Nidhi Aapke Nikat 2.0 is a flagship outreach program launched by the Employee Provident Fund Organisation (EPFO) to enhance the accessibility and transparency of its services. This initiative is part of EPFO’s ongoing efforts to strengthen its relationship with its members by bringing essential services closer to them, directly within their communities.
Objectives of Nidhi Aapke Nikat 2.0
The primary goal of this initiative is to provide a platform where EPFO members can engage directly with officials. By organizing camps at various locations, the program aims to address the concerns and queries of members efficiently, offering solutions on the spot. This eliminates the need for members to visit regional EPFO offices, making the process more convenient and user-friendly.
Key Features of the Camp
Direct Interaction with EPFO Officials: Members have the opportunity to meet face-to-face with EPFO officials, allowing for quicker resolution of issues such as claim settlements, UAN activation, and KYC updates.
Access to a Range of Services: The camp provides a one-stop solution for a variety of EPFO-related services. Whether it’s updating personal details, understanding benefits, or resolving discrepancies, members can get their issues addressed in a single visit.
Awareness and Education: In addition to resolving queries, these camps are designed to educate members about the various benefits and services offered by the EPFO. This includes information on pension schemes, provident fund withdrawals, and other related topics.
Inclusivity: The initiative is designed to cater to a diverse range of members, including employees from both organized and unorganized sectors, senior citizens, and new members. Special attention is given to ensuring that the services are accessible to all, including those in remote and rural areas.
The 27th August 2024 Event
On 27th August 2024, the Nidhi Aapke Nikat 2.0 camps will be organized across multiple locations nationwide. These camps are expected to witness significant participation from members seeking assistance and guidance on various EPFO matters. The event reflects EPFO’s commitment to making its services more accessible, transparent, and user-centric.
By bringing services to the doorstep of its members, EPFO is not only simplifying processes but also ensuring that every member can fully benefit from the various provisions of the provident fund scheme. The success of Nidhi Aapke Nikat 2.0 lies in its ability to reach out to the masses, making EPFO’s services more approachable and understandable for all.
In a significant move aimed at boosting economic activity and providing greater flexibility to businesses, the Government of Punjab has issued an exemption under the Punjab Shops and Commercial Establishments Act, 1958. This exemption allows establishments to operate 365 days a year, offering a unique opportunity for businesses to maximize their operations. Let’s dive into the details of this exemption and how it impacts both employers and employees.
What You Need to Know About the Punjab Shop Act Exemption
Year-Round Business Operations: The new exemption permits all registered establishments in Punjab to remain open every day of the year. This regulation is a game-changer for businesses looking to increase their operational hours and cater to a larger customer base without interruption.
Employee Welfare Measures:
Mandatory Bi-weekly Holiday: Employees are entitled to one day off every two weeks without any wage deductions. Employers must display a schedule of these holidays for two months in advance on the notice board.
Rest Breaks and Working Hours: Employees must receive a one-hour break after five hours of continuous work. Additionally, they should not work more than nine hours a day or 48 hours a week, ensuring a balanced work-life routine.
Enhanced Security for Late Night Operations: Establishments operating beyond 10:00 PM are required to implement adequate safety and security measures for employees and visitors. Ensuring safe transportation for employees returning home after late shifts is also mandatory.
Strict Compliance with Labour Laws:
Direct Wage Credit: All wages, including overtime, must be credited directly to employees’ savings bank accounts, ensuring secure and timely payments.
National and Festival Holidays: Employees must be given paid national and festival holidays, safeguarding their right to celebrate important occasions.
Prevention of Child Labour: The exemption mandates strict adherence to the Prevention of Child and Adolescent Labour (Prohibition and Regulation) Act, 1986, prohibiting the employment of children and regulating adolescent working conditions.
Employee Consent and Record Keeping: Employees must provide written consent agreeing to the terms of their employment under these new regulations. Employers are required to keep these consent letters on record.
Penalties for Non-compliance: Any violation of the exemption terms or other provisions of the Act can result in the cancellation of the exemption. The Competent Authority will provide an opportunity for the establishment to be heard before any action is taken.
How This Exemption Benefits Businesses
Increased Revenue: By staying open all year round, businesses can cater to more customers and potentially increase their revenue.
Competitive Edge: Continuous operations provide a competitive advantage, especially in retail and service industries.
Improved Customer Satisfaction: With more flexible hours, businesses can better meet customer needs and preferences, leading to higher customer satisfaction and loyalty.
Conclusion
The Punjab Shop Act Exemption offers a remarkable opportunity for businesses to maximize their operations while ensuring employee welfare. By adhering to the detailed provisions and maintaining compliance, businesses can thrive in a dynamic and competitive environment. This exemption not only boosts economic activity but also fosters a more flexible and efficient business landscape in Punjab.
The Government of Maharashtra has revised the minimum wages applicable from 1st July 2024 to 31st December 2024. This article provides an in-depth analysis of the changes, ensuring that both employers and employees are well-informed about the new wage structures, compliance requirements, and the broader implications of these revisions.
Background and Purpose of Minimum Wage Revisions
Minimum wage revisions are conducted periodically to ensure that workers receive fair compensation that reflects the rising cost of living and inflation. The primary objectives are to protect workers from unduly low pay, promote decent living standards, and reduce poverty and inequality.
Revised Wage Structure
The revised minimum wages in Maharashtra are categorized based on the skill level of the workers and the geographical zone of employment. The zones are defined to account for varying economic conditions and living costs across different areas of the state.
Detailed Breakdown of Zones
Zone I shall comprise of the areas falling within the limits of all Municipal Corporations, Cantonment areas and Industrial areas within 20 Kilometers radius from all Municipal Corporations limit.
Zone II shall comprise of the areas falling within the limits of all “A” and “B” grade Municipal Councils.
Zone III shall comprise of all other areas in the State, which are not included in Zone I and II.
Key Considerations for Employers
Compliance: Employers must ensure their payroll systems reflect the revised wage rates to avoid legal penalties. It is essential to review and update employment contracts and payroll systems accordingly.
Wage Calculation: The minimum wages are calculated for an 8-hour workday and a 26-day work month. Any work beyond these hours should be compensated according to overtime regulations.
Allowances: The revised wages include basic wages and special allowances. Employers must ensure that any additional allowances or benefits provided are over and above the minimum wage.
Legal Implications: Non-compliance with the revised minimum wages can result in severe penalties, including fines and imprisonment as per the Minimum Wages Act, 1948.
Implications for Employees
Increased Earnings: The revision leads to higher monthly earnings for workers, enhancing their ability to meet basic needs and improve their living standards.
Living Standards: The increased wages aim to ensure that workers can afford essential goods and services, contributing to better health, education, and overall well-being.
Economic Impact: Higher wages can lead to increased consumer spending, boosting the local economy and fostering economic growth.
Compliance Checklist for Employers
To ensure adherence to the revised minimum wages, employers should follow this compliance checklist:
Review and Update Payroll: Adjust payroll systems to reflect the new wage rates for different categories of workers.
Employee Communication: Inform employees about the wage revision through official communication channels.
Contract Amendments: Update employment contracts to include the revised wage rates.
Audit and Monitoring: Regularly audit payroll systems and practices to ensure ongoing compliance.
Record-Keeping: Maintain accurate records of wage payments to provide evidence of compliance in case of inspections or audits.
Frequently Asked Questions (FAQs)
What is the effective date of the revised wages?
The revised wages are effective from 1st July 2024 to 31st December 2024.
Are the revised wages applicable to all employees?
The revised wages are applicable to all employees working in scheduled employments as defined under the Minimum Wages Act, 1948.
What should employees do if they are not paid according to the revised rates?
Employees should first bring the issue to their employer’s attention. If unresolved, they can file a complaint with the local Labour Commissioner’s office.
Are part-time workers entitled to the revised wages?
Yes, part-time workers should receive wages on a pro-rata basis, calculated according to the revised rates.
How often are minimum wages revised?
Minimum wages are typically revised bi-annually in Maharashtra, considering inflation and cost of living adjustments.
Conclusion
The revision of minimum wages in Maharashtra for the period from 1st July 2024 to 31st December 2024 underscores the government’s commitment to ensuring fair wages for workers. Employers must comply with the new rates to avoid legal repercussions and contribute to a fair and equitable work environment. Employees, on the other hand, stand to benefit from improved earnings, leading to better living standards.
For further guidance and support on implementing the revised wages, employers and employees can reach out to labour law consultants or the local Labour Commissioner’s office.
Stay informed and ensure compliance to foster a just and fair workplace for all.
New Update on ESIC Portal: Bulk Aadhaar Uploading Feature
The Employees’ State Insurance Corporation (ESIC) has introduced a significant update to its portal: the Bulk Aadhaar Uploading feature. This new feature is designed to streamline the process of linking Aadhaar numbers with ESIC records, enhancing efficiency and ensuring compliance with regulatory requirements. Here’s everything you need to know about this update.
What is the Bulk Aadhaar Uploading Feature?
The Bulk Aadhaar Uploading feature allows employers to upload Aadhaar numbers of their employees in bulk, rather than individually. This update is part of ESIC’s continuous efforts to simplify administrative processes and improve the ease of doing business.
Key Benefits
Time-Saving: Employers can now upload multiple Aadhaar numbers at once, significantly reducing the time required for data entry.
Increased Accuracy: Bulk uploading minimizes the chances of errors that can occur with manual entry.
Enhanced Compliance: Ensures that all employee records are updated in accordance with regulatory requirements, promoting transparency and compliance.
Step-by-Step Guide to Bulk Aadhaar Seeding on the ESIC Portal
Follow this guide to efficiently use the new Bulk Aadhaar Uploading feature.
Log in using your username, password, and captcha.
Step 2: Navigate to the Bulk Aadhaar Seeding Section
After logging in, locate and click on the ‘Aadhaar Seeding’ section.
Select the ‘Bulk Aadhaar Upload’ option.
Step 3: Download the Template
Click on the provided link to download the Excel template for bulk Aadhaar seeding.
Ensure that you use this template to enter the Aadhaar numbers and other required details.
Step 4: Prepare the Data
Open the downloaded template and fill in the necessary details:
Employee’s Aadhaar Number: Ensure the number is entered accurately.
Linked Mobile Number: The mobile number linked with the Aadhaar.
Important: Type an inverted comma (‘) before typing each Aadhaar number to ensure the correct format is maintained.
Double-check the entered data for any errors or discrepancies.
Step 5: Save the File
Save the completed template as an Excel Workbook (.xlsx format). Avoid changing the file format to ensure compatibility with the ESIC portal.
Step 6: Upload the Template
Return to the ESIC portal and go to the Bulk Aadhaar Upload section.
Upload the saved template file.
Step 7: Verify and Submit
The portal will display a summary of the uploaded data.
Carefully verify the information for accuracy.
Submit the data for verification.
Step 8: Confirmation and Report
Upon successful submission, a confirmation message will be displayed.
The data will be verified using UIDAI’s Yes/No authentication facility.
An SMS will be sent to the linked mobile numbers to establish consent, with an opt-out option available for employees.
A report of the uploaded data will be available after 24 hours. For instance, if the data was uploaded at 7 PM on 01-08-2024, the status can be checked after 7 PM on 02-08-2024.
Best Practices for Bulk Aadhaar Seeding
Ensure Data Accuracy: Verify all Aadhaar numbers and mobile numbers before uploading to avoid mismatches.
Consent Management: Inform employees about the Aadhaar seeding process and obtain their consent.
Regular Updates: Regularly update Aadhaar information for new employees to maintain compliance.
Secure Data Handling: Handle Aadhaar data securely to protect employee privacy and adhere to data protection regulations.
Troubleshooting Common Issues
Mismatch Errors: If there are mismatches, ensure the details in the Aadhaar seeding template exactly match the Aadhaar details of the employees.
Opt-Out Option: Employees can opt out of the Aadhaar seeding via the SMS they receive post-transaction.
Conclusion
The Bulk Aadhaar Seeding feature on the ESIC portal is a significant enhancement aimed at improving administrative efficiency and compliance. By following the detailed steps outlined above, employers can seamlessly integrate this feature into their workflow, ensuring accurate and up-to-date employee records.
This new functionality not only simplifies the process but also ensures that employers are following regulatory requirements. For more detailed guidance and updates, visit the ESIC official website or contact their support team.
By leveraging the Bulk Aadhaar Seeding feature, employers can streamline their administrative processes, reduce errors, and ensure compliance with ease. This detailed guide aims to provide all the necessary information to make the transition smooth and efficient. If you have further questions or need assistance, feel free to reach out through the provided support channels.
Understanding the Latest Amendments to the Maharashtra Shops and Establishments Act, 2017
The Maharashtra Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2017, has recently been updated with significant amendments. These changes, introduced by the Maharashtra Government on 22nd July 2024, aim to improve compliance and ensure better protection for both establishments and their employees.
In this blog, we delve into the specifics of these amendments, providing a detailed explanation to help businesses understand and implement the new requirements effectively.
Overview of the Amendment
On 22nd July 2024, the Government of Maharashtra issued Notification No. MS&EA-08/2021/C.R.153/Labour-10, introducing amendments to the Maharashtra Shops and Establishments (Regulation of Employment and Conditions of Service) Rules, 2018. These amendments were made under the authority of sub-section (1) of section 37 of the Maharashtra Shops and Establishments Act, 2017, and were previously published as required by sub-section (2) of section 37.
Key Changes in the Amendment
The focus of these amendments is on the inclusion of the requirement for establishments to maintain an insurance certificate. This is a crucial step towards ensuring that all establishments are adequately insured, providing a safety net for employees and the business. Below is a detailed explanation of the changes in tabular format:
Detailed Amendments to Forms and Schedules
Form
Original Entry
New Entry
Details
Form ‘A’
After entry 13
13A Insurance certificate of establishment
This insertion mandates that establishments must now include an insurance certificate.
Form ‘D’
After entry 13
13A Insurance certificate of establishment
This insertion requires the insurance certificate for compliance and verification purposes.
Form ‘F’
After entry 11
11A Insurance certificate of establishment
Establishments must provide the insurance certificate to meet the new regulatory requirements.
Form ‘R’
After entry 7
7A Insurance policy number and date of validity of insurance policy of establishment
This entry adds the need to specify the insurance policy number and its validity date.
Detailed Amendments to Schedule
Part
Original Entry
New Entry
Details
Part-A
After sub-entry (3)
(3A) Copy of insurance certificate of the establishment
Establishments are required to submit a copy of their insurance certificate.
Part-B
After sub-entry (4)
(4A) Copy of insurance certificate of the establishment
This amendment ensures establishments maintain a valid insurance certificate for compliance.
Part-C
After sub-entry (2)
(3) Copy of insurance certificate of the establishment
Adding this entry standardizes the requirement for an insurance certificate across forms.
Implications of the Amendments
The inclusion of insurance certificate requirements in various forms and schedules ensures that all establishments under the Act maintain adequate insurance coverage. This provides several benefits:
Employee Protection: Ensures employees are covered under an insurance policy, enhancing their safety and security.
Compliance: Standardizes the requirement across different forms, simplifying the process for establishments to comply with the Act.
Risk Mitigation: Helps businesses mitigate risks associated with unforeseen events by having a valid insurance policy in place.
Conclusion
The recent amendments to the Maharashtra Shops and Establishments Act, 2017, reflect the Government’s commitment to enhancing workplace safety and compliance. By mandating the inclusion of insurance certificates, the amendments ensure that establishments are better prepared to handle risks and provide a safer working environment for their employees.
The Employees’ Provident Fund Organisation (EPFO) is set to conduct its monthly Nidhi Aapke Nikat 2.0 camps across various districts in India on 29th July 2024. This initiative is part of EPFO’s ongoing efforts to enhance accessibility, service delivery, and stakeholder engagement.
Overview of Nidhi Aapke Nikat 2.0
Launched on 27th January 2023, Nidhi Aapke Nikat 2.0 is an upgraded version of EPFO’s outreach program aimed at providing a comprehensive platform for grievance redressal, information dissemination, and direct interaction with district-level authorities. Held on the 27th of every month, or the next working day if the 27th is a holiday, the program ensures that EPFO services reach even the remotest areas.
Key Objectives:
Grievance Redressal: Immediate resolution of issues and registration of unresolved grievances for priority handling.
Information Exchange: Direct interaction with district authorities and dissemination of the latest updates, policies, and benefits.
Service Access: On-site assistance with online services like claim filing, status checking, and member detail updates.
Detailed Venue Information
The EPFO has strategically chosen venues for the camps to maximize accessibility and participation. Typically, these venues are large community halls or public buildings that can accommodate many participants.
Complete Venue List: For a detailed list of all venues across various districts, stakeholders are enclosed below.
Program Structure and Activities
Help Desks:
Each venue will have multiple help desks staffed by EPFO officials.
These desks will provide assistance with online services, claim filing, and updating member details.
Grievance Redressal:
On-the-spot resolution of grievances by EPFO officials.
Registration of unresolved grievances on the EPFO portal for prioritized resolution.
Information Sessions:
Informative sessions on the latest EPFO policies and benefits.
Interaction with district-level authorities for direct information exchange.
Digital Support:
Digital screens and posters displaying EPFO services and guidelines.
Availability of online tools for members to access EPFO services.
Expected Benefits and Impact
1. Increased Accessibility:
The program ensures that EPFO services reach remote districts without EPFO offices, increasing accessibility for all stakeholders.
2. Efficient Service Delivery:
Immediate grievance redressal and on-site assistance significantly improve the efficiency and effectiveness of service delivery.
3. Enhanced Public Satisfaction:
Direct interaction with EPFO officials and district authorities enhances transparency, trust, and satisfaction among members.
4. Comprehensive Coverage:
With over 500 districts covered, the program aims to provide seamless social security services across the country.
Participation and Support
EPFO has called upon all stakeholders, including employees, employers, and pensioners, to actively participate in these camps. District Collectors and local authorities have been instructed to provide full support to ensure the success of the outreach program. Members of the Central Board of Trustees (CBT) are also encouraged to participate and guide EPFO officials.
Conclusion
The Nidhi Aapke Nikat 2.0 camps on 29th July 2024 are a testament to EPFO’s commitment to enhancing service delivery and stakeholder engagement. By bringing EPFO services closer to the members, the program ensures that social security benefits are accessible to all, thereby promoting a more inclusive and efficient system.
The full-fledged budget for 2024, announced on 23rd July 2024, has introduced significant changes that will impact personal finance. This article explores these changes in detail, highlighting how they will affect various aspects of your financial life.
1. Employment Linked Benefit
For First Timers: A new scheme will provide a one-month wage to all newly entering the workforce in formal sectors. This direct benefit transfer of up to Rs. 15,000 will be given in three installments to first-time employees registered with the EPFO. The eligibility limit is a salary of Rs. 1 lakh per month, aiming to benefit 210 lakh youth.
For the Manufacturing Sector: Employees and employers will receive incentives for their EPFO contributions for the first four years of employment.
Support for Employers: The government will reimburse employers up to Rs. 3,000 per month for two years towards their EPFO contribution for each additional employee earning a salary up to Rs. 1 lakh a month.
Category
Benefit Description
Eligibility Criteria
Duration
First Timers
One-month wage (up to Rs. 15,000) in 3 installments
New workforce entrants, salary up to Rs. 1 lakh
3 installments
Manufacturing Sector
Incentives for EPFO contributions
Employees and employers in manufacturing
First 4 years
Employers
Reimbursement up to Rs. 3,000 per month for EPFO contribution
Employers with additional employees, salary up to Rs. 1 lakh
2 years
2. Discounted Education Loan
Students can now avail of education loans up to Rs. 10,00,000 for higher education in domestic institutions. A 3% discount is available for those who haven’t benefited from any government schemes and policies.
Loan Amount
Interest Rate Discount
Eligibility Criteria
Up to Rs. 10,00,000
3% discount on interest rate
Students not eligible for other government benefits
3. NPS Vatsalya for Your Child
The minimum age limit for entering the NPS has been removed, allowing minors to participate through the NPS-Vatsalya plan. Parents and guardians can contribute, and the plan can seamlessly convert into a regular NPS account when the child reaches adulthood.
Scheme Name
Key Features
Conversion
NPS Vatsalya
Allows minors to participate, contributions by parents/guardians
Converts to regular NPS account at adulthood
4. Gold and Silver Will Be Cheaper
To boost domestic value addition in Jewellery, customs duties on gold and silver have been reduced from 10% to 6%, and on platinum to 6.4%.
Metal
Previous Duty
New Duty
Gold
10%
6%
Silver
10%
6%
Platinum
10%
6.4%
5. Simplification of Income Tax Reassessment
Reassessments can now be reopened beyond three years from the end of the assessment year only if the escaped income is Rs. 50 lakh or more, and up to a maximum period of five years. In search cases, the time limit is reduced to six years before the year of search from the current ten years.
Scenario
Previous Limit
New Limit
General Reassessment
Can reopen up to 10 years if income escaped assessment
Can reopen up to 3 years if income escaped assessment is Rs. 50 lakh or more
Search Cases
Up to 10 years
Up to 6 years
6. Capital Gains Tax Changes
Short-term Capital Gains Tax: Increased from 15% to 20% for specified financial assets for the year 2024-2025.
Long-term Gains Tax: On all financial and non-financial assets will be taxed at 12.5%.
Exemptions on Capital Gains: Increased to Rs. 1.25 lakh per year from the previous Rs. 1 lakh per year.
Type of Gain
Previous Rate
New Rate
Short-term Capital Gains
15%
20%
Long-term Capital Gains
10%
12.5%
Exemption Limit
Rs. 1 lakh
Rs. 1.25 lakh
7. Employer Contribution to NPS Limit Increased
For private sector employees, the employer’s contribution limit to NPS has increased from 10% to 14% of salary (Basic + DA). This change is beneficial for those opting for the new tax regime.
Sector
Previous Contribution Limit
New Contribution Limit
Private Sector
10% of salary
14% of salary
8. ESOP Reporting Limitation Enhanced
Non-reporting of small foreign assets up to Rs. 20 lakh by Indian professionals working in multinationals will now be de-penalized, reducing the burden under the Black Money Act.
Type of Asset
Previous Penalty
New Penalty
Small Foreign Assets
Penal consequences under Black Money Act
De-penalized for non-reporting up to Rs. 20 lakh
9. Standard Deduction Increased for New Tax Regime
The standard deduction for salaried employees has been increased from Rs. 50,000 to Rs. 75,000. For pensioners, the deduction on family pension is enhanced from Rs. 15,000 to Rs. 25,000.
Category
Previous Deduction
New Deduction
Salaried Employees
Rs. 50,000
Rs. 75,000
Pensioners
Rs. 15,000
Rs. 25,000
10. Tax Slab Rates Enhanced for New Tax Regime
While the old tax regime remains unchanged, the new tax regime has revised tax slabs to be more attractive.
Income Slab
Previous Rate
New Rate
Up to Rs. 2.5 lakh
NIL
NIL
Rs. 2.5 lakh – Rs. 5 lakhs
5%
5%
Rs. 5 lakh – Rs. 7.5 lakh
10%
10%
Rs. 7.5 lakh – Rs. 10 lakhs
15%
10%
Rs. 10 lakh – Rs. 12.5 lakh
20%
15%
Rs. 12.5 lakh – Rs. 15 lakhs
25%
20%
Above Rs. 15 lakhs
30%
25%
Conclusion
The Budget 2024 brings a mix of benefits and adjustments to support employment, education, savings, and investment. These changes aim to boost the economy while providing relief and opportunities for individuals and businesses. Stay informed and adapt to these changes to maximize your financial benefits.
Note
This article was written based on the current information available. Updates will be provided as further clarity emerges on these announcements.
The Andaman and Nicobar Islands Administration has recently issued a significant update regarding the minimum wages for various categories of workers, which took effect from July 1, 2024. This revision is a crucial step in ensuring fair compensation for labor in the region, aligning with the statutory requirements of the Minimum Wages Act, 1948. In this detailed blog post, we will delve into the specifics of this notification, the rationale behind the revision, its implications, and how it compares to previous wage standards.
Background and Legislative Framework
The revision of minimum wages is mandated by the Minimum Wages Act, 1948, a cornerstone legislation that aims to protect workers from exploitation by ensuring they receive a minimum level of remuneration for their work. The Act empowers the government to fix and periodically revise minimum wages for various employment categories. The latest notification from the Andaman and Nicobar Administration, dated July 12, 2024, falls under this legislative framework, ensuring that wages are adjusted in accordance with changes in the cost of living.
Details of the Revised Minimum Wages
The revised minimum wages, effective from July 1, 2024, are categorized into four distinct segments based on the skill level and nature of the work. The updated rates are as follows:
The table below provides a detailed breakdown of the revised minimum wages for various categories of employees in the Andaman and Nicobar Islands as per the notification dated July 12, 2024.
Category of Employees
Minimum Wage per Day (₹)
Unskilled Workers
633.00
Semi-Skilled/Unskilled Supervisory Workers
714.00
Skilled/Clerical Workers
837.00
Highly Skilled Workers
920.00
Background Information
Legislation: The revision follows the Minimum Wages Act, 1948.
Effective Date: July 1, 2024.
Notification Date: July 12, 2024.
Previous Notification: December 27, 2023 (Notification No. 133/2023/F).
Revision Frequency: Six-monthly, based on the Average All India Consumer Price Index (CPI) from October 2023 to March 2024.
Comparison with Previous Wages
Category of Employees
Previous Wage per Day (₹) (Dec 2023)
Revised Wage per Day (₹) (July 2024)
Increase (₹)
Unskilled Workers
600.00
633.00
33.00
Semi-Skilled/Unskilled Supervisory Workers
675.00
714.00
39.00
Skilled/Clerical Workers
793.00
837.00
44.00
Highly Skilled Workers
875.00
920.00
45.00
Implications
Stakeholder
Implications
Workers
– Improved living standards- Increased motivation and productivity
Employers
– Compliance with new wage standards- Budget adjustments to accommodate increased labor costs
Economy
– Boost in consumer spending- Reduction in poverty levels
Enforcement and Compliance
Enforcing Authority: Office of the Labour Commissioner, Andaman and Nicobar Islands.
Stakeholder Awareness: Notification disseminated to all relevant authorities and stakeholders, including government departments, industrial establishments, and local bodies.
Conclusion
The revised minimum wages effective from July 1, 2024, represent a crucial update to ensure fair compensation for workers in the Andaman and Nicobar Islands. By periodically revising wages in accordance with economic indicators, the administration safeguards the living standards of its workforce, contributing to the overall economic stability and growth of the region.
The Government of West Bengal has issued a new circular detailing the updated minimum wages for employees across various scheduled employments. These updated wages are applicable from July 1, 2024, to December 31, 2024. This comprehensive update ensures fair compensation and reflects the state’s commitment to labour rights.
Zone Classifications:
Zone A: Areas under Municipal Corporations, Municipalities, Notified Areas, Development Authorities, Thermal Power Plant areas including Township Areas.
Daily Rate Calculation: Monthly rate divided by 26.
Weekly Rate Calculation: Daily rate multiplied by 6.
Working Hours: Eight hours of actual work per day with not less than half an hour of recess; 48 hours of actual work per week.
Weekly Rest: One day in any period of seven days.
Overtime Payment: Double the ordinary rates for work done on the day of weekly rest and beyond normal working hours.
Higher Existing Wages: Existing higher rates of wages are protected.
Contract Workers: Applicable to employees employed by contractors.
Wages for Disabled Persons: Same as payable to workers of appropriate category.
Gender Equality: Same rates of wages for men and women for the same work or work of similar nature.
Minimum Wages Composition: Includes variable dearness allowance, if any, under the Minimum Wages Act, 1948.
The updated minimum wage rates aim to ensure fair compensation for workers across various industries in West Bengal, reflecting the state’s commitment to protecting labour rights.
This information is issued with the approval of the Labour Commissioner, West Bengal.
For further details, refer to the full circular issued by the Labour Commissionerate.
The Employees’ Provident Fund (EPF) has introduced a new facility aimed at simplifying the process for employers to submit Joint Declaration (JD) requests. This development is particularly beneficial for those members whose Universal Account Numbers (UANs) are not linked with Aadhar or for those who face difficulties accessing the Member E-SEWA portal. This article delves into the intricacies of this new facility, highlighting its benefits, requirements, and the step-by-step process for employers to leverage this feature.
Understanding the New EPF Facility
The new EPF facility allows registered employers to initiate online JD requests by uploading the required request forms and documents. These forms and documents must be duly signed and submitted by the EPF members. This facility is a significant step forward in digitalizing the EPF processes, reducing the dependency on physical forms, and streamlining the workflow for both employers and employees.
Who Can Benefit from This Facility?
This facility is specifically designed for:
UANs Not Linked with Aadhar: Members whose UANs are not linked with their Aadhar can use this facility to submit their JD requests.
Members Unable to Access Member E-SEWA Portal: This includes members who face technical or access issues with the Member E-SEWA portal.
By addressing these two categories, the EPF ensures that more members can conveniently manage their accounts without the need for physical documentation.
Key Requirements for Employers
To use this facility, employers must meet certain requirements:
EPF Registration: Employers must be registered with the EPF.
Active E-Sign: Employers need an active E-Sign to authenticate and submit the documents online. The E-Signature ensures that the submissions are legally valid and secure.
Access to Employer Portal: Employers must have access to the EPF Employer Portal where this facility is available.
Step-by-Step Guide to Using the New Facility
Login to the Employer Portal: Employers must log in to the EPF Employer Portal using their credentials.
Navigate to JD Request Section: Once logged in, navigate to the section where JD requests can be initiated.
Upload Required Documents: Upload the request forms and documents as per the Standard Operating Procedure (SOP) laid down by EPFO. Ensure that all documents are duly signed by both the EPF members and the employer. If any document is not signed by either the member or the employer, the submission will be rejected.
Authenticate Using E-Sign: Use your active E-Sign to authenticate the documents. This step is crucial as it ensures the legal validity of the submission.
Submit the Request: After authentication, submit the JD request. The system will provide a confirmation receipt for the submission, which can be used for future reference.
Advantages of the New EPF Facility
The new EPF facility offers several advantages:
Convenience: The ability to submit JD requests online eliminates the need for physical forms, making the process more convenient for employers and employees alike.
Time-Saving: Digital submissions are faster and reduce the time taken to process JD requests.
Accessibility: Members who cannot access the Member E-SEWA portal or whose UANs are not linked with Aadhar can still manage their EPF accounts effectively.
Security: The use of E-Sign ensures that submissions are secure and legally binding.
Conclusion
The new EPF facility for initiating online JD requests is a significant step towards digitalization and efficiency in the management of EPF accounts. By understanding the requirements and following the outlined steps, employers can leverage this facility to streamline their processes and provide better service to their employees. This initiative not only enhances the convenience for employers but also ensures that all EPF members can manage their accounts seamlessly, regardless of their ability to access the Member E-SEWA portal or link their UAN with Aadhar.
For any further assistance or queries regarding the new EPF facility, employers are encouraged to contact the EPF helpdesk or refer to the detailed guidelines available on the EPF Employer Portal.
