interest.
The document summarizes the key aspects of the Employee's State Insurance Act 1948 in India. It provides social security benefits like sickness, maternity, disability benefits to workers in the organized sector through contributions from employers and employees. The ESI scheme covers factories with 10 or more power-using workers or 20 or more non-power using workers. Employees earning up to Rs. 7500 per month are eligible. It benefits both employees through cash and medical benefits and employers by absolving them of liability for workers' healthcare and compensation.
Employees' State Insurance Corporation is a self-financing social security and health insurance scheme for Indian workers. This fund is managed by the Employees' State Insurance Corporation (ESIC) according to rules and regulations stipulated there in the ESI Act 1948. ESIC is an autonomous corporation by a statutory creation under Ministry of Labour and Employment, Government of India.
PT ESI PF & Other Payroll statutory compliances Ajay K Reddy
This document summarizes key Indian labor laws regarding payroll statutory compliances. It discusses Employees' State Insurance (ESI), which provides health benefits to employees earning up to Rs. 21,000 per month. Contribution rates are 1.75% for employees and 4.75% for employers. It also outlines requirements for Professional Tax, Provident Fund, Labor Welfare Fund, and Payment of Bonus Act, including who must pay, contribution rates, deadlines for payments and returns, and bonus calculation formulas. Compliance with these laws is mandatory for companies with certain employee thresholds.
The document outlines the key aspects of the Employee Provident Fund (EPF) scheme in India, including eligibility, contributions from employers and employees, investment patterns, withdrawal procedures, settlements on retirement or termination, exemptions from tax, and benefits. EPF is a mandatory savings program for employees in India that provides tax-deferred savings and a lump sum payment on retirement. Non-compliance by employers can result in penalties like fines and imprisonment.
The document provides an overview of the Employee Provident Fund Act of 1952 in India. It discusses key aspects such as scope, eligibility, contributions, withdrawals, settlements, forms and returns, benefits, and penalties. The EPF is a mandatory savings program for employees in India that aims to provide social security benefits. Both employers and employees contribute equally to the fund at a rate of 12% each, and the accumulated savings can be withdrawn at retirement or under other circumstances.
The document provides information about the Employee's Provident Fund (EPF) and Employee State Insurance (ESI) schemes in India. For EPF, the employee contributes 12% of their basic salary and the employer contributes 3.67% towards PF and other amounts towards pension and insurance. Benefits of EPF include interest, pension eligibility, and tax exemptions. For ESI, employees contribute 1.75% of salary up to Rs. 7,500 and employers contribute 4.75%. ESI benefits include sickness, maternity, medical, disablement, dependence, and funeral benefits.
This document summarizes Indian law on the payment of gratuity. It defines gratuity as a sum of money paid by an employer to an employee at the end of employment as a recognition for service. Gratuity is payable to employees with 5 or more years of continuous service. The tax treatment of gratuity received varies depending on whether the employee works for the government or a private organization, but all employees can exempt up to 10 lakh rupees from taxes. The document provides more details on eligibility, exemptions, forfeiture, nomination, and other key aspects of gratuity as governed by the Payment of Gratuity Act of 1972.
The Payment of Bonus Act, 1965 provides for the payment of bonus to employees in establishments employing 20 or more persons based on profits or productivity. It applies to employees earning up to Rs. 10,000 per month who have worked for at least 30 days. Bonus must be between 8.33% to 20% of salary, with a maximum of Rs. 8,400. Establishments must pay bonus from allocable surplus which is 60% of available surplus. New establishments are exempt for 5 years but must consider set on/off from the 6th year. Contracting out of bonus is prohibited.
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.
This document discusses social security programs in Pakistan. It provides definitions and examples of social security, and outlines several government social security programs in Pakistan such as Zakat, the Benazir Income Support Program, the Employees' Old-Age Benefits Institution pension fund, and vocational training programs. It also discusses the roles of non-governmental organizations that advocate for workers' rights and improved social security.
This document provides information about Social Security benefits in the United States, including retirement benefits, cost of living adjustments, eligibility requirements, benefit calculations, Medicare coverage, and planning for retirement. Key details include how Social Security benefits are calculated based on earnings history, the full retirement age increasing to 67, spousal and child benefits, survivors benefits, and Medicare enrollment periods.
The document discusses the Employee Provident Fund (EPF) in India. Key points include:
1. The EPF limit was increased to Rs. 15,000 from Rs. 6,500 starting September 1, 2014, bringing more employees under EPF coverage.
2. The EPF provides benefits such as provident fund on resignation or retirement, pension benefits for members aged 50 or older with 10 years of service, and death benefits for nominees.
3. Members can take advances or withdrawals from their EPF for approved purposes like marriage, education, medical treatment, and housing.
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.
The document summarizes the Employees Provident Fund & Miscellaneous Provisions Act of 1952 which establishes provident funds for employees. It covers the Employees Provident Fund Scheme, Employees Pension Scheme of 1995, and Employees Deposit Linked Insurance Scheme of 1976. The schemes provide retirement benefits like lump sums and pensions. Employers and employees contribute 12% each of wages to the provident fund. Appeals can be made to the Employees Provident Fund Appellate Tribunal.
The document discusses key aspects of the Employees' Provident Fund and Miscellaneous Provisions Act, 1952 including definitions of basic wages, employee, and contributions under the Act. It notes that basic wages exclude certain allowances but courts have differed on whether other allowances should be included. The EPFO has also issued contradictory circulars on this topic, creating uncertainty. The document also covers EDLI scheme details and alternatives, UAN 2.0 changes, and how to calculate pension amounts.
The document summarizes the Employee State Insurance Act of 1948 in India. It provides social security benefits like sickness, maternity, employment injury and funeral benefits to insured persons through a network of clinics and hospitals. Key benefits include cash payments for sickness, maternity and disabilities, free medical care, vocational training programs and unemployment assistance. The Act aims to provide certain benefits to employees in case of sickness, maternity and employment injury.
Dear Seniors & Friends,
Sharing the updated PPT on "Provident Fund & MP Act 1952" of India. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Regards,
Anshu Shekhar Singh
Mob: 9999 844 355
The document discusses three key schemes under the Employees' Provident Fund Act of 1952:
1) The Employees Provident Fund Scheme provides retirement benefits including a provident fund and pension funded by equal monthly contributions from employers and employees. It applies to most private establishments with 20 or more employees.
2) The Employees Pension Scheme provides pension benefits to members who retire after 20 years of service or at age 58.
3) The Employees Deposit-Linked Insurance Scheme provides life insurance benefits funded by a 0.5% contribution from employers, providing a ₹600,000 payout to families upon an employee's death while in service.
The Employee Provident Fund (EPF) established in 1952 provides benefits like provident fund, pension, and death benefits to members. Members receive partial contributions from their employers at 12% annually along with guaranteed interest rates set by the government. Upon resignation, members can settle their account to receive their own contributions plus employer contributions and accrued interest.
The document summarizes the key aspects of the Employee's State Insurance Act 1948 in India. It provides social security benefits like sickness, maternity, disability benefits to workers in the organized sector through contributions from employers and employees. The ESI scheme covers factories with 10 or more power-using workers or 20 or more non-power using workers. Employees earning up to Rs. 7500 per month are eligible. It benefits both employees through cash and medical benefits and employers by absolving them of liability for workers' healthcare and compensation.
Employees' State Insurance Corporation is a self-financing social security and health insurance scheme for Indian workers. This fund is managed by the Employees' State Insurance Corporation (ESIC) according to rules and regulations stipulated there in the ESI Act 1948. ESIC is an autonomous corporation by a statutory creation under Ministry of Labour and Employment, Government of India.
PT ESI PF & Other Payroll statutory compliances Ajay K Reddy
This document summarizes key Indian labor laws regarding payroll statutory compliances. It discusses Employees' State Insurance (ESI), which provides health benefits to employees earning up to Rs. 21,000 per month. Contribution rates are 1.75% for employees and 4.75% for employers. It also outlines requirements for Professional Tax, Provident Fund, Labor Welfare Fund, and Payment of Bonus Act, including who must pay, contribution rates, deadlines for payments and returns, and bonus calculation formulas. Compliance with these laws is mandatory for companies with certain employee thresholds.
The document outlines the key aspects of the Employee Provident Fund (EPF) scheme in India, including eligibility, contributions from employers and employees, investment patterns, withdrawal procedures, settlements on retirement or termination, exemptions from tax, and benefits. EPF is a mandatory savings program for employees in India that provides tax-deferred savings and a lump sum payment on retirement. Non-compliance by employers can result in penalties like fines and imprisonment.
The document provides an overview of the Employee Provident Fund Act of 1952 in India. It discusses key aspects such as scope, eligibility, contributions, withdrawals, settlements, forms and returns, benefits, and penalties. The EPF is a mandatory savings program for employees in India that aims to provide social security benefits. Both employers and employees contribute equally to the fund at a rate of 12% each, and the accumulated savings can be withdrawn at retirement or under other circumstances.
The document provides information about the Employee's Provident Fund (EPF) and Employee State Insurance (ESI) schemes in India. For EPF, the employee contributes 12% of their basic salary and the employer contributes 3.67% towards PF and other amounts towards pension and insurance. Benefits of EPF include interest, pension eligibility, and tax exemptions. For ESI, employees contribute 1.75% of salary up to Rs. 7,500 and employers contribute 4.75%. ESI benefits include sickness, maternity, medical, disablement, dependence, and funeral benefits.
This document summarizes Indian law on the payment of gratuity. It defines gratuity as a sum of money paid by an employer to an employee at the end of employment as a recognition for service. Gratuity is payable to employees with 5 or more years of continuous service. The tax treatment of gratuity received varies depending on whether the employee works for the government or a private organization, but all employees can exempt up to 10 lakh rupees from taxes. The document provides more details on eligibility, exemptions, forfeiture, nomination, and other key aspects of gratuity as governed by the Payment of Gratuity Act of 1972.
The Payment of Bonus Act, 1965 provides for the payment of bonus to employees in establishments employing 20 or more persons based on profits or productivity. It applies to employees earning up to Rs. 10,000 per month who have worked for at least 30 days. Bonus must be between 8.33% to 20% of salary, with a maximum of Rs. 8,400. Establishments must pay bonus from allocable surplus which is 60% of available surplus. New establishments are exempt for 5 years but must consider set on/off from the 6th year. Contracting out of bonus is prohibited.
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.
This document discusses social security programs in Pakistan. It provides definitions and examples of social security, and outlines several government social security programs in Pakistan such as Zakat, the Benazir Income Support Program, the Employees' Old-Age Benefits Institution pension fund, and vocational training programs. It also discusses the roles of non-governmental organizations that advocate for workers' rights and improved social security.
This document provides information about Social Security benefits in the United States, including retirement benefits, cost of living adjustments, eligibility requirements, benefit calculations, Medicare coverage, and planning for retirement. Key details include how Social Security benefits are calculated based on earnings history, the full retirement age increasing to 67, spousal and child benefits, survivors benefits, and Medicare enrollment periods.
This document provides an overview of a study on the poverty and social impact analysis of the Worker's Welfare Fund in Pakistan. It outlines the methodology, which included a literature review, qualitative focus groups and interviews, and a quantitative household survey. It discusses the evolution and various instruments of the fund over time, including housing, education, and health benefits. It presents results on the number of beneficiaries and assessments of the funds' impact. It concludes with recommendations to streamline operations, improve coordination with other social programs, enhance governance through technology, and strengthen feedback and learning.
This document discusses key aspects of human resources management and labor laws. It outlines six main functions of HR: social compliance, training and development, health and safety, personnel management, industrial relations, and compensation and benefits. It then provides details on labor laws governing issues like working conditions, wages, trade unions, and dispute resolution. The document aims to help managers understand their legal responsibilities to employees.
The document outlines the mutation entry process for agricultural land in Maharashtra. It involves changes being reported to the Talathi for any type of land acquisition like succession, inheritance, or court orders. The Talathi acknowledges the report and publishes a public notice. If no objections are received within 30 days, the mutation entry is recorded. If objections are received, disputed cases are decided by a Revenue Officer within a year before changes are made.
An accident at an ABC factory in India on January 21, 2013 resulted in 2 deaths and 2 injuries. While cleaning a machine, 3 workers entered it and someone in the control room switched it on, causing one worker to get caught and die instantly. The company said the victim's family would be compensated according to rules. For HR, this implies legal and labor issues. Steps outlined include informing authorities, taking witness statements, submitting accident reports, barricading the site, and assisting the injured and families of the deceased with documents, compensation, and insurance claims. Post-accident, the company must take corrective actions, hire a lawyer, accept fault, pay penalties, and ensure the case is closed.
Working as a UX designer or researcher can be incredibly stressful. Our work is constantly subject to intense scrutiny and debate from clients and colleagues. If we're consultants, we have the added pressure of constantly proving our worth to clients. If we're in-house, we may have to get along with and even prove the value of UX to other departments. Even the fast pace and ill-defined nature of the field itself can lead to stress: we can suffer from impostor syndrome and general insecurity about where we fit in our own profession. In this talk I take a frank look at common UX stressors and, most importantly, discuss ways to address them. Become better prepared to handle a UXer's everyday challenges, and take away a myriad of ways to improve your emotional wellbeing.
Brain Telecommunication Limited Training Prog (Supposed Implementation Unoffi...Syed Naeem Ali
ABSTRACT
The project is basically based on cost
benefits analysis (CBA) in which we
discuss the cost of training, benefits of
training and return on investment on
that particular training
Brain NET
Being pioneer in Internet Services industry of Pakistan is considered to be the largest Internet service provider with greater geographic coverage and vast range of internet solutions for both consumer and corporate sector.
As a Group of companies; Brain Computers initiated in 1982 and appeared as a successful business of hardware solutions. In 1992 Brain was honored and appreciated to be the innovator of emailing system in Pakistan's IT industry. In 1996 Brain incorporated Brain NET to commence Internet Services and retained an honor of First Internet Service Provider of Pakistan.
Being pioneer in ISP industry, we always stood ahead all in innovating solutions. Brain has got largest Optical Fiber network in Lahore over which top IT companies are subscribed to and the Local Loop License (LLC) by Pakistan Telecommunication Authority (PTA) to run Telecom operations in Lahore under BrainTEL.
Pakistan has a large vulnerable population in need of social protection. Current social protection programs are inefficient and inadequately funded, spending less than 3% of GDP. This results in a lack of awareness, complex procedures that exclude many, and benefits that mainly go to men and the non-poor rather than those most in need. Options for reform include expanding coverage to more vulnerable groups, developing additional insurance programs targeted at informal workers, increasing funding and priority for labor market programs to address unemployment, and better integrating and coordinating programs between federal and provincial governments.
The document outlines the details recorded in the Village Form (VF) VII and VF XII under the Maharashtra Land Revenue Code 1966. VF VII records property details like survey numbers, land classifications, crop types, area measurements, revenue amounts, ownership and tenancy information. VF XII records annual crop production information like area under different crops and irrigation sources. The 7/12 extract is issued every 10 years and serves as proof of land possession for availing government schemes, though it does not establish legal title to the land.
This document discusses occupational health and safety (OHS) laws in Pakistan. It begins by defining OHS and outlining the reasons for such laws, including eliminating danger, safeguarding productivity, and protecting employee rights. It then discusses management's role in ensuring employee safety through various strategies like following legal requirements. The document goes on to explain key labor laws in Pakistan's constitution relating to issues like slavery, child labor, discrimination, and maternity benefits. It also analyzes these labor laws and identifies areas needing amendment. Finally, it outlines specific safety laws for mines, oil/gas fields, and the roles and responsibilities of welfare and safety officers.
Critical analysis of labor laws in pakistanAbad Agha
This document analyzes labor laws in Pakistan's constitution. It summarizes the key labor rights in the constitution, including prohibitions on slavery, forced labor, and hazardous child labor. It also discusses the rights to freedom of association and forming unions. However, the document argues these labor rights in the constitution have not been fully realized and require amendments. Slavery, forced labor, and child labor continue to exist on a large scale. Unions and associations have overstepped legal boundaries at times. The document concludes there is a need for stronger laws protecting workers, especially women and children, from harsh and dangerous working conditions.
This document provides a critical analysis of labor laws in the Constitution of Pakistan. It discusses key labor laws, including those prohibiting slavery, forced labor, and hazardous child labor. However, it argues these laws have failed in practice, as slavery and child labor remain problems. It also analyzes laws guaranteeing freedom of association and equality. But some unions and political parties engage in illegal activities. The document concludes several constitutional amendments are needed. Labor laws should better protect women and children by restricting certain jobs and ensuring equal treatment and pay. Stronger laws are also needed to regulate unions, parties, and workplaces.
This document summarizes a meeting of the Pakistan Panel on Economy of Tomorrow held on February 23rd and 24th, 2014 in Islamabad. It included a second meeting of the Pakistan panel to discuss the country's world market strategy and current IMF program. This was followed by the first South Asian Regional Forum on Economy of Tomorrow from February 24-25th at the Marriott Hotel in Islamabad. The forum included panels on creating socially inclusive and sustainable economic models with experiences from the region, as well as industrial policies and the political economy of change. Key speakers included government officials and economic experts from Pakistan, Bangladesh, India, Germany and Thailand.
The document discusses the provisions of the Factory Act 1934 in India regarding worker health, safety, working hours and holidays. It aims to regulate factory conditions and protect workers from exploitation. It requires facilities like cleanliness, waste disposal, lighting, drinking water, fire safety, machine safety, working hour limits and paid holidays. The case study of Tinopal factory shows it is trying to follow the Factory Act by providing health, safety and working hour facilities, though it needs improvement in areas like annual holidays and increasing hours due to electricity issues.
This document provides an overview of employment laws in Pakistan. It discusses laws related to equal employment opportunity, minimum wage, working hours, minimum age, and reference checking. The presentation is given by Omer Malik, Amat-Ul-Mateen, and Hassan Gehlan for a course on recruitment and selection. It covers topics such as gender equality, protections for minorities and people with disabilities, harassment laws, minimum wage rates, working hour limits, maternity leave entitlements, and age restrictions. The document provides references to relevant Pakistani constitutional articles and labor acts and ordinances, and offers advice for human resources managers on complying with these employment laws.
Social security is defined as security provided by society against certain risks like sickness, invalidity, maternity, old age, and death. It has two planks - social assistance which provides voluntary assistance to the poor and needy through public funds, and social insurance which involves pooling of resources through contributions from employees, employers, and the state to provide benefits as a right not proportional to contributions. The document then outlines the history and evolution of social security in countries like Germany, USA, and India as well as various social security schemes for different populations in India like industrial workers, civil servants, the general public, and specific schemes in Kerala.
Lipton was created in 1871 by Thomas Lipton and has grown to cover over 15% of the global tea market. Tea drinking is an important part of social and work culture in many places. Lipton enjoys high brand awareness in Pakistan as the market leader with over 70% market share. However, it faces threats from cheaper smuggled tea and rising costs. Lipton targets affluent consumers with messaging around high quality and sophistication.
The document summarizes key social security legislations in India. It discusses legislations related to workmen's compensation, employees' state insurance, maternity benefits, payment of gratuity, and employees' provident fund. The main objectives of social security are to provide compensation during risks or contingencies, restoration of health and employment, and prevention of losses. Social security in India evolved gradually and key milestones included the Workmen's Compensation Act of 1923 and Maternity Benefit Act of 1929. Major social security programs are financed through social insurance and social assistance models.
This document summarizes the personnel functions and processes at a company including hiring, separation, evaluations, contracts renewal, medical insurance, social insurance, payroll responsibilities, site administrator activities, and headcount comparisons between 2014 and 2015. The hiring process involves receiving documents, preparing contracts, and adding new employees to systems. The separation process reviews vacation balances and removes employee access. Evaluations are conducted periodically and can impact bonuses and contract renewals. Payroll responsibilities include processing timesheets, transfers, attendance, and delivering payroll information to finance.
The document provides information on the Employees' Provident Fund scheme in India. It outlines the objectives, eligibility, benefits, contribution rates, and processes involved in the scheme. The key points are:
- The scheme aims to provide social security to employees by taking care of their retirement, medical care, housing, family obligations, and insurance needs.
- Both employees and employers contribute 12% each of wages to the provident fund every month.
- Benefits include retirement benefits, advances for purposes like housing, marriage, illness, etc.
- Annual statements of accounts are provided and nominations can be made for beneficiaries in case of death.
The document provides information on the Employees' Provident Fund scheme in India. It outlines the objectives, eligibility, benefits, contribution rates, withdrawal policies, and forms associated with the fund. Key details include:
- Employees covered enjoy social security benefits from the fund.
- Both employees and employers contribute 12% of wages to the fund each month.
- Benefits include retirement, medical care, housing, family obligations, and insurance.
- Members can withdraw up to 90% of their fund after age 54 or within a year of retirement.
The document provides information on the Employees' Provident Fund scheme in India. It outlines the objectives, eligibility, benefits, contribution rates, withdrawal policies, and forms associated with the fund. Key details include:
- Employees covered enjoy social security benefits from the fund.
- Both employees and employers contribute 12% of wages to the fund each month.
- Benefits include retirement, medical care, housing, family obligations, and insurance.
- Members can withdraw up to 90% of their fund after age 54 or within a year of retirement.
The Social Security Body (BPJS) provides social security programs that cover accident insurance, old age insurance, and life insurance to workers in Indonesia. BPJS is mandated by law to administer these programs and provide benefits such as medical coverage, death benefits, and pensions. The document outlines the implementation of BPJS's pension guarantees program, including membership eligibility, registration procedures, benefit types and calculations, and contribution fee amounts.
The ESIC has launched the Atal Beemit Vyakti Kalyan Yojana (ABVKY) scheme to provide cash compensation of up to 90 days' worth of wages at 25% of the average daily earning rate to insured persons covered under the ESI Act who become unemployed, as long as they have contributed for at least 78 days in each of the past 4 periods and have 2 years of insured employment.
This ppt is the summery of ESIC topic, i have tried to explain the procedures involved in ESI with my FAQ segments.
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PowerPoint Presentation on Provident Fund System in Indianihirajoshi2023
The document discusses the Employee Provident Fund (EPF), a statutory body established in 1952. It provides three major benefits to members: provident fund benefits, pension benefits, and insurance. EPF guarantees employer contributions plus interest. On resignation, a member gets their contributions plus interest. Members can apply for pension after age 50 with 10 years of service or withdraw funds before pension eligibility. The EPF also provides life insurance of up to Rs. 60,000 for members. Various advances can be taken for purposes like education, medical treatment, or housing.
This document appears to be an application form for a multi-purpose loan from the Pag-IBIG Fund, a Philippine government run savings fund. The form collects personal information from applicants like name, address, contact details, employment history. It outlines the terms of the loan like maximum amounts based on length of loan, interest rates, and penalties for late payments. Applicants must sign agreeing to payroll deductions for loan payments and assigning any benefits/payouts to the fund if they default. Guidelines at the end specify who is eligible to apply, including requirements of membership length and monthly income level.
Pag ibig - hdmf application form aug 09 092809simplejd
This document is a loan application form for a multi-purpose loan from the Pag-IBIG Fund, a Philippine government-run savings fund. The 3-page form collects personal and employment information from applicants and includes sections for the applicant's agreement to loan terms, promissory note, and loan guidelines. Applicants must be Pag-IBIG members making monthly contributions for at least 24 months to qualify. The form allows members to apply for loans up to 60-80% of their total savings balance for housing, education, or other purposes. It outlines the loan approval process, interest rates, payment schedules and consequences of late or non-payment.
The document discusses the Employees' Provident Fund Act of 1952 which establishes a mandatory contributory pension fund for employees in India. The key points discussed are:
- The act created a provident fund to provide financial security for employees upon retirement or for dependents in case of death. The Employee Provident Fund Organization (EPFO) manages the fund.
- The fund consists of the Employees' Provident Fund (EPF), Employees' Pension Scheme (EPS), and Employees' Deposit-Linked Insurance (EDLI) scheme.
- 12% of an employee's salary is contributed to EPF each month by the employee and employer. A portion also goes to EPS and EDLI to provide pension
The document summarizes the key aspects of the Employees' Provident Fund Scheme in India. The scheme applies to establishments with 20 or more employees and provides for provident fund, pension fund and insurance benefits. It requires monthly contributions from employers and employees and entitles members to benefits such as partial withdrawals for purposes like housing, education, marriage, or full withdrawal upon retirement after age 55.
The document summarizes the Employees' Provident Fund Scheme in India. It is a mandatory retirement benefits scheme for salaried employees earning up to Rs. 6,500 per month. Both employees and employers contribute 12% of wages each month to the fund, of which 8.33% of the employer contribution goes to the Employee Pension Scheme. Employees can take advances or withdraw funds for approved purposes like housing, education, or medical expenses. On retirement after 10 years of service, members are eligible to receive a monthly pension from the Employee Pension Scheme based on their years of contributions and wages.
The document summarizes the key provisions and procedures related to India's Employees' Provident Funds And Miscellaneous Provisions Act, 1952. It outlines who the act applies to, contribution rates and eligibility, types of benefits including provident fund, pension fund and insurance, procedures for withdrawals and transfers, common problems faced and their remedies.
From 28th March, 2020, Government allowed non-refundable advance out of PF account balance to certain employees helping them fight the battle against Corona Virus. If Small and medium businesses educate and motivate their employees to avail this facility, their own financial burden will also be reduced.
Here is my power point presentation about the statutory provisions of scheme, how much can be withdrawn, procedure to claim and other issues.
The Employees' State Insurance Act, 1948 provides social security benefits like sickness, maternity, employment injury and death benefits to employees in India. The ESI scheme is funded by contributions from employers and employees. It is administered by the Employees' State Insurance Corporation to provide reasonable medical care to insured employees and their dependents. Benefits include medical care, sickness benefit, maternity benefit, dependents' benefit and funeral expenses. The scheme applies to factories and other establishments employing 10 or more people.
The document provides details about the Employees' Provident Fund (EPF) scheme in India including calculations, regular activities, forms used, and monthly/annual procedures. Key points include:
1) Employee contributes 12% of basic salary to PF while employer contributes 13.61% covering provident fund, pension, insurance, and administrative charges.
2) Important forms are used for joining (Form 2), withdrawal (Form 19), transfer (Form 13), and claiming benefits in case of death (Form 10D, 20, 5IF).
3) Monthly contributions and details of employees are submitted along with Form 12A and challans before the 15th and 25th respectively.
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7970_15 SSA and Jan Suraksha Schemes_11 ExploreSSAJJA.pdfDineshKumar945787
The document summarizes the key details of the Pradhan Mantri Jeevan Jyoti Bima Yojana (PMJJBY) scheme. Some key points:
- It is a one-year renewable life insurance scheme administered through LIC and other life insurers that provides a life cover of Rs. 2 lakh in case of death of the account holder due to any reason.
- It is available to savings bank account holders in participating banks/post offices between 18-50 years of age who opt to join by paying an annual premium of Rs. 330 through auto-debit.
- The insurance cover period is from June 1 to May 31. Late enrollments are possible with
Employee’s provident funds and miscellaneous act,1952 copyShivalika Naruka
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.
1. This document contains instructions and terms for a multi-purpose loan (MPL) from the Private Education Retirement Annuity Association Fund (PERAA Fund).
2. It provides details on eligibility, maximum loan amounts up to 75% of employee's accumulated value, repayment terms from 12-60 months depending on loan amount, and a 1.5% service charge.
3. Key requirements are a minimum of 12 monthly contributions to PERAA Fund, loan approval by the participating institution, and loan repayment through monthly payroll deductions over the term of the loan.
AHMR is an interdisciplinary peer-reviewed online journal created to encourage and facilitate the study of all aspects (socio-economic, political, legislative and developmental) of Human Mobility in Africa. Through the publication of original research, policy discussions and evidence research papers AHMR provides a comprehensive forum devoted exclusively to the analysis of contemporaneous trends, migration patterns and some of the most important migration-related issues.
RFP for Reno's Community Assistance CenterThis Is Reno
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Food safety, prepare for the unexpected - So what can be done in order to be ready to address food safety, food Consumers, food producers and manufacturers, food transporters, food businesses, food retailers can ...
Monitoring Health for the SDGs - Global Health Statistics 2024 - WHOChristina Parmionova
The 2024 World Health Statistics edition reviews more than 50 health-related indicators from the Sustainable Development Goals and WHO’s Thirteenth General Programme of Work. It also highlights the findings from the Global health estimates 2021, notably the impact of the COVID-19 pandemic on life expectancy and healthy life expectancy.
United Nations World Oceans Day 2024; June 8th " Awaken new dephts".Christina Parmionova
The program will expand our perspectives and appreciation for our blue planet, build new foundations for our relationship to the ocean, and ignite a wave of action toward necessary change.
Preliminary findings _OECD field visits to ten regions in the TSI EU mining r...OECDregions
Preliminary findings from OECD field visits for the project: Enhancing EU Mining Regional Ecosystems to Support the Green Transition and Secure Mineral Raw Materials Supply.
Contributi dei parlamentari del PD - Contributi L. 3/2019Partito democratico
DI SEGUITO SONO PUBBLICATI, AI SENSI DELL'ART. 11 DELLA LEGGE N. 3/2019, GLI IMPORTI RICEVUTI DALL'ENTRATA IN VIGORE DELLA SUDDETTA NORMA (31/01/2019) E FINO AL MESE SOLARE ANTECEDENTE QUELLO DELLA PUBBLICAZIONE SUL PRESENTE SITO
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
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2. Employee fill registration form (R_2) approved by HR Stamp &
HR manager signature.
Medical form fitness certificate.
If employee wants enrolled his/her Parents through Punjab
employee social security institute Parents form required to fill.
2 recent passport size pictures required.
Both original & photocopy of employee CNIC, original card
return after verification in social security office.
Applying Social Security New
Card
5. Both original & photocopy of parents CNIC, originals return
after verification in social security office.
If employee wants enrolled his/her wife/husband both original &
photocopy of wife/Husband CNIC, original card return after
verification in social security office.
Both original & photocopy of Nikkah Nama, original return after
verification in social security office.
If employee wants enrolled his/her children’s both original &
photocopy of Children B-Form, original return after verification in
social security office.
Applying Social Security New
Card
6. Don’t put the name of new employees in the list of social
security until or unless he/she provided you the all
required documents for the enrollment in social security.
Enter or remove any employee from social security list
permission Of HR Manger required along with signature
and stamp of HR Department. (Receiving Required)
Letter required from HR Department for renewal of
Social Security Card of employee.
Applying Social Security New
Card
7. Applying for Social Security Death
GrantApplication for getting death grant.
Identity card of dead person along with copy
Identity card of secured person along with copy
Social security card of secured person along with copy
Death month payment schedule (Annex C-1)
Attendance
Death certificate along with copy
Form B-2
Stamp biyan-e-halafi 20rs
10. Applying for Social Security Maternity
Grant
Maternity benefits:
A secure woman be entitled to receive maternity benefits (at rate
may be fixed by govt. by notification)
If contribution of her, were paid or payable at least before 180 days
= 5.91388 month of the date of confinement (as citified by medical
practitioner certificate authorized by the institution)
Benefits shall be paid for all day on which she does not work
(remuneration not more than six week = 1.37991 month before the
expected date of confinement)
11. Required Document:
Nadra Birth Certificate
Father cnic along with copy
Mother cnic along with copy
Social security card along with copy
Payment schedule of last six month from the birth date
Nonpayment letter from company side from last two month from
the delivery date
Forms attached for maternity.
12. Applying for Social Security Injury Grant
Application from company approved
Injury form B-3 accident Report
Attendance form B-2
Social security card R-5 copy
ID card copy
Schedule C-1 copy last 3 months
Nonpayment letter
14. CONTRIBUTION
Pay 6% of contribution of every employee on
every month
Contribution will be paid after completion of
month in form of annex C-1 form
15. CONTRIBUTION (CONT…)
After submission in accounts & finance
department must ask about payment has been
done or not.
When you received contribution payment slip
attached with above mention Annex C-1
People who are under salary rage of 18000 Pak
Rupee eligible to enrolled him/herself in Pessi.
16. Annex C Form
Mention last month employee
quantity
Last month salary
Mentioned quantity of permanent,
daily wages employee
17. ADDITIONAL INFORMATION
New Names Will be mentioned on top of
employee list
After maximum 3 month of contribution new
card must be issued by the garden town office
New Card No. placed from your dispensary
when you received basic guide from dispensary
18. ADDITIONAL INFORMATION (CONT…)
Take along one injection when you go for blood
test
Each Type of Grant must be received by
employee personnally from garden town office
admin/accounts department.