Employees State Insurance Act – 1948:

It is a social welfare legislation enacted with the object of providing certain benefits to the employees in case of sickness, maternity and employment injury. Under the act, employees will receive medical relief, cash benefits, maternity benefits, pension of deceased workers and compensations for fatal or other injuries and diseases.

Our services under this act are given below.

Company registrations.

Online challan generation and contribution within time.

Register new employees and update the details.

Generating TIC/Pehachan card to the employees.

Assistance in preparation & maintenance of inspection book, accident book.

Filing and submission of accident report to the department.

Maintaining statutory records.

Coordinating for inspections and reply to the notice and close the issue.

Assistance in claiming ESIC benefits.

Submission of certificate of contribution whenever demanded by the department.

Assistance in claiming ESI benefits.

Liaisoning with local ESIC departments and hospitals.

Proper guidelines to the employer if any changes in act.

Conducting seminars to induct employees about the benefits.

Employee Provident Fund and Miscellaneous provisions Act – 1952:

This Act was enacted with the main objective of making some provisions for the future of industrial workers after their retairement and for their dependents in case of death. The act aims to provide for institution of provident funds, family pension funds and deposit linked insurance funds for the employees in the factories and other establishments.

Our service under this act is,

Online Registration

Submission of all necessary documents on timely basis like Form 2 Employee Nomination Form, Declaration Form.

Preparation of ECR as per payroll and update the details.

Online challan submission, monthly contribution and contribution interest and damages.

Furnishing of particulars of change in ownership/management of establishment.

Proving consultancy on the matter pertaining any amendments in EPF, Penshion scheme & EDLI scheme.

Assistance to the employees to claim pension.

Activate employees UAN and update the details and approvals.

Filing monthly contribution records.

Coordinate with the PF office authorities and visit to PF office to the work done.

Handling PF inspections and reply to the notice and close the issue.

Conducting seminars to the employees to understand benefits under PF.

Payroll Service:

Payroll is a company’s list of its employees, but the term is commonly used to refer to, The total amount of money that a company pays to its employees. Company’s records of its employees salaries and wages, bonus and withheld taxes. Payroll means a list of the company’s employees and the amount of money they are to be paid. From the accounting perspective, payroll is crucial because payroll and payroll taxes considerably effect the net income of most companies. The primary mission of the Payroll department is to ensure that all employees are paid accurately and timely with the correct with-holdings and deductions. Salary will be payable to the employees as per structured by the government under Payment of wages act and minimum wages act. Our responsibility under payroll is given below,

details, fixed wages, resignation details, incentives, advances, loans, worked days and any other given by the company to the employees in the particular month.

Preparation of salary statement and verification before payment.

Maintaining registers and records.

Unit wise salary preparation.

Keeping record of bank transaction

Preparation of salary slips and distributing to the employees.

Attending employees queries on salary.

HR Audit:

The purpose of an HR Audit is to recognize strengths and identify any needs for improvements in the Human Resources function. A properly executed audit will reveal problem areas and provide recommendations and suggestions to the problems. Reason for HR Audit is given below.

Ensure the effective utilization of the organization’s human resources.

Reviewing compliance in relation to administration of the organization.

Installing a sense of confidence in management and human resource function.

Maintaining and enhance the organization and the departments reputation in society.

Performing “due diligence” review for shareholders or potential investors/owners.

Establishing a baseline for future improvement for the function.

Statutory Compliance:

Statutory compliance in HR refers to the legal framework within which organizations must operate, in the treatment of their employees Therefore, dealing with statutory compliance requires for companies to be well-versed with the various labor regulations in their country of operation.

Registration, amendment and renewal of license.

Maintaining monthly registers and periodically submission of returns.

Handling labour inspections.

Submission Bonus, LWF, NFH returns.

Gratuity employee request, employer payment and department intimation.

Maternity employee request, employer payment and department intimation.

Display of notices and abstracts under various acts.

Maintaining accident report and register.