The document provides information on profession tax regulations across various states in India, including tax slabs, payment and return filing due dates, and definitions of salary. It covers states like Andhra Pradesh, Assam, Bihar, Gujarat, Karnataka, Kerala, Madhya Pradesh, Maharashtra, and Manipur. Key details like tax rates, forms to be used, and recent amendments are mentioned for profession tax administration in each state.
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 Both employers and employees contribute equally to the fund at a rate of 12% each, and the accumulated savings can be withdrawn at retirement or under other circumstances.
Get professional tax registration at minimal charges with the help of Legalraasta team and save 60% of CA charges. Best part of our service is the transparency which we provide.
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.
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 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 Gratuity Act of 1972 provides social security to employees in India by requiring employers to pay gratuity payments to their employees after they complete at least 5 years of continuous service. The act applies to factories, mines, oilfields, plantations, ports, and shops with more than 10 employees. It entitles employees who have worked for at least 5 years to receive gratuity payments equal to 15 days' wages for each completed year of service. The maximum gratuity payable is Rs. 10 lakh. Employers must make these payments within 30 days of when gratuity becomes due.
1. The document discusses the key aspects of the Payment of Gratuity Act including who is eligible for gratuity, how gratuity is calculated, procedures for applying and paying gratuity, disputes resolution process, and penalties for non-compliance.
2. Key points include that gratuity is payable to employees after 5 years of continuous service and is calculated as 15 days salary for each completed year of service. The employer must determine and pay gratuity within 30 days of it becoming due and pay interest for delayed payments.
3. The dispute resolution process involves depositing disputed amounts with the controlling authority and appeals can be made within specified timelines. Non-payment of gratuity can attract penalties like imprisonment or
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.
Get professional tax registration at minimal charges with the help of Legalraasta team and save 60% of CA charges. Best part of our service is the transparency which we provide.
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.
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 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 Gratuity Act of 1972 provides social security to employees in India by requiring employers to pay gratuity payments to their employees after they complete at least 5 years of continuous service. The act applies to factories, mines, oilfields, plantations, ports, and shops with more than 10 employees. It entitles employees who have worked for at least 5 years to receive gratuity payments equal to 15 days' wages for each completed year of service. The maximum gratuity payable is Rs. 10 lakh. Employers must make these payments within 30 days of when gratuity becomes due.
1. The document discusses the key aspects of the Payment of Gratuity Act including who is eligible for gratuity, how gratuity is calculated, procedures for applying and paying gratuity, disputes resolution process, and penalties for non-compliance.
2. Key points include that gratuity is payable to employees after 5 years of continuous service and is calculated as 15 days salary for each completed year of service. The employer must determine and pay gratuity within 30 days of it becoming due and pay interest for delayed payments.
3. The dispute resolution process involves depositing disputed amounts with the controlling authority and appeals can be made within specified timelines. Non-payment of gratuity can attract penalties like imprisonment or
The document summarizes the key aspects of the Gratuity Act of 1972 in India. It applies to employees working in establishments with 10 or more employees, including factories, mines, plantations, ports, and railways. Gratuity is a lump sum payment made to an employee on termination of employment based on their length of service. It is payable for continuous service of 5 years or more, or in case of death or disability regardless of service period. The maximum gratuity payable is Rs. 20,00,000 and is calculated as half a month's basic salary plus dearness allowance for each completed year of service. Employers must pay out gratuity within 30 days of it becoming due.
The document summarizes the Employees' Deposit Linked Insurance Scheme 1976 in India. Key points:
1. The scheme provides term life insurance coverage linked to an employee's PF account balance to protect their family upon death.
2. The insurance coverage amount is equal to the PF balance if it is below Rs. 35,000, and Rs. 35,000 plus one-fourth of the excess over Rs. 35,000, subject to a maximum of Rs. 60,000.
3. Only employers contribute 0.5% of salary up to Rs. 6,500 per month toward insurance premiums. No contributions are required from employees.
The document outlines the key compliance requirements for the Employees' Provident Funds & Miscellaneous Provisions Act, 1952 for establishments with 20 or more employees in India. It specifies contribution rates for employers and employees, required forms and registers to be maintained, monthly and annual return filing deadlines, and the authorities submissions are due to. Employers must deposit PF contributions by the 15th of every month, file membership returns by the 15th/25th, and a consolidated statement of dues by the 25th, to the Regional PF Office in Jaipur. Annual returns are also due by April 30th each year.
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 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 summarizes the Payment of Wages Act of 1936 in India. The key points are:
1) The Act was passed to regulate payment of wages and ensure they are paid regularly and without unauthorized deductions for certain classes of employees.
2) It specifies permissible deductions from wages and requires maintenance of registers recording wages paid and deductions made.
3) The Act applies to factories, railways and other establishments notified by the government and ensures timely payment of wages in currency or through checks/bank credits.
The Payment of Gratuity Act of 1972 outlines rules for gratuity payments in India. It applies to companies with 10 or more employees. Gratuity is payable after 5 years of continuous service and is calculated as 15 days of last drawn wages for each completed year of service. Employers must make payment within 30 days of application or face penalties including interest on late payments. Disputes are handled by a controlling authority and there is a process for appeals.
This document summarizes various statutory HR and legal compliances for organizations in India. It discusses key labor laws such as the Employees' State Insurance Act (ESI), Provident Fund, Professional Tax, Gratuity, Labor Welfare Fund, and Maternity Benefit Act. It provides details on contribution rates, benefits, and penalties for non-compliance. Overall, the document stresses that proper compliance with various labor laws is important for an organization's success and avoiding penalties from government agencies.
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.
The document summarizes the key aspects of The Employee's Provident Fund Act of 1952 in India. It discusses that the Act established a mandatory contributory fund to provide financial security to employees after retirement or for dependents in case of death. Both the employer and employee must contribute 12% of wages each month, with the employer contribution split between the provident fund, pension fund, and insurance scheme. The document outlines eligibility, benefits like tax-free interest and withdrawals, nomination processes, and roles of employers and employees.
The Standing Orders Act, 1946 aims to require employers to define conditions of work, bring uniformity in employment terms, minimize conflicts, and foster good employer-employee relations. It applies to establishments with 100+ workers. Employers must submit draft standing orders to the certifying officer, who certifies them after considering objections. Certified orders can be modified through the certifying officer and become enforceable after 30 days, regulating conduct like attendance, leave, misconduct etc. The Act aims to formalize employment terms and resolve disputes.
THE INTER-STATE MIGRANT WORKMEN(REGULATION OF EMPLOYMENT AND CONDITIONS OF SE...satyabrata patro
1) The document discusses the Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act of 1979, which was enacted to regulate the employment of migrant workers who move between Indian states for work.
2) It provides background on the exploitative system of employing migrant workers known as "Dadan Labour" in states like Odisha. Workers faced issues like broken promises on wages, long work hours, lack of leave, and poor working conditions.
3) The Act aims to protect migrant workers' rights by requiring registration/licensing of employers, stipulating wages and benefits for workers, and establishing enforcement mechanisms like inspectors to ensure compliance.
The Payment of Gratuity Act of 1972 establishes rules for the payment of gratuities to employees in India. The act applies to factories, mines, oilfields, plantations, ports, and railway companies with 10 or more employees. It requires that gratuity be paid to employees who have worked continuously for at least 5 years upon superannuation, retirement, resignation, or death. Gratuity is calculated based on last wages and years of service. The act defines employees and wages and outlines when gratuity can be withheld. It also addresses nominations, determinations, penalties, and exemption powers. Various forms are provided to facilitate nominations and applications related to gratuity.
the presentation contains elaborately the cracks of MB Act, furthermore I have tried to mention the recent amendments in the act from 2017 in simpler words
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.
The Payment of Gratuity Act of 1972 requires employers in factories, mines, ports, and other establishments employing 10 or more persons to pay gratuity to their employees. Gratuity is payable when an employee has 5 years of continuous service and is terminated due to superannuation, retirement, death, or disability. Gratuity amount is calculated as 15 days wages for every completed year of service, with a maximum of 3.5 lakhs. Employers must make payment within 30 days of application, and interest is payable for delayed payments. Disputes can be appealed to controlling authorities within time limits defined in the Act.
The Factories Act, 1948 regulates working conditions in factories to ensure safety, health and welfare of workers. It applies to factories using power and employing 10 or more workers, and those not using power but employing 20 or more workers.
The Act contains provisions regarding registration and licensing of factories, health and safety measures, welfare measures, working hours and overtime, employment of women and young persons, annual leave, accidents and diseases. It prescribes penalties for non-compliance. Factories must submit annual and half-yearly returns and notify holidays. Various registers must also be maintained. The Chief Inspector of Factories enforces the 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.
The document summarizes key provisions of the Employees' Provident Funds & Miscellaneous Provisions Act, 1952 in India, which established a mandatory provident fund and pension scheme. It outlines the three schemes currently operated under the Act: provident fund, pension fund, and insurance for employees. Contribution rates for employers and employees are provided. Examples are given showing calculations of monthly contributions for different salary amounts.
The document summarizes the key aspects of the Gratuity Act of 1972 in India. It applies to employees working in establishments with 10 or more employees, including factories, mines, plantations, ports, and railways. Gratuity is a lump sum payment made to an employee on termination of employment based on their length of service. It is payable for continuous service of 5 years or more, or in case of death or disability regardless of service period. The maximum gratuity payable is Rs. 20,00,000 and is calculated as half a month's basic salary plus dearness allowance for each completed year of service. Employers must pay out gratuity within 30 days of it becoming due.
The document summarizes the Employees' Deposit Linked Insurance Scheme 1976 in India. Key points:
1. The scheme provides term life insurance coverage linked to an employee's PF account balance to protect their family upon death.
2. The insurance coverage amount is equal to the PF balance if it is below Rs. 35,000, and Rs. 35,000 plus one-fourth of the excess over Rs. 35,000, subject to a maximum of Rs. 60,000.
3. Only employers contribute 0.5% of salary up to Rs. 6,500 per month toward insurance premiums. No contributions are required from employees.
The document outlines the key compliance requirements for the Employees' Provident Funds & Miscellaneous Provisions Act, 1952 for establishments with 20 or more employees in India. It specifies contribution rates for employers and employees, required forms and registers to be maintained, monthly and annual return filing deadlines, and the authorities submissions are due to. Employers must deposit PF contributions by the 15th of every month, file membership returns by the 15th/25th, and a consolidated statement of dues by the 25th, to the Regional PF Office in Jaipur. Annual returns are also due by April 30th each year.
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 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 summarizes the Payment of Wages Act of 1936 in India. The key points are:
1) The Act was passed to regulate payment of wages and ensure they are paid regularly and without unauthorized deductions for certain classes of employees.
2) It specifies permissible deductions from wages and requires maintenance of registers recording wages paid and deductions made.
3) The Act applies to factories, railways and other establishments notified by the government and ensures timely payment of wages in currency or through checks/bank credits.
The Payment of Gratuity Act of 1972 outlines rules for gratuity payments in India. It applies to companies with 10 or more employees. Gratuity is payable after 5 years of continuous service and is calculated as 15 days of last drawn wages for each completed year of service. Employers must make payment within 30 days of application or face penalties including interest on late payments. Disputes are handled by a controlling authority and there is a process for appeals.
This document summarizes various statutory HR and legal compliances for organizations in India. It discusses key labor laws such as the Employees' State Insurance Act (ESI), Provident Fund, Professional Tax, Gratuity, Labor Welfare Fund, and Maternity Benefit Act. It provides details on contribution rates, benefits, and penalties for non-compliance. Overall, the document stresses that proper compliance with various labor laws is important for an organization's success and avoiding penalties from government agencies.
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.
The document summarizes the key aspects of The Employee's Provident Fund Act of 1952 in India. It discusses that the Act established a mandatory contributory fund to provide financial security to employees after retirement or for dependents in case of death. Both the employer and employee must contribute 12% of wages each month, with the employer contribution split between the provident fund, pension fund, and insurance scheme. The document outlines eligibility, benefits like tax-free interest and withdrawals, nomination processes, and roles of employers and employees.
The Standing Orders Act, 1946 aims to require employers to define conditions of work, bring uniformity in employment terms, minimize conflicts, and foster good employer-employee relations. It applies to establishments with 100+ workers. Employers must submit draft standing orders to the certifying officer, who certifies them after considering objections. Certified orders can be modified through the certifying officer and become enforceable after 30 days, regulating conduct like attendance, leave, misconduct etc. The Act aims to formalize employment terms and resolve disputes.
THE INTER-STATE MIGRANT WORKMEN(REGULATION OF EMPLOYMENT AND CONDITIONS OF SE...satyabrata patro
1) The document discusses the Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act of 1979, which was enacted to regulate the employment of migrant workers who move between Indian states for work.
2) It provides background on the exploitative system of employing migrant workers known as "Dadan Labour" in states like Odisha. Workers faced issues like broken promises on wages, long work hours, lack of leave, and poor working conditions.
3) The Act aims to protect migrant workers' rights by requiring registration/licensing of employers, stipulating wages and benefits for workers, and establishing enforcement mechanisms like inspectors to ensure compliance.
The Payment of Gratuity Act of 1972 establishes rules for the payment of gratuities to employees in India. The act applies to factories, mines, oilfields, plantations, ports, and railway companies with 10 or more employees. It requires that gratuity be paid to employees who have worked continuously for at least 5 years upon superannuation, retirement, resignation, or death. Gratuity is calculated based on last wages and years of service. The act defines employees and wages and outlines when gratuity can be withheld. It also addresses nominations, determinations, penalties, and exemption powers. Various forms are provided to facilitate nominations and applications related to gratuity.
the presentation contains elaborately the cracks of MB Act, furthermore I have tried to mention the recent amendments in the act from 2017 in simpler words
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.
The Payment of Gratuity Act of 1972 requires employers in factories, mines, ports, and other establishments employing 10 or more persons to pay gratuity to their employees. Gratuity is payable when an employee has 5 years of continuous service and is terminated due to superannuation, retirement, death, or disability. Gratuity amount is calculated as 15 days wages for every completed year of service, with a maximum of 3.5 lakhs. Employers must make payment within 30 days of application, and interest is payable for delayed payments. Disputes can be appealed to controlling authorities within time limits defined in the Act.
The Factories Act, 1948 regulates working conditions in factories to ensure safety, health and welfare of workers. It applies to factories using power and employing 10 or more workers, and those not using power but employing 20 or more workers.
The Act contains provisions regarding registration and licensing of factories, health and safety measures, welfare measures, working hours and overtime, employment of women and young persons, annual leave, accidents and diseases. It prescribes penalties for non-compliance. Factories must submit annual and half-yearly returns and notify holidays. Various registers must also be maintained. The Chief Inspector of Factories enforces the 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.
The document summarizes key provisions of the Employees' Provident Funds & Miscellaneous Provisions Act, 1952 in India, which established a mandatory provident fund and pension scheme. It outlines the three schemes currently operated under the Act: provident fund, pension fund, and insurance for employees. Contribution rates for employers and employees are provided. Examples are given showing calculations of monthly contributions for different salary amounts.
The document discusses various forms related to employee provident fund and insurance in India. It provides details on ESIC contribution rates, benefit periods, types of benefits provided under ESI including medical, sickness, maternity, disability and dependent benefits. It also lists various ESI and PF forms used for employer registration, contributions, benefits claims, account transfers and withdrawals.
A PPT THAT EXPLAINS LABOUR WELFARE FUNDS AND ITS TYPES:
Beedi Workers Welfare Cess Act,1976
Cine Workers Welfare Cess Act,1981
The Iron Ore, Manganese Ore & Chrome Ore Mines Labour Welfare Cess Act ,1976
The Limestone and Mines Labour Welfare Fund Act, 1972
Mica Mines Labour Welfare Fund Act, 1946
It defines key terms like business, profession, and vocations. It outlines the general principles for assessing profits from business/profession including deductions allowed, expenses disallowed, and depreciation rates. It describes two methods for computing taxable profits- adjusting the assessee's profit and loss account or preparing a fresh income and expenditure account. It also provides details on specific deductions allowed for expenses related to business premises, machinery/equipment, and scientific research.
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This document discusses labour welfare, including its concepts, objectives, and scope. Labour welfare aims to promote employees' physical, social, psychological, and overall well-being in order to improve their standard of living. It has evolved from early concepts like treating labour as a commodity or machinery to more modern views like a partnership or social welfare. The objectives of labour welfare are to increase productivity, improve loyalty, attract workers, and reduce union influence. Its scope encompasses working conditions, health facilities, general welfare programs, economic benefits, and labour relations programs.
This document discusses labour welfare in India. It begins by defining labour welfare as anything provided to employees over and above wages to improve their comfort and motivation. This includes facilities like healthcare, housing, transport, recreation, education and more. Labour welfare is important for employee retention, good employee relations, and motivation. It can be statutory, mandated by law, or non-statutory and voluntarily provided. The document outlines several examples of statutory and non-statutory welfare schemes and programs implemented across various industries in India.
The Factories Act of 1948 regulates working conditions and safety standards in factories across India. It aims to ensure adequate safety measures to promote worker health and welfare. The Act applies to factories employing 10 or more workers with power or 20 or more without power. It covers provisions around working hours, leave, welfare amenities, hazardous work, and penalties for non-compliance. The document outlines key sections of the Act related to definitions, applicability, employer responsibilities, and penalties.
WhatsApp is a cross-platform messaging app founded in 2009 and based in California. It is available for iPhone, BlackBerry, Windows, Android, and Nokia. Key features include no login/logout required, no international charges, support for multimedia like photos and videos, and group chat functionality. It has over 400 million active users and processed over 54 billion messages on New Year's Eve. While it has strong brand loyalty and market leadership, WhatsApp faces threats from competition from other messaging apps.
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.
Income Tax Returns have undergone several changes with several additional disclosures. Here's a guide to filing your return for the Financial Year 2016-17 (AY 2017-18)
The document summarizes key amendments made by the Finance Bill 2016 related to income tax and equalization levy. Some of the major changes include:
1. Introduction of a 6% equalization levy on specified online advertisement services received by non-residents from Indian residents without a permanent establishment in India.
2. Allowing a deduction of up to 40% of the total amount received from National Pension System (NPS), moving from a fully taxable model to a partially taxable "EET" model.
3. Reducing the deduction limit for specified businesses under Section 10AA to assessments made up to April 1, 2020.
4. Allowing non-banking financial companies
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1) The document outlines income tax rates and rules for the financial year 2013-2014 as per the Finance Act of 2013.
2) Tax rates for individuals vary based on total income and age - the normal rates are 10-30% and lower rates apply for those over age 60 or 80. Surcharge of 10% applies if income exceeds 1 crore.
3) Employers must deduct tax from salaries based on estimated annual income and prescribed rates, and have options to pay tax on some non-monetary perks instead of deducting from employee salaries.
This document provides information about income tax laws in India. It discusses the history of income tax in India and how the current Income Tax Act was established in 1961. It also outlines the different tax slabs and rates for individuals in India based on gender and age. Additionally, it explains the process for computing total income, which includes income from five sources: salaries, house property, business/profession, capital gains, and other sources. Specific provisions for calculating income from salaries and house property are described. The document concludes with a bibliography.
#Comprehensive Guide on TDS Under GST# By SN PanigrahiSN Panigrahi, PMP
#Comprehensive Guide on TDS Under GST# By SN Panigrahi,
Essenpee Business Solutions,
Tax Deducted at Source, GST,
Government or Local Authorities,
PSU Contracts,
The Point of Taxation Rules define when a service will be deemed provided for determining the applicable tax rate. The rules were introduced to reduce disputes over tax rates and establish a point of taxation. Key provisions include:
- For invoices within 30 days of service, the point is the invoice date, otherwise it's the service completion date.
- For continuous supply of services over 3 months, the point is the payment date required by the contract.
- For individuals and small firms, tax can be paid by the quarterly due date for any payments received.
Trainer: Fawad Hassan provides training for the Advanced Taxation (CFAP-05) course. The course covers Income Tax, Sales Tax, Federal Excise Law, and professional ethics over a tax year 2020. The syllabus places the highest weighting on Income Tax. The target is to help students score at least 50% by developing a practical understanding of taxation laws. Practice material includes past ICAP papers and kits. Key points include understanding the relevant Acts, locating topics, and practicing reverse tracking of issues. Revenue collection in Pakistan involves various taxes collected by the Federal Board of Revenue.
The document provides an overview of key concepts in India's income tax law, including definitions of tax-related terms like "person", "assessee", "income", and "residential status". It discusses the different sources of income and the tax treatment of various types of compensation, benefits, and loans provided by employers.
The document provides an overview of key concepts in India's income tax law, including definitions of common terms like person, assessee, income, residential status, taxable income heads, and tax exemptions. It summarizes procedures for determining tax liability and exemptions for various types of retirement payments like gratuity, pension, and leave encashment.
The document provides an overview of key concepts in India's income tax law, including definitions of tax-related terms like "person", "assessee", "income", and "residential status". It discusses the different sources of income and the tax treatment of various income types like salary, pension, leave encashment, gratuity, and perquisites. It also summarizes exemptions available under the law.
The document provides an overview of key concepts in India's income tax law, including definitions of tax-related terms like "person", "assessee", "income", and "residential status". It discusses the different sources of income and the tax treatment of various income types like salary, pension, leave encashment, gratuity, and perquisites. It also summarizes exemptions available under the law.
The document provides an overview of key concepts in India's income tax law, including definitions of tax-related terms like "person", "assessee", "income", and "residential status". It discusses the different sources of income and whether certain types of income and benefits are taxable or tax-exempt.
This document provides information about an Advanced Taxation course for Tax Year 2019 taught by Fawad Hassan. It outlines the syllabus, practice material, expectations, and income tax framework. The syllabus focuses on Income Tax (50-55%), Sales Tax (30-35%), and Federal Excise Law (10-15%). The document explains key income tax concepts like the tax year, types of persons, residential status, tax regimes, geographical source of income, and apportionment of deductions in 3 sentences or less.
CBDT Representation - Comments on Draft Rules for Grant of FTC - PRB CAsHarshal Bhuta
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Profession Tax in Indian states
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SNAPS ON STATE WISE PROFESSION TAX
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2. HEDGE-SQUARE
06.09.2012
RE: STATE WISE INFORMATION ON PROFESSION TAX
Notes:
1. The note herein provided on the state wise profession tax is for discussion purpose. The same
has been prepared solely for the information and it shall not be used for any other purpose.
2. In case, if you require any explanation or elucidation in respect of any matter please feel free to
contact us.
We have produced here pointers on the regulations related to the Profession Tax (PT) in various
states of the India. Primarily we have covered the slabs, due dates of returns to be filed and payments
to be made to the respective department, across various states of the India.
A. STATES WHERE PROFESSION TAX IS APPLICABLE:
I. ANDHRA PRADESH:
1.1 Slabs:
No. Amount of Salary and Wages (Monthly) Tax to be Imposed (Monthly)
1. Up to Rs. 5,000 NIL
2. From Rs. 5,000 to 6,000 Rs. 60 Per Month
3. From Rs. 6,001 to Rs. 10,000 Rs. 80 Per Month
4. From Rs. 10,001 to Rs.15,000 Rs. 100 Per Month
5. From Rs.15,001 to Rs. 20,000 Rs. 150 Per Month
6. More than Rs. 20,000 Rs. 200 Per Month
1.2 Due Date for Payment of Tax: The payment of PT shall be made on or before 10th day of
month, for the tax deducted in preceding month.
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1.3 Due Date for Filing Return: The Companies shall file return stating the details of PT
deducted, on or before 10th day of month for the tax deducted in preceding month.
1.4 Form for Return: The return shall be filed in Form V.
1.5 Definition of Salary: According to Profession Tax Act, in Andhra Pradesh, Salary includes
pay, or wages, dearness allowances and all other remuneration received by any assessee on
regular basis, whether payable in cash or kind and also includes requisitions and profits in
lieu of salary as defined in section 17 of the Income-tax Act, 1961, but does not include
bonus in any form and on any account or gratuity;
1.6 Latest amendment in the state came on 17th August, 2011 stating due dates for payment of tax
and filing of returns.
II. ASSAM:
2.1 Slabs:
No. Amount of Salary and Wages (Monthly) Tax to be Imposed (Monthly)
1. Up to Rs. 3,499 NIL
2. From Rs. 3,500 to Rs. 4,999 Rs. 30 Per Month
3. From Rs. 5,000 to Rs. 6,999 Rs. 75 Per Month
4. From Rs. 7,000 to Rs.8,999 Rs. 110 Per Month
5. From Rs. 9,000 and above Rs. 208 Per Month
2.2 Due date for Payment: The payment of tax shall be made on or before 30th September of
each year.
2.3 Due date for Filing of Return: Return shall be filed on or before the last day of the month in
respect of the tax deducted in the preceding month.
2.4 Form for Return: The return shall be filed in From III.
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4. HEDGE-SQUARE
2.5 Definition of Salary: According to Profession Tax Act in Assam, Salary includes pay,
dearness allowance and all other remunerations received by any person on regular basis,
whether payable in cash or in kind and also includes perquisites and profits in lieu of salary,
as defined in section 17 of the Income Tax Act, 1961
2.6 Returns can be filed quarterly, half yearly or annually also, subject to prior permission and
certain terms and conditions.
2.7 Latest Amendment was introduced vide notification number No.LGL.55/2005/30 dated
07.02.2009.
III. BIHAR:
3.1 Slabs:
No. Amount of Annual Salary and Wages Tax to be Imposed (Yearly)
1. Up to Rs. 2,99,999 NIL
2. From Rs. 3,00,000 to Rs. 5,00,000 Rs. 1000 Per Year
3. From Rs. 5,00,001 to Rs. 10,00,000 Rs. 2,000 Per Year
4. Rs. 10,00,001 and above Rs. 2,500 Per Year
3.2 Due date for Payment: Payment of the PT shall be made on or before 15th day of November
each year.
3.3 Due date for Filing of Return: Return shall be filed by the Company, on or before the last day
of the November each year
3.4 Form for Return: The return shall be filed in Form PT-VIII.
3.5 Definition of Salary: According to Profession Tax Act in Bihar, Salary includes pay or
wages, dearness allowance and all other remunerations received by any person on regular
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basis, whether payable in cash or in kind and also includes perquisites and profits in lieu of
salary as defined in Section 17 of the Income Tax Act, 1961.
3.6 Profession Tax in Bihar came in to effect vide Notification dated 27.05.2011.
IV. GUJRAT:
4.1 Slabs:
No. Amount of Salary and Wages (Monthly) Tax to be Imposed (Monthly)
1. Up to Rs. 2,999.99 NIL
2. From Rs. 3,000to Rs. 5,999.99 Rs. 20 Per Month
3. From Rs. 6,000 to Rs. 8,999.99 Rs. 80 Per Month
4. From Rs. 9,000 to Rs. 11,999.99 Rs. 150 Per Month
5. From Rs. 12,000 and above Rs. 200 Per Month
4.2 Due date for Payment: Payment of the PT shall be made on or before 15th day of the month
for the tax deducted in the preceding month.
4.3 Due date for Filing of Return: Employer shall file return on or before 15th day of the month,
for the tax deducted in the preceding month.
4.4 Form for Return: The return shall be filed in Form 5.
4.5 Definition of Salary: According to Profession Tax Act in Gujrat, Salary includes pay or
wages, dearness allowance and all other remunerations received by any person on regular
basis, whether payable in cash or kind, and also includes perquisites, and profits in lieu of
salary, as defined in section 17 of the Income-tax, Act, 1961, (43 of 1961) [but does not
include any form of bonus or gratuity]
4.6 Latest Amendment as to PT in Gujrat introduced vide Notification Number (GHN-11) PFT-
2008-S.3 (2) (4) TH, dated 01.04.2008.
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V. ARUNACHAL PRADESH:
5.1 Government has not notified any rules and regulations for Profession Tax but at the same
time some corporate are following rules and regulations as prescribed in Assam.
VI. KARNATAKA:
6.1 Slabs:
No. Amount of Salary and Wages (Monthly) Tax to be Imposed (Monthly)
1. Up to 9,999 NIL
2. From 10,000 to Rs. 15,000 Rs. 150 Per Month
3. More than Rs. 15,000 Rs. 200 Per Month
6.2 Due date for Payment: Payment should be made within 20 days of expiry of month for the tax
deducted in preceding month. The said payment should be made together with filing monthly
return in Form 5.
6.3 Due date for Filing of Return: Return shall be filed annually within 60 days of the expiry of
the year
6.4 Form for Return: Form 5A for Annual Return
6.5 Definition of Salary: According to Profession Tax Act in Karnataka, includes pay or wage,
dearness allowance and all other remunerations received or receivable by any person
including any amount received by way of arrears of salary or bonus by whatever name called
whether payable in cash or kind and also includes perquisites and profits in lieu of salary as
defined in section 17 of the Income Tax Act, 1961.
6.6 In Karnataka specified class of employers, as notified can take advantage of e-filing.
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6.7 Latest amendments introduced vide Notification Number PT.CR – 01/11-12, dated
15.04.2011.
VII. KERELA
7.1 Slabs:
No. Amount of Salary and Wages (Half Yearly) Tax to be Imposed (Half Yearly)
1. Up to Rs. 11,999 NIL
2. From Rs. 12,000 to Rs. 17,999 Rs. 120
3. From Rs. 18,000 to Rs. 29,999 Rs. 180
4. From Rs. 30,000 to Rs. 44,999 Rs. 300
5. From Rs. 50,000 to Rs. 59,999 Rs. 450
6. From Rs. 60,000 to Rs. 74,999 Rs. 600
7. From Rs. 75,000 to Rs. 99,999 Rs. 750
8. From Rs. 1,000,00 to Rs. 1,24,999 Rs. 1,000
9. More than Rs. 1,25,000 Rs. 1,250
7.2 Every employer in Kerala is required to pay PT of their employees and his establishment to
the Panchayat, Municipalities or Corporation. PT in Panchayat is governed by Kerala
Panchayat Raj (Professional Tax) Rules, 1996 and PT in municipality and corporation is
governed by Kerala Municipalities (Professional Tax) Rules, 2005.
7.3 Due date for Payment: For the first half of April to September the tax is to be paid on or
before 31st August and for the second half of October to March the tax payment should be
made on or before 28th February.
7.4 Government may insist for Revenue Recovery for imposed tax and expenses of. In case
revenue recovery is not possible.
7.5 Profession Tax is always payable in advance.
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8. HEDGE-SQUARE
VIII. MADHYA PRADESH:
8.1 Slabs:
No. Amount of Salary and Wages (Annually) Tax to be Imposed (Monthly)
1. Up to Rs. 1,50,000 NIL
2. From Rs. 1,50,001 to Rs. 1,79,999 Rs. 125 Per Month (Rs. 1,500
yearly)
3. Rs. 1,80,000 or more Rs. 208 for 11 months and Rs.
212 for 12th Month. ((Rs. 2,500
yearly)
8.2 Due Date for Payment: Payment of PT shall be made by treasury challan, within 10 (ten)
days of the end of the month for which the deduction has been made.
8.3 Due Date of Return: Return stating PT deducted and other prescribed details shall be filed
quarterly, on or before the fifteenth day of the month following the quarter.
8.4 Form for Return: Form 7
8.5 Definition of Salary: According to Profession Tax Act in Madhya Pradesh, Salary includes
pay, dearness allowance and all other remunerations including allowances received by any
person on a regular basis whether payable in cash or kind and also includes perquisites and
profits in lieu of salary as defined in Section 17 of the Income Tax Act, 1961 (No. 43 of
1961) but does not include bonus in any form and on any account, gratuity and pension].
8.6 Registers containing salaries/ wages paid and tax deducted, should be maintained by the
employer.
8.7 Latest Amendment as to the PT in Madhya Pradesh notified vide Notification Number 15 of
2012 dated 31.03.2012.
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9. HEDGE-SQUARE
IX. MAHARSHTRA:
9.1 Slabs:
No. Amount of Salary and Wages (Monthly) Tax to be Imposed
1. Up to Rs. 5,000 NIL
2. From Rs. 5,001 to Rs. 10,000 Rs. 175 Per Month
3. From Rs. 10,000 Rs. 200 Per Month and Rs. 300
for the month of February.
9.2 Due Date for Payment: Payment of PT shall be made in following manner.
a) In case of tax liability of less than Rs. 5,000 the payment shall be made annually, on or
before 31st March, of the year for tax deducted, in respect of the twelve months
comprising of the month of March of the immediately preceding year and the eleven
months from April to February of the year to which the return and payment relates.
b) In case when tax liability is more than Rs. 5,000 but less than Rs. 20,000, the payment
shall be made quarterly, on or before the last day of the quarter, for the PT deducted in
respect of the three months immediately preceding that last month of the quarter.
c) In case when tax liability is more than Rs. 20,000, the payment shall be made monthly, on
or before the last day of the month, for the PT deducted in respect of the month
immediately preceding the month.
Further it is to be noted that payment of the PT shall be made before uploading the e-return on the
website of Sales Tax Department.
9.3 Due Date of Return: PT return shall be filed as per due dates mentioned above in point 9.2. In
other words due dates of payment and due dates of return go hand in hand. Department
notified conditions vide Notification Number No.PFT – 1011/ CR11/ Taxation – 3, dated
31.01.2011 that payment of the PT shall be made before uploading the e-return.
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9.4 Form for Return: The return shall be filed in Form IIIB.
9.5 Definition of Salary: According to Profession Tax Act in Maharashtra, Salary includes pay or
wages, dearness allowance and all other remunerations received by any person on regular
basis, whether payable in cash or kind, and also includes perquisites and profits in lieu of
salary, as defined in section 17 of the Income-tax Act, 1961, but does not include bonus in
any form, and on any account or gratuity.
9.6 Latest amendment notified via Notification Number No.PFT – 1011/ CR11/ Taxation – 3,
dated 31.01.2011.
X. MANIPUR:
10.1 Slabs:
No. Amount of Salary and Wages (Yearly) Tax to be Imposed (yearly basis)
1. Up to Rs. 15,000 NIL
2. From Rs. 15,001 to Rs. 20,000 Rs. 300
3. From Rs. 20,001 to Rs.30,000 Rs. 450
4. From Rs. 30,001 to Rs. 40,000 Rs. 600
5. From Rs. 40,001 to Rs. 50,000 Rs. 750
6. From Rs. 50,001 to Rs. 60,000 Rs. 900
7. From Rs. 60,001 to Rs. 75,000 Rs. 1,100
8. From Rs. 75,001 to Rs. 1,00,000 Rs. 1,600
9. From Rs. 1,00,001 to Rs. Rs. 1,25,000 Rs. 2,200
10. More than Rs. 1,25,001 Rs. 2,500
10.2 Due Date for Payment: Payment shall be made within 20 days of the succeeding month for
the tax collected in preceding month and in case of annual payment within 20 days of the
year end.
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10.3 Due Date of Return: Return stating PT deducted and other prescribed details shall be filed
annually on or before 20th April.
10.4 Form for Return: Form I
10.5 Definition of Total Gross Income: It Means aggregate of income derived from salary or
wages earned by an employee in respect of his employment, but shall not include overtime
wages, pensions, local allowances, sumptuary allowances, medical allowances house rent
allowances conveyance, travelling or such other allowances of compensatory nature as may
be specified by the State Government by notification in the official Gazette.
XI. MEGALAYA:
11.1 Slabs:
No. Amount of Gross Total Income (Annually) Tax Imposed (Annually)
1. Up to Rs. 50,000 NIL
2. From Rs. 50,001to Rs. 75,000 Rs. 200
3. From Rs. 75,001 to Rs. 1,00,000 Rs. 300
4. From Rs. 1,00,001 to Rs. 1,50,000 Rs. 500
5. From Rs. 1,50,0001 to Rs. 2,00,000 Rs. 750
6. From Rs. 2,00,001 to Rs. 2,50,000 Rs. 1,000
7. From Rs. 2,50,001 to Rs. 3,00,000 Rs. 1,250
8. From Rs. 3,00,001 to Rs. 3,50,000 Rs. 1,500
9. From Rs. 3,50,001 to Rs. 4,00,000 Rs. 1,800
10. From Rs. 4,00,001 to Rs. 4,50,000 Rs. 2,100
11. From Rs. 4,50,001 to Rs. 5,00,000 Rs. 2,400
12. More than Rs. 5,00,001 Rs. 2,500
11.2 Meghalaya Government has prescribed above said slabs in April, 2012 only vide Notification
Number No. ERTS (T) 24/91/Pt/247, dated 17.04.2012.
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12. HEDGE-SQUARE
11.3 Apart from above slabs nothing has been prescribed by the government as on the date. Some
corporate follows due dates as prescribed in Assam for convenience.
XII. NAGALAND:
12.1 Slabs:
No. Amount of Salary and Wages (Monthly) Tax to be Imposed (Monthly)
1. Up to 3,999 NIL
2. From Rs. 4,000 to Rs. 4,999 Rs. 35 Per Month
3. From Rs. 5,000 to Rs. 6,999 Rs. 75 Per Month
4. From Rs. 7,000 to Rs. 8,999 Rs. 110 Per Month
5. From Rs. 9,000 to Rs. 11,999 Rs. 180 Per Month
6. Rs. 12,000 and More Rs. 208 Per Month
12.2 Due date for Payment: The payment of the PT deducted shall be made, within one month
from the date of deduction.
12.3 Due date for Filing of Return: Return of the PT shall be filed annually on or before 31st
October of each year.
12.4 Definition of Salary: According to Profession Tax Act in Nagaland, Salary includes pay,
dearness allowance and all other remunerations received by any person on regular basis,
whether payable in cash or in kind, and also includes perquisites and profits in lieu of salary,
as defined in section 17 of the Income Tax Act, 1961
12.5 Latest amendment was notified vide Ordinance Number 1 of 2011, dated 23.o1.2012.
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13. HEDGE-SQUARE
XIII. ORISSA:
13.1 Slabs:
No. Amount of Salary and Wages (Annual) Tax to be Imposed (Monthly)
1. Up to 1,60,000 NIL
2. From Rs. 1,60,001 to Rs. 3,00,000 Rs. 125 Per Month
3. More than Rs. 3,00,000 Rs. 200 Per Month for 11 months
and Rs. 300 for last month.
13.2 Due Date for Payment of Tax: The payment of PT shall be made by the last day of the month
for the tax deducted in the preceding month.
13.3 Due Date of Return: Return shall be filed monthly by the last day of the month for the tax
deducted in the preceding month.
13.4 Form for Return: The return shall be filed in Form V.
13.5 Definition of Salary: According to Profession Tax Act in Orissa, Salary includes pay or
wages, dearness allowance and all other remunerations received by any person on regular
basis, whether payable in cash or in kind, and also includes perquisites and profits in lieu of
salary as defined in section 17 of the Income Tax Act, 1961.
13.6 Return for PT can also be filed quarterly/ yearly, subject to permission of the commissioner
and with compliance of other terms and conditions.
13.7 Latest amendment notified vide Notification Number S.R.O No. 318/ 2010, dated
21.07.2010.
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14. HEDGE-SQUARE
XIV. SIKKIM:
14.1 Slabs:
No. Amount of Salary and Wages (Monthly) Tax to be Imposed (Monthly)
1. Up to 20,000 NIL
2. From Rs. 20,001 to 30,000 Rs. 125 Per Month
3. From Rs. 30,001 to Rs. 40,000 Rs. 150 Per Month
4. Rs. 40,001 or More Rs. 200 Per Month
14.2 Due Date for Payment of Tax: Payment of PT shall be made within 15 days from the end of
the month, for the tax deducted in the preceding month.
14.3 Due Date of Return: Return shall be filed quarterly or before the end of the month following
the end of the quarter.
14.4 Form for Return: The return shall be filed in Form 5.
14.5 Definition of Salary: According to Profession Tax Act in Sikkim, Salary includes pay,
dearness allowance and all other remunerations received by any person on regular basis,
whether payable in cash or in kind, and also includes perquisites, and profits in lieu of salary
but does not include any form of bonus of gratuity.
14.6 Registers containing salaries/ wages paid and tax deducted, to be maintained by the
employer. Recent Amendment notified vide Notification No. 107/CT/2009, dated
15.07.2009.
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15. HEDGE-SQUARE
XV. TAMILNADU:
15.1 Slabs:
No. Amount of Salary and Wages (Six Monthly) Tax Imposed (Six Monthly)
1. Up to 21,000 NIL
2. From Rs. 21,001 to 30,000 Rs. 100 Per Month
3. From Rs. 30,001 to Rs. 45,000 Rs. 235 Per Month
4. From 45,001 to Rs. 60,000 Rs. 510 Per Month
5. From 60,001 to Rs. 75,000 Rs. 760 Per Month
6. More than Rs. 75,000 Rs. 1,095 Per Month
15.2 Due Date for Payment of Tax: PT shall be paid on 15th of September and 15th of March every
year.
15.3 Due Date of Return: The return shall be filed on 15th of September and 15th of March every
year.
15.4 Form for Return: The return shall be filed in Form 2.
15.5 Definition of Salary: According to Profession Tax Act in Tamilnadu, Salary includes pay or
wage, dearness allowance and all other remuneration received by any person on regular basis,
whether payable in cash or in kind, and also includes perquisites and profits in lieu of salary
as defined in section 17 of the Income Tax Act, 1961 but does not include bonus in any form
or gratuity.
XVI. TRIPURA:
16.1 Slabs:
No. Amount of Salary and Wages (Monthly) Tax to be Imposed (Monthly)
1. Up to 5,000 NIL
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16. HEDGE-SQUARE
2. From Rs. 5,001 to Rs. 7,000 Rs. 65 Per Month
3. From Rs. 7,001 to Rs. 9,000 Rs. 100 Per Month
4. From Rs. 9,001 to Rs. Rs. 12,000 Rs. 120 Per Month
5. From Rs. 12,001 to Rs. 15,000 Rs. 160 Per Month
6. From Rs. 15,001 to Rs. 18,000 Rs. 195 Per Month
7. More than Rs. 18,000 Rs. 208 Per Month
16.2 Due Date for Payment of Tax: Payment of PT shall be made by 30th September for each
financial year by enrolled person, subject to other terms.
16.3 Definition of Salary: According to Profession Tax Act in Tripura, Salary includes pay,
dearness allowance and all other remunerations received by any person on regular basis,
whether payable in cash or in kind, and also includes perquisites and profits in lieu of salary ,
as defined in section 17 of the Income-tax Act, 1961 (43 of 1961)
16.4 Latest amendment notified vide Notification Number F.II-I(7)-TAX/99 (PART), dated
09.10.2009.
XVII. WEST BENGAL:
17.1 Slabs:
No. Amount of Salary and Wages (Monthly) Tax to be Imposed (Monthly)
1. Up to 5,000 NIL
2. From Rs. 5,001 to Rs. 6,000 Rs. 40 Per Month
3. From Rs. 6,001 to Rs. 7,000 Rs. 45 Per Month
4. From Rs. 7,001 to Rs. 8,000 Rs. 50 Per Month
5. From Rs. 8,001 to Rs. 9,000 Rs. 90 Per Month
6. From Rs. 9,001 to Rs. 15,000 Rs. 110 Per Month
7. From Rs. 15,001 to Rs. 25,000 Rs. 130 Per Month
8. From Rs. 25,001 to Rs. 40,000 Rs. 150 Per Month
9. More than Rs. 40,000 Rs. 200 Per Month
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17. HEDGE-SQUARE
17.2 Due Date for Payment of Tax: For first two months of each quarter, payment of PT should be
made within 21 days of the following month for the each month. For third month payment
should be made before filing the quarterly return.
17.3 Due Date of Return: Return shall be filed quarterly, within one month of expiry of each
quarter.
17.4 Form for Return: Form III
17.5 Definition of Salary: According to Profession Tax Act in West Bengal, Salary includes pay,
dearness allowance and all other remunerations received by any person on regular basis,
whether payable in cash or in kind, and also includes perquisites, and profits in lieu of salary,
as defined in section 17 of the Income tax Act, 1961 (43 of 1961).
17.8 Latest changes introduced vide Notification Number 938-F.T. dated 21.06.2010.
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