+91 94286 98101

rajconrjt@gmail.com

FAQ

General

Raj Consultancy is HR & Labour law compliance outsourcing company.

Our team consist of extremely proficient and dedicated labour law expert with remarkable 25 years of experience in this field who ensures complete compliance under various labour laws. we have expanded our 7 branches in Gujarat, with more than 1000+ satisfies Clients.

Raj Consultancy is a Consultancy Company, running successfully from past 6 years with office located on various Cities.

Raj Consultancy delivers the expertise Consultation in H.R. Management Outsourcing, EPF, ESI, Factories Act, Professional Act, Gratuity Act, Bonus Act, WC insurance and Contract Labour Act Compliances.

We help you to achieve and meet the statutory compliance under HR & Labour laws.

Consulting firm is coordinate with customer to satisfy their needs and building long term business relation.Extend our business by providing ethically service to our clients.
Service and Support, Time Efficiency, Solving Techniques, Be kept current.
H.R. Management, W.C.Policy

H. R. Management

HR management service under raj consultancy provides bridge between establishment and managing work related to HR. It helps in reducing wastage of time since establishment don’t have to engage their time in giving training related to management. Since raj consultancy have full knowledge regarding legal compliances, it becomes beneficial for establishment related to strategic approaches and balancing economically.

It provides best services to establishment along with balancing economically.

Through strategic approaches it follows all legal compliance.

It helps in managing resource management, filing system, attendance management, performance management, skill management and this all leads to managing time efficiently.

Owner’s stress can be reduced with the valuable supervision of HR which can solve various business conflicts with ease.

P. F. Queries

PF registration is mandatory for all establishments with 20 or more persons. Some establishments having less than 20 employees would also be required to obtain PF registration.
Employees drawing less than Rs 15000 per month have to minatorily become members of the EPF. However, an employee who is drawing ‘pay’ above prescribed limit (at present Rs. 15,000) can become a member with permission of Assistant PF Commissioner, if he and his employer agree.

In recent year i.e., in 2023-24 rate of interest is 8.25%.

12% of employee side and 12% of employer side, out of that 8.33% is for FPF and other is for PF.
PF registration is required as they deduct the TDS from employee’s salary.
Yes, It is required. Once employee’s PF is deducted, he is liable to cut down PF up to the limit of 15,000.
Payment due date is 15th of every succeeding month.
If a leading company is registered under PF Act then they can be able to register their sub-unit or Branch under that with same number.
Yes, it can be rectified by filing further contribution or through arrears challan.
TRRN stands for Temporary Return Reference Number used to check the status of PF Challan payment. This number helps you to check your PF Challan payment status and also download it in the PDF format without logging in to the EPF portal.
Bank confirms the payment by generating a CRN file (Challan Reference. Number)
Aatmanirbhar Bharat Rozgar Yojana (ABRY) has been launched to incentivize employers for creation of new employment along with social security benefits and restoration of loss of employment during COVID-19 pandemic
The new employees joining with a monthly wage less than 15000 are entitled to receive benefits for 24 wage months from the date of registration. The establishments registered with EPFO after 1 October 2020, will get benefits in respect of all new employees.

Opening an EPF account compulsory for employees earning a salary of Rs. 15,000 or above, although individuals at any income level can opt for it voluntarily. Employees are required to contribute a minimum of 12% of their salary, with the option to contribute more voluntarily.

Newly incorporated companies are issued a registration number under the PF and ESIC, regardless of whether or not they are eligible for coverage. However, such companies are not required to file PF or ESIC returns until they reach the threshold limit of employment under the respective Acts.

Provident fund rules are compulsory for the contractor which are doing work under their principal company which already has applied rules

NO, Company Can’t change Pan Card Number under PF code, Company can change name under PF Code.

Yes, employee can cut PF amount from their gross salary with limit or without limit of Rs 15000. But Company will only Contribute maximum Rs 1800 or 12% of Gross salary.   

No, It is only by way of employment in an establishment covered under the provisions of the EPF & MP act, 1952.

If the employer of the worker or employee has been brought under the act, the membership will be given through the employer, irrespective of his place of work.

E. S. I. Queries

All establishments/units/factories with over 10 employees are required to mandatory apply for the E. S. I. registration.
Employees whose monthly wage does not exceed Rs 21,000 are covered under the scheme.
ESI is not applicable to some Medical and educational institutions.
There is two contribution period each of six month viz;
1) 1st April to 30th Sept and
2) 1st Oct to 31st March.
First of all, if any employee is employed under a covered area and then his transfer is done from another place, i.e., a non-coverable area, he is exempted from contributing his ESI.
Once a factory or an Establishment is covered under the Act, it continues to be covered even so the fact that the number of persons/coverable employees employed therein at any time falls below the required limit or there is a change in the manufacturing activity.
There is two contribution period each of six months viz; 1) 1st April to 30th Sept and 2) 1st Oct to 31st March.
All the Insured Persons whose Aadhaar Numbers are linked to the IP Numbers at the time of registration or subsequently will be issued e-Pehchan Card by the employers, which can be used as Permanent Identity Card for availing medical benefits till the eligibility for medical benefit exists.
If employees’ decided salary rise then the establishment must stop his ESI only in 2 months i.e., Oct. and Apr.
Employer’s contribution = 3.25% & Employee’s contribution = 0.75%
Employees have benefits during the work i.e., before the retirement and after the retirement, just like Medical benefits, Sickness benefits, Maternity benefits etc.

Factory Act

As per the Factories Act, 1948, a factory needs to obtain a Building Plan Approval from the Labour and Employment Department before applying for a factory registration. Under the Factories Act, 1948, registration and renewal of factory licenses are also done to ensure the safety of workers.
This Act is applicable to all factories which have employed 10 or more workers on any day of the preceding 12 months, engaged in manufacturing process being carried out with the aid of power or twenty or more workers are employed in manufacturing process being carried out without the aid of power.
Licensing of Factory, Health Provisions, Safety provisions, Welfare Provisions, Working Hours of Adults, Employment for young persons, and Annual Leave with Wages etc.
Children between age of 14 and 18 are defined as “Adolescent.”
A person who have completed 18 years of age.

Minimum Wages Act

The minimum wage act is the law that sets minimum daily wages for different categories of workers (basic salary + variable dearness allowance).
No. Minimum wage can be fixed on the bases of type and area of work. Employer must require either the minimum wage rate of central or state.
It is applicable at all the states of India.

Minimum wage depends on state, area, type of work and skill of worker.

Like City, Ward Number, skill-unskill and so on.

Minimun Wage Rate in Gujarat State is 487 Rs. for Zone I, and 476 Rs. for Zone II. for further check this link click here

Minimun Wage Rate for Central is 487 Rs. for Zone I, and 476 Rs. for Zone II. for further check this link click here

Professtional Tax

Every establishment must obtain professional tax registration and enrolment certificate within 30 days from the date of commencement of business.
Every establishment must obtain professional tax registration and registration certificate when they engaged even single employee in their establishment. The duty lies on the establishment to get registered and deduct the professional tax from his employee’s salary and deposit the same into the state government’s account.
Professional tax is mandatory tax and requires paying on regular bases. The penalties and interest are levy if professional tax is not paid or delayed.
Yes, professional tax slab is differing in different state.

On a monthly basis, individuals with a gross salary Rs 12000 or higher are required to pay Rs 200.

Bonus Act

A sum of money to a person’s wages as a reward for good performance.
Aims of Bonus Act regulate the amount of bonus to be paid to the employee in establishments based on its profit and productivity.
The act is applicable to the whole India and for all establishments which had 20 or more employed on any day during the year.

G L W F

Gujarat Labour Welfare Fund Act 1965, Gujarat is following the Bombay Labour Welfare Fund

Rules. It is an act to provide for the constitution of a Fund for the financing of activities to promote welfare of labour in Gujarat for conducting such activities and for certain other purposes.

It is mandatory for all employer/establishment employing 10 or more employee/person.
There are two contribution periods each of six months: 1) 1st January to 30th June and 2) 1st July to 31st December.
It is a half-yearly payment and the last date of payment is 31st July and 31st January.
Current GLWF contribution rate from employee side is Rs.6 and from employer side is Rs.12.
There are following schemes: 1) Mobile Medical Van Scheme 2) Educational Award Scheme 3) Higher Education Reward Scheme 4) ShramyogiPravasan Yojana 5) Female Shramyogimarrigebenifite scheme 6) Female Labour Vehical Subsidy Scheme 7) Maternity Aid- Benefit And BetiBachao Scheme 8) Labour Accident benifite scheme 9) Labour’s Disable Child Benifite Scheme 10) SwachchhBhaarat -PUBLIC Toilat Facility For Labour Scheme 11) Home town scheme 12) Training For Competitive Exam Scheme 13) Shramyogi Cycle Subsidy Scheme 14) Labour Awareness Program Scheme- 15) Development Of New Labour Welfare Center 16) ShishuViharAneGanveshYojna 17) Special Events/Sport Turnaments Grant Scheme 18) Traditional/ Cultural Program Grant Scheme 19) YogCenter 20) Home Loan Interest subsidy scheme 21) PMKVY-2 22) Labours Child Encouragement Award Scheme

Apprentices Act, 1961

Under the Model Standing Orders, an apprentice is described as a learner who is paid allowance during the period of training. Therefore, employers are not obliged to contribute to the PF for them.
Apprentices engaged under the Standing Orders of the establishment or under the Apprentices Act are excluded from the definition of “employees” under the ESI Act. Therefore it is not mandatory to cover Apprentices under the ESI Act.

PF Claim

Yes, Employee can deduct PF at higher rate then prescribe rate under the Act.
Withdrawal process is possible after 60 days of resign date.

It is mandatory for all employees to add his/her nominee but it becomes compulsory for employee to add nominee in case of getting monthly pension or processing death case.

In such cases, Employee can apply for part withdrawal.
Employee can apply for part-withdrawal if his/her service is still on-going or within 30days from the date of resign.
Different types of part-withdrawal are Medical, construction house, marriage, higher education, non-receipt establishment from 2 months, natural calamity.

UAN, Password for UAN, mobile number which is register with aadhaar card, bank passbook or Cancel Cheque & aadhaar card.

Employee aadhaar card, aadhaar register mobile number, bank passbook or cancel cheque & passport size along with employee nominee’s aadhaar card & passport size photo.

1) Give a missed call on 01122901406
or
2) SMS EPFOHO to 7738299899
3) Please follow this link to check EPF & EPSM
Link:- balance.https://passbook.epfindia.gov.in/MemberPassBook/Login
The employee must need minimum 180 Working days of the job in any company. NCP Days are not counted as Working days.
Form 15G and Form 15H are declarations which can be submitted to receive payments without deduction of tax in case of members having a total annual income of Rs. 2.50 lacks and 3.00 lacks respectively. Form 15H is applicable for Senior Citizens (60 years or older) whereas Form 15G is for everyone else. Also, a member must have a PAN before applying for these forms.

If an employee’s age is less than 60 years, his\her pf amount is more than or equal to 50,000 Rs. If and Job Duration is less than 5 years then the employee is eligible for 15G.

If an employee’s age is greater than or equal to 60 years and his\her pf amount is more than or equal to 50,000 Rs. then the employee is eligible for 15H.

If employee’s pan-card is verified in his/her UAN, then employee can upload 15G/15H.
Follow this link to check claim status. https://passbook.epfindia.gov.in/MemberPassBook/Login Employee can check his/her status by using his/her own UAN & password.

When an employee’s name, date of birth & gender are the same in the PF database as well as in the PAN database, the employee can update his pan-card in KYC.

NO. This is not possible, the mobile number must be registered with aadhaar card.
The employee must be present for 180 days in establishment excluding the non-contribution period.
1 MB of maximum size in PDF format.

1) Give a missed call on 01122901406or
2) SMS EPFOHO to 7738299899
3) Please follow this link to check EPF & EPSM
Link:-
balance.https://passbook.epfindia.gov.in/MemberPassBook/Login

You Can Apply for a Purchase of House or plot loan when you complete 5 years of Continuous job duration.

You Can Apply for a Marriage loan when you complete 7 years of Continuous job duration.

When your mobile number is linked with more than 2 UAN numbers, the passbook will not be shown to you.

Passbook will be available after 6 Hours of registration at Unified Member Portal.

On the Death of a Pension member (before receiving the pension), if there is no eligible family member, pension is payable to the nominee.

Payable to the dependent Parents, (dependent father followed by dependent mother.)

Employment exchange

Employment exchange allows job seekers to search for suitable jobs and to update their resume. Employers can post their vacancies with these exchanges and choose from among the registered candidates as per their requirements.

Workmen Compensation Act

A financial compensation is payable to the workers depending in case of his injury or accident arising out of and in the course of employment and resulting in disablement or death.
When organisation operating in India and employee/worker are not covered under ESIC.
Every worker and Employee is a workman under this act, but they should be engaged for the purposes of employer’s business and who suffers an injury in any accident arising out of and in the course.
Workman Compensation Policy is mandatory in case the employees are not covered under ESI.
GPA – Group Personal Accident, will covers employees who are on duty.
Doctors at the Employees’ State Insurance Corporation (ESIC) dispensaries/hospitals cannot be classified as Workmen under the Industrial Disputes Act, 1947.
Raj Consultancy is one of the most efficient & renowned firms in the industry for providing the best Legal Advisory Services. Our wide range of services includes Labour Law Consultancy, PF Consultancy, Factories Act’s Consultancy and many more.

Head Office

  • 205, Business Bay, Near Atmiya College, 6 Royal Park Corner, Kalawad Road, Rajkot 360 005, Gujarat, India
  • rajconrjt@gmail.com

Site Links

Ⓒ 2020 - All Rights Are Reserved