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Writing a Letter of Interest for a Promotion with Sample

When there are some new openings in a company then the company often prefers to have existing employees for the job rather than recruiting new people from outside as they have complete understanding of the company’s culture and working. Any employee who is interested in the profile can send a letter of interest to the HR department simply by applying for the promotion. This is one of the best opportunities in order to take your career to higher levels by showing interest in the opening.

Here are some guidelines which must be followed while writing letter of interest for a promotion. Keeping these points in mind can help you have a properly framed professional letter which can eventually help you get selected for the desired opening.

  • Address it correctly

It is very important that you address your letter of interest to the right person. Find out the right person who is responsible for recruiting the best candidate for that profile and address it to him.

  • Attach your resume

Simply sending the letter is not enough. Make sure that you attach with it your recent resume which has mention of your achievements and performances.

  • Grammatically correct

It is very important that your letter of interest is grammatically correct and has no spelling mistakes. Before submitting it, read it to make sure that there are no such mistakes and the language is also correct.

  • Do not delay

As soon as you come to know that there is an opening, waste no time in sending your letter. This is so because the person who is earliest to send his letter is considered as the most interested one. So to keep chances of selection in your favor, write the letter of interest immediately, without wasting any time.

  • Begin with purpose

Make sure that the beginning of your letter talks about your purpose of writing the letter. You must mention your interest in the promotion. You are suppose to be introducing yourself. Talk about since how long you have been associated with the company, mention your current profile. Your information should be complete so that the HR manager doesn’t have to look for your details in personnel file.

  • Mention the reason

Your letter should include reasons as to why you are the right choice for the profile. Clearly state what qualities and achievements make you a competent candidate for this job and for handling these responsibilities. You should mention your skills and experience and how you can play an important role in helping the company meet its goals. Also talk about your additional certificates or degrees which again make you a stronger choice. Talk about your achievements in the company.

  • Seek permission for mentioning references

If you have come to know about the opening from a co-worker then mention his name in the letter only after you have asked for his permission.

  • End it professionally

While ending your letter, make sure there is a call to action. You must thank the HR for taking out time to consider your request and also suggest the time and date for a personal meeting in order to discuss the application in a more refined manner.

Follow these points and you will be able to frame a perfect letter of interest.

Sample Letter of Interest for a Promotion

Here is a format sample of letter of interest for a promotion which you can use in a customized manner to write your own letter.

Adam Smith

22, Richmond Street,

New York 1234

Date: 5th January, 2016

Jacob Brown

Human Resource Manager

ABC Corporation Pvt. Ltd.

52 Richmond Street

New York

Sub: Letter of interest for promotion.

Dear Mr. Brown,

I have been informed by Mr. Anthony, Marketing Manager, that the position of Asst. Marketing Manager has become available. I would like to express my interest in this position. I would like to bring to your notice that from last three years, I have been working on the profile of Marketing Executive and have created and implemented various marketing programs on district levels which have proved to be extremely fruitful.

Moreover, when Asst. Marketing Manager was on leave in the month of November 2015, I was the one chosen for filling up this position for the time being. During that duration of one month, I shouldered all the responsibilities with great effectiveness and delivered satisfactory results. My understanding of the profile and exposure of the same makes me a competent choice for the same.

I am looking for a positive response from your end. Please find my resume attached with the letter. I would be happy to discuss my promotion request with you at any time when you are comfortable. You can email me at [email protected] or you can call me at 123-456-789.

Looking forward for your response.

Thanking you.

Sincerely,

Adam Smith

Other Related Promotion Letter Format

No Promotion Letter to Staff for Discipline Violation
Reprimanding Officer Letter for Being Angry On Not Getting Promoted
Promotion Letter from Employer to Employee
Promotion Letter for HR Manager
Professional Employee Promotion Letter with Salary Increase
Letter of Interest for a Promotion
Job Promotion Cover Letter for a Retail Job
Promotion Letter & Increment Letter Format
Thank You Letter to a Boss for a Promotion
Tips and Advice on Getting a Promotion

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Posted by Hrformats - January 19, 2016 at 8:19 AM

Categories: Letters   Tags: , ,

About ESI and EPF

Employee State Insurance

Coverage –  Act is applicable to non-seasonal factories using power and employing 10 or more persons and non-power using factories 20 or more persons.

Earning wages limit-  Gross Salary Rs. 10,000/- w. e. f. 01.04.2006.

Contribution :   By Employer         @ 4.75%

                          By Employee           @ 1.75%

Registration and number allotment–   Duly filled Form-01

For Employees Form 01 & Declaration Form no. 03 within 10 days of joining, kept one copy of Form-3 for record.

Identity Cards : Form 4 the ESI Office will issue the same.

Register for ESI Record : Every employer shall maintain a register in Form-6 which is prescribed in rule-32.

Contribution periods   1st  : 1st April to 30th September

                                      2nd  : 1st October to 31st March

Challans Deposit : Deposit in bank by 21st of every month.

Returns of contribution : On Form no. 5 in quadruplicate with Six Challans within or before  11 May & 12 Nov of every year mandatory certified by the Chartered Accountant if the member are 40 nos. or more w. e f. 01.04.2008.

Special Provision :

(i)     Within 42 days of the termination of the contribution period to which it related.

(ii)   Within 21 days of the date of permanent closure of the factory.

(iii) Within 7 days of the date f receipt of requisition in that behalf from the appropriate office.

Notice of Accident : As soon as practicable after the accident.

Maintenance of Accident Book : Form-15 any injury to an insured person.

Report to Accident :

  1. Immediately if the injury is serious. i.e. is likely to be cause to death or  permanent disablement or loss of a member.
  2. In any other case within 24 hours after the receipt of the notice or when the accident came to his notice or to his foremen or other official under whose supervision the insured person was employed at the time of accident.
  3. If the injury result in the death at the place of employment, the report to IMO and Local Office should be sent through a special messenger.

Every Employer shall send a report in Form-16 to the nearest Local Office and to the nearest Insurance Medical Officer in triplicate i.e.

(1)   One deposit to Local Office

(2)   Second deposit to IMO

(3)   Kept for their records.

Benefit Period : If the person joined insurable employment for the first time say 5th January, but his contribution period will be 5th Jan to 31st March and his corresponding first benefit will be from 5th October to 31st December.

Sr. No. To be deemed as a wages Not to be deemed as a wages

1

Basic Allowance Contribution paid by employer on any pension / PF or ESI

2

Dearness Allowance Daily Allowance paid for period spent on tour

3

House Rent Allowance Encashment of leaves

4

City Compensatory Allowance Washing Allowance

5

OT Wages Amount towards reimbursement for duty related journey

6

Production Incentive Gratuity payable on discharge

7

Payment for day of rest Benefit paid under ESI

8

Night Shift Allowance Payment of Inam which does not form part of the terms of employment

9

Meal / Food Allowance

10

Suspension Allowance

11

Conveyance Allowance

 

Damages or contribution  or any other amount due but not paid in time-

Sr. No. Period of delay Maximum rate of damages in % per annum of the amount due

1

Less than 2 months

5 %

2

Grater than 2 but less than 4 months

10 %

3

Grater than 4 but less than 6 months

15 %

4

Grater than 6 months

25 %

Penalties : Different punishment have been prescribed for different types of offences in terms of section 85 :

(i)     Six month imprisonment and fine Rs. 5000/-

(ii)   One year  imprisonment and fine

And under section 85-A

(i)     Five year imprisonment and not less than 2 years

And under section 85-C(2) of the ESI Act which are self explanatory

Besides these provisions, action also can be taken under section 406 of the IPC in case where an employer deduct contribution from the wages of his employees but does not pay the same to the corporation which amounts to criminal breach of trust

EPF


FREQUENTLY ASKED QUESTIONS

1) Who will be covered by the Pension Scheme?

Every member of the ceased Family Pension Scheme 1971 and anyone who joins any covered establishment on or after 16-11-95 is compulsorily to join this scheme, provided his/her salary/wage is less than Rs. 6500/- per month at the date of appointment.

2) What is a covered establishment?

Covered establishment is an establishment belonging to the class of industries / other establishments, which have been listed in the schedule appended to the Employees’ Provident Fund and Miscellaneous Provisions Act 1952 and where 20 or more persons are employed.

3) What are the eligibility criteria for taking the benefit of Employee Pension Scheme?

For getting the benefit of Employee Pension Scheme, an employee has completed to complete the age of 58 and have least 10 years of contribution in pension scheme.

4) Is employee the only beneficiary of Fund?

Benefit will be paid to him/her and in his/her absence to his/her family.

5) What is meant by Family?

Family means employees’ spouse and children below 25 years of age.

6) Suppose an employee does not have a Family and he/she dies before receiving benefit. Does his/her pension get lost?

No, if he/she does not have a family, benefits will be paid to his /her nominee, who will receive the benefit in his/her, absence.

11) Suppose member has not nominated anyone.

The pension / ROC will be paid to the dependent parents.

12) Can member change his/her nomination?

He/She can change his/her nomination whenever he/she decides within the framework of rules for such nomination. In other words if he/she has a family, nomination should be in favour of a member(s) of the family. If he/she has no family he/she can nominate anyone he/she wishes.

14) Employee is a member of Employees’ Pension Scheme. He/She has left employment at 48 yrs. of age and 8 yrs. of service. When shall he/she receive his/her pension?

He/She can take either withdrawal benefit or can take scheme certificate so that the 8 years service can be added to any future service that he / she may put in, in any other covered establishment. By virtue of being a holder of a scheme certificate, if the member dies before 58 years widow / widower and children shall be entitled for pension.

16) When does an employee become eligible to become a member of Employees’ Provident Fund Scheme, 1952 and Employees’ Deposit Linked Insurance Scheme, 1976?
An employee becomes a member of Employees Provident Fund (Employees’ Provident Fund) Scheme, 1952 / Employees Deposit Linked Insurance (Employees’ Deposit Linked Insurance) Scheme, 1976 immediately on joining an establishment covered under the Employees Provident Funds & Miscellaneous Provision Act, 1952.

17) What is nomination?

Every member has to give the details of himself & details of the nominee for Employees’ Provident Fund & Employees’ Deposit Linked Insurance Schemes and details of family for Employees Pension Scheme, 1995 in form no. 2.

A member if, is having a family can nominate any one or more persons to receive the Provident Fund on his death. In case of him having no family he can nominate any other person.

Family for the purpose of Employee Provident Fund Scheme’52 means wife/husband, children, whether married or unmarried, including adopted children, if adoption is recognized and dependant parents of member.

Employees Deposit Linked Insurance Scheme benefit will be paid to the nominee under Employees Provident Fund Scheme, 1952.

For the purpose of Employees Pension Scheme,1995 the member has to furnish the details, such as name, relationship & age of all the family members in the form no. 2. Family for the purpose of Employees Pension Scheme, 1995 means wife/husband & children. Whenever member wants to make a change in the nomination already made for Provident Fund, or to update the details of family for Employees Pension Scheme,1995, he has to send a revised form no. 2. The form no.2 is routed through the employer.

18) What are the periodical returns to be sent by an employer to the Provident Fund Office?

The employer of an un-exempted establishment has to forward the following returns. These returns will include details required under the three schemes namely, Employees Provident Fund Scheme, 1952, Employee Deposit Linked Insurance Scheme,1976 and Employee Pension Scheme, 1995.

a) Form-9(Revised):

The details of employees enrolled as members of Employees’ Provident FundS’52, Employees’ Deposit Linked Insurance’76 & Employees’ Pension Scheme’95 on coverage of the establishment- This is to be submitted immediately after coverage, within 15 days of coverage.

b) Form-12A:

The details of the contributions recovered form the members & paid along with details of employers’ contribution & administrative charges- This is to be submitted monthly by 25th of following month.

c) Form-5:

The details of the employees enrolled newly to the Provident Fund- To be submitted along with Form-12A every month within 15 days of the following month.

d) Form-10:

The details of the employees leaving service during the month- To be submitted along with form-12A.

e) Challans:

The triplicate copy of challans in token of having remitted the Provident Fund dues in the bank- to be submitted along with form-12A every month.

f) Form-2(Revised):

Nomination form- To be submitted along with form-5/9.

g) Form-3A:

The details of wages & contributions in respect of each member, to be prepared financial year wise- To be submitted to the Provident Fund office by 30th of April every year.

h) Form-6A:

Yearly consolidated statement of contributions- To be forwarded yearly along with form-3A. It should be ensured that all the form-3A are entered in form-6A, irrespective of whether the form-3A was forwarded for the broken period and the total dues as per the form-12A for the whole year agrees with the total of form-6A within 30th April.

i) Form-5A:

Return of ownership of the establishment- To be forwarded immediately after coverage & whenever there is a change in the ownership, it has to be intimated with in 15 days of change.

j) Specimen signature:

Specimen signature of the officer/officers who are authorized to sign the returns/documents relating to Provident Fund forwarded immediately after coverage & whenever there is a change in
authorized officer.

19) What is the procedure to be followed by the member if the employer is not attesting his claim forms?

It is the duty of the employer under the Act & Scheme to help Employees’ Provident Fund organisation to settle the Provident Fund dues of his employees. He has to complete the prescribed application within 5 days of receipt [para72(5)] forms & hand over it to the member when he leaves the service. When a member finds difficult to get the form attested by the employer, he can get the attestation of any of the following officer & send to the Provident Fund office

  1. Manager of a bank.
  2. By any gazetted officer.
  3. Member of the Central Board of Trustees./ committee/ Regional Committee (Employees’
    Provident Fund Organization).

Magistrate/ Post/ Sub Post Master/ President of Village Panchayat/ Notary Public.

20) What is the mode of payment of Provident Fund and Employees’ Deposit Linked Insurance dues?

Provident Fund & Employees’ Deposit Linked Insurance dues is paid by money order/ by deposit in payees’ bank a/c/ through employer/ by depositing the cheque in payees’ name or part of amount in annuity scheme in any nationalised bank. Payment by money order is allowed where the amount is not more than Rs. 2000/-

21) What are the modalities to be followed for payment through cheque?

The member has to open an account in the nationalised bank, scheduled bank, urban bank or post office savings bank. He has to furnish the details of bank a/c no. with the full address of the bank in application form. An advance stamped receipt has also to be annexed in the form.

For receipt of pension member/claimant has to open an account only in State Bank of India or Punjab National Bank.

22) In case of returning of cheque what is the procedure to be followed?

Generally the cheques are returned by the bankers when the a/c number is furnished incorrect or a/c has been closed. On receipt of the cheque from the bankers the Provident Fund office will write to the member & employer about the fact & request them to intimate the bank, a/c number & detailed address. In case, the member comes to know about returning of the cheque before this, he can write to the Provident Fund office through his former employer regarding his present address & bank a/c number.

23) What is the time taken for disposal of the application in the Provident Fund office?

The claims received complete in all respects are disposed off within a maximum period of 30 days from the date of receipt of claims in the office. In case the member is not hearing anything about his application within 30 days, he can approach the Public Relation Officer.

24) What is the voluntary rate of Provident Fund contribution by the member?

As per the Act, the member has to contribute at the rate of 10% or 12% of his basic pay, D.A. & retaining allowance if any. In case the member wants to contribute more than this, voluntarily he can do so at any rate he desires. i.e. upto 100% of basic and D.A. But the employer is not bound to contribute at the enhanced rate.

Instructions for a member while sending application to Employees’ Provident Fund.

Instructions for a member while sending application to Employees’ Provident Fund Organization:

General:

  1. Use the appropriate form for claiming Provident Fund Pension, withdrawal benefit/scheme certificate, Employees’ Deposit Linked Insurance benefit, etc. as given below :-
  • Form-19 : To claim final settlement of Provident Fund by a member.
  • Form-20 : To claim Provident Fund by nominee/legal heir on death of the member.
  • Form-10-D : To claim pension. (In duplicate : If within state, In triplicate : If outside  state.)
  • Form-10-C : To claim withdrawal benefit/scheme certificate under Employees’ Pension Scheme ’95.
  • Form-5IF : To claim assurance benefit under Employees’ Deposit Linked Insurance ’76 by nominee/legal heir of a member.
  • Form-31 : To claim temporary withdrawal/advance under Employees’ Provident Fund scheme
    ’52.
  • Form-13 : To effect transfer of Provident Fund/Pension from one A/C to another.
  1. Ensure that all columns of the application are filled completely.
  2. Information in the application form relating to name, a/c no. should agree with the details
    available with Employees’ Provident Fund Organization; which were furnished by the employer at the time of enrolling to Provident Fund.
  3. Application should be signed by the member/claimant.
  4. It should be attested by the former employer. In case attestation by the former employer is not possible, it should be got attested by any other authorized official specified with application form.
  5. Application for final settlement can be sent by a member on completion of 2 months from the date of leaving service, if the reason for leaving service is other than superannuation, medical ground, retrenchment and V.R.S./ Female members getting married etc.
  6. Desired mode of payment can be given legibly, if the amount involved is more than Rs. 2000/-. The amount will sent by deposit in payees’ bank a/c. To facilitate this, Bank a/c no., name and address of the bank should be furnished. An advance stamped receipt should also accompany this application.
  7. Application may be supported by the return Form-10, showing the details of leaving service and details of contribution for the year in Form-3A, if not sent earlier by the employer.Specific additional requirements:A) Death cases:
  • Nominee/legal heir should apply in Form-20 /Form-10-D /Form-5IF.
  • If the member has not executed any nomination, application should be supported by certificate of family members issued by employer/revenue official/sworn in an affidavit by the family/ member/legal certificate from a court of law.
  • Death certificate of the member.

Certificate of the employer stating whether the death was while in service of the member or not.

B) Pension cases:

  • Joint photograph of member/spouse or the claimant should accompany the application.
  • Option for return of capital/commutation should be specified clearly.
  • Details of non-contributory period during the service, wages/salary for last 12 months should also accompany, if not already sent.
  • Details of the branch of the specified bank may be given legibly.
  • Date of birth certificates of children

In case of death away from service, an undertaking by the claimant to the effect that the member was not working / had not worked in any other covered establishment after exit from the establishment on the basis of which pension is being claimed.

 

How to Change/Correction Employee Name in ESIC Portal – ESIC Name Change Letter Format


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Posted by Hrformats - December 11, 2012 at 4:34 PM

Categories: HR   Tags:

10 Facts That One Must Know About EPF

The following attachment is very useful to understand and implement EPF in your company.
The 10 FACT YOU MAY NOT AWARE OF EPF
We all know what is EPF – Employee Provident Fund. A small part of your salary (12% of your basic salary) is invested in something called EPF and an equal amount is matched by your employer each month. This is what 95% people know about EPF. But there are many things in EPF which a lot of people don‟t know and this article is going to open some not known secrets of EPF. One should be aware about all the EPF related information. So lets take them one by one in points format.
1: You can also nominate someone for your EPF
Do you know that there is also “nomination” facility in EPF. The nominee will be contacted at the time of death of the person and handed over the EPF money. However if nomination is not present (which you should check), it can raise to all sort of issues while claiming money. There is a form called Form 2 which has to be filled to change or update the nomination. Please contact your company finance department or directly send the form to EPFO. One very strange rule as per the Act is that you can‟t nominate your brother for EPF. Not sure why!
2: One can get pension under EPF
Do you know that there are two elements in EPF- one is called EPF and other is EPS. The EPF is actually for your provided fund and EPS is for your pension. The 12% contribution from your side goes to EPF, but the 12% contribution which your employer makes, out of that 8.33% actually goes in EPS (subject to maximum of Rs 541) and the rest goes into EPF. So understand it this way, a part of your employer contribution actually makes up your pension corpus. But there are some caveats to this. PLEASE SEE THE ATTACHMENT.
One is liable for pension only if one has completed the age of 58. One is liable for pension only if he has completed 10 yrs of service (in case of more than one companies, the EPF should have been transferred, not withdrawn) The maximum Pension per month is subject to maximum of Rs 3,250 per month. Lifelong pension is available to the member and upon his death members of the family are entitled for the pension.
3: No interest is given on EPS (pension part)
You must be thinking that you regularly get compound interest each year on your contribution + employer contribution. But it does not work like that. The compound interest is provided only on EPF part. The EPS part (8.33% out of 12% contribution from your employer or Rs 541 what ever is minimum) does not get any interest. At the time of withdrawal , you get both EPF and EPS.
4: You might not get 100% of your EPF money
Imagine your contribution + employer contribution has been total Rs 3,50,000 till date. Out of this 3,50,000 , suppose 2,50,000 has gone in EPF , and rest 1,00,000 has gone in EPS (for pension) . Now if you quit your job in 6th year of employment and opt for withdrawal of your EPF money (EPF + EPS actually) , then do you think you will get total 3,50,000 . NO !
Thats because you always get 100% of your EPF part, but for EPS there is separate rule . There is something called Table „D‟ , under which its mentioned how much you get at the time of exit from your job, there is a slab for each completed year and you get n times of your last drawn salary (depending on the completed year of service) subject to maximum to Rs 6,500 per month. So if your salary in this case was Rs 30,000 per month, still you will be given only 6,500 * 6.40 = Rs 41,600.
Note that the table D is upto 9 yrs only, because if 10 yrs are crossed, then you are liable for pension.
5: You can invest more in EPF, its called VPF
You can always invest more than 12% of your basic salary in EPF which is called VPF. In this case the excess amount will be invested in EPF and you will keep on getting the interest, but the employer is not suppose to match your contribution. He will just invest upto maximum of 12% of your basic, not more than that.
6: Withdrawing of EPF amount at job change is illegal
Almost every one thinks that withdrawing of your EPF amount after a job switch is totally fine and allowed, however as per law, it‟s illegal. You can only withdraw your EPF money only if you have no job at the time of withdrawing EPF and if 2 months have passed. Only transfer is allowed in case you get a new job and you switch to it. While there are no cases where EPF office tracks these things and takes up this matter, still just for your information you should know that if you got a new job and took it and then you are applying for withdrawal, its illegal as per law. However in
case of EPS, if the service period is less than 10 years, you‟ve option to either withdraw your corpus or get it transferred by obtaining a „Scheme Certificate‟. Once, the service period crosses 10 years, the withdrawal option ceases.
7: One can opt out of EPF if he wants
Yes! It might be a surprising fact for many , but if one‟s basic salary per month is more than Rs 6,500, he has an option to opt out of EPF and not be part of it. In which case he will get all his salary in hand (without anything deducted every month). But the sad part is that one has to opt out of EPF in the start of his job. If a person has been part of EPF even once in his life, then he cant opt out of it. So if you have already had EPF in your life. This option is not for you, but if you are new to job and your EPF account number still does not exist, you can tell your employer that you don‟t want to be part of EPF . You will have to fill up form 11 for this.
8: Your EPF gives you some life insurance too
A lot of people might not know that in case a company is not providing group life insurance cover to its employees, in that case the employee is given a small life cover through EPF. This is because there is something called Employees‟ Deposit Linked Insurance (EDLI) scheme and your organisation has to contribute 0.5% of your monthly basic pay, capped at Rs 6,500, as premium for your life cover. However companies which already have life insurance benefits to employees as part of the company, are exempted from this EDLI scheme. The bad part of this EDLI scheme is that the life cover under this option is very low and that‟s maximum amount of Rs. 60,000. While this is peanuts for most of the people in big cities. For employees in small scale industries and small cities, this amount of Rs 60,000 will still count something.
9: You can use EPF money can be withdrawn at special occasions
So now you know that EPF withdrawal is not permitted if you are still working. But there are occasions when EPF withdrawal is allowed. While you cannot withdraw it fully, you can withdraw a partial amount. Following is a list of events when you can withdraw the EPF amount and the conditions you need to fulfill:-
1. Marriage or education of self, children or siblings
– You should have completed a minimum of seven years of service. – The maximum amount you can draw is 50% of your contribution – You can avail of it three times in your working life. – You will have to submit the wedding invite or a certified copy of the fee payable.
2. Medical treatment for Self or family (spouse, children, dependent parents)
– For major surgical operations or for TB, leprosy, paralysis, cancer, mental or heart ailments – The maximum amount you can draw is 6 times your salary – You must show proof of hospitalization for one month or more with leave certificate for that period from your employer.
3. Repay a housing loan for a house in the name of self, spouse or owned jointly
– You should have completed at least 10 years of service. – You are eligible to withdraw an amount that is up to 36 times your wages.
4. Alterations/repairs to an existing home for house in the name of self, spouse or jointly
– You need a minimum service of five years (10 years for repairs) after the house was built/bought. – You can draw up to 12 times the wages, only once.
5. Construction or purchase of house or flat/site or plot for self or spouse or joint ownership
– You should have completed at least five years of service. – The maximum amount you can avail of is 36 times your wages. To buy a site or plot, the amount is 24 times your salary. – Can be avail of it just once during the entire service.
10: You can file an RTI application for EPF issues
Did you know that you can file an RTI applicable to get any kind of information regarding your EPF. You can file it if you are facing issues like no clarity about balance in your EPF, no action taken for your EPF withdrawal or transfer. To find out information about other issues on EPF. I have done a detailed post on how to file an RTI for your EPF issue.

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Posted by Hrformats - October 6, 2012 at 5:50 AM

Categories: HR   Tags: , , , , , ,

Abstract of Factories Act 1948

I have attached abstract of factories act 1948. Get copy of this and affix in the Notice Board.

 

FORM – 28
 

Prescribed under Rule 124
ABSTRACT OF THE FACTORIES ACT, 1948 AND THE …………………….
FACTORIES RULES,………………..
 
(To  be  affixed in a conspicuous and convenient place at or  near  the main entrance to
the factory )
 
Interpretation

1.      “Factory” means any premises including the precincts thereof  –

(i) wherein ten or more workers are working, or were working on any day of the preceding twelve months, and in any part of which a manufacturing process is being carried on with the aid of power, or is ordinarily so carried on, or whereon  twenty or more workers are working, or were working on any day of the preceding twelve months, and in any part of which a manufacturing process is being carried on without the aid of power, or is ordinarily so carried on but  does not include a mine subject to the operation of  the  Mines   Act,  1952  (35 of 1952), or a mobile unit belonging  to  the  armed  forces  of the Union, a railway running shed or a hotel, restaurant or eating place.

Explanation  :-  For  computing the number  of  workers  for  the  purposes of this clause all the workers in different relays in a day  shall be taken into account.

2       .“Worker”  means  a person employed, directly or through  any  agency (including a  contractor)  with  or without the  knowledge of  the principal employer,  whether for remuneration or not, in any manufacturing  process, or in any other kind of work incidental to, or connected with, the manufacturing process, or the subject of  the manufacturing process; but does not include any member of the armed  forces of the Union.

3.          “Manufacturing process” means any process for  –

(i)           making,  altering, repairing, ornamenting,  finishing,  packing,  oiling,  washing,  cleaning,  breaking  up,   demolishing, or otherwise  treating or adapting any article or substance with  a  view to its use, sale, transport, delivery or disposal, or

(ii)                  pumping oil, water, sewage or any other substances; or

(iii)                generating, transforming or transmitting power; or

(iv)                composing   types  of  printing,  printing  by   letter   press,   lithography, photogravure  or other similar  process  or  book   binding; or

(v)                  constructing, reconstructing, repairing, refitting, finishing or  breaking up ships or vessels ; or

(vi)                preserving or storing any article in cold storage.

4.            Hours  of  work for adults (Sections 51 and 54).-  No  adult  worker  shall  be required or allowed to work in a factory for more than  48 hours in any week and for more than 9 hours in any day.

5.            Relaxation  of hours of work for adult (Section 64) .- The ordinary limits on working hours of adults may be relaxed in certain  special  cases,  e.g.,  workers engaged on urgent repairs;  in  work in the  nature  or preparatory or complementary work which must  necessarily  be  carried on outside the limits laid down for the general working of the factory; in work which is necessarily so intermittent  that the intervals for rest; in any work which for technical reasons must  be carried on continuously; in making or supplying articles of prime  necessity   which  must  be  made  or supplied  every  day; in a manufacturing process which cannot be carried on except
during fixed   seasons,  or at times dependent on the irregular action  of  natural forces;  in engine rooms or boiler houses or in attending  to  power plant or transmission machinery; in the printing of news papers, who are held up on account of the breakdown of machinery; in the loading or unloading of railway wagons or lorries or trucks; and in any work  which is notified by the State Government in the Official gazette as  a work of national importance.
Except  in  the  case of urgent repairs, the  relaxation  shall  not  exceed the
following limits of work inclusive of overtime :-

(i)  the  total number of hours of work in any day shall  not  exceed  ten;
(ii) the spread over inclusive of intervals for rest, shall not exceed  12 hours in any one day;
(iii) the total number of hours of work in a work, including overtime,  shall not
exceed sixty;
(iv) the  total  number of hours of overtime work  shall  not  exceed  fifty for any one quarter.

6.  Payment for overtime (Section 59).- Where a worker works in a factory for more than 9 hours in any day or for more than 48  hours  in  any week, he shall, in respect of overtime work, entitled to wages at the rate of twice his ordinary rate of wages.

7. Exemption of supervisory staff (Section 64).- Chapter VI, other than   the
provisions of clause (b) of sub-section (1) of section 66 and of  the proviso to that sub-section, of the Act-Working hours of  adults –  does  not apply to persons holding positions  of  supervision  or   management or are employed in a confidential position in a  factory, provided  that where the ordinary rate of wages of such person  does  not  exceed  rupees  seven hundred and fifty  per  month, they  are  entitled  to extra wages in respect of overtime work  under  Section 59.

8. Weekly  holiday  (Adults) (Section 52).- No adult  worker  shall  be  required  or allowed to work in a factory on the first day  of  the week, unless –

(a)  he  has, or will have, a holiday for a whole day on one  of  the  three days immediately before or after the said day, and

(b)  the  manager  of  the factory has, before the said  day  or  the  substituted day under clause (a) whichever is earlier, –

(i) delivered  a  notice at the office of the Inspector  of  his  intention to require the worker to work on the said day  and of the day which is to be substituted; and

(ii) displayed a notice to that effect in the factory:

Provided that no substitution shall be made which will result in any  worker
working  for more than ten days consecutively without a holiday for a  whole day.

9. Compensatory holidays (Section 53)- Where a worker in a factory, as  a result of exemption from the ordinary provision relating to weekly holidays,  is  deprived of any of the weekly holidays, he  shall  be allowed,  within the month in which the holidays were due to him  or within   the   two  months  immediately   following  that   month, compensatory holidays of equal number of the holidays so lost.
10. Intervals  for rest for adults (Section 55 and 56).- The periods  of work  of adult workers in a factory each day shall be fixed that  no  period  shall exceed 5 hours and that no worker shall work for  more   than 5 hours before he has had an interval for rest of at least half an  hour  and  that inclusive of his intervals for  rest  shall not  spread  over more than ten and a half hours in any day or, with  the permission of the Chief Inspector in writing, 12 hours.
11. Prohibition of double employment (Section 60,71 & 99).- No child or, except in certain circumstances, an adult worker, shall be  required or allowed to work in any factory on any day on which he has already been working in  any other factory. If  a  child works in a factory on any day on which he  has  already been working in another factory, the parent or guardian of the child or the person having custody of or control over him or obtaining any direct benefit from his wages, shall be punishable with fine,  which may extend to Rs. 50 unless it appears to the court that the child so worked without the consent or connivance of such parent, guardian or   person.

12. Prohibition  of  employment of children under 14 (Section  67).-  No  child who has not completed his fourteenth year shall be required or allowed to work in any factory.

13. ours of work for children (Section 71).- No child shall be employed  or  permitted to work in any factory for more than four and  a  half hours  in  any  day  and during  the  period  of  at  least  twelve   consecutive  hours which shall include the interval between 10  P.M. and  6. A.M.  The  periods of work of all  children employed  in  a   factory shall be limited to two shifts which shall not  overlap or spread over more than 5 hours each and each child shall be  employed in only one of the relays.

The provision relating to weekly holidays shall also apply to  child  workers  and no  exemption form this provision may  be  granted in respect  of any child.

14. Pohibition of employment of women (Section 66).- No women shall  be  required or allowed to work in any factory except between the  hours of 6 A.M. and 7 P.M.The State Government may vary those limits  or  exempt  this restriction in case of women working in fish-curing  or fish-canning factories.

15.       Leave  with wages (Section 79, 80 and 83 and Rules).-  Every  worker  who has worked for a period of 240 days or more in a factory  during a calendar year shall be allowed during the subsequent calendar year  leave with wages for a number of days calculated at the rate of –

(i)   if an adult, one day for every twenty days of work performed  by    him during the previous calendar year; and

(ii)  if  a child, one day for every 15 days of work performed by  him  during the previous calendar year.

Explanation. 1. For the purpose of this sub-section –
(a)     any days of lay off, by agreement or contract or as  permissible  under the standing orders;

(b)     in the case of female worker, maternity leave for any number  of  days not exceeding twelve weeks; and

(c)      the leave earned in the year prior to that in which the leave is   enjoyed; shall  be  deemed  to be days on which the worker has  worked  in  a   factory for the purpose of computation of the period of 240 days  or  more, but he shall not earn leave for these days.

Explanation 2.- The leave admissible under this sub-section shall be exclusive of all holidays whether occurring during or at either end of the period of leave.
For the leave allowed to him, a worker shall be paid at a rate equal to  the  daily average of his total full-time earning, for the  days  on  which he actually worked during  the month immediately preceding the leave exclusive of any overtime and bonus, but inclusive of dearness   allowance and the cash equivalent of the advantage accruing  through   the  concessional  sale to  the worker of  food grains  and  other  articles.

A worker whose service commences otherwise than on the first day  of  January shall be entitled to leave with wages at the rate  indicated   above,  if he has worked for two-thirds of the total number of  days  in the remainder of the calendar year.

If  a  worker is discharged or dismissed from service or  quits  his  employment or is supperanuated or dies while in service, during  the  course  of the calendar year,he or his heir or nominee as the  case may  be, shall be entitled to wages in lieu of the quantum of  leave  to  which   he  was  entitled  immediately  before  his  discharge, dismissal,  quitting  of  employment,  superannuation  or death,calculated  at the rates specified above, even if he had not  worked   for the entire period specified above.  Such payment shall be made –

(i)   whether   the  worker  is  discharged  or  dismissed  or  quits  employment, before the expiry of the second working day from the day of such discharge, dismissal or quitting; and

(ii)  where  the  worker is superannuated  or dies while in service, before the expiry of two months from  the  date  of   such superannuation or death.
If the employment of a worker who is entitled to leave with wages is  terminated  by the occupier before he has taken the entire leave  to  which  he is entitled, or if having applied for and having not  been  granted  such leave, the worker quits his employment before  he  has   taken  the  leave,  the occupier of the factory shall pay  him  the  amount  payable in respect of the leave not taken, and such payment shall be made before the expiry of the second working day after  the  day  on which his employment is terminated and a worker  who  quits his employment, on or before the next pay day.

The  manager  shall maintain a register of leave with wages  in  the   prescribed Form 20 and shall provide each worker with a book  called  the “Leave Book” in the prescribed Form 21.  The leave book shall be   the  property of the worker and the manager or his agent  shall  not  demand  it  except  to  make entries of the  dates of  holidays  or   interruptions in service, and shall not keep it for more than a week at  a  time.  If a worker loses his leave book,  the  manager  shall   provide  him with  another  copy  on  payment of  paise …………..and shall complete it from his record.

Health
16. Cleanliness  (Section 11).- Except in cases specially exempted,  all    inside  walls and partitions, all ceilings or  tops of rooms and  all   walls, sides and tops of passages and stair-cases in a factory shall  be  kept white washed or colour washed.  The   whitewashing   or   colour washing shall be carried out at least once in every period  of   fourteen  months.  The floor of every workroom shall be cleaned  at  least  once  in  every week by washing,  using  disinfectant,  where necessary, or by some other effective method.

17.       Disposal  of  wastes  and  effluents  (Section 12).-   Effective   arrangements shall  be made in every factory for the  treatment  of  wastes  and  effluents due to the manufacturing process  carried  on  therein, so as to render them innocuous,and for their disposal.

18.       Ventilation  and temperature (Section 13).- Effective  and  suitable    provision shall  be  made  in  every  factory  for  securing   and  maintaining   in   every workroom  adequate  ventilation   by   the    circulation  of fresh air and such a temperature as will  secure  to  workers therein reasonable conditions of comfort and prevent  injury to health.

19.       Overcrowding (Section 16).- Unless exemption has been granted, there shall be in every workroom of a factory in existence on the date  of commencement  of this Act at least 350 cubic feet and of  a  factory  built after the commencement of this Act at least 500 cubic feet  of  space  for  every worker employed therein, and for this  purpose  no account shall be taken of any space which is more than 14 feet above  the level of the floor of the room.

20.       Lighting (Section 17).- In every part of a factory where workers are  working   or  passing,  there  shall  be  provided  and   maintained  sufficient and suitable lighting, natural  artificial, or both.

21. Drinking  water (Section 18 and Rules).- In every factory  effective  arrangements shall  be  made to provide and  maintain  at  suitable points  conveniently  situated for all workers employed  therein, a sufficient supply of wholesome drinking water. In  every  factory  wherein more than  250  workers  are  ordinarily  employed  the drinking water shall, during hot weather be cooled  by  ice or other effective methods.  The cooled drinking water shall  be   supplied  in  every  canteen,lunchroom and  restroom  and  also  at   conveniently accessible points throughout the factory.

22. Latrines and  urinals  (Section 19 and Rules).-  In  every  factory  sufficient  latrine and urinal accommodation of the prescribed  types   (separate  enclosed accommodation for male and female workers)  shall  be  provided conveniently situated and accessible to workers at  all times  while they are at the factory. Every latrine shall be  under  cover  and so partitioned off as to secure privacy and shall have  a   proper  door  and  fastenings.  Sweepers  shall  be  employed whose   primary  duty  it  would be to keep  clean  latrines,  urinals  and washing places.

23. Spittoons (Section 20).- In every factory, there shall be provided a  sufficient number of spittoons of the type prescribed in convenient places and they shall be maintained in clean and hygienic condition.   No  person shall spit within the premises of factory except  in  the  spittoons  provided for purpose.  Whoever spits in contravention  of   this  provision  shall be punishable with fine  not  exceeding  five rupees.

Safety
24. Fencing of machinery (Section 21).- In every factory dangerous parts  of
machinery  e.g., every moving part of a prime mover and every flywheel
connected to prime mover, etc. etc. shall be securely fenced  by safeguards of substantial construction which shall be  constantly  maintained  and kept in position while the parts of  machinery  they are fencing in motion or in use.

25. Work on or near machinery in motion (Section 22).- No woman or young    person shall be allowed in any factory to clean, lubricate or adjust   any  part  of  a prime mover or any  transmission  machinery  is  in  motion, or to clean, lubricate or adjust any part of any machine  if  the  cleaning,lubrication or adjustment thereof would  expose  the woman or young person to risk of injury from any moving part either  of that machine or of any adjacent machinery.

26. Employment of young persons on dangerous machines (Section 23).-  No  young person  shall work at any machine declared  to  be  dangerous unless  he  has been fully instructed as to the dangers  arising  in  connection  with the machine and precautions to be observed and  has received  sufficient  training in work at the machine or is  under adequate  supervision by a person who has a thorough knowledge  and  experience of the machine.

27.       Casing  of new machinery (Section 26).- In all machinery  driven  by  power  and installed in any factory after the commencement  of  this  Act,  every set screw,bolt or key on any revolving shaft,  spindle, wheel  or pinion shall be so sunk,encased or otherwise  effectively  guarded  as to prevent danger; all spur, worm and other toothed or friction gearing which does not require frequent adjustment while  in  motion shall be completely encased, unless it is so situated  as  to as safe as it would be if it were completely encased.
Whoever  sells  or lets on hire or, as agent of a seller  or  hirer,  causes  or
procures to be sold or let on hire, for use in a  factory  any  machinery  driven  by power which does not  comply  with  these  provisions or any rules made under this section, shall be punishable  with  imprisonment  for a term which may extend to three  months  or with fine which may extend to five hundred rupees or with both.
28. Prohibition  of employment of women and children near cotton  openers  (Section
27).- No woman or child shall be employed in any part of  a  factory for pressing cotton in which a cotton opener is at work.

29.       Excessive weights (Section 34 and Rules).- No woman or young  person  shall, unaided by another person, lift, carry or move by hand or  on  head, any material,article, tool or appliance exceeding the maximum  limit in weight set out in the following schedule :-

SCHEDULE

Persons                                           Maximum weight of material,
article, tool or appliance

(a) Adult male                                              55 Kilograms
(b) Adult female                                           30 Kilograms
(c) Adolescent male                                    30 Kilograms
(d) Adolescent female                                20 Kilograms
(e) Male child                                               16 Kilograms
(f) Female child                                           14 Kilograms

30. Protection of eyes (Section 35 and Rules).- Effective  screens  or suitable
goggles  shall be provided for the protection of persons  employed in or in the immediate vicinity of processes which  involve  risk of injury to eyes from particles or fragments thrown off in the  processes  or  which  involve risk of injury to eyes by  reason  of   exposure to excessive light or infra-red or ultra-violet radiations.

31. Precautions  in case of fire (Section 38 and Rules).- Every  factory  shall be provided with adequate means of escape in case of fire  for the  persons
employed therein.The doors affording exit  from  any  room shall, unless they are of sliding type, be constructed to  open  outwards.   Every  window, door or other exit affording a  means  of  escape  in  case of fire, other than the means of exit  in  ordinary  use,  shall be distinctively marked.  Effective and clearly audible   means of giving warning in case of fire to every person employed  in  the factory shall be provided.  Effective measures shall be taken to  ensure  that  wherein  more  than  twenty  workers  are  ordinarily  employed  in any place above the ground floor, or wherein  explosive  or highly inflammable materials are used or stored, all the  workers  are familiar with the means of escape in case of fire and have  been  adequately trained in the routine to be followed in such case.

Welfare
32.       Washing  facilities  (Section  42  and  Rules).-  In  every  factory   adequate  and suitable facilities for washing shall be provided  and maintained  for  the use of the workers  therein.   Such  facilities   shall  include  soap  and nail brushes or other  suitable  means  of  cleaning  and  the facilities shall be conveniently  accessible  and  shall be kept in a clean and orderly condition.

If female workers are employed separate washing facilities shall  be  provided and  so enclosed or screened that the  interiors  are  not  visible from any place where persons of the other sex work or pass.

33.       Facilities for storing and drying clothing (Section 43 and  Rules).-  In  the case of certain dangerous operations e.g.,  lead  processes, liming  and tanning of raw hides and skins etc. suitable places  for keeping clothing not worn during working hours and for the drying of  wet clothing shall be provided and maintained.

34.       Facilities  for  sitting (Section 44).- In  every  factory  suitable arrangements  for sitting shall be provided and maintained  for  all  workers  obliged to work in a standing position in order  that  they may take advantage of any opportunities for rest which may occur  in   the course of their work.

35.       First-aid and ambulance room (Section 45).- There shall in every  factory  be provided and maintained sops to be readily  accessible  during all working hours first-aid boxes or cupboards equipped  with the  prescribed contents.  Each firstaid box or cupboard  shall  be kept  in  the charge of a separate responsible person  who holds a certificate  in  first-aid  treatment  recognised by  the  State Government who shall always be available during the working hours of  the factory.

In  every  factory  wherein  more than 500  workers  are  ordinarily  employed there shall be provided and maintained an ambulance room of  the prescribed size,containing the prescribed equipment, and in the  charge  of such medical and nursing staff as may be  prescribed  and  those  facilities shall always be made readily available during  the   working hours of the factory.

36. Canteens  (Section  46 and Rules).- In specified  factories  wherein  more than 250 workers are ordinarily employed, a canteen or canteens  shall be provided and maintained by the occupier for the use of  the  workers.  Food, drink and other items served in the canteen shall be  sold  on a non-profit basis and the prices charged shall be  subject  to  the approval  of a Canteen Managing Committee which shall be appointed  by  the manager and shall consist of an equal  number of  persons  nominated by the occupier and elected by the workers. The  number of elected workers shall be in the proportion of 1 for  every  1,000  workers employed in the factory, provided that  in  no  case shall there be more 5 or less than 2 workers on the Committee.   The Committee shall be consulted from time to time as to the quality and   quantity of food stuffs to be served in the canteen, the arrangement  of  the  menus,  etc. etc.  Where the canteen is managed  by a
co-operative  society, it  is  not necessary  to  appoint  a  Canteen  Managing
Committee and the prices to be charged  may  include a margin  of  profit  up to  a maximum of 5 per cent  of  its  working  capital.

37.       Shelters, restrooms and lunchrooms (Section 47).- In every  factory  wherein more than 150 workers are ordinarily employed, adequate  and  a  suitable lunchroom,  with provision for  drinking  water,  where  workers  can  eat  meals brought by them,  shall  be  provided  and  maintained for the use of the workers.

38.       Creches (Section 48 and Rules).- In every factory wherein more  than  30 womenworkers are ordinarily employed there shall be provided and maintained  a suitable room or rooms for the use of  children  under  the age of six years of such women.  The creche shall be  adequately  furnished and equipped and in particular there shall be one suitable  cot or a cradle with the seating accommodation for the use of  each  mother  while  she  is  feeding or attending to  her  child,  and  a   sufficient supply of suitable toys for older children.

There  shall be in or adjoining the creche a suitable  washroom  for   the washing of the children and their clothing.  An adequate  supply  of clean clothes, soap and clean towels shall be made available  for each child while it is in the creche at least a quarter litre of clean  pure milk  shall  be  available  for  each  child  on  every day  it  is accommodated  in the creche and the mother of such a child shall  be allowed  in the course of her daily work suitable intervals to  feed the  child.   For children above two years of age,  there  shall  be  provided, in addition, an adequate supply of wholesome  refreshment.   A  suitably  fenced  and shady open air playground  shall  also  be  provided for the older children.

39. Welfare Officers (Section 49).- In every factory wherein 500 or more  workers are  ordinarily employed the occupier shall employ  in  the factory such number of Welfare Officers as may be prescribed.

Special Provisions

40. Dangerous  operations (Section 87 and Rules).- Employment of  women, adolescents  and  children is prohibited or  restricted  in  certain operations declared  to be  dangerous,  e.g., electroplating, manufacture and repair of electric accumulators, glass  manufacture, grinding or glazing of metals, manufacture and treatment of lead and  certain compounds of lead, sand blasting, etc.

41. Notice of accidents (Section 88 and Rules).- When an accident occurs  which results in the death of any person or which results  in  such  bodily injury to any person as is likely to cause his death, or  any dangerous occurrence specified in the schedule annexed hereto takes place in a factory, the manager of the factory shall forthwith send a notice thereof by telephone, special messenger or telegram to  the Inspector  and  the Chief Inspector. When any accident or any dangerous occurrence specified in the schedule annexed hereto, which results  in the death of any person or which results in such  bodily  injury to any person as is likely to cause his death, takes place in a  factory,  forthwith notice shall be sent also  to the  District  Magistrate  or Sub-divisional Officer, to the  officer-in-charge  of the nearest police station; and to the relatives of the  injured  or  deceased person.

SCHEDULE

1.   Bursting  of  a plant used for containing or supplying  steam  under   pressure greater than atmospheric pressure.

2.      Collapse  or  failure  of a crane, derrick, winch,  hoist  or  other  appliances used in raising or lowering persons or goods, or any part  thereof, or the overturning of a crane.

3.      Explosion,  fire,  bursting  out, leakage or escape  of  any  molten  metal,  or hot liquor or gas causing bodily injury to any person  or  damage  to any room or place in which persons are employed, or  fire  in  rooms  of cotton pressing factories when a cotton opener  is  in  use.

4.      Explosion  of  a  receiver or container used for the  storage  at  a  pressure greater  than  atmospheric pressure of any  gas  or  gases (including   air) or any  liquid  or  solid resulting  from   the  compression of gas.

5.      Collapse or subsidence of any floor, gallery, roof, bridge,  tunnel,  chimney, wall, building or any other structure.

42.       Notice of certain diseases (Section 89 and Rules).- Where any worker   in a factory contracts any of the following diseases, the manager of   the  factory shall send notice in Form 27 thereof forthwith both  to  the Chief Inspector and the
Certifying Surgeon :-
 
Lead, phosphorus, mercury, manganese, arsenic, carbon bi-sulphide or benzene poisoning; or poisoning by nitrous fumes or by halogens or halogen derivatives of the hydrocarbons of the aliphatic series;  or of  chrome  ulceration,  anthrax,silicosis,  toxic  anaemia,  toxic jaundice,  primary  opitheliomatous  cancer  of the   skin,   or  pathological  manifestations  due to radium or  other  radio-active  substances or x-rays.

43.  No  charge for facilities and convenience (Section 114).- No fee or charge  shall be realised  from  any  worker  in  respect  of  any arrangements  or  facilities to be provided, or  any  equipments or appliances to be supplied by the occupier under the  provisions  of  this Act.

44. Powers of Inspectors (Sections 9 and 82).- Inspectors have power  to inspect factories  any  time  and may  require  the  production  of registers,  certificates, etc. prescribed under the  Act  and  the  Rules.Any Inspector may institute proceedings on behalf of any workers  to  recover any  sum  required  to be paid by  an  employer  under  the  provisions relating to
leave with wages, which the employer has  not  paid.
45. Obligations of workers (Section 97 and 111).- No worker in a factory :

(i) shall   wilfully  interfere  with or misuse  any  appliance, convenience or other  thing  provided in a factory  for  the  purposes  of  securing the health,safety  or  welfare  of  the  workers therein;

(II) shall  wilfully  and without any reasonable  cause  do  anything likely to
endanger himself or others; and

(iii) shall  wilfully  neglect to make use of any appliance  or  other thing
provided in the factory for the purpose  of  securing  the health or safety of
the workers therein.

If any worker employed in a  factory  contravenes  any  of   these  provisions  or any  rule  or order  made  thereunder  he  shall  be  punishable  with imprisonment for a term which may extend  to  three  months, or with fine which may extend to Rs. 00, or with both.

If  any  worker employed in a factory contravenes any  provision  of    this  Act or any rules or orders made thereunder, imposing any  duty  or liability on workers,he shall be punishable with fine which  may  extend to Rs. 20.

46. Certificates of fitness (Sections 69, 70 and 98).- No child who  has completed his fourteenth year or an adolescent shall be required or allowed  to  work  in any factory unless a  certificate  of  fitness   granted  with reference to him is in the custody of the  manager  of  the  factory  and such child or adolescent carries,while he is  at  work,  a  token  giving a reference to such  certificate.   Any  fee payable  for  such a certificate shall be paid by the occupier  and shall  not  be recoverable from the young person,  his  parents  or  guardian.

An adolescent who has been granted a certificate of fitness to  work  in a factory as an adult and who while at work in a factory  carries a token giving reference to the certificate shall be deemed to be an adult for all the purposes of the provisions of the  Act relating to the working hours of adults and the employment of young persons.  An  adolescent who has not been granted a certificate of fitness to work in  a factory as an adult shall, notwithstanding his age, be  deemed  to be a child for all the purposes of this Act.

Whoever knowingly  uses or attempts to use, as  a  certificate  of  fitness  granted to  himself,  a  certificate granted  to  another adolescent to work in a factory as an adult, or who having  procured  such a certificate knowingly allows it to be used, or an attempt  to use  it  to  be made, by another person, shall  be  punishable  with imprisonment  for a term which may extend to two months or with  fine  which may extend to Rs. 100 or with both.

47.       Registers, notices and returns (Sections 61, 62, 63, 72, 73, 74  and 110 and Rules).- A register of adult workers in the prescribed  Form 17  and a register of child workers in the prescribed Form 19  shall  be maintained by the manager of every factory.

A  notice of periods of work for adults and a notice of  periods  of  work  for
children  in  the prescribed forms 16  and  18  shall  be  correctly  maintained  and displayed in every  factory.   No  adult  worker or child shall be required or allowed to work in any  factory otherwise  than  in  accordance with  their  respective notices  of  periods of work displayed in the factory.

The  owners,  occupiers or managers of factories  shall  submit  the  prescribed periodical returns to the Inspector regularly.

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Posted by Hrformats - September 3, 2012 at 8:51 AM

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ESI General PF Rules 1995

I have Attached ESI  General PF  Rules 1995

EMPLOYEES’ STATE INSURANCE CORPORATION (GENERAL
PROVIDENT FUND) RULES, 1995
[GSR 431 (E), DATED 6-9-1995]

In exercise of the powers conferred by section 95 of the Employees’ State Insurance Act, 1948 (34 of 1948), and in supersession of the Employees’ State Insurance Corporation (General Provident Fund) Rules, 1973, except as respects things done or omitted to be done before such supersession, the Central Government, after consultation with the Employees’ State Insurance Corporation hereby makes the following rules, namely:—
Short title and commencement.
1. (1) These rules may be called the Employees’ State Insurance Corporation (General Provident Fund) Rules, 1995.
(2) They shall come into force on the date of their publication in the Official Gazette.

Definitions.
2. (1) In these rules unless the context otherwise requires—
(a) “Accounts Officer” means the Financial Commissioner of the Employees’ State Insurance Corporation or such other officer as may be specified in this behalf;
(b) “Act” means the Employees’ State Insurance Act, 1948 (43 of 1948);
(c) “Corporation” means Employees’ State Insurance Corporation;
(d) “emoluments” means pay, leave salary or subsistence grant if admissible and any remuneration of the nature of pay received in respect of deputation;
(e) “employee” means a person appointed to or borne on the cadre of the staff of the Corporation, other than persons on deputation;
(f) “Family” means—
(i) In the case of a male-subscriber the wife or wives, parents, children, minor brothers, unmarried sisters, deceased son’s widow and children and where no parent of the subscriber is alive, a paternal grandparent:
Provided that if a subscriber proves that his wife has been judicially separated from him or has ceased under the customary law of the community to which she belongs to be entitled to maintenance, she shall henceforth by deemed to be no longer a member of the subscriber’s family in matters to which these rules relate, unless the subscriber subsequently intimates in writing to the Accounts Officer that he shall continue to be
so regarded;
(ii) In the case of a female subscriber, the husband, parents, children, minor brothers, unmarried sisters, deceased son’s widow and children and where no parent of the subscriber is alive, a paternal grandparent:
Provided that if a subscriber by notice is writing to the Accounts Officer expresses her desire to exclude her husband from her family, the husband shall henceforth be deemed to be no longer a member of the subscriber’s family in matters to which these rules relate unless the subscriber subsequently cancels such notice in writing. Explanation.—In this clause, child means legitimate child and includes an adopted child, where adoption is recognised by the personal law governing the subscriber;
(g) ‘Fund’ means the Employees’ State Insurance Corporation General Provident Fund;
(h) ‘Leave’ means any kind of leave recognised by the Employees’ State Insurance Corporation (Staff and Conditions of Service) Regulations, 1959;
(i) ‘Service’ means service under the Corporation;
(j) ‘Year’ means a financial year
(2) Any other expression used in these rules which is defined either in the Provident Funds Act, 1925 (19 of 1925) or Employees’ State Insurance Act, 1948 or in the Fundamental Rules, is used in the sense thereon defined but not defined herein shall have the meaning respectively assigned to them in the Provident Funds Act, 1925 (19 of 1925), the Employees’ State Insurance
Corporation (Central) Rules, 1950, Employees’ State Insurance Corporation (Staff and Conditions of Service) Regulations, 1959 or the Fundamental Rules, as the case may be.
(3) Nothing in these rules shall be deemed to have the effect of terminating the existence of the General Provident Funds as heretofore existing or of constituting any new fund.
Constitution of the Fund.
3. (1) The Fund shall be maintained in Rupees.
(2) All sums paid into the Fund under these rules shall be credited to a Fund called ‘The Employees’ State Insurance Corporation General Provident Fund’. Sums of which payment has not been taken within six months after they become payable under these rules shall be transferred to the Deposit Account at the end of the year and treated under the ordinary rules
relating to deposits.
Operation of Fund by the Accounts Officer.
4. The Fund shall be operated upon by the Accounts Officer who is hereby authorised to arrange for all payments required to be made under these rules.

Investments.
5. All monies belonging to the Fund shall be invested in the manner specified in the Employees’ State Insurance (Central) Rules, 1950, for investment of monies belonging to the Employees’ State Insurance Fund.
Conditions of eligibility.
6. All temporary employees after a continuous service of one year, all re-employed pensioners (other than those eligible for admission to CPF) and all permanent employees shall subscribe to the Fund:
Provided that no such employee as has been required or permitted to subscribe to a Contributory Provident Fund shall be eligible to join or continue as a subscriber to the Fund while he retains his right to subscribe to such a Fund:
Provided further that such of the temporary employees who have completed continuous service of one year before the 31st March, 1960 shall not subscribe to the Fund from a date earlier than the 1st April, 1960.
Explanation.—A temporary employee who completes one year of continuous service on any day of
a month shall subscribe to the fund with effect from the subsequent month.
Note 1. – Apprentices and Probationers shall be treated as temporary employees for the purpose of this rule.
Note 2. – A temporary employee who completes one year of continuous service during the middle of a month shall subscribe to the Fund from the subsequent month.
Note 3. – Temporary employee (including Apprentices and Probationers) who have been appointed against regular vacancies and are likely to continue for more than a year may subscribe to the General Provident Fund any time before completion of one year’s service.
Nominations.
7. (1) A subscriber shall, at the time of joining the Fund, send to the Accounts Officer a nomination conferring on one or more persons the right to receive the amount that may stand to his credit in the Fund in the event of his death before that amount has become payable or having become payable has not been paid:
Provided that where a subscriber is a minor he shall be required to make the nomination only on his attaining the age of majority:
Provided further that a subscriber who has a family at the time of making the nomination shall make nomination only in favour of a member or members of his family:
Provided also that the nomination made by the subscriber in respect of any other provident fund to which he was subscribing before joining the Fund shall if the amount to his credit in such other fund has been transferred to his credit in the Fund, be deemed to be a nomination in accordance with this rule.
(2) If a subscriber nominates more than one person under sub-rule (1) he shall specify in the nomination the amount or share payable to each of the nominees, in such manner as to cover the whole of the amount that may stand to his credit in the Fund at any time.
(3) Every nomination shall be made in the Forms set forth in the Schedule I appended to these rules.
(4) A subscriber may at any time cancel a nomination made by him by sending a notice in writing to the Accounts Officer. The subscriber shall, along with such notice or separately, send a fresh nomination made in accordance with the provision of this rule.
(5) A subscriber may provide in a nomination—
(a) That in the event of his predeceasing the subscriber, the right conferred upon the specified nominee shall pass to such other person or persons as may be specified in the nominations:
Provided that such other person or persons shall, if the subscriber has any other members in his family, be such member or members of the family:
Provided further that where the subscriber confers the right under this clause on more than one person, he shall specify the amount or share payable to each of such persons in such a manner as to cover the whole of the amount payable to the nominee.
(b) that the nomination shall become invalid in the event of the happening of a contingency specified therein:
Provided that if at the time of making the nomination the subscriber has only one member of his family he shall provide in the nomination that the right conferred upon the alternate nominee under clause (a) shall become invalid in the event of his subsequently acquiring other member or members in his family.
(6) Immediately on the death of a nominee in respect of whom no special provision has been made in the nomination under clause (a) of sub-rule (5) or on the occurrence of any event by reason of which the nomination becomes invalid in pursuance of clause (b) of sub-rule (5) or the proviso
there to the subscriber send a notice in writing to the Accounts Officer cancelling the nomination, together with the fresh nomination made in accordance with the provisions of this rule.
(7) Every nomination made, and every notice of cancellation given by a subscriber shall, to the extent that it is valid, take effect on the date on which it is received by the Accounts Officer.
Note.—In this rule, unless the context otherwise requires, ‘person’ or ‘persons’ shall include a company or association or body of individuals, whether incorporated or not. It shall also include a Fund such as the Prime Minister’s National Relief Fund or any Charitable or other Trust or Fund,
to which nomination may be made through the Secretary or other executive of the said Funds or Trust authorised to receive payments.
Subscriber’s Account.
8. An account shall be opened in the name of each subscriber to show—
(i) his subscriptions;
(ii) interest, as provided in Rule 13 on subscriptions;
(iii) advances and withdrawals from the Fund.
Conditions and rates of subscriptions.
9. (1) A subscriber shall subscribe to the Fund every month except during the period when he is under suspension:
Provided that a subscriber on reinstatement after a period of suspension shall be allowed the option of paying in one lump sum or in instalments any sum not exceeding the maximum amount of arrear of subscription payable in respect of the said period:
Provided further that a subscriber may, at his option not subscribe during any period of leave which either does not carry any leave salary or caries leave salary equal to or less than half pay or half average pay.
Note 1. – The holder of a seasonal post in a establishment need not subscribe to the Fund, during the period of his employment.
Note 2. – A subscribe need not subscribe during a period treated as dies non.
(2) The subscriber shall intimate his option not to subscribe during leave referred to in the second proviso to sub-rule (1) in the following manner:—
(a) If he is an officer who draws his own pay bills, by making no deduction on account of subscription in his first pay bill drawn after proceeding on leave.
(b) If he is not an officer who draws his own pay bills, by written communication to the head of office before he proceeds on leave. On failure to make due and timely intimation shall be deemed to constitute an option to subscribe.
Note. – The option of a subscriber once intimated under this sub-rule shall be final.
(3) A subscriber who has under Rule 17 withdrawn the amount standing to his credit in the Fund shall not subscribe to the Fund after such withdrawal unless he returns to duty.
(4) Notwithstanding anything contained in sub-rule (1) a subscriber shall not subscribe to the Fund for the month in which he quits service unless, before the commencement of the said month, he communicates to the Head of Office in writing his opinion to subscribe for the said month.
Rates of subscription.
10. (1) The amount of subscription shall be fixed by the subscriber himself, subject to the following conditions, namely—
(a) It shall be expressed in whole rupees.
(b) If may be any sum, so expressed which shall not be less than 6 per cent of his emoluments and not more than his total emoluments:
Provided that in the case of a subscriber who has previously been subscribing to the Employees’ State Insurance Corporation Contributory Provident Fund at the higher rate of 81/3 per cent, it may be any sum so expressed which shall not be a less than 81/3 per cent of his total emoluments and not more than his total emoluments.
(c) When an employee opts to subscribe at the minimum rate of 6%, or 81/3 per cent, as the case may be, the subscription shall be rounded to the nearest whole rupee and for this purpose, 50 paise and more shall be rounded to the next higher rupee.
(2) For the purpose of sub-rule (1) the emoluments of a subscriber shall be—
(a) in the case of subscriber who was in service on the 31st March of the preceding year, the emoluments to which he was entitled on that date; provided that—
(i) if the subscriber was on half day leave on the said date and opted not to subscribe during such leave or was under suspension on the said date, his emoluments shall be the emoluments to which he was entitled on the first day after his return to duty;
(ii) if the subscriber was on deputation out of India on the said date or was on half pay leave on the said date and continues to be on leave and has opted to subscribe during such leave, his emoluments to which he would have been entitled had he been on duty abroad or on duty in India as the case may be; (b) In the case of a subscriber who was not in service on the 31st March of the preceding year, the emoluments to which he was entitled on the day he joins the Fund.
(3) The subscriber shall intimate the fixation of the amount of his monthly subscription in each year in the following manner, namely:—
(a) if he was on the 31st March of the preceding year, by the deduction which be causes to be made in this behalf from his pay bill for that month;
(b) if he was on leave on the 31st March of the preceding year and opted not to subscribe during such half pay leave or was under suspension on that date, by the deduction which he makes in this behalf from his first pay bill after his return to duty;
(c) if he was on leave on the 31st March of the preceding year, and continues to be on half pay leave and has opted to subscribe during such leave by the deduction which he makes or cause to be made in this behalf from his salary for the month;
(d) if he has entered into service for the first time during the year, by the deduction which he makes or causes to be made in this behalf, from the salary bill for that month during which he joins the Fund;
(e) if he was on deputation on the 31st March of the preceding year by the amount credited by him in the Fund of the Corporation on account of subscription for the month of April in the current year.
(4) The amount of subscription so fixed may be,—
(a) reduced once at any time during the course of the year;
(b) enhanced twice during the course of the year; or
(c) reduced and enhanced as aforesaid:
Provided that when the amount of subscription is so reduced it shall not be less than the minimum prescribed in sub-rule (1):
Provided further that if a subscriber is on leave without pay or leave on half pay or half average pay for part of a calendar month and he has opted not to subscribe during such leave, the amount of subscription payable shall be proportionate to the number of days spent on duty including leave, if any, other than those referred to above.

Transfer on deputation to a post under the Government or any other organization or deputation out of India.
11. When subscriber is transferred or sent on deputation out of India, he shall remain subject to these rules in the same manner as if he were not so transferred or sent on deputation.

Realisation of subscriptions.
12. (1) When the emoluments are drawn from the Fund, recovery of subscriptions and the principal and interest of advances, if any, granted from the Fund shall be made direct from the emoluments.
(2) When emoluments are drawn from any other source, the subscriber shall forward his dues monthly to the Accounts Officer:
Provided that in the case of a subscriber on deputation to a body corporate owned or controlled by Government the subscription shall be recovered and forwarded to the Accounts Officer by such body.
(3) If a subscriber fails to subscribe with effect from the date on which he is required to join the Fund or is on default in any month or months during the course of a year otherwise than as provided in Rule 9, the total amount due to the Fund on account of arrears or subscription shall,with interest thereon at the rate provided in Rule 13, forthwith be paid by the subscriber to the
Fund or in default be ordered by the Accounts Officer to be recovered by deduction from the emoluments of the subscriber by instalments or otherwise, as may be directed by the authoritycompetent to sanction an advance for the grant of which special reasons are required under subrule
(2) of Rule 14: Provided that the subscribers whose deposits in the Fund carry no interest shall not be required to pay any interest.
Interest.
13. (1) Subject to the provisions of sub-rule (5), the Corporation shall pay to the credit of the account of a subscriber interest at such rate as may be determined for each year by the Central Government in respect of the General Provident Fund for the Central Government Employees: Provided that if the rate of interest determined for a year is less than 4 per cent, all subscribers to the Fund in the year preceding that for which the rate has for the first time been fixed at less than 4 per cent, shall be allowed interest at the rate of 4 per cent:

Provided further that a subscriber who was previously subscribing to any other Provident Fund of the Central Government and whose subscriptions, together with interest thereon, have been transferred to his credit in his Fund under Rule 26 shall also be allowed interest at the rate of 4 per cent, if he had been receiving that rate of interest under the rules of such other Fund under a provision similar to that of the first proviso to this rule.
(2) Interest shall be credited with effect from the last day in each year in the following manner:
(i) on the amount to the credit of a subscriber on the last day of the preceding year, less sums, if any, withdrawn during the current year, interest for twelve months;

(ii) on sums withdrawn during the current year interest from the beginning of the current year up to the last day of the month preceding the month of withdrawal;
(iii) on all sums credited to the subscriber’s account after the last day of the preceding year interest from the current year;
(iv) the total amount of interest shall be rounded to the nearest whole rupee (fifty paise and more counting as the next higher rupee):
Provided that when the amount standing to the credit of a subscriber has become payable, interest shall thereupon be credited under this rule in respect only of the period from the beginning of the current year or from the date of deposit, as the case may be, up to the date on which the amount standing to the credit of the subscriber becomes payable.
(3) In this rule, the date of deposit shall, in the case of recovery from emoluments, be deemed to be the first day of the month in which it is recovered, and in the case of an amount forwarded bythe subscriber, shall be deemed to be the first day of the month of receipt, if it is received by the
Accounts Officer before the fifth day of that month, but if it is received on or after the fifth day of that month, the first day of the next succeeding month:
Provided that where there has been a delay in the drawal of pay or leave salary and allowances of a subscriber and consequently the recovery of his subscription towards the Fund, the interest on such subscriptions shall be payable from the month in which the pay or leave salary of the subscriber was due under the rules, irrespective of the month in which it was actually drawn:
Provided further that in the case of an amount forwarded in accordance with the proviso to subrule
(2) of Rule 12, the date of deposit shall be deemed to be the first day of the month if it is received by the Accounts Officer before the fifteenth day of that month:

Provided also that where the emoluments for a month are drawn and disbursed on the last working day of the same month the date of deposit shall, in the case of recovery of his subscriptions, be deemed to be the first day of the succeeding month.
(4) In addition to any amount to be paid under Rule 20, 21 or 22 interest thereon up to the end of the month preceding that in which the payment is made or up to the end of the sixth month after the month in which such amount becomes payable whichever of these periods be less, shall be
payable to the person to whom such amount is to be paid:
Provided that where the Accounts Officer has intimated to that person (or his agent) a date on which he is prepared to make payment in cash or has posted a cheque in payment to that person, interest shall be payable only up to the end of the month preceding the date so intimated or the date of posting the cheque, as the case may be:
Provided further that where a subscriber on deputation to a body corporate, owned or controlled by the Government of an autonomous organisation registered under the Societies Registration Act, 1860 (21 of 1860) is subsequently absorbed in such body corporate or organisation with
effect from a retrospective date, for the purpose of calculating the interest due on the Fund accumulations of the subscriber the date of issue of the orders regarding absorption shall be deemed to be the date on which the amount to the credit of the subscriber became payable subject to the condition that the amount recovered as subscription during the period
commencing from the date of absorption and ending with the date of issue of orders of absorption shall be deemed to be subscription to the Fund only for the purpose of awarding interest under this sub-rule.
(5) Interest shall not be credited to the account of a subscriber if he informs the Accounts Officer that he does not wish to receive it; but if he subsequently asks for interest, it shall be credited with effect from the first day of the year in which he asks for it.
(6) The interest on amount which under sub-rule (3) of Rule 12, Rule 20 or Rule 21 are replaced to the credit of the subscriber in the Fund, shall be calculated at such rates as may be successively prescribed under sub-rule (1) of this rule and so far as may be in the manner prescribed in this rule.
(7) In case a subscriber is found to have drawn from the Fund an amount in excess of the amount standing to his credit on the date of the drawal, the overdrawn amount, irrespective of whether the overdrawal occurred in the course of an advance or a withdrawal or the final payment from the Fund, shall be repaid by him with interest thereon in one lump sum, or in default be ordered to be recovered by deduction one lump sum, from the emoluments of the subscriber. If the total amount to be recovered is more than half of the subscriber’s emoluments, recoveries shall be made in monthly instalments of moieties of his emoluments till the entire amount together with interest, is recovered. For this sub-rule the rate of interest, to be charged on overdrawn amount would be 2½ per cent over and above the normal rate on Provident Fund balance under sub-rule
(1). The interest realised on the overdrawn amount shall be credited to Corporation account under a distinct sub-head ‘Interest on overdrawals from Provident Fund’ under the head “049-Interest Receipts-C—Other interest receipts of Corporation—other Receipts”.
Advance from the Fund.
14. (1) The Director General or any other Officer authorised by him in this behalf, may sanction the payment to any subscriber in the prescribed Form as specified in Schedule II of an advance consisting of a sum of whole rupees and not exceeding in amount three months’ pay or half the amount standing to his credit in the Fund, whichever is less, for one or more of the following
purposes, namely:—
(a) to pay expenses in connection with the illness, confinement or a disability including where necessary, the travelling expenses of the subscriber and members of his family or any person actually dependent on him.
(b) to meet the cost of higher education including where necessary, the travelling expenses of the subscriber and member of his family or any person actually dependent on him; in the following cases, namely:—
(i) for the education outside India in respect of an academic, a technical, a professional or vocational course beyond the High School stage; and
(ii) for any medical, engineering or other technical or specialised course in India beyond the High School stage, provided that the course of study is of not less than three years duration;
(c) to pay obligatory expenses on a scale appropriate to the subscribers’ status which, by customary usage the subscribers have to incur in connection with betrothal or marriages, funerals or other ceremonies;
(d) to meet the cost of legal proceedings instituted by or against the subscriber or any person actually dependent upon him, the advance in this case being available in addition to any advance admissible for the same purpose from any other Government source;
(e) to meet the cost of his defence where the subscriber engages a legal practitioner to defend himself in an enquiry in respect of any alleged official misconduct on his part;
(f) to meet the cost of plot or construction of a house or flat for his residence or to make any payment towards the allotment of a plot or flat by the Delhi Development Authority or a State Housing Board or a House Building Co-operative Society.

(2) The Director General may, in special circumstances, sanction the payment to any subscriber of an advance if he is satisfied that the subscriber concerned requires the advance for reasons other than those mentioned in sub-rule (1).
(3) An advance shall not, except for special reasons to be recorded in writing, be granted to any subscriber in excess of the limit laid down in sub-rule (1) or until repayment of the last instalment of any previous advance.
(4) When an advance is sanctioned under sub-rule (3) before repayment of last instalment of any previous advance is completed, the balance of any previous advance not recovered shall be added to the advance so sanctioned and the instalments for recovery shall be fixed with reference to the consolidated amount.
(5) After sanctioning the advance, the amount shall be drawn on an authorisation from the Accounts Officer in cases where the application for final payment had been forwarded to the Accounts Officer under clause (ii) of sub-rule (3) of Rule 25.
Note 1. – For the purpose of this rule pay includes dearness pay, where admissible.
Note 2. – A subscriber shall be permitted to take an advance once in every six months under
clause (b) of sub-rule (1) of Rule 14.
Recovery of advance.
15. (1) An advance shall be recovered from the subscriber in such number of equal monthly instalments as the sanctioning authority may direct; but such number shall not be less than twelve unless the subscriber so opt and in any case not more than twenty four. In special cases where amount of advance exceeds three months’ pay of the subscriber under sub-rule (2) of Rule
14, the sanctioning authority may fix such number of instalments exceeding twenty four but not exceeding thirty six, a subscriber may, at his option, repay more than one instalment in a month. Each instalment shall be fixed in whole rupees, the amount of the advance being raised or reduced if necessary, to admit the fixation of such instalments.
(2) Recovery of advances shall be made in the manner specified in Rule 12 for the realisation of subscription, and shall commence with the issue of pay for the month following the one in which the advance was drawn. Recovery shall not be made, except with the subscriber’s consent while he is in receipt of subsistence grant or is on leave for ten days or more in a calendar month which either does not carry any leave salary or carries leave salary equal to or less than half pay or half average pay, as the case may be. The recovery may on the subscriber’s written request, be postponed by the sanctioning authority during the recovery of an advance of pay granted to the
subscriber.

(3) If an advance has been granted to a subscriber and drawn by him and the advance is subsequently disallowed before repayment is completed, the whole or balance of amount withdrawn shall be forthwith repaid by the subscriber to the Fund. Or in default, be ordered by the Accounts Officer to be recovered by deduction from the emoluments of the subscriber in a lump sum or in monthly instalments not exceeding twelve as may be directed by the Accounts Officer:
Provided that before such advance is disallowed, the subscriber shall be given reasonable opportunity to explain to the sanctioning authority in writing within 15 days of the receipt of the communication, why the repayment shall not be enforced and if an explanation is submitted by
the subscriber within the said period of 15 days, it shall be referred to the Director General for decision and if no explanation within the said period is submitted by him, the repayment of the advance shall be enforced in the manner prescribed in the sub-rule.
(4) Recoveries made under this rule shall be credited to the subscriber’s account in the Fund.

Wrongful use of advance.
16. Notwithstanding anything contained in these rules, if the sanctioning authority has reason to doubt that money drawn as an advance from the Fund under Rule 14 has been utilised for a purpose other than that for which sanction was given to the drawal of the money, he shall communicate to the subscriber the reasons for his doubt and require him to explain in writing
and within 15 days of the receipt of such communication whether the advance has been utilised for the purpose for which sanction was given to the drawal of the money. If the sanctioning authority is not satisfied with the explanation furnished by the subscriber within the said period of 15 days, the sanctioning authority shall direct the subscriber to repay the amount in question to the Fund forthwith or, in default, order the amount to be recovered by deduction in one sum from the emoluments of the subscriber even if he be on leave. If, however, the total amount to be repaid be more than half the subscriber’s emoluments, recoveries shall be made in monthly
instalments of moieties of his emoluments till the entire amount is repaid by him.
Note. – The term ‘emoluments’ in this rule shall not include subsistence grant.
Withdrawal from the Fund.
17. (1) Subject to the conditions specified therein, withdrawals may be sanctioned to the subscriber in the prescribed Form as specified in Schedule II by the authorities competent to sanction an advance for special reasons under sub-rule (2) of Rule 14, at any time, after the completion of twenty years of service (including broken period of service, if any) of a subscriber or
within ten years before the date of his retirement on superannuation, whichever is earlier, from the amount standing to his credit in the Fund, for one or more of the following purposes, namely:—
(a) meeting the cost of higher education, including where necessary the travelling expenses of the subscriber or any child of the subscriber in the following cases, namely:—
(i) for the education outside India for academic, technical, professional or a vocational course beyond the High School stage; and
(ii) for any medical, engineering or other technical or specialized course in India beyond the High School stage;
(b) meeting the expenditure in connection with the betrothal/marriage of the subscriber or his sons or daughters and of any other family relation actually dependent on him;
(c) meeting the expenses in connection with the illness, including where necessary, the travelling expenses, of the subscriber and members of his family or any person actually dependent on him.
(2) After the completion of ten years of service (including broken periods of service, if any) of a subscriber or within ten years before the date of his retirement on superannuation, whichever is earlier, a subscriber will be allowed withdrawals from the amount standing to his credit in the
Fund for one or more of the following purposes, namely:
(i) building or acquiring a suitable house or readybuilt flat for his residence including the cost of the site;
(ii) repaying an outstanding amount on account of loan expressly taken for building or acquiring a suitable house or readybuilt flat for his residence;
(iii) purchasing a house-site for building a house thereon for his residence or repaying any outstanding amount on account of loan expressly taken for this purpose;
(iv) reconstructing or making additions or alternations to a house or a flat already owned or acquired by a subscriber;
(v) renovating, additions or alternations or upkeep of an ancestral house at a place other than the place of duty or to a house built with the assistance of loan from Government at a place other than the place of duty;
(vi) constructing a house on a site purchased under clause (iii);
(vii) within six months before the date of the subscriber’s retirement for the amount standing to his credit in the Fund for the purpose of acquiring a farm land or business premises of both;
(viii) once during the course of a financial year, an amount equivalent to one year’s subscription paid for by the subscriber towards the Group Insurance Scheme for the Corporation employees on self financing and contributory basis.
Note 1. – A subscriber who has availed himself of an advance under the scheme of the Ministry of Urban Development for the grant of advance for house building purpose, or has been allowed any assistance in this regard from any other Government source shall be eligible for the grant of final
withdrawal under clauses (i), (iii), (iv), (vi) or sub-rule (2) for the purpose specified therein and also for the purpose of repayment of any loan taken under the aforesaid scheme subject to the limit specified in the proviso to sub-rule (1) of Rule 18. If a subscriber has an ancestral house or built a house at a place other than the place of his duty with the assistance of loan taken from the Government he shall be eligible for the grant of a final
withdrawal under clauses (i), (iii) and (vi) of sub-rule (2) for purpose of a house-site or for construction of another house or for acquiring a readybuilt flat at the place of his duty.
Note 2. – Withdrawal under clauses (i), (iv), or (vi) of sub-rule (2) shall be sanctioned only after a subscriber has submitted a plan of the house to be constructed or of the additions or alterations to be made, duly approved by the local municipal body of the area where the site or house is situated and only in cases where the plan is actually got to be approved.
Note 3. – The amount of withdrawal sanctioned under clause (ii) of sub-rule (2) shall not exceed 3/4th of the balance on date of application together with the amount of previous withdrawal under clause (i) reduced by the amount of previous withdrawal. The formula to be followed is 3/4th of (the balance as on date plus amount of previous withdrawal(s) for the house in question)
minus the amount of the previous withdrawal(s).

Note 4. – Withdrawal under clause (i) or (iv) of sub-rule (2) shall also be allowed where the house site or house is in the name of wife or husband provided she or he is the first nominee to receive Provident Fund money in the nomination made by the subscriber.
Note 5. – Only one withdrawal shall be allowed for the same purpose under this rule. But marriage or education of different children or illness on different occasions or a further addition or alteration to a house or flats covered by a fresh plan duly approved by the local municipal body of the area where the house or flat is situated shall not be treated as the same purpose. Second
or subsequent withdrawal under clause (i) or (vi) of sub-rule (2) for completion of the same house shall be allowed up to the limit laid down under Note 3.
Note 6. – A withdrawal under this rule shall not be sanctioned if an advance under Rule 14 is being sanctioned for the same purpose and at the same time.
(3) After sanctioning the withdrawal the amount shall be drawn on an authorisation from the Accounts Officer in cases where the application for final payment had been forwarded to the Accounts Officer under clause (ii) of sub-rule (3) of Rule 25.
Conditions for withdrawal.
18. (1) Any sum withdrawn by a subscriber at any one time for on or more of the purposes, specified in Rule 17 from the amount standing to his credit in the Fund shall not ordinarily exceed one-half of such amount or six months’ pay, whichever is less. The sanctioning authority may, however, sanction the withdrawal of an amount in excess of this limit up to 3/4th of the balance at his credit in the Fund having regard to (i) the object for which the withdrawal is being made, (ii) the status of the subscriber, and (iii) the amount to this credit in the Fund:
Provided that in no case the maximum amount of withdrawal for purposes specified in sub-rule (2) of Rule 17 shall exceed the maximum limit prescribed from time to time under Rule 2(a) and Rule 3(b) of the Scheme of the Ministry of Urban Development for the grant of advances for house building purposes:
Provided further that in the case of a subscriber who has availed himself of an advance under the scheme of the Ministry of Urban Development for the grant of advances for house building purposes, or has been allowed any assistance in this regard from any other Government sources, the sum withdrawn under this sub-rule together with the amount of advance taken under the aforesaid scheme or the assistance taken from any other Government source shall not exceed the maximum limit prescribed from time to time under Rules 2(a) and 3(b) of the aforesaid scheme.
Note 1. – A withdrawal sanctioned to a subscriber under clause (i) of sub-rule (2) of Rule 17 may be drawn in instalments, the number of which shall not exceed four in a period of twelve calendar months counted from the date of sanction.
Note 2. – In cases where a subscriber has to pay in instalments for a site or a house or flat purchased, or a house or flat constructed through the Delhi Development Authority or a State Housing Board or a House Building Co-operative Society he shall be permitted to make a withdrawal as and when he is called upon to make a payment in any instalment. Every such
payment shall be treated as a payment for a separate purpose for Rule 16.
(2) A subscriber who has been permitted to withdraw money from Fund under Rule 17 shall satisfy the sanctioning authority within such reasonable period as may be specified by that authority that the money has been utilised for the purpose for which it was withdrawn, and if he fails to do so, the whole of the sum so withdrawn, or so much thereof as has not been applied for the purpose for which it was withdrawn shall forthwith be repaid in one lump sum by the subscriber to the Fund and in default of such payment, it shall be ordered by the sanctioning authority to be recovered from his emoluments either in lump sum or in such number of monthly
instalments as may be determined by the Director General:

Provided that, before repayment of a withdrawal is enforced under this sub-rule, the subscriber shall be given a reasonable opportunity to explain in writing and within 15 days of the receipt of the communication why the repayment shall not be enforced and if the sanctioning authority is
not satisfied with the explanation or no explanation is submitted by the subscriber within the said period of 15 days the sanctioning authority shall enforce the repayment in the manner prescribed in this sub-rule.
(3) (a) A subscriber who has been permitted under clauses (i), (ii) (iii) of sub-rule (2) of Rule 17 to withdraw money from the amount standing to his credit in the Fund, shall not part with the possession of the house, built or acquired, or house-site purchased with the money so withdrawn, whether by way of sale mortgage (other than mortgage of the Director General), gift,
exchange or otherwise, without the previous permission of the Director General:
Provided that such permission shall not be necessary for—
(i) the house or house-site being leased for any term not exceeding three years, or
(ii) its being mortgaged in favour of a Housing Board, Nationalised Banks, the Life Insurance Corporation or any other Corporation owned or controlled by the Central Government which advances loans for the construction of a new house or for making additions or alteration to an existing house.
(b) The subscriber shall submit a declaration not later than the 31st day of December of every year as to whether the house or the house-site as the case may be, continues to be in his possession or has been mortgaged, otherwise transferred or let out as aforesaid and shall, if so required, produce before the sanctioning authority on or before the date specified by that authority in that behalf, the original sale, mortgage or lease deed and also the documents on which his title to the property is based.
(c) If at any time before his retirement, the subscriber parts with the possession of the house or house-site without obtaining the previous permission of the Director General, he shall forthwith repay the sum so withdrawn by him in default of such repayment, the sanctioning authority
shall, after giving the subscriber a reasonable opportunity for making a representation in the matter cause the said sum to be recovered from the emoluments of the subscriber either in lump sum or in such number of monthly instalments, as may be determined by it.
Note A. – A subscriber who has taken loan from ESI Corporation in lieu thereof mortgaged the house or house-site to the Corporation shall be required to furnish the declaration to the following effect, namely:—

Declaration

“I do hereby certify that the house or house-site for the construction of which or for the acquisition of which I have taken a final withdrawal from the Provident Fund continues to be in my possession but stands mortgaged to Corporation.”.
Conversion of an advance into a withdrawal.
19. A subscriber who has already drawn or may draw in future an advance under Rule 14 for any of the purposes specified therein may convert, at his discretion by written request addressed to the Accounts Officer through the sanctioning authority, the balance outstanding against it into a final withdrawal on his satisfying the conditions laid down in Rules 17 and 18.
Note 1. – The Head of office in case of non-gazetted subscribers and the Treasury Officer concerned in the case of gazetted subscribers may be asked by the administrative authority to stop recoveries from the pay bills. When the application for such conversion is forwarded to the Accounts Officer that authority shall endorse a copy of the letter forwarding the subscriber’s
intimation to the Treasury Officer from where he draws his pay in order to permit stoppage of further recoveries.
Note 2. – For the purpose of sub-rule (1) of Rule 18, the amount of subscription with interest thereon standing to the credit of the subscriber in the account at the time of conversion plus the outstanding amount of advance shall be taken as the balance. Each withdrawal shall be treated
as a separate one and the same principle shall apply in the event of more than one conversion.
Final withdrawal of accumulations in the Fund.
20. When a subscriber quits the service of the Corporation the amount standing to his credit in the Fund shall become payable to him:
Provided that a subscriber, who has been dismissed from the service and is subsequently reinstated in the service, shall if required to do so by the Director General, repay any amount paid to him from the fund in pursuance of this rule, with interest thereon at the rate provided in Rule 13 in the manner prescribed in the proviso to Rule 21. The amount so repaid shall be
credited to his account in the Fund.
Explanation I.—A subscriber, other than one who is appointed on contract or one who has retired from service and is subsequently re-employed, with or without a break in service shall not be deemed to quit the service, when he is transferred without any break in service to a new post under a State Government or in another department of the Central Government (in which he is governed by another set of provident fund rules) and without retaining any connection with his former cost, in such case, his subscriptions together with interest thereon shall be transferred—
(a) to his account in the other Fund in accordance with the rules of that Fund, if the new post is in another department of the Central Government, or
(b) to a new account under the State Government concerned if the new post is under a State Government and the State Government consents, by general or special order, to such transfer of his subscriptions and interest.
Note. – Transfer shall include cases of resignation from the service in order to take up appointment in another department of the Central Government or under the State Government without any break and with proper permission of the Central Government. In cases where there has been a break in service it shall be limited to the joining time allowed on transfer to a different
station. The same shall hold good in cases of retrenchments followed by immediate employment whether under the same or different Government.
Explanation II.—When a subscriber, other than one who is appointed on contract or one who has retired from service and is subsequently re-employed or is transferred, without any break, to the service under a body corporate owned or controlled by Government, or an autonomous
organisation, registered under the Societies Registration Act, 1860, the amount of subscriptions together with interest thereon, shall not be paid to him but shall be transferred with the consent of that body to his new Provident Fund Account under that body.Transfers shall include cases of resignation from service in order to take up appointment under a
body corporate owned or controlled by Government or an autonomous organisation, registered under the Societies Registration Act, 1860, without any break and with proper permission of the Central Government. The time taken to join the new post shall not be treated as a break in service if it does not exceed the joining time admissible to a Government servant on transfer from one post to another:
Provided that the amount of subscription together with interest thereon, of a subscriber opting for service under a public Enterprise may, if he so desires, be transferred to his new Provident Fund Account under the Enterprise if the concerned Enterprise also agreed to such a transfer. If,
however, the subscriber does not desire the transfer or the concerned Enterprise does not operate a Provident Fund, the amount aforesaid shall be refunded to the subscriber.
Retirement of Subscriber.
21. When a subscriber—
(a) has proceeded on leave preparatory to retirement or if he is employed in a vacation department on leave preparatory to retirement combined with vacation, or
(b) while on leave, has been permitted to retire or been declared by a competent medical authority to be unfit for further service the amount standing to his credit in the Fund shall, upon application made by him in that behalf to the Accounts Officer, become payable to the subscriber:
Provided that the subscriber, if he returns to duty, shall if required to do so by the Director General, repay the Fund, for credit to his account, the amount paid to him from the fund in pursuance of this rule with interest thereon at the rate provided in Rule 13 in cash or securities by instalments or otherwise, by recovery from his emoluments or otherwise, as may be directed by the authority competent to sanction an advance for the grant of which special reasons are required under sub-rule (2) or Rule 14.
Procedure on death of subscriber.
22. On the death of a subscriber before the amount standing to his credit has become payable, or where the amount has become payable before payment has been made—
(i) When the subscriber leaves a family—
(a) if a nomination made by the subscriber in accordance with the provisions of Rule 7 or of the corresponding rule heretofore in force in favour of a member or members or his family subsists, the amount standing to his credit in the Fund or the part thereof to which the nomination relates shall become payable to his nominee or nominees in the proportion specified in the nomination;
(b) if no such nomination in favour of member or members of the family of the subscriber subsists, or if such nomination relates only to a part of the amount standing to his credit in the Fund, the whole amount or the part thereof to which the nomination does not relate, as the case may be shall, notwithstanding any nomination purporting to be in favour of any person or persons other than a member or members of his family becomes payable to the members of his family in equal shares:
Provided that no share shall be payable to—
(1) sons who have attained majority;
(2) sons of a deceased son who have attained majority;
(3) married daughters whose husbands are alive;
(4) married daughters of a deceased son whose husbands are alive;
(c) if there is any member of the family other than those specified in clauses (1), (2), (3)
and (4):
Provided further that the widow or widows and the child or children of a deceased son shall receive between them in equal parts only the share which that son would have received if he had survived the subscriber and had been exempted from the provisions of clause (1) to the first proviso;
(ii) when the subscriber leaves no family, if a nomination made by him in accordance with the provisions of Rule 7 or of the corresponding rule heretofore in favour of any person or persons subsists, the amount standing to his credit in the Fund or the part thereof to which the nomination relates, shall become payable to his nominee or nominees in the proportion
specified in the nomination.
Deposit Linked Insurance Scheme.
23. On the death of a subscriber on or before 30th September, 1991 and to whom Rule 24 does not apply, the person entitled to receive the amount standing to the credit of the subscriber shall be paid by the Accounts Officer an additional amount equal to the average balance in the account during the 3 years immediately preceding the death of such subscriber subject to the condition that—
(a) the balance at the credit of such subscriber shall not at any time during the three years preceding the month of death have fallen below the limits of—
(i) Rs. 4000 in the case of a subscriber who has held for the greater part of the aforesaid period of three years, a post the maximum of the pay scale of which is Rs. 1300 or more in the pre-revised scale;
(ii) Rs. 2500 in the case of a subscriber who has held, for the greater part of the aforesaid period of three years, a post of the maximum of the pay scale of which is Rs. 900 or more but less than Rs. 1300 in the pre-revised scale;
(iii) Rs. 1500 in the case of a subscriber who has held, for the greater part of the aforesaid period of three years, a post the maximum of the pay scale of which is Rs. 291 or more but less than Rs. 900 in the pre-revised scale;
(iv) Rs. 1000 in the case of a subscriber who has held, for the greater part of the aforesaid period of three years, a post the maximum of the pay scale of which is less than Rs. 291 in the pre-revised scale.
(b) the additional amount payable under this rule shall not exceed Rs. 10,000;
(c) the subscriber has put in at least five years service at the time of his death.
Note 1. – The average balance shall be worked out on the basis of the balance at the credit of the subscriber at the end of each of the 36 months preceding the month in which the death occurs. For this purpose, as also for checking the minimum balances prescribed above:—
(a) the balance at the end of March shall include the annual interest credited in terms of Rule 13; (b) if the last of the aforesaid 36 months is not March, the balance at the end of the said last month shall include interest in respect of the period from the beginning of the financial year in which death occurs, to the end of the said last month.
Note 2. – Payments under this scheme should be in whole rupee. If an amount due includes a fraction of a rupee it should be rounded to the nearest rupee (50 paise counting as the next higher rupee).
Note 3. – Any sum payable under this scheme is in the nature of insurance money and, therefore, the statutory protection given by section 3 of the Provident Funds Act, 1925 (19 of 1925), does not apply to sums payable under this scheme.
Note 4. – This scheme also applies to those subscribers to the Fund who are transferred to an autonomous organisation consequent upon conversion of a Government Department into such a body and who, on such transfer, opt, in terms of option given to them, to subscribe to this Fund in accordance with these rules.
Note 5. – (a) In case of a Government servant who has been admitted to the benefit of the Fund under Rule 26 or 27, but died before completion of three years service, or as the case may be, five years service from the date of his admission to the fund, that period of his service under the previous employer in respect whereof the amount of his subscriptions and the employer’s contribution, if any, together with interest have been received, shall count for purposes of clause (a) and clause (c) of this rule.

(b) In case of persons appointed on tenure basis and in the case of re-employed pensioners,service rendered from the date of such appointment of re-employment, as the case may be, only will count for purpose of this rule.
(c) This scheme does not apply to persons appointed on contract basis.
Note 6. – The budget estimates of expenditure in respect of this scheme will be prepared by the Accounts Officer responsible for maintenance of the accounts of the Fund having regard to the trend of expenditure in the same manner as estimates are prepared for other retirement benefits.
Deposit Linked Insurance Revised Scheme.
24. On the death of a subscriber, the person entitled to receive the amount standing to the credit of the subscriber shall be paid by the Accounts Officer an additional amount equal to the average balance in the account during the 3 years immediately preceding the death of such subscriber, subject to the condition that—
(a) the balance at the credit of such subscriber shall not at any time during the 3 years preceding the month of death have fallen below the limits of—
(i) Rs. 12,000 in the case of a subscriber who has held, for the greater part of the aforesaid period of three years, a post of maximum of the pay scale of which is Rs. 4000 or more.
(ii) Rs. 7500 in the case of a subscriber who has held for the greater part of the aforesaid period of three years a post the maximum of the pay scale of which is Rs. 2900 or more but less than Rs. 4000.
(iii) Rs. 4500 in the case of a subscriber who has held for the greater part of the aforesaid period of three years, a post the maximum of the pay scale of which is Rs. 1151 or more but less than Rs. 2900.
(iv) Rs. 3000 in the case of a subscriber who has held for the greater part of the aforesaid period of three years, a post the maximum of the pay scale of which is less than Rs. 1151.
(b) the additional amount payable under this rule shall not exceed Rs. 30,000.
(c) the subscriber has put in at least 5 years service at the time of his/her death.
Note 1. – The average balance shall be worked out on the basis of the balance at the end of each of the 36 months, preceding the month in which the death occurs. For this purpose, as also for checking the maximum balance prescribed above:—
(a) the balance at the end of March shall include the annual interest credited in terms of Rule 13;
(b) if the last of the aforesaid 36 months in not March, the balance at the end of said last month shall include interest in respect of the period from the beginning of the financial year in which death occurs to the end of the said last month.
Note 2. – Payment under this scheme will be in whole rupee. If an amount due includes a fraction of a rupee it should be rounded to the nearest rupee (50 paise counting as the next higher rupee).
Note 3. – Any sum payable under this scheme is in the nature of insurance money and therefore, the statutory protection given by section 3 of the Provident Funds Act, 1925 (19 of 1925) does not apply to sums payable under this scheme.
Note 4. – The scheme also applies to those subscribers to the funds who are transferred to an autonomous organisation consequent upon conversion of a Government Department into such a body and who, on such transfer, opt in terms of option given to them to subscribe to the Fund in accordance with these rules.
Note 5. – (a) In case of a Government servant who has been admitted to the benefits of the fund
under Rule 26 or 27 but died before completion of three years of service or as the case may be, five years of service from the date of his admission to the Fund, the period of his service under the previous employer in respect whereof the amount of his subscription and the employer’s contribution, if any, together with interest have been recovered, shall count for the purpose of clause (a) and clause (c) of this rule.
(b) In case of persons appointed on tenure basis and in the case of re-employed pensioners,service rendered from the date of such appointment on re-employment, as the case may be, only will count for the purposes of this rule.

(c) The scheme does not apply to persons appointed on contract basis.
Note 6. – The Budget Estimates of expenditure in respect of this scheme will be prepared by the Accounts Officer responsible for maintenance of the account of the Fund having regard to the trend of expenditure, in the same manner as estimates are prepared for other retirement benefits.
Manner of payment of amount in the Fund.
25. (1) When the amount standing to the credit of a subscriber in the Fund become payable, it shall be the duty of the Accounts Officer to make payment on receipt of a written application in this behalf as provided in sub-rule (3).
(2) If the person whom, under these rules, any amount of policy is to be paid, assigned or reassigned or delivered; is a lunatic for whose estate a manager has been appointed in this behalf under the Lunacy Act, 1912 (4 of 1912), the payment or reassignment or delivery shall be made to such manager and not to the lunatic:
Provided that where no manager has been appointed and the person to whom the sum is payable is certified by a magistrate to be lunatic, the payment shall under the orders of the Collector be made in terms of sub-section (1) of section 93 of the Lunacy Act, 1912 (4 of 1912), to the person having charge of such lunatic and the Accounts Officer shall pay only the amount which he thinks fit to the person having charge of the lunatic and the surplus, if any, or such part thereof,as he thinks fit shall be paid for the maintenance of such members of the lunatic’s family as are dependent on him for maintenance.
(3) Payment of the amount to be withdrawn shall be made in India only. The persons to whom the amounts are payable shall make their own arrangements to receive payment in India. The following procedure shall be adopted for claiming payment by a subscriber, namely:—
(i) to enable a subscriber to submit an application for withdrawal of the amount in the Fund, the Head of Office shall send to every subscriber necessary Forms either one year in advance of the date on which the subscriber attains the age of superannuation, or before the date of his anticipated retirement if earlier, with instructions that they should be
returned to him duly completed within a period of one month from the date of receipt of the forms by the subscriber. The subscriber shall submit the application to the Accounts Officer through the Head of Office or Department for payment of the amount in the Fund. The application shall be made:—
(a) for the amount standing to his credit in the Fund as indicated in the Account Statement for the year ending one year prior to the date of his superannuation, or his anticipated date of retirement, or

(b) for the amount indicated in his ledger account in case of the Accounts Statement has not been received by the subscriber.
(ii) the Head of Office or Department shall forward the application to the Accounts Officer indicating the recoveries effected against the advances which are still current and the number of instalments yet to be recovered and also indicate the withdrawals, if any, taken by the subscriber after the period covered by the last statement or the subscriber’s accounts sent by the Accounts Officer.
(iii) The Accounts Officer shall, after verification with the ledger account, issue an authority for the amount indicated in the application at least a month before the date of superannuation but payable on the date of superannuation.
(iv) The authority mentioned in clause (iii) will constitute the first instalment of payment. A second authority for payment will be issued as soon as possible after superannuation. This will relate to the contribution made by the subscriber subsequent to the amount mentioned in the application submitted under clause (i) plus the refund of instalments against advances which were current at the time of the first application.
(v) after forwarding the application for final payment to the Accounts Officer,
advance/withdrawal may be sanctioned but the amount of advance withdrawal shall be drawn on an authorisation from the Accounts Officer concerned who shall arrange this as soon as formal sanction of sanctioning authority is received by him.
Note.—When the amount standing to the credit of a subscriber has become payable under Rules 20, 21 and 22 the Accounts Officer shall authorise prompt payment of the amount in the manner indicated in sub-rule (3).

Procedure on transfer of a Government servant from one Department to another.
26. (a) If a Government servant who is a subscriber to any other non-contributory Provident Fund of the Central Government or of a State Government is permanently transferred to pensionable service in a Department of the Central Government in which he is governed by these rules, the amount of subscriptions, together with interest thereon, standing to his credit to such other Fund on the date of transfer shall be transferred to his credit in the Fund:
Provided that where a subscriber was subscribing to a non-contributory Provident Fund of a State Government the consent of that Government shall be obtained.
(b) If a Government servant who is a subscriber to the State Railways Provident Fund or any other contributory Provident Fund of the Central Government or a State Contributory Provident Fund is permanently transferred to pensionable service in a Department of Central Government in which he is governed by these rules and unless such a subscriber elects to continue to be governed by the rules of such Fund, when the rules option is given:—
(i) the amount of subscriptions with interest thereon, standing to his credit in such Contributory Provident Fund on the date of transfer shall with the consent of the other Government, if any, be transferred to his credit in the Fund;
(ii) the amount of Government contributions, with interest thereon, standing to his credit in such contributory Provident Fund shall, with the consent of the other Government, if any, be credited to the Central Revenue (Civil);
(iii) he shall thereupon be entitled to count towards pension, service rendered prior to the date of permanent transfer, to the extent permissible under the relevant pension rules.
Note 1.—The provisions of this rule does not apply to a subscriber who has retired from service, or to a subscriber who was holding the former appointment on contract.
Note 2.—The provisions of this rule shall, however apply to persons, who are appointed without break whether temporarily or permanently to a post carrying the benefits of these rules after resignation or retirement from service under another Department of Central Government or under
the State Government.
Procedure on transfer.
27. On transfer to Government service of a person from the service under a body corporate owned or controlled by Government or an autonomous organisation, registered under the Societies Registration Act, 1860. If a Government servant admitted to the benefit of the Fund was subscriber to any Provident Fund of a body corporate owned or controlled by Government or an autonomous organisation, registered under the Societies Registration Act, 1860, the amount of his subscriptions and the employer’s contribution, if any, together with the interest thereon shall be transferred to his credit in the Fund with the consent of that body.
Transfer of amount to the Contributory Provident Fund (India).
28. If a subscriber to the Fund is subsequently admitted to the benefits of the Contributory Provident Fund (India) the amount of his subscriptions, together with interest therein, shall be transferred to the credit of his account in the Contributory Provident Fund (India).

Note.—The provisions of this rule do not apply to a subscriber who is appointed on contract or who has retired from service and is subsequently re-employed with or without a break in service in another post carrying Contributory Provident Fund benefits.
Relaxation of the provisions of the rules in individual cases.
29. When the Standing Committee is satisfied that the operation of any of these rules causes or is likely to cause undue hardship to a subscriber, it may, notwithstanding anything contained in these rules after recording its reasons for so doing deal with the case of such subscriber in such manner as may appear to it to be just and equitable.
Number of account to be quoted at the time of the payment of subscription.
30. When paying a subscription in India, either by deduction from emoluments or in cash, a subscriber shall quote the number of his account in the Fund which shall be communicated to him by the Accounts Officer. Any change in the number shall similarly be communicated to the subscriber by the Accounts Officer.
Annual statement of account to be supplied to subscriber.
31. (1) As soon as possible after the close of each year, the Accounts Officer shall send to each subscriber a statement of his account in the Fund showing the opening balance as on the 1st April of the year, the total amount credited or debited during the year, the total amount of interest credited as on the 31st March of the year and closing balance on that date. The Accounts
Officer shall attach to the statement of accounts an enquiry whether the subscriber—
(a) desires to make any alteration in any nomination made under Rule 7; or under the corresponding rule heretofore in force.
(b) has acquired a family, in cases where the subscriber has made no nomination in favour of a member of his family under the proviso to sub-rule (1) of Rule 7.
(2) Subscribers should satisfy themselves as to the correctness of the annual statement, and errors should be brought to the notice of the Accounts Officer within three months from the date of receipt of the Statement.
(3) The Accounts Officer shall, if required by a subscriber, once but not more than once in a year inform the subscriber of the total amount standing to his credit in the Fund at the end of the last month for which his account has been written up.
Interpretation.
32. If any question arises relating to interpretation of these rules, it shall be referred to the Central Government, the Ministry of Labour shall decide the same.

SCHEDULE I
[See Rule 7(3)]
FORM OF NOMINATION

Account No. ………………………..

I, ……………………………………hereby nominate the person(s) mentioned below who is/are member(s) of my family as defined in Rule 2 to receive the amount that may stand to my credit in the Fund as indicated below, in the event of my death before that amount has become payable or having become payable has not been paid.

FORM OF NOMINATION

_________________________________________________________________________________

Name and full address                Relationship with the             Age of the nominee(s)  Share payable
of the nominee(s)                       subscriber                                                                    to each

nominee

______________________________________________________________________________

1                                              2                                              3                               4

______________________________________________________________________________
Contingencies on the happening of which the   Name, address & relationship of  If the nominee is not

the person(s) if any to whom the                                    a member of the

family as defined

indicate the reasons

nomination will become invalid

right of nominee shall pass in

the event of his/her

predeceasing the subscriber

5 6 7
Dated this ………………………………………………….. day of 19
……………………………….at………………………………
Signature of
subscriber……………………
….
Name in block
letters………………………….
..
Signature
1.
………………………………….
……………………………
2.
………………………………….
………………………………
Two witnesses to signature
Name & address
1. ……………………………………………………
2. ……………………………………………………
(REVERSE OF THE FORM)
SPACE FOR USE BY THE HEAD OF OFFICE/PAY & ACCOUNTS OFFICE
Nomination by Shri/Smt/Kumari …………………………………………… Designation
……………………………. Date of receipt of nomination
…………………………………………………………………………………………………….
Signature of Head of Office/Accounts Officer
Designation ……………………………………………………………
Date …………………………………………………………………………
INSTRUCTIONS FOR THE SUBSCRIBER
(a) Your name may be filled in.
(b) Name of the Fund may be completed suitably.
(c) Definition of term “family” as given in the General Provident Funds (CS) Rules, 1960 is
reproduced below :
Family means :—
(i) in the case of a male subscriber, the wife or wives, parents, children, minor brother,
unmarried sisters, deceased son’s widow and children and where no parent of the
subscriber is alive, a paternal grandparents :
Provided that if a subscriber proves that his wife has been judicially separated from
him or has ceased under the customary law of the community to which she belongs to
be entitled to maintenance she shall henceforth be deemed to be no longer a member
of the subscriber’s family in matters to which these rules relate unless the subscriber
subsequently intimates in writing to the Accounts Officer that she shall continue to be
so regarded.
(ii) In the case of a female subscriber, the husband, parents, children, minor brothers,
unmarried sisters, deceased son’s widow and children and where no parent of the
subscriber is alive, a paternal grandparent :
Provided that if a subscriber by notice in writing to the Accounts Officer expresses her
desire to exclude her husband from her family, the husband shall henceforth be
deemed to be no longer a member of the subscriber’s family in matters to which these
rules relate unless the subscriber subsequently cancelled such notice in writing.
Note.—Child means legitimate child and includes an adopted child where adoption is
recognised by the personal law governing the subscriber.
(d) Col. 4 If only one person is nominated the words “in full” should be written against the
nominee. If more than one person is nominated, the share payable to each nominee over the
whole amount of the Provident Fund shall be specified.
(e) Col. 5 Death of nominee(s) should not be mentioned as contingency in this column.
(f) Col. 6 Do not mention your name.
(g) Draw a line across the blank space below last entry to prevent insertion of any name after
you have signed.
SCHEDULE II
[See Rules 14(3) and 17(1)]
APPLICATION FOR ADVANCE/WITHDRAWAL FROM GENERAL PROVIDENT FUND
1. Name of the subscriber
……………………………………………………………………………………………………
2. Account Number
……………………………………………………………………………………………………………….
3. Designation
………………………………………………………………………………………………………………………….
4. (1) Pay Rs.
……………………………………………………………………………………………………………………….
(2) Monthly subscription Rs.
………………………………………………………………………………………..
5. In case of withdrawal
(i) Date of
Birth……………………………………………………………………………………………………………..
(ii) Date of appointment
……………………………………………………………………………………………….
(iii) Date of superannuation
…………………………………………………………………………………………..
Balance at credit of the subscriber on the date of application as below :—
(i) Closing balance as per statement for the year 19…………………. Rs. …………………..
(ii) Credit from
……………………………………………………………to…………………………………………………..
on account of monthly subscription Rs………………………………………………………………
(iii) Refunds Rs.
…………………………………………………………………………………………………………….
(iv) Withdrawals during the period from ………………….. to ……………….. Rs. ………………..
(v) Net balance at credit Rs.
…………………………………………………………………………………………
6. Amount of advance outstanding, if any, and the purpose for which advance was taken by
them :—
Amount of advance taken Rs.
………………………………………………………………………………………….
Balance outstanding as on date Rs.
………………………………………………………………………………..
7. Amount of advance required Rs.
……………………………………………………………………………………
8. (a) Purpose for which the advance is required ………………………………………………………..
(b) Rules under which the request is covered ………………………………………………………….
(c)If advance is sought for House Building, etc. following information may be given:—
(1) Location and measurement of the plot ……………………………………………………..
(2) Whether plot is freehold or on lease …………………………………………………………
(3) Plan for construction ……………………………………………………………………………………
(4) If the flat or plot being purchased is from a H.B. Society, the name of the Society, the
location and measurements, etc. ……………………………………
(5) Cost of construction ……………………………………………………………………………………..
(6) If the purchase of flat is from DDA or any Housing Board, etc. the location, dimension,
etc. may be given……………………………………………………….
(d) If advance is required for education of children, following details may be given:—
(1) Name of the son/daughter ………………………………………………………………………….
(2) Class and Institution/College where studying ………………………………………..
(3) Whether a day-scholar or a hosteler…………………………………………………………..
(e) If advance is required for treatment of ailing family members, following details may be
given:—
(1) Name of the patient and relationship…………………………………………………………
(2) Name of the Hospital/Dispensary/Doctor where the patient is undergoing treatment
……………………………………………………………………………………..
(3) Whether outdoor/indoor patient ………………………………………………………………
(4) Whether reimbursement available or not ………………………………………………..
Note.—In case of advance under 8(c) to 8(e), no certificate or documentary evidence would
be required.
9. Amount of the consolidated advance (Items 6 and 7) and number of monthly instalments in
which the consolidated advance is proposed to be repaid Rs. …………………….. in instalments.
10. Full particulars of the pecuniary circumstances of the subscriber, justifying the application
for the advance.
I certify that the particulars given above are correct and complete to the best of my knowledge
and belief and that nothing has been concealed by me.
Signature of
Applicant
Name
………………….
………………….
..
Designation
………………….
…………
Section/Bran
ch
………………….

Dated :—
Recommendation/Remarks of the Competent Authority
Dated ………………………………………
…………………………………………….
Signature ………………………….
Designation ………………………
***

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How to Change/Correction Employee Name in ESIC Portal – ESIC Name Change Letter Format

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Posted by Hrformats - August 24, 2012 at 7:09 AM

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HR Policies in New Companies

I have Attached HR Policies in New Companies

 

HERE ARE SOME USEFUL GUIDELINES TO SET UP HR DEPARTMENT.

STAGE  1

Review  the  current practices/policies [ if  any]
Audit all  hr activities that are performed [ even the crude format]

HERE  ARE  THE  CORE  HR  KRAs [ key result areas]

KRA 1  :        Recruitment/Selection
KRA 2  :        Workforce Planning and Diversity
KRA 3  :        Performance Management
KRA 4  :        Reward Management
KRA 5 :        Workplace Management and Relations
KRA 6 :        A Safe and Healthy Workplace
KRA 7 :        Building Capabilities and Organisational Learning
KRA 8 :        Effective HR Management Systems, Support and Monitoring

STAGE 2

  • Understand the organization
  • Understand the organization structure
  • Understand the organization systems
  • Understand the organization politics/influential people
  • Understand the organization/individual roles
  • Understand the organization/positions
  • Understand the individual job descriptions
  • Understand the job/ job specifications etc…

 

STAGE 3

  • Discuss the values/beliefs with senior management/CEO and the need for HR department.
  • Discuss the expectations from HR department -short/medium/long term.
  • Discuss with CEO, the organization’s corporate objectives/strategies and how HR can contribute to the corporate objectives.
  • Discuss / seek consensus on organization structure / management process.
  • Discuss the current organization culture with senior management.
  • Discuss with CEO/senior management the core activities/competences and business drivers of the organization.

TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED THESE INFORMATIONS TO START YOUR WORK  ON  HR DEPT.

GET   A   COPY OF CORPORATE PLAN, WHICH OUTLINES THE  COMPANY’S  

  • VISION
  • MISSION
  • CORPORATE OBJECTIVES
  • CORPORATE STRATEGIES
    etc…

HR dept. is  a  support  unit  and  hence  must  work closely with  other  depts.

STAGE   4

Even  though  there  is  currently  no  HR  department, there are a  number of  HR activities are being  carried  out now.

YOU  HAVE  TO  KNOW  WHAT THEY ARE / HOW  IT  IS  BEING CARRIED  OUT / BY  WHOM.

TO  COLLECT  AND  CONSOLIDATE THESE, YOU  NEED TO  A QUICK  HR  AUDIT  OF  THE  PRESENT  SITUATION.

AFTER  you  gather  all  the  informations  and summarized, you  should  sit  down  with your  boss [ CEO]  and discuss and  prioritize  the  items, as  follows

  • URGENT / IMPORTANT
  • URGENT/ NOT IMPORTANT
  • NOT URGENT/ IMPORTANT
  • NOT URGENT / NOT IMPORTANT , BUT  NEEDED  DOWN THE LINE.

STAGE 5

Please   REVIEW   the HR  MANUAL , as  listed  below.
Pick  points out  of  it ,  as  per  your  need,  based  on  your discussion /  audit  results.

You may want to start up with

  • HR department OBJECTIVES.
  • HR  DEPARTMENT STRATEGIES
  • Draft on Recruitment  / Selection Procedure /PROCESS
  • Draft on  organization /  structure
  • Draft on  jobs’ analyses/ job descriptions/ job specifications/competences
  • Draft  on  payroll / compensation / administration
  • Appointment /confirmation / Termination / resignation /PROCEDURES/PROCESS
  • Induction program
  • Orientation  program
  • Employee  communications
  • Training & development of the employees
  • Performance Appraisals / management

Once you have  the  preliminary  draft ready, you  can  start  with your EMPLOYEE HANDBOOK [LIST PROVIDED BELOW]

STAGE 6

REVIEW THE  HRM  PROCESSES, MAKE A  NOTE OF  WHAT  YOU  THINK  ARE  IMPORTANT FOR  THE COMPANY  AND  THE  PRIORITY  ONES.

HRM PROCESSES

  • HR  AUDITING
  • HR  BUDGETING
  • Strategic  HRM  Planning
  • HR Strategies and Policies.
  • HR  and change management.
  • Competency-based HR
  • Knowledge management

JOB DEVELOPMENT

  • Job analysis
  • Job Role
  • Job Description.
  • Job specifications
  • Job enrichment
  • Job  rotation

RECRUITMENT/SELECTION

  • Recruitment
  • Selection
  • Induction
  • Orientation

ORGANIZATIONAL BEHAVIOR PROGRAMS

  • Employee  engagement
  • Motivation
  • Organization  culture
  • Organization  development

ORGANIZATION

  • Org. designing
  • Org. structuring
  • Org. development
  • Job / role  structuring

HUMAN RESOURCING

  • HR planning
  • Manpower  planning
  • Succession  planning
  • Talent management

PERFORMANCE MANAGEMENT

  • Performance appraisals
  • Performance managing the processes.

HR DEVELOPMENT

  • Org. learning
  • Training
  • Education
  • Development
  • Training  evaluation
  • E-learning
  • Management  development
  • Career planning /development.

REWARD MANAGEMENT

  • Job  evaluation
  • Managing  reward  process
  • Administration  of  rewards
  • Benefits

EMPLOYEE RELATIONS

  • Organization  communications
  • Employee communications.
  • Staff  amenities

HEALTH AND SAFETY.

  • OHS

 

 

 

 

 

 

 

 

HUMAN RESOURCE INFORMATION SYSTEM.
STAGE 7

REVIEW THE  HRM  SYSTEMS , MAKE A  NOTE OF  WHAT  YOU  THINK  ARE  IMPORTANT FOR  THE COMPANY  AND  THE  PRIORITY  ONES.

HR SYSTEMS

  • HR  strategic planning system
  • Human resource planning  system
  • Manpower  planning system
  • Job profiling system
  • Recruitment  &selection system
  • Performance appraisal  system
  • Performance management system
  • People development  systems
  • Career  planning  and  development  system
  • Succession  planning  system
  • Job enrichment  system
  • Compensation  planning and packaging system

THIS is just a common list.

AFTER   STAGE 1,2,3,4,5,6,7 MAKE A REPORT

  • What  is  the  current situation
  • What kind of  HR DEPARTMENT is required.
  • What you  think  are  your priorities
  • What  is  your  action plan
  • What is time schedule.

MAKE A TEMPORARY HR DEPARTMENT

  • ONE   HR MANAGER  [YOURSELF]
  • ONE  TRAINING MANAGER
  • ONE  SALARY ADMINISTRATION  MANAGER
  • ONE RECRUITMENT /SELECTION  MANAGER

 

 

 

DISCUSS THIS WITH THE SENIOR MANAGEMENT, SEEK THEIR APPROVAL/ BLESSINGS /SUPPORT

  • TO IMPLEMENT YOUR PLAN.
  • To win confidence/trust, you need to show credibility/functional knowledge level.
  • Initially, please do not rush with too many things. Take one thing at a time and do a thorough job. Everything must be done right at the first time.

 

PREPARING A HR MANUAL IS IMPORTANT. NOT ALL THAT IS LISTED HERE MAY BE NECESSARY AT FIRST.

DISCUSSING WITH SENIOR MANAGEMENT AND IDENTIFY THE PRIORITY ONES AND WORK ON THEM.

HR MANAGEMENT MANUAL

Human Resources Policies, Procedures and Forms

Table of Contents

ADMINISTRATION

ADM.101      Personnel Records Activities
1.0               Employee Information
2.0               HR Personnel Records
3.0               Contents of Personnel Files
4.0               Employee’s Personnel Records Review
5.0               Management Review of Personnel Files
6.0               Company Release Of Employee Information
7.0               Record Retention and Long-Term Storage
8.0               Record Destruction

Forms
Ex1               Personnel Records Access Log
Ex2               HR Records Retention Periods

ADM.102      Form Development Activities
1.0               Form Development and Format
2.0               Authorization and Printing
3.0               Form Numbering and Placement
4.0               Forms Index and Manual

Forms
Ex1               Form Printing Request

ADM.103      Document Control Activities
1.0               Document Distribution
2.0               Document Revision
3.0               Document
4.0               Temporary Changes

Forms
Ex1     Request For Document Change (RDC)

ADM. 104      Mail & Express Services Activities
1.0               General Mail Usage
2.0               Addressing Mail
3.0               Express Mail
4.0               Overnight Packages
5.0               Additional Information Resources

Forms
Ex1               Outgoing Mail Register

ADM. 105      Telephone Answering Activities
1.0               Answering Techniques and Etiquette
2.0               Answering and Directing Calls
3.0               Taking Messages
4.0               Telephone User’s Guide

Forms
Ex1               Important Message

ADM.106      Property & Access Control Activities
1.0               Background Checks
2.0               Physical Access Controls
3.0               Key Controls
4.0               Proprietary Information Controls
5.0               Collection Of Access Controls
6.0               Visitors & Guests

Forms
Ex1               Key Issue Policy
Ex2               Visitor Log

ADM.107      Separation Activities
1.0               Resignations
2.0               Involuntary Terminations And Layoffs
3.0               Terminations For Cause
4.0               Termination Meeting
5.0               Additional Information Resources

Forms
Ex1     Exit Interview Checklist
Ex2     Exit References Authorization

ADM.108      Workplace Rules & Guidelines Activities
1.0               Alcohol And Drugs
2.0               Breaks And Lunch Time
3.0               Company Property
4.0               Grievances And Complaints
5.0               Inclement Weather
6.0               Parking
7.0               Personal Telephone Calls
8.0               Smoking
9.0               Solicitations
10.0             Suggestions
11.0             Visitors

Forms
Ex1               Suggestion Form

ADM.109      Human Resources Reports Activities
1.0               Preparation Guidelines
2.0               Occupational  Health &  Safety  Reports
3.0               Equal Opportunity  Reports
4.0               Training Plan
5.0               Hiring Status Report
6.0               Compensation Summary

Forms
EX1              Human Resource Reporting Summary
EX2              HR Hiring Status Report

ADM.110      Dress Code Activities
1.0               Dress Code
1.1               Business Attire
1.2               Business Casual Attire
1.3               Casual Attire
1.4               Uniformed Attire
1.5               Safety Attire
1.6               Formal Attire
1.7               Inappropriate Attire
1.8               Business Situations
1.9               Recreation & Parties

2.0               Dinners & Receptions
3.0               Personal Hygiene
4.0               Disciplinary Action

HIRING  PROCEDURES

HRG.101       Employee Hiring Activities
1.0               Needs Analysis
2.0               Personnel Requisition
3.0               Job Posting & Screening
4.0               Interviewing
5.0               Pre-Employment Screening & Testing
6.0               Background Investigation
7.0               Hiring And Employee Offers
8.0               Motor Vehicle And Equipment Operation
9.0               Applicant Files
10.0             Additional Information Resources

Forms
Ex1               Personnel Requisition
Ex2               Offer Letter
Ex3               Personnel Change Notice
Ex4               New Employee Hiring Checklist
Ex5               Employment Eligibility Verification .
Ex6               Employee’s Withholding Allowance Certificate.

HRG102        Job Descriptions Activities
1.0               Job Description Preparation
2.0               Format And Content
2.1               Job Title
2.2               Effective Date
2.3               Department
2.4               Summary Of Functions
2.5               Essential Duties And Responsibilities
2.6               Organizational Relationships
2.7               Qualifications
2.8               Physical Demands
2.9               Work Environment
3.0               Job Description Approval & Distribution

Forms
Ex1               Job Description Format

HRG103        Employment Applications Activities
1.0               Application For Employment
2.0               Application Information
2.1               Personal Information
2.2               Employment Interest
2.3               Education & Training
2.4               Employment History
2.5               Military Service Record
2.6               References
3.0               Compliance Information

Forms
Ex1               Employment Application
Ex2               Employment Application Supplement
HRG104        Interviewing Applicants Activities
1.0               Interviewing Objectives
2.0               Resume Examination
3.0               Telephone Interviews
4.0               E-Mail Interviews
5.0               In-Person Interviews

Forms
Ex1               Employment Interview Questions
Ex2               Interview Form

HRG105        Background Investigations Activities
1.0               Background And Hiring
2.0               Investigative Consumer Reporting
3.0               Employee Reference Checks
4.0               Motor Vehicle Record (MVR) Inquiry

Forms
Ex1               Employee Investigation Checklist
Ex2               Employee Background Authorization
Ex3               New References Authorization
Ex4               Reference Check Survey

Compensation Procedures

COM101       Payroll Activities
1.0               Payroll Records
2.0               Timesheets
3.0               Payroll Deductions
3.1               Worker’s Compensation Insurance
3.2               Social Security & Medicare
3.3               State Income Tax
3.4               Earnings Tax
3.5               Tax Withholding Payments
4.0               Payroll Adjustments
4.1               Advances
4.2               Garnishments
5.0               Paychecks
5.1               Direct Deposit
5.2               Lost Paychecks
5.3               Final Paychecks
6.0               Vacation Pay
7.0               Additional Information Resources

Forms
Ex1               Monthly Time Sheet
Ex2               Central Govt.  Tax Calendar
Ex3               Electronic Funds Transfer Authorization

COM102       Paid & Unpaid Leave Activities

1.0               Paid Time Off
2.0               Unpaid Time Off
3.0               Absence Request And Notification
4.0               Holidays
5.0               Vacation Eligibility
5.1               Vacation Schedules
5.2               Vacation Over Holidays
6.0               Additional Information Resources

Forms
Ex1               Absence Request Form

COM103       Insurance Benefits Activities
1.0               Life Insurance
2.0               Long Term Disability Insurance
3.0               Social Security
4.0               Workers’ Compensation
5.0               Wage Continuation
6.0               Unemployment Compensation
7.0               Health Insurance
8.0               Additional Information Resources

COM104       Healthcare Benefits Activities

1.0               Cost And Premiums
2.0               Eligibility
3.0               Enrollment
4.0               Coverage
5.0               Filing A Claim
6.0               Termination And Conversion Of Coverage
7.0               Additional Information Resources

Forms
Ex1               Benefits Enrollment/Change Form

COM105       Employee Retirement Income Security Activities
1.0               Plan Administration
1.1               Investment Policy Statement
1.2               Fidelity Bond
1.3               Fiduciary Liability Insurance
1.4               Employer Matching
1.5               In-Service Loans And Withdrawals
2.0               Employee Participation
3.0               Notice Procedures
3.1               Initial Notice
3.2               Annual Notices
4.0               Additional Information Resources

COM106       Consolidated Budget Reconciliation Activities
1.0               Plan Administration
2.0               Qualifying Events
3.0               Notice Procedure
4.0               Benefits Protection
6.0               Enforcement
7.0               Additional Information Resources

Development Procedures

DEV101        Development Management Activities
1.0               Development Planning
2.0               Training Effectiveness
3.0               Training Records
4.0               Training Courses
5.0               Performance Evaluations
6.0               Additional Information Resources

Forms
Ex1               Training Plan

DEV102        Training Reimbursement Activities
1.0               Eligibility
2.0               Approved Programs
3.0               Reimbursement

Forms
Ex 1              Request For Training

DEV103        Computer User & Staff Training Activities
1.0               MIS Training And Certification
2.0               MIS/LAN User Training
3.0               E-Mail Training
4.0               Software Applications

DEV104        Internet & E-Mail Acceptable Use Activities
1.0               Acceptable Use
2.0               Inappropriate Use
3.0               Internet And E-Mail Etiquette
4.0               Security
5.0               User Compliance
6.0               Additional Information Resources

Forms
Ex1               Computer And Internet Usage Policy

DEV105        Performance Appraisals Activities
1.0               Performance Appraisal Guidelines
2.0               Appraisal Preparation
3.0               Appraisal Discussion
4.0               Salary Adjustments
5.0               Appraisal Conclusion
6.0               Additional Information Resources

Forms
Ex1               Self Appraisal Form
Ex2               Performance Appraisal Form

DEV106        Employee Discipline Activities
1.0               Introduction To Misconduct
2.0               Responses To Misconduct
2.1               Verbal Warning
2.2               Written Warning
2.3               Suspension
2.4               Termination
3.0               Serious Misconduct
4.0               Very Serious Misconduct
5.0               Inexcusable Misconduct
6.0               Misconduct Investigations

Forms
Ex1               Disciplinary Notice

Compliance Procedures

CMP101        Workplace Safety Activities
1.0               Worksite Analysis
2.0               Hazard Prevention And Control
2.1               Safe Work Procedures
2.2               Protective Equipment
2.3               Fire Prevention
3.0               Hazard Communication Program
4.0               Medical Emergencies
5.0               Workplace Safety Training
6.0               Reporting And Record Keeping
7.0               Additional Information Resources

Forms
Ex1               Safety Suggestion Sheet
Ex2              Workplace Safety Self-Inspection Checklist
Ex3               Workplace Safety Action Plan
Ex4               Workplace Safety Rules
Ex5               Index of Hazardous Chemicals

Doc              Material Safety Data Sheet
Doc              Injuries and Illness Log
Doc              Summary of Injuries and Illness
Doc              Injuries and Illness Incident Report
Doc              Instructions for OSHA Forms

CMP102        People  With Disabilities Activities

1.0               Background
2.0               Who Is Covered?
3.0               Employment Issues
4.0               Public Accommodations
5.0               Enforcement Of The Act
6.0               Additional Information Resources

CMP103        Annual And Medical Leave Activities

1.0               Reasons For Taking Leave
2.0               Advance Notice And Medical Certification
3.0               Job Benefits And Protection
4.0               Unlawful Acts
5.0               Enforcement
6.0               Employer Notices
7.0               Additional Information Resources

Forms
Ex 1              Certification Of Healthcare Provider
Ex 2              Employer Response To Employee Request

CMP104        Drug Free Workplace Activities

1.0               General
2.0               Prohibitions
3.0               Authorized Use Of Prescription Medicine
4.0               Drug Awareness Program
5.0               Disciplinary Actions
6.0               Additional Information Resources

CMP105        Health Insurance Portability And Accountability Activities

1.0               Management
1.1               Privacy Standards
2.0               Medical Records Maintenance
3.0               Medical Records Access
4.0               Additional Information Resources

Forms
Ex1               HIPAA Authorization Form

CMP106        Harassment & Discrimination Activities

1.0               Unacceptable Behavior
2.0               Complaint
3.0               Corrective Measures
4.0               Enforcement
5.0               Additional Information Resources

Job Descriptions Tab

WRITING JOB DESCRIPTIONS

 

  • INTRODUCTION
  • PURPOSE
  • SCOPE

 

WRITTEN COMMUNICATION

Non-discriminatory language
Active voice
Action verbs Plain English

 

FORMAT AND CONTENT

Effective Date
Department
Summary Of Functions
Essential Duties And Responsibilities
Grouping Several Tasks Into A Single Responsibility
Responsibility Statements
Delegated Responsibilities
Organizational Relationships
Reporting Relationships
The Organization’s Environment
Qualifications
Mandatory Requirements
Key Selection Criteria
Physical Demands
Work Environment
Job Performance
Job Descriptions
Reasonable Accommodation
Accessibility

 

Employee Handbook

SECTION 1     INTRODUCTION
1.0               The Company Philosophy
1.1               The Company Mission
1.2               Equal Employment Opportunity Policy and Affirmative Action Plan
1.3               Employment-At-Will
1.4               Sexual Harassment
1.5               Safety
1.5.1            Safety Rules
1.5.2            Hazardous Wastes
1.5.3            Reporting Injuries and Accidents
1.6               Drug Free Workplace
1.6.1            Prohibitions
1.6.2            Drug Awareness Program
1.6.3            Disciplinary Actions

SECTION 2     EMPLOYMENT
2.0               Personnel Administration
2.1               HR Personnel Records
2.1.1            Contents of Personnel Files
2.1.2            Employee Information
2.1.3            Employee’s Request for Review of Personnel Records
2.1.4            Management Review of Personnel Files
2.2               Service
2.2.1            Employee Categories
2.2.2            Job Posting Procedures
2.2.3            Employment of Relatives
2.2.4            Employment of Minors
2.2.5            Promotions
2.2.6            Transfer of Employees
2.2.7            Separation of Employment
2.2.8            Work force Reductions
2.2.9            Probationary Period
2.2.10           Extra Income
2.3               Process Improvement
2.3.1            Employee-Management Forums
2.3.2            Employee Suggestion Program

SECTION 3     COMPENSATION & BENEFITS
3.0               Benefit Eligibility
3.1               Payroll Information
3.1.1            Time Records
3.1.2            Pay Periods
3.1.3            Salary Compensation for Partial Pay Period
3.1.4            Pay Rate Schedule – Hourly Paid Employees
3.1.5            Payroll Deductions
3.1.6            Overtime
3.1.7            Payroll Errors
3.1.8            Garnishment of Employee Wages
3.1.9            Authorized Check Pickup
3.1.10           Pay at Time of Separation
3.2               Attendance & Leave
3.2.1            Medical Leave Policy
3.2.2            Sick Leave Credit Limit
3.2.3            Sick Leave Policy – Usage
3.2.4            Medical, Dental and Optical Appointments
3.2.5            Exhaustion of Accumulated Sick Leave
3.2.6            Pallbearer, Funeral, Emergency Leave
3.2.7            Civic Leave or Jury Duty
3.2.8            Voting
3.2.9            Military Leave
3.2.10           Maternity Leave
3.2.11           Parental Leave
3.2.12           Leave of Absence
3.3               Insurance
3.3.1            Hospitalization and Medical Insurance
3.3.2            Continuation of Group Health Insurance
3.3.3            Life Insurance
3.3.4            Long Term Disability Insurance
3.3.5            Social Security
3.3.6            Workers’ Compensation
3.3.7            Unemployment Compensation
3.4               Savings Plan
3.5               Break Room
3.6               Employee Discounts
3.7               Educational Assistance

SECTION 4     EMPLOYEE RESPONSIBILITIES
4.1               Work Schedules
4.1.1            Working Hours
4.1.2            Salary Employees
4.1.3            Hourly Employees
4.1.4            Clean Work-Place
4.2               Legal & Ethical Conduct
4.2.1            Ethical Standards
4.2.2            Conflicts of Interest
4.2.3            Personal Conduct
4.2.4            Confidentiality
4.2.5            Bribes, Kickbacks and Illegal Payments
4.2.6            Patents and Copyrights
4.3               Misconduct
4.3.1            Serious Misconduct
4.3.2             Very Serious Misconduct
4.3.3            Inexcusable Misconduct
4.3.3            Misconduct Investigations
4.4               Transportation & Travel
4.4.1            Company Owned Vehicles
4.4.2            Personal Vehicles
4.4.3            Living Expense Allowance
4.4.4            Other Travel Expenses
4.4.5            Expense Records
4.4.6            Travel Advances
4.4.7            Expense Reimbursement – Third Party
4.4.8            Expense Policies – Violations
4.4.9            Company Credit Cards
4.5               Appearance & Belongings
4.5.1            Personal Appearance
4.5.2            Business Attire
4.5.3            Casual Attire
4.5.4            Inappropriate Attire
4.5.5            Personal Belongings
4.5.6            Alcohol and Drugs
4.5.7            Medication
4.5.8            Smoking Policy
4.6               Equipment & Facilities
4.6.1            Parking
4.6.2            Telephone Use
4.6.3            Motor Vehicle and Workplace Equipment Operation
4.6.4            Safety Equipment
4.6.5            Company Tools
4.6.6            Waste Prevention
4.6.7            Solicitation and/or Distribution
4.6.8            Security
4.6.9            Bulletin Board

EMPLOYEE HANDBOOK FORMS

a)                Acknowledgement Of Receipt And Understanding
b)                Statement Of Legal And Ethical Business Conduct
c)                Drug-Free Workplace Policy Employee Acknowledgement
d)                Job Related Accident

HR  MANUAL

  • HR MANUAL  is  the  total  guidelines  for  the  managers  in the organization  on the subject  of  HUMAN RESOURCE.
  • The real work of managing people [human resource] is the responsibility of the line managers. The  HR  department acts  as  a  coordinator / advisory  body to  the line managers, in  addition  to,  its own  administrative  work.
  • Employee handbook is a major element of the HR manual. It is part of the HR MANUAL.
  • The  copy  of   HR MANUAL  [ including  the  employee  handbook] is  given  to  the managers  only.
  • The copy of the EMPLOYEE handbook is given to the employees.
  • The TOTAL HR MANUAL development is a never ending assignment. It needs updating every six months.
  • At  the  initial  stage,  it  could take  up to  six  months at  least to  complete  the manual/ handbook  for  a  full time  person, even  if  you  employ  an outside expert.

Once you have formed the HR manual list, you should sit with your boss

  • Analyse  the  list
  • Set the  priority [ 1st. lot,  2nd. lot, 3rd. lot   etc ]
  • Discuss the  need  for  HO  material, to  uniform  the  approach
  • Discuss  the  need  for  local expert
  • Etc…

Your priorities could be

  • Personnel  records
  • Various  forms  required
  • Access  control
  • Workplace  rules
  • Employee  hiring
  • Job descriptions
  • Employment  applications
  • Interviewing  applicants
  • Payroll administration
  • Training [ induction / orientation/development]
  • Employee handbook

You/Your senior management should agree to the priority list.

NOW YOU ARE READY FOR THE HARD WORK

Click Here To Download HR Policies in New Companies

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Posted by Hrformats - July 30, 2012 at 3:44 AM

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GUIDELINES TO SET UP HR DEPARTMENT

HERE ARE SOME USEFUL GUIDELINES TO SET UP HR DEPARTMENT.

STAGE  1

Review  the  current practices / policies [if any].
Audit all HR activities that are performed [even the crude format].

HERE  ARE  THE  CORE  HR  KRAs [ Key Result Areas]

KRA 1  :        Recruitment / Selection.
KRA 2  :        Workforce Planning and Diversity.
KRA 3  :        Performance Management.
KRA 4  :        Reward Management.
KRA 5 :        Workplace Management and Relations.
KRA 6 :        A Safe and Healthy Workplace.
KRA 7 :        Building Capabilities and Organizational Learning.
KRA 8 :        Effective HR Management Systems, Support and Monitoring.

STAGE 2

  • Understand the organization.
  • Understand the organization structure.
  • Understand the organization systems.
  • Understand the organization politics/influential people.
  • Understand the organization / individual roles.
  • Understand the organization / positions.
  • Understand the individual job descriptions.
  • Understand the job / job specifications etc…

 

STAGE 3

  • Discuss the values / beliefs with senior management / CEO and the need for HR department.
  • Discuss the expectations from HR department – short / medium / long term.
  • Discuss with CEO, the organization’s corporate objectives / strategies and how HR can contribute to the corporate objectives.
  • Discuss / seek consensus on organization structure / management process.
  • Discuss the current organization culture with senior management.
  • Discuss with CEO / senior management the core activities / competences and business drivers of the organization.

TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED THESE INFORMATIONS TO START YOUR WORK ON HR DEPT.

GET   A   COPY OF CORPORATE PLAN, WHICH OUTLINES THE COMPANY’S  

  • VISION
  • MISSION
  • CORPORATE OBJECTIVES
  • CORPORATE STRATEGIES
    etc…

HR dept. is a support unit  and  hence  must  work closely with  other  depts.

STAGE   4

Even  though  there  is  currently  no  HR  department, there are a  number of  HR activities are being  carried  out now.

YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING CARRIED OUT / BY WHOM.

TO  COLLECT  AND  CONSOLIDATE THESE, YOU  NEED TO  A QUICK  HR  AUDIT  OF  THE  PRESENT  SITUATION.

AFTER  you  gather  all  the  information  and summarized, you  should  sit  down  with your  boss [CEO]  and discuss and  prioritize  the  items, as  follows:

  • URGENT / IMPORTANT
  • URGENT/ NOT IMPORTANT
  • NOT URGENT/ IMPORTANT
  • NOT URGENT / NOT IMPORTANT, BUT NEEDED DOWN THE LINE.

STAGE 5

Please   REVIEW   the HR MANUAL, as listed below.
Pick  points out  of  it ,  as  per  your  need,  based  on  your discussion /  audit  results.

You may want to start up with

  • HR DEPARTMENT OBJECTIVES.
  • HR DEPARTMENT STRATEGIES.
  • Draft on Recruitment / Selection Procedure / PROCESS.
  • Draft on organization structure.
  • Draft on job analysis / job descriptions / job specifications / competencies.
  • Draft on payroll / compensation / administration.
  • Appointment /Confirmation / Termination / Resignation / PROCEDURES / PROCESS.
  • Induction program
  • Orientation  program
  • Employee  communications
  • Training & development of the employees
  • Performance Appraisals / management

Once you have the  preliminary  draft ready, you  can  start  with your EMPLOYEE HANDBOOK [LIST PROVIDED BELOW]

STAGE 6

REVIEW THE  HRM  PROCESSES, MAKE A  NOTE OF  WHAT  YOU  THINK  ARE  IMPORTANT FOR  THE COMPANY  AND  THE  PRIORITY  ONES.

HRM PROCESSES

  • HR  AUDITING
  • HR  BUDGETING
  • Strategic  HRM  Planning
  • HR Strategies and Policies.
  • HR  and change management.
  • Competency-based HR
  • Knowledge management

JOB DEVELOPMENT

  • Job analysis
  • Job Role
  • Job Description.
  • Job specifications
  • Job enrichment
  • Job  rotation

RECRUITMENT/SELECTION

  • Recruitment
  • Selection
  • Induction
  • Orientation

ORGANIZATIONAL BEHAVIOR PROGRAMS

  • Employee  engagement
  • Motivation
  • Organization  culture
  • Organization  development

ORGANIZATION

  • Org. designing
  • Org. structuring
  • Org. development
  • Job / role  structuring

HUMAN RESOURCING

  • HR planning
  • Manpower  planning
  • Succession  planning
  • Talent management

PERFORMANCE MANAGEMENT

  • Performance appraisals
  • Performance managing the processes.

HR DEVELOPMENT

  • Org. learning
  • Training
  • Education
  • Development
  • Training  evaluation
  • E-learning
  • Management  development
  • Career planning /development.

REWARD MANAGEMENT

  • Job  evaluation
  • Managing  reward  process
  • Administration  of  rewards
  • Benefits

EMPLOYEE RELATIONS

  • Organization  communications
  • Employee communications.
  • Staff  amenities

HEALTH AND SAFETY.

  • OHS

 

 

 

 

 

 

 

 

HUMAN RESOURCE INFORMATION SYSTEM.
STAGE 7

REVIEW THE  HRM  SYSTEMS , MAKE A  NOTE OF  WHAT  YOU  THINK  ARE  IMPORTANT FOR  THE COMPANY  AND  THE  PRIORITY  ONES.

HR SYSTEMS

  • HR  strategic planning system
  • Human resource planning  system
  • Manpower  planning system
  • Job profiling system
  • Recruitment  &selection system
  • Performance appraisal  system
  • Performance management system
  • People development  systems
  • Career  planning  and  development  system
  • Succession  planning  system
  • Job enrichment  system
  • Compensation  planning and packaging system

THIS is just a common list.

AFTER   STAGE 1,2,3,4,5,6,7 MAKE A REPORT

  • What  is  the  current situation
  • What kind of  HR DEPARTMENT is required.
  • What you  think  are  your priorities
  • What  is  your  action plan
  • What is time schedule.

MAKE A TEMPORARY HR DEPARTMENT

  • ONE   HR MANAGER  [YOURSELF]
  • ONE  TRAINING MANAGER
  • ONE  SALARY ADMINISTRATION  MANAGER
  • ONE RECRUITMENT /SELECTION  MANAGER

 

 

 

DISCUSS THIS WITH THE SENIOR MANAGEMENT, SEEK THEIR APPROVAL/ BLESSINGS /SUPPORT

  • TO IMPLEMENT YOUR PLAN.
  • To win confidence/trust, you need to show credibility/functional knowledge level.
  • Initially, please do not rush with too many things. Take one thing at a time and do a thorough job. Everything must be done right at the first time.

 

PREPARING A HR MANUAL IS IMPORTANT. NOT ALL THAT IS LISTED HERE MAY BE NECESSARY AT FIRST.

DISCUSSING WITH SENIOR MANAGEMENT AND IDENTIFY THE PRIORITY ONES AND WORK ON THEM.

HR MANAGEMENT MANUAL

Human Resources Policies, Procedures and Forms

Table of Contents

ADMINISTRATION

ADM.101      Personnel Records Activities
1.0               Employee Information
2.0               HR Personnel Records
3.0               Contents of Personnel Files
4.0               Employee’s Personnel Records Review
5.0               Management Review of Personnel Files
6.0               Company Release Of Employee Information
7.0               Record Retention and Long-Term Storage
8.0               Record Destruction

Forms
Ex1               Personnel Records Access Log
Ex2               HR Records Retention Periods

ADM.102      Form Development Activities
1.0               Form Development and Format
2.0               Authorization and Printing
3.0               Form Numbering and Placement
4.0               Forms Index and Manual

Forms
Ex1               Form Printing Request

ADM.103      Document Control Activities
1.0               Document Distribution
2.0               Document Revision
3.0               Document
4.0               Temporary Changes

Forms
Ex1     Request For Document Change (RDC)

ADM. 104      Mail & Express Services Activities
1.0               General Mail Usage
2.0               Addressing Mail
3.0               Express Mail
4.0               Overnight Packages
5.0               Additional Information Resources

Forms
Ex1               Outgoing Mail Register

ADM. 105      Telephone Answering Activities
1.0               Answering Techniques and Etiquette
2.0               Answering and Directing Calls
3.0               Taking Messages
4.0               Telephone User’s Guide

Forms
Ex1               Important Message

ADM.106      Property & Access Control Activities
1.0               Background Checks
2.0               Physical Access Controls
3.0               Key Controls
4.0               Proprietary Information Controls
5.0               Collection Of Access Controls
6.0               Visitors & Guests

Forms
Ex1               Key Issue Policy
Ex2               Visitor Log

ADM.107      Separation Activities
1.0               Resignations
2.0               Involuntary Terminations And Layoffs
3.0               Terminations For Cause
4.0               Termination Meeting
5.0               Additional Information Resources

Forms
Ex1     Exit Interview Checklist
Ex2     Exit References Authorization

ADM.108      Workplace Rules & Guidelines Activities
1.0               Alcohol And Drugs
2.0               Breaks And Lunch Time
3.0               Company Property
4.0               Grievances And Complaints
5.0               Inclement Weather
6.0               Parking
7.0               Personal Telephone Calls
8.0               Smoking
9.0               Solicitations
10.0             Suggestions
11.0             Visitors

Forms
Ex1               Suggestion Form

ADM.109      Human Resources Reports Activities
1.0               Preparation Guidelines
2.0               Occupational  Health &  Safety  Reports
3.0               Equal Opportunity  Reports
4.0               Training Plan
5.0               Hiring Status Report
6.0               Compensation Summary

Forms
EX1              Human Resource Reporting Summary
EX2              HR Hiring Status Report

ADM.110      Dress Code Activities
1.0               Dress Code
1.1               Business Attire
1.2               Business Casual Attire
1.3               Casual Attire
1.4               Uniformed Attire
1.5               Safety Attire
1.6               Formal Attire
1.7               Inappropriate Attire
1.8               Business Situations
1.9               Recreation & Parties

2.0               Dinners & Receptions
3.0               Personal Hygiene
4.0               Disciplinary Action

HIRING  PROCEDURES

HRG.101       Employee Hiring Activities
1.0               Needs Analysis
2.0               Personnel Requisition
3.0               Job Posting & Screening
4.0               Interviewing
5.0               Pre-Employment Screening & Testing
6.0               Background Investigation
7.0               Hiring And Employee Offers
8.0               Motor Vehicle And Equipment Operation
9.0               Applicant Files
10.0             Additional Information Resources

Forms
Ex1               Personnel Requisition
Ex2               Offer Letter
Ex3               Personnel Change Notice
Ex4               New Employee Hiring Checklist
Ex5               Employment Eligibility Verification .
Ex6               Employee’s Withholding Allowance Certificate.

HRG102        Job Descriptions Activities
1.0               Job Description Preparation
2.0               Format And Content
2.1               Job Title
2.2               Effective Date
2.3               Department
2.4               Summary Of Functions
2.5               Essential Duties And Responsibilities
2.6               Organizational Relationships
2.7               Qualifications
2.8               Physical Demands
2.9               Work Environment
3.0               Job Description Approval & Distribution

Forms
Ex1               Job Description Format

HRG103        Employment Applications Activities
1.0               Application For Employment
2.0               Application Information
2.1               Personal Information
2.2               Employment Interest
2.3               Education & Training
2.4               Employment History
2.5               Military Service Record
2.6               References
3.0               Compliance Information

Forms
Ex1               Employment Application
Ex2               Employment Application Supplement
HRG104        Interviewing Applicants Activities
1.0               Interviewing Objectives
2.0               Resume Examination
3.0               Telephone Interviews
4.0               E-Mail Interviews
5.0               In-Person Interviews

Forms
Ex1               Employment Interview Questions
Ex2               Interview Form

HRG105        Background Investigations Activities
1.0               Background And Hiring
2.0               Investigative Consumer Reporting
3.0               Employee Reference Checks
4.0               Motor Vehicle Record (MVR) Inquiry

Forms
Ex1               Employee Investigation Checklist
Ex2               Employee Background Authorization
Ex3               New References Authorization
Ex4               Reference Check Survey

Compensation Procedures

COM101       Payroll Activities
1.0               Payroll Records
2.0               Timesheets
3.0               Payroll Deductions
3.1               Worker’s Compensation Insurance
3.2               Social Security & Medicare
3.3               State Income Tax
3.4               Earnings Tax
3.5               Tax Withholding Payments
4.0               Payroll Adjustments
4.1               Advances
4.2               Garnishments
5.0               Paychecks
5.1               Direct Deposit
5.2               Lost Paychecks
5.3               Final Paychecks
6.0               Vacation Pay
7.0               Additional Information Resources

Forms
Ex1               Monthly Time Sheet
Ex2               Central Govt.  Tax Calendar
Ex3               Electronic Funds Transfer Authorization

COM102       Paid & Unpaid Leave Activities

1.0               Paid Time Off
2.0               Unpaid Time Off
3.0               Absence Request And Notification
4.0               Holidays
5.0               Vacation Eligibility
5.1               Vacation Schedules
5.2               Vacation Over Holidays
6.0               Additional Information Resources

Forms
Ex1               Absence Request Form

COM103       Insurance Benefits Activities
1.0               Life Insurance
2.0               Long Term Disability Insurance
3.0               Social Security
4.0               Workers’ Compensation
5.0               Wage Continuation
6.0               Unemployment Compensation
7.0               Health Insurance
8.0               Additional Information Resources

COM104       Healthcare Benefits Activities

1.0               Cost And Premiums
2.0               Eligibility
3.0               Enrollment
4.0               Coverage
5.0               Filing A Claim
6.0               Termination And Conversion Of Coverage
7.0               Additional Information Resources

Forms
Ex1               Benefits Enrollment/Change Form

COM105       Employee Retirement Income Security Activities
1.0               Plan Administration
1.1               Investment Policy Statement
1.2               Fidelity Bond
1.3               Fiduciary Liability Insurance
1.4               Employer Matching
1.5               In-Service Loans And Withdrawals
2.0               Employee Participation
3.0               Notice Procedures
3.1               Initial Notice
3.2               Annual Notices
4.0               Additional Information Resources

COM106       Consolidated Budget Reconciliation Activities
1.0               Plan Administration
2.0               Qualifying Events
3.0               Notice Procedure
4.0               Benefits Protection
6.0               Enforcement
7.0               Additional Information Resources

Development Procedures

DEV101        Development Management Activities
1.0               Development Planning
2.0               Training Effectiveness
3.0               Training Records
4.0               Training Courses
5.0               Performance Evaluations
6.0               Additional Information Resources

Forms
Ex1               Training Plan

DEV102        Training Reimbursement Activities
1.0               Eligibility
2.0               Approved Programs
3.0               Reimbursement

Forms
Ex 1              Request For Training

DEV103        Computer User & Staff Training Activities
1.0               MIS Training And Certification
2.0               MIS/LAN User Training
3.0               E-Mail Training
4.0               Software Applications

DEV104        Internet & E-Mail Acceptable Use Activities
1.0               Acceptable Use
2.0               Inappropriate Use
3.0               Internet And E-Mail Etiquette
4.0               Security
5.0               User Compliance
6.0               Additional Information Resources

Forms
Ex1               Computer And Internet Usage Policy

DEV105        Performance Appraisals Activities
1.0               Performance Appraisal Guidelines
2.0               Appraisal Preparation
3.0               Appraisal Discussion
4.0               Salary Adjustments
5.0               Appraisal Conclusion
6.0               Additional Information Resources

Forms
Ex1               Self Appraisal Form
Ex2               Performance Appraisal Form

DEV106        Employee Discipline Activities
1.0               Introduction To Misconduct
2.0               Responses To Misconduct
2.1               Verbal Warning
2.2               Written Warning
2.3               Suspension
2.4               Termination
3.0               Serious Misconduct
4.0               Very Serious Misconduct
5.0               Inexcusable Misconduct
6.0               Misconduct Investigations

Forms
Ex1               Disciplinary Notice

Compliance Procedures

CMP101        Workplace Safety Activities
1.0               Worksite Analysis
2.0               Hazard Prevention And Control
2.1               Safe Work Procedures
2.2               Protective Equipment
2.3               Fire Prevention
3.0               Hazard Communication Program
4.0               Medical Emergencies
5.0               Workplace Safety Training
6.0               Reporting And Record Keeping
7.0               Additional Information Resources

Forms
Ex1               Safety Suggestion Sheet
Ex2              Workplace Safety Self-Inspection Checklist
Ex3               Workplace Safety Action Plan
Ex4               Workplace Safety Rules
Ex5               Index of Hazardous Chemicals

Doc              Material Safety Data Sheet
Doc              Injuries and Illness Log
Doc              Summary of Injuries and Illness
Doc              Injuries and Illness Incident Report
Doc              Instructions for OSHA Forms

CMP102        People  With Disabilities Activities

1.0               Background
2.0               Who Is Covered?
3.0               Employment Issues
4.0               Public Accommodations
5.0               Enforcement Of The Act
6.0               Additional Information Resources

CMP103        Annual And Medical Leave Activities

1.0               Reasons For Taking Leave
2.0               Advance Notice And Medical Certification
3.0               Job Benefits And Protection
4.0               Unlawful Acts
5.0               Enforcement
6.0               Employer Notices
7.0               Additional Information Resources

Forms
Ex 1              Certification Of Healthcare Provider
Ex 2              Employer Response To Employee Request

CMP104        Drug Free Workplace Activities

1.0               General
2.0               Prohibitions
3.0               Authorized Use Of Prescription Medicine
4.0               Drug Awareness Program
5.0               Disciplinary Actions
6.0               Additional Information Resources

CMP105        Health Insurance Portability And Accountability Activities

1.0               Management
1.1               Privacy Standards
2.0               Medical Records Maintenance
3.0               Medical Records Access
4.0               Additional Information Resources

Forms
Ex1               HIPAA Authorization Form

CMP106        Harassment & Discrimination Activities

1.0               Unacceptable Behavior
2.0               Complaint
3.0               Corrective Measures
4.0               Enforcement
5.0               Additional Information Resources

Job Descriptions Tab

WRITING JOB DESCRIPTIONS

 

  • INTRODUCTION
  • PURPOSE
  • SCOPE

 

WRITTEN COMMUNICATION

Non-discriminatory language
Active voice
Action verbs Plain English

 

FORMAT AND CONTENT

Effective Date
Department
Summary Of Functions
Essential Duties And Responsibilities
Grouping Several Tasks Into A Single Responsibility
Responsibility Statements
Delegated Responsibilities
Organizational Relationships
Reporting Relationships
The Organization’s Environment
Qualifications
Mandatory Requirements
Key Selection Criteria
Physical Demands
Work Environment
Job Performance
Job Descriptions
Reasonable Accommodation
Accessibility

 

Employee Handbook

SECTION 1     INTRODUCTION
1.0               The Company Philosophy
1.1               The Company Mission
1.2               Equal Employment Opportunity Policy and Affirmative Action Plan
1.3               Employment-At-Will
1.4               Sexual Harassment
1.5               Safety
1.5.1            Safety Rules
1.5.2            Hazardous Wastes
1.5.3            Reporting Injuries and Accidents
1.6               Drug Free Workplace
1.6.1            Prohibitions
1.6.2            Drug Awareness Program
1.6.3            Disciplinary Actions

SECTION 2     EMPLOYMENT
2.0               Personnel Administration
2.1               HR Personnel Records
2.1.1            Contents of Personnel Files
2.1.2            Employee Information
2.1.3            Employee’s Request for Review of Personnel Records
2.1.4            Management Review of Personnel Files
2.2               Service
2.2.1            Employee Categories
2.2.2            Job Posting Procedures
2.2.3            Employment of Relatives
2.2.4            Employment of Minors
2.2.5            Promotions
2.2.6            Transfer of Employees
2.2.7            Separation of Employment
2.2.8            Work force Reductions
2.2.9            Probationary Period
2.2.10           Extra Income
2.3               Process Improvement
2.3.1            Employee-Management Forums
2.3.2            Employee Suggestion Program

SECTION 3     COMPENSATION & BENEFITS
3.0               Benefit Eligibility
3.1               Payroll Information
3.1.1            Time Records
3.1.2            Pay Periods
3.1.3            Salary Compensation for Partial Pay Period
3.1.4            Pay Rate Schedule – Hourly Paid Employees
3.1.5            Payroll Deductions
3.1.6            Overtime
3.1.7            Payroll Errors
3.1.8            Garnishment of Employee Wages
3.1.9            Authorized Check Pickup
3.1.10           Pay at Time of Separation
3.2               Attendance & Leave
3.2.1            Medical Leave Policy
3.2.2            Sick Leave Credit Limit
3.2.3            Sick Leave Policy – Usage
3.2.4            Medical, Dental and Optical Appointments
3.2.5            Exhaustion of Accumulated Sick Leave
3.2.6            Pallbearer, Funeral, Emergency Leave
3.2.7            Civic Leave or Jury Duty
3.2.8            Voting
3.2.9            Military Leave
3.2.10           Maternity Leave
3.2.11           Parental Leave
3.2.12           Leave of Absence
3.3               Insurance
3.3.1            Hospitalization and Medical Insurance
3.3.2            Continuation of Group Health Insurance
3.3.3            Life Insurance
3.3.4            Long Term Disability Insurance
3.3.5            Social Security
3.3.6            Workers’ Compensation
3.3.7            Unemployment Compensation
3.4               Savings Plan
3.5               Break Room
3.6               Employee Discounts
3.7               Educational Assistance

SECTION 4     EMPLOYEE RESPONSIBILITIES
4.1               Work Schedules
4.1.1            Working Hours
4.1.2            Salary Employees
4.1.3            Hourly Employees
4.1.4            Clean Work-Place
4.2               Legal & Ethical Conduct
4.2.1            Ethical Standards
4.2.2            Conflicts of Interest
4.2.3            Personal Conduct
4.2.4            Confidentiality
4.2.5            Bribes, Kickbacks and Illegal Payments
4.2.6            Patents and Copyrights
4.3               Misconduct
4.3.1            Serious Misconduct
4.3.2            Very Serious Misconduct
4.3.3            Inexcusable Misconduct
4.3.3            Misconduct Investigations
4.4               Transportation & Travel
4.4.1            Company Owned Vehicles
4.4.2            Personal Vehicles
4.4.3            Living Expense Allowance
4.4.4            Other Travel Expenses
4.4.5            Expense Records
4.4.6            Travel Advances
4.4.7            Expense Reimbursement – Third Party
4.4.8            Expense Policies – Violations
4.4.9            Company Credit Cards
4.5               Appearance & Belongings
4.5.1            Personal Appearance
4.5.2            Business Attire
4.5.3             Casual Attire
4.5.4            Inappropriate Attire
4.5.5            Personal Belongings
4.5.6            Alcohol and Drugs
4.5.7            Medication
4.5.8            Smoking Policy
4.6               Equipment & Facilities
4.6.1            Parking
4.6.2            Telephone Use
4.6.3            Motor Vehicle and Workplace Equipment Operation
4.6.4            Safety Equipment
4.6.5            Company Tools
4.6.6            Waste Prevention
4.6.7            Solicitation and/or Distribution
4.6.8            Security
4.6.9            Bulletin Board

EMPLOYEE HANDBOOK FORMS

a)                Acknowledgement Of Receipt And Understanding
b)                Statement Of Legal And Ethical Business Conduct
c)                Drug-Free Workplace Policy Employee Acknowledgement
d)                Job Related Accident

HR  MANUAL

  • HR MANUAL  is  the  total  guidelines  for  the  managers  in the organization  on the subject  of  HUMAN RESOURCE.
  • The real work of managing people [human resource] is the responsibility of the line managers. The  HR  department acts  as  a  coordinator / advisory  body to  the line managers, in  addition  to,  its own  administrative  work.
  • Employee handbook is a major element of the HR manual. It is part of the HR MANUAL.
  • The  copy  of   HR MANUAL  [ including  the  employee  handbook] is  given  to  the managers  only.
  • The copy of the EMPLOYEE handbook is given to the employees.
  • The TOTAL HR MANUAL development is a never ending assignment. It needs updating every six months.
  • At  the  initial  stage,  it  could take  up to  six  months at  least to  complete  the manual/ handbook  for  a  full time  person, even  if  you  employ  an outside expert.

Once you have formed the HR manual list, you should sit with your boss

  • Analyse  the  list
  • Set the  priority [ 1st. lot,  2nd. lot, 3rd. lot   etc ]
  • Discuss the  need  for  HO  material, to  uniform  the  approach
  • Discuss  the  need  for  local expert
  • Etc…

Your priorities could be

  • Personnel  records
  • Various  forms  required
  • Access  control
  • Workplace  rules
  • Employee  hiring
  • Job descriptions
  • Employment  applications
  • Interviewing  applicants
  • Payroll administration
  • Training [ induction / orientation/development]
  • Employee handbook

You/Your senior management should agree to the priority list.

NOW YOU ARE READY FOR THE HARD WORK

Click Here To Download Hr Manual

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Posted by Hrformats - June 16, 2012 at 5:09 AM

Categories: HR   Tags: ,

Employee Documents Joining to Leaving

Attached please find complete list of documents required at the time new joiner to reliving of employee. These documents might be differ according to company policies.

 

Employee Documents

(Joining to Leaving)

 

Employee File Contain(at the time of joining):-

1.      Personal Information form

2.      Copy Of updated CV

3.      copy of offer letter

4.      copy of appointment letter

5.      welcome letter

6.      Confirmation Letter

7.      interview assessment sheet

8.      Education certificate (SSC, HSC/ Diploma, Degree)

9.      experience certificate

10.  Salary certificate

11.  Employee joining report

12.  PAN Number Copy

13.  Passport Copy (if Any)

14.   Physical Fitness Certificate

15.   Photo Id proof

16.  Salary Slip of current employment

17.  PF Forms

18.  ESI form

19.  Employee Superannuation Form

20.  Employee Group Gratuity Form

21.  Group Medical Insurance Policy Proposal Form for Employees

22.  Life Insurance Beneficiary Form

23.  Form 12B – Form for furnishing details of income under section 192(2) {Salary Declaration}

24.  Code of Conduct for Prevention of Insider Trading

25.  Declaration/ Undertaking

26.  Declaration of Dependents

27.  Photographs

28.  Copy of employee ID card ( ID number )

29.  Detail of family members

30.  Nominee detail ( for PF,ESI, Gratuity etc amount )

31.  Mail Communication print outs

32.  Copy of Employee Agreement/Employment letter

33.  Declaration to be bound by staff rules

34.  Declaration of fidelity and secrecy

35.  Salary Slips of last three months from previous employer

36.  Reliving / Resignation Letter

37.  Contact Details incase of emergency

38.  Employment Application along with attested photograph

39.  Form I-9 ( Employee eligibility verification )

 

 

 

 

Documents given to the employee once they have joined the organization (not attached in the employee file) :-

1.      The company’s vision & mission statement

2.      The Policy manual

3.      Their Job profile

4.       HR manual containing some general policies regarding leave, reimbursement rules

5.      A Directory or Sheet containing imp. Telephone nos. & ext. nos.

6.      Organizational Structure

7.      HR Policies

8.      List of special welfare policies

9.      Employee events planned for the quarter

10.  Office layout to cafeteria & restrooms and other important areas.

11.  Company’s Do’s and Dont’s

12.  Their Annual Action Plan -to be submitted back after a month –LPG

13.  Copy of all the Code of Conduct Forms.

14.  List of Holidays

 

Documents to be maintained during the cycle of employment ( Keep updating Documents time  to time ) :-

  1. Appraisal Forms
  2. Performance Related Pay / Bonus Letter
  3. Promotion Letter
  4. Copy of any certificate/degree  get after joining an organization
  5. Attested copy of any change in address, contact detail etc
  6. Record of Leave
  7. Attendance record
  8. List of project/task performing
  9. Maternity Detail
  10. Any up gradation either from employee or employer side
  11. Check list ( should be filled during first 2 weeks and then after  3 months)

 

 

 

Documents to be required at  time of reliving :-

1.      Noticed period (15/30 days)

2.      Clearance Certificate (no dues certificate )

3.      Exit interview Form

4.      Reliving & Experience letter

5.      Retirement detail

6.      List of Forms :-

a.     Transfer of PF ( Form 13 )

b.     Refund of PF ( Form 19 )

c.     Refund of Pension ( Form 10C )

d.     Monthly Pension ( Form 10D )

e.     Claim for Gratuity ( Form I )

7.      Superannuation ( Transfer of employee’s fund, claim for pension

8.      In case death  HR concerned will be claimed to following forms duly filed by legal heirs :

a.     Provident fund

b.     Employee Pension Scheme

c.     Gratuity

d.     Superannuation

e.     EDLI

f.        Group Term Insurance

g.     Group Term Insurance under GIGS

 

 

Note :- above mentioned documents/forms might be differ according  to company policies.

 

Click Here To Download Employee Documents Joining to Leaving

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Posted by Hrformats - June 16, 2012 at 5:06 AM

Categories: HR   Tags: , , , ,

Sample Human Resource Manual & Employee Handbook

I have attached Sample Human Resource Manual & Employee Handbook.

 

1.HR MANUAL

IS A GUIDELINE FOR LINE MANAGERS HOW TO MANAGE THEIR
HUMAN RESOURCES.
———————————————
2. EMPLOYEE HANDBOOK IS A GUIDELINE FOR STAFF –WHAT /HOW

TO MANAGE THEIR RESPONSIBILITIES.
—————————————————————– —–
3. POLICIES ARE GUIDELINES WRITTEN IN THE MANUAL.
—————————————————————– ———
EMPLOYEE HANDBOOK IS AN INTEGRAL PART OF HR MANUAL.

============================================
I AM OUTLINING HEREBELOW, WHAT GOES INTO HR MANUAL
AND EMPLOYEE HANDBOOK.

HR MANAGEMENT MANUAL

Human Resources Policies, Procedures and Forms

Table of Contents

ADMINISTRATION

ADM.101 Personnel Records
Activities
1.0 Employee Information
2.0 HR Personnel Records
3.0 Contents of Personnel Files
4.0 Employee’s Personnel Records Review
5.0 Management Review of Personnel Files
6.0 Company Release Of Employee Information
7.0 Record Retention and Long-Term Storage
8.0 Record Destruction

Forms
Ex1 Personnel Records Access Log
Ex2 HR Records Retention Periods
—————————————————————– ——————————–

ADM.102 Form Development
Activities
1.0 Form Development and Format
2.0 Authorization and Printing
3.0 Form Numbering and Placement
4.0 Forms Index and Manual
Forms
Ex1 Form Printing Request

—————————————————————– ——————————-
ADM.103 Document Control
Activities
1.0 Document Distribution
2.0 Document Revision
3.0 Document
4.0 Temporary Changes
Forms
103 Ex1 Request For Document Change (RDC)
—————————————————————– ——————————–
ADM. 104 Mail & Express Services
Activities
1.0 General Mail Usage
2.0 Addressing Mail
3.0 Express Mail
4.0 Overnight Packages
5.0 Additional Information Resources
Forms
104 Ex1 Outgoing Mail Register

—————————————————————– —————————–
ADM. 105 Telephone Answering
Activities
1.0 Answering Techniques and Etiquette
2.0 Answering and Directing Calls
3.0 Taking Messages
4.0 Telephone User’s Guide
Forms
105 Ex1 Important Message

—————————————————————– ————————–
ADM.106 Property & Access Control
Activities
1.0 Background Checks
2.0 Physical Access Controls
3.0 Key Controls
4.0 Proprietary Information Controls
5.0 Collection Of Access Controls
6.0 Visitors & Guests

Forms
ADM106 Ex1 Key Issue Policy
ADM106 Ex2 Visitor Log

—————————————————————– —————————
ADM.107 Separation
Activities
1.0 Resignations
2.0 Involuntary Terminations And Layoffs
3.0 Terminations For Cause
4.0 Termination Meeting
5.0 Additional Information Resources

Forms
107 Ex1 Exit Interview Checklist
107 Ex2 Exit References Authorization

—————————————————————– ————————–
ADM.108 Workplace Rules & Guidelines
Activities
1.0 Alcohol And Drugs
2.0 Breaks And Lunch Time
3.0 Company Property
4.0 Grievances And Complaints
5.0 Inclement Weather
6.0 Parking
7.0 Personal Telephone Calls
8.0 Smoking
9.0 Solicitations
10.0 Suggestions
11.0 Visitors

Forms
108 Ex1 Suggestion Form

—————————————————————– ——————————-
ADM.109 Human Resources Reports
Activities
1.0 Preparation Guidelines
2.0 Occupational Health & Safety Reports
3.0 Equal Opportunity Reports
4.0 Training Plan
5.0 Hiring Status Report
6.0 Compensation Summary

Forms
109 EX1 Human Resource Reporting Summary
109 EX2 HR Hiring Status Report

—————————————————————– —————————–
ADM.110 Dress Code
Activities
1.0 Dress Code
1.1 Business Attire
1.2 Business Casual Attire
1.3 Casual Attire
1.4 Uniformed Attire
1.5 Safety Attire
1.6 Formal Attire
1.7 Inappropriate Attire
1.8 Business Situations
1.9 Recreation & Parties
2.0 Dinners & Receptions

3.0 Personal Hygiene

4.0 Disciplinary Action
—————————————————————– ——————————–
HIRING PROCEDURES

HRG.101 Employee Hiring
Activities
1.0 Needs Analysis
2.0 Personnel Requisition
3.0 Job Posting & Screening
4.0 Interviewing
5.0 Pre-Employment Screening & Testing
6.0 Background Investigation
7.0 Hiring And Employee Offers
8.0 Motor Vehicle And Equipment Operation
9.0 Applicant Files
10.0 Additional Information Resources

Forms
HRG101 Ex1 Personnel Requisition
HRG101 Ex2 Offer Letter
HRG101 Ex3 Personnel Change Notice
HRG101 Ex4 New Employee Hiring Checklist
HRG101 Employment Eligibility Verification .
HRG101 Employee’s Withholding Allowance Certificate.
—————————————————————– —————————–

HRG102 Job Descriptions
Activities
1.0 Job Description Preparation
2.0 Format And Content
2.1 Job Title
2.2 Effective Date
2.3 Department
2.4 Summary Of Functions
2.5 Essential Duties And Responsibilities
2.6 Organizational Relationships
2.7 Qualifications
2.8 Physical Demands
2.9 Work Environment
3.0 Job Description Approval & Distribution

Forms
HRG102 Ex1 Job Description Format
—————————————————————– —————————-

HRG103 Employment Applications
Activities
1.0 Application For Employment
2.0 Application Information
2.1 Personal Information
2.2 Employment Interest
2.3 Education & Training
2.4 Employment History
2.5 Military Service Record
2.6 References
3.0 Compliance Information

Forms
HRG103 Ex1 Employment Application
HRG103 Ex2 Employment Application Supplement

—————————————————————– —————————–
HRG104 Interviewing Applicants
Activities

1.0 Interviewing Objectives
2.0 Resume Examination
3.0 Telephone Interviews
4.0 E-Mail Interviews
5.0 In-Person Interviews

Forms
HRG104 Ex1 Employment Interview Questions
HRG104 Ex2 Interview Form

—————————————————————– ————————–
HRG105 Background Investigations
Activities
1.0 Background And Hiring
2.0 Investigative Consumer Reporting
3.0 Employee Reference Checks
4.0 Motor Vehicle Record (MVR) Inquiry

Forms
HRG105 Ex1 Employee Investigation Checklist
HRG105 Ex2 Employee Background Authorization
HRG105 Ex3 New References Authorization
HRG105 Ex4 Reference Check Survey
—————————————————————– —————————
Compensation Procedures

COM101 Payroll
Activities
1.0 Payroll Records
2.0 Timesheets
3.0 Payroll Deductions
3.1 Worker’s Compensation Insurance
3.2 Social Security & Medicare
3.3 State Income Tax
3.4 Earnings Tax
3.5 Tax Withholding Payments
4.0 Payroll Adjustments
4.1 Advances
4.2 Garnishments
5.0 Paychecks
5.1 Direct Deposit
5.2 Lost Paychecks
5.3 Final Paychecks
6.0 Vacation Pay
7.0 Additional Information Resources

Forms
COM101 Ex1 Monthly Time Sheet
COM101 Ex2 Central Govt. Tax Calendar
COM101 Ex3 Electronic Funds Transfer Authorization

—————————————————————– ————————
COM102 Paid & Unpaid Leave
Activities

1.0 Paid Time Off
2.0 Unpaid Time Off
3.0 Absence Request And Notification
4.0 Holidays
5.0 Vacation Eligibility
5.1 Vacation Schedules
5.2 Vacation Over Holidays
6.0 Additional Information Resources

Forms
COM102 Ex1 Absence Request Form
—————————————————————– ————————
COM103 Insurance Benefits
Activities
1.0 Life Insurance
2.0 Long Term Disability Insurance
3.0 Social Security
4.0 Workers’ Compensation
5.0 Wage Continuation
6.0 Unemployment Compensation
7.0 Health Insurance
8.0 Additional Information Resources

—————————————————————– ———————–
COM104 Healthcare Benefits
Activities

1.0 Cost And Premiums
2.0 Eligibility
3.0 Enrollment
4.0 Coverage
5.0 Filing A Claim
6.0 Termination And Conversion Of Coverage
7.0 Additional Information Resources

Forms
COM104 Ex1 Benefits Enrollment/Change Form

—————————————————————– ———————-
COM105 Employee Retirement Income Security
Activities
1.0 Plan Administration
1.1 Investment Policy Statement
1.2 Fidelity Bond
1.3 Fiduciary Liability Insurance
1.4 Employer Matching
1.5 In-Service Loans And Withdrawals
2.0 Employee Participation
3.0 Notice Procedures
3.1 Initial Notice
3.2 Annual Notices
4.0 Additional Information Resources

—————————————————————– ————–
COM106 Consolidated Budget Reconciliation
Activities
1.0 Plan Administration
2.0 Qualifying Events
3.0 Notice Procedure
4.0 Benefits Protection
6.0 Enforcement
7.0 Additional Information Resources

—————————————————————– —————-
Development Procedures

DEV101 Development Management
Activities
1.0 Development Planning
2.0 Training Effectiveness
3.0 Training Records
4.0 Training Courses
5.0 Performance Evaluations
6.0 Additional Information Resources

Forms
DEV101 Ex1 Training Plan

—————————————————————– —————–
DEV102 Training Reimbursement
Activities
1.0 Eligibility
2.0 Approved Programs
3.0 Reimbursement
Forms
DEV102 Ex 1 Request For Training
—————————————————————– ————

DEV103 Computer User & Staff Training
Activities
1.0 MIS Training And Certification
2.0 MIS/LAN User Training
3.0 E-Mail Training
4.0 Software Applications

—————————————————————– ———-
DEV104 Internet & E-Mail Acceptable Use
Activities
1.0 Acceptable Use
2.0 Inappropriate Use
3.0 Internet And E-Mail Etiquette
4.0 Security
5.0 User Compliance
6.0 Additional Information Resources
Forms
DEV104 Ex1 Computer And Internet Usage Policy

—————————————————————– ———-
DEV105 Performance Appraisals
Activities

1.0 Performance Appraisal Guidelines
2.0 Appraisal Preparation
3.0 Appraisal Discussion
4.0 Salary Adjustments
5.0 Appraisal Conclusion
6.0 Additional Information Resources

Forms
DEV105 Ex1 Self Appraisal Form
DEV105 Ex2 Performance Appraisal Form

—————————————————————– ——–
DEV106 Employee Discipline
Activities
1.0 Introduction To Misconduct
2.0 Responses To Misconduct
2.1 Verbal Warning
2.2 Written Warning
2.3 Suspension
2.4 Termination
3.0 Serious Misconduct
4.0 Very Serious Misconduct
5.0 Inexcusable Misconduct
6.0 Misconduct Investigations

DEV106 Ex1 Disciplinary Notice

—————————————————————– ———————————–
Compliance Procedures

CMP101 Workplace Safety
Activities
1.0 Worksite Analysis
2.0 Hazard Prevention And Control
2.1 Safe Work Procedures
2.2 Protective Equipment
2.3 Fire Prevention
3.0 Hazard Communication Program
4.0 Medical Emergencies
5.0 Workplace Safety Training
6.0 Reporting And Record Keeping
7.0 Additional Information Resources

Forms
CMP101 Ex1 Safety Suggestion Sheet
CMP101 Ex2 Workplace Safety Self-Inspection Checklist
CMP101 Ex3 Workplace Safety Action Plan
CMP101 Ex4 Workplace Safety Rules
CMP101 Ex5 Index of Hazardous Chemicals
CMP101 PDF Material Safety Data Sheet
CMP101 PDF Injuries and Illness Log
CMP101 PDF Summary of Injuries and Illness
CMP101 PDF Injuries and Illness Incident Report
CMP101 PDF Instructions for for OSHA Forms
—————————————————————– ———————

CMP102 People With Disabilities
Activities

1.0 Background
2.0 Who Is Covered?
3.0 Employment Issues
4.0 Public Accommodations
5.0 Enforcement Of The Act
6.0 Additional Information Resources

—————————————————————– ——————-
CMP103 Annual And Medical Leave
Activities

1.0 Reasons For Taking Leave
2.0 Advance Notice And Medical Certification
3.0 Job Benefits And Protection
4.0 Unlawful Acts
5.0 Enforcement
6.0 Employer Notices
7.0 Additional Information Resources
Forms
CMP103 Ex 1 Certification Of Healthcare Provider
CMP103 Ex 2 Employer Response To Employee Request

—————————————————————– ———————–
CMP104 Drug Free Workplace
Activities

1.0 General
2.0 Prohibitions
3.0 Authorized Use Of Prescription Medicine
4.0 Drug Awareness Program
5.0 Disciplinary Actions
6.0 Additional Information Resources

—————————————————————– ————————
CMP105 Health Insurance Portability And Accountability
Activities

1.0 Management
1.1 Privacy Standards
2.0 Medical Records Maintenance
3.0 Medical Records Access
4.0 Additional Information Resources
Forms
CMP105 HIPAA Authorization Form

—————————————————————– ———————–
CMP106 Harassment & Discrimination
Activities

1.0 Unacceptable Behavior
2.0 Complaint
3.0 Corrective Measures
4.0 Enforcement
5.0 Additional Information Resources

—————————————————————– ——————
Job Descriptions Tab
WRITING JOB DESCRIPTIONS

INTRODUCTION
PURPOSE
SCOPE

WRITTEN COMMUNICATION
Non-discriminatory language
Active voice
Action verbs Plain English

FORMAT AND CONTENT
Effective Date
Department
Summary Of Functions
Essential Duties And Responsibilities
Grouping Several Tasks Into A Single Responsibility
Responsibility Statements
Delegated Responsibilities
Organizational Relationships
Reporting Relationships
The Organization’s Environment
Qualifications
Mandatory Requirements
Key Selection Criteria
Physical Demands
Work Environment
Job Performance
Job Descriptions
Reasonable Accommodation
Accessibility

APPENDIX 2 SAMPLE JOB DESCRIPTIONS
Accounting Manager
Credit Manager
Customer Service Manager
Data Processing Technician
Computer Programmer
Director Of Quality Assurance
Graphic Illustrator

Employee Handbook

SECTION 1 INTRODUCTION
1.0 The Company Philosophy

1.1 The Company Mission

1.2 Equal Employment Opportunity Policy and Affirmative Action Plan

1.3 Employment-At-Will

1.4 Sexual Harassment

1.5 Safety
1.5.1 Safety Rules
1.5.2 Hazardous Wastes
1.5.3 Reporting Injuries and Accidents

1.6 Drug Free Workplace
1.6.1 Prohibitions
1.6.2 Drug Awareness Program
1.6.3 Disciplinary Actions

SECTION 2 EMPLOYMENT
2.0 Personnel Administration

2.1 HR Personnel Records
2.1.1 Contents of Personnel Files
2.1.2 Employee Information
2.1.3 Employee’s Request for Review of Personnel Records
2.1.4 Management Review of Personnel Files

2.2 Service
2.2.1 Employee Categories
2.2.2 Job Posting Procedures
2.2.3 Employment of Relatives
2.2.4 Employment of Minors
2.2.5 Promotions
2.2.6 Transfer of Employees
2.2.7 Separation of Employment
2.2.8 Work force Reductions
2.2.9 Probationary Period
2.2.10 Extra Income

2.3 Process Improvement
2.3.1 Employee-Management Forums
2.3.2 Employee Suggestion Program

SECTION 3 COMPENSATION & BENEFITS
3.0 Benefit Eligibility

3.1 Payroll Information
3.1.1 Time Records
3.1.2 Pay Periods
3.1.3 Salary Compensation for Partial Pay Period
3.1.4 Pay Rate Schedule – Hourly Paid Employees
3.1.5 Payroll Deductions
3.1.6 Overtime
3.1.7 Payroll Errors
3.1.8 Garnishment of Employee Wages
3.1.9 Authorized Check Pickup
3.1.10 Pay at Time of Separation

3.2 Attendance & Leave
3.2.1 Medical Leave Policy
3.2.2 Sick Leave Credit Limit
3.2.3 Sick Leave Policy – Usage
3.2.4 Medical, Dental and Optical Appointments

3.2.5 Exhaustion of Accumulated Sick Leave
3.2.6 Pallbearer, Funeral, Emergency Leave
3.2.7 Civic Leave or Jury Duty
3.2.8 Voting
3.2.9 Military Leave
3.2.10 Maternity Leave
3.2.11 Parental Leave
3.2.12 Leave of Absence

3.3 Insurance
3.3.1 Hospitalization and Medical Insurance
3.3.2 Continuation of Group Health Insurance
3.3.3 Life Insurance
3.3.4 Long Term Disability Insurance
3.3.5 Social Security
3.3.6 Workers’ Compensation
3.3.7 Unemployment Compensation

3.4 Savings Plan

3.5 Break Room

3.6 Employee Discounts

3.7 Educational Assistance

SECTION 4 EMPLOYEE RESPONSIBILITIES

4.1 Work Schedules
4.1.1 Working Hours
4.1.2 Salary Employees
4.1.3 Hourly Employees
4.1.4 Clean Work-Place

4.2 Legal & Ethical Conduct
4.2.1 Ethical Standards
4.2.2 Conflicts of Interest
4.2.3 Personal Conduct
4.2.4 Confidentiality
4.2.5 Bribes, Kickbacks and Illegal Payments
4.2.6 Patents and Copyrights

4.3 Misconduct
4.3.1 Serious Misconduct
4.3.2 Very Serious Misconduct
4.3.3 Inexcusable Misconduct
4.3.3 Misconduct Investigations

4.4 Transportation & Travel
4.4.1 Company Owned Vehicles
4.4.2 Personal Vehicles
4.4.3 Living Expense Allowance
4.4.4 Other Travel Expenses
4.4.5 Expense Records
4.4.6 Travel Advances
4.4.7 Expense Reimbursement – Third Party
4.4.8 Expense Policies – Violations
4.4.9 Company Credit Cards

4.5 Appearance & Belongings
4.5.1 Personal Appearance
4.5.2 Business Attire
4.5.3 Casual Attire
4.5.4 Inappropriate Attire
4.5.5 Personal Belongings
4.5.6 Alcohol and Drugs
4.5.7 Medication
4.5.8 Smoking Policy

4.6 Equipment & Facilities
4.6.1 Parking
4.6.2 Telephone Use
4.6.3 Motor Vehicle and Workplace Equipment Operation
4.6.4 Safety Equipment
4.6.5 Company Tools
4.6.6 Waste Prevention
4.6.7 Solicitation and/or Distribution
4.6.8 Security
4.6.9 Bulletin Board

EMPLOYEE HANDBOOK FORMS

Acknowledgement Of Receipt And Understanding
Statement Of Legal And Ethical Business Conduct
Drug-Free Workplace Policy Employee Acknowledgement
Job Related Accident

Click Here To Download HR Manual & Employee Handbook

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Posted by Hrformats - June 6, 2012 at 5:13 AM

Categories: HR   Tags: , , ,

Start HR Department in An Orrganization

 I have Attached Start HR Department in An Orrganization

 

HERE ARE SOME USEFUL GUIDELINES TO SET UP HR DEPARTMENT.

STAGE  1

Review  the  current practices / policies [if any].
Audit all HR activities that are performed [even the crude format].

HERE  ARE  THE  CORE  HR  KRAs [ Key Result Areas]

KRA 1  :        Recruitment / Selection.
KRA 2  :        Workforce Planning and Diversity.
KRA 3  :        Performance Management.
KRA 4  :        Reward Management.
KRA 5 :        Workplace Management and Relations.
KRA 6 :        A Safe and Healthy Workplace.
KRA 7 :        Building Capabilities and Organizational Learning.
KRA 8 :        Effective HR Management Systems, Support and Monitoring.

STAGE 2

  • Understand the organization.
  • Understand the organization structure.
  • Understand the organization systems.
  • Understand the organization politics/influential people.
  • Understand the organization / individual roles.
  • Understand the organization / positions.
  • Understand the individual job descriptions.
  • Understand the job / job specifications etc…

 

STAGE 3

  • Discuss the values / beliefs with senior management / CEO and the need for HR department.
  • Discuss the expectations from HR department – short / medium / long term.
  • Discuss with CEO, the organization’s corporate objectives / strategies and how HR can contribute to the corporate objectives.
  • Discuss / seek consensus on organization structure / management process.
  • Discuss the current organization culture with senior management.
  • Discuss with CEO / senior management the core activities / competences and business drivers of the organization.

TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED THESE INFORMATIONS TO START YOUR WORK ON HR DEPT.

GET   A   COPY OF CORPORATE PLAN, WHICH OUTLINES THE COMPANY’S  

  • VISION
  • MISSION
  • CORPORATE OBJECTIVES
  • CORPORATE STRATEGIES
    etc…

HR dept. is a support unit  and  hence  must  work closely with  other  depts.

STAGE   4

Even  though  there  is  currently  no  HR  department, there are a  number of  HR activities are being  carried  out now.

YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING CARRIED OUT / BY WHOM.

TO  COLLECT  AND  CONSOLIDATE THESE, YOU  NEED TO  A QUICK  HR  AUDIT  OF  THE  PRESENT  SITUATION.

AFTER  you  gather  all  the  information  and summarized, you  should  sit  down  with your  boss [CEO]  and discuss and  prioritize  the  items, as  follows:

  • URGENT / IMPORTANT
  • URGENT/ NOT IMPORTANT
  • NOT URGENT/ IMPORTANT
  • NOT URGENT / NOT IMPORTANT, BUT NEEDED DOWN THE LINE.

STAGE 5

Please   REVIEW   the HR MANUAL, as listed below.
Pick  points out  of  it ,  as  per  your  need,  based  on  your discussion /  audit  results.

You may want to start up with

  • HR DEPARTMENT OBJECTIVES.
  • HR DEPARTMENT STRATEGIES.
  • Draft on Recruitment / Selection Procedure / PROCESS.
  • Draft on organization structure.
  • Draft on job analysis / job descriptions / job specifications / competencies.
  • Draft on payroll / compensation / administration.
  • Appointment /Confirmation / Termination / Resignation / PROCEDURES / PROCESS.
  • Induction program
  • Orientation  program
  • Employee  communications
  • Training & development of the employees
  • Performance Appraisals / management

Once you have the  preliminary  draft ready, you  can  start  with your EMPLOYEE HANDBOOK [LIST PROVIDED BELOW]

STAGE 6

REVIEW THE  HRM  PROCESSES, MAKE A  NOTE OF  WHAT  YOU  THINK  ARE  IMPORTANT FOR  THE COMPANY  AND  THE  PRIORITY  ONES.

HRM PROCESSES

  • HR  AUDITING
  • HR  BUDGETING
  • Strategic  HRM  Planning
  • HR Strategies and Policies.
  • HR  and change management.
  • Competency-based HR
  • Knowledge management

JOB DEVELOPMENT

  • Job analysis
  • Job Role
  • Job Description.
  • Job specifications
  • Job enrichment
  • Job  rotation

RECRUITMENT/SELECTION

  • Recruitment
  • Selection
  • Induction
  • Orientation

ORGANIZATIONAL BEHAVIOR PROGRAMS

  • Employee  engagement
  • Motivation
  • Organization  culture
  • Organization  development

ORGANIZATION

  • Org. designing
  • Org. structuring
  • Org. development
  • Job / role  structuring

HUMAN RESOURCING

  • HR planning
  • Manpower  planning
  • Succession  planning
  • Talent management

PERFORMANCE MANAGEMENT

  • Performance appraisals
  • Performance managing the processes.

HR DEVELOPMENT

  • Org. learning
  • Training
  • Education
  • Development
  • Training  evaluation
  • E-learning
  • Management  development
  • Career planning /development.

REWARD MANAGEMENT

  • Job  evaluation
  • Managing  reward  process
  • Administration  of  rewards
  • Benefits

EMPLOYEE RELATIONS

  • Organization  communications
  • Employee communications.
  • Staff  amenities

HEALTH AND SAFETY.

  • OHS

 

 

 

 

 

 

 

 

HUMAN RESOURCE INFORMATION SYSTEM.
STAGE 7

REVIEW THE  HRM  SYSTEMS , MAKE A  NOTE OF  WHAT  YOU  THINK  ARE  IMPORTANT FOR  THE COMPANY  AND  THE  PRIORITY  ONES.

HR SYSTEMS

  • HR  strategic planning system
  • Human resource planning  system
  • Manpower  planning system
  • Job profiling system
  • Recruitment  &selection system
  • Performance appraisal  system
  • Performance management system
  • People development  systems
  • Career  planning  and  development  system
  • Succession  planning  system
  • Job enrichment  system
  • Compensation  planning and packaging system

THIS is just a common list.

AFTER   STAGE 1,2,3,4,5,6,7 MAKE A REPORT

  • What  is  the  current situation
  • What kind of  HR DEPARTMENT is required.
  • What you  think  are  your priorities
  • What  is  your  action plan
  • What is time schedule.

MAKE A TEMPORARY HR DEPARTMENT

  • ONE   HR MANAGER  [YOURSELF]
  • ONE  TRAINING MANAGER
  • ONE  SALARY ADMINISTRATION  MANAGER
  • ONE RECRUITMENT /SELECTION  MANAGER

 

 

 

DISCUSS THIS WITH THE SENIOR MANAGEMENT, SEEK THEIR APPROVAL/ BLESSINGS /SUPPORT

  • TO IMPLEMENT YOUR PLAN.
  • To win confidence/trust, you need to show credibility/functional knowledge level.
  • Initially, please do not rush with too many things. Take one thing at a time and do a thorough job. Everything must be done right at the first time.

 

PREPARING A HR MANUAL IS IMPORTANT. NOT ALL THAT IS LISTED HERE MAY BE NECESSARY AT FIRST.

DISCUSSING WITH SENIOR MANAGEMENT AND IDENTIFY THE PRIORITY ONES AND WORK ON THEM.

HR MANAGEMENT MANUAL

Human Resources Policies, Procedures and Forms

Table of Contents

ADMINISTRATION

ADM.101      Personnel Records Activities
1.0               Employee Information
2.0               HR Personnel Records
3.0               Contents of Personnel Files
4.0               Employee’s Personnel Records Review
5.0               Management Review of Personnel Files
6.0               Company Release Of Employee Information
7.0               Record Retention and Long-Term Storage
8.0               Record Destruction

Forms
Ex1               Personnel Records Access Log
Ex2               HR Records Retention Periods

ADM.102      Form Development Activities
1.0               Form Development and Format
2.0               Authorization and Printing
3.0               Form Numbering and Placement
4.0               Forms Index and Manual

Forms
Ex1               Form Printing Request

ADM.103      Document Control Activities
1.0               Document Distribution
2.0               Document Revision
3.0               Document
4.0               Temporary Changes

Forms
Ex1     Request For Document Change (RDC)

ADM. 104      Mail & Express Services Activities
1.0               General Mail Usage
2.0               Addressing Mail
3.0               Express Mail
4.0               Overnight Packages
5.0               Additional Information Resources

Forms
Ex1               Outgoing Mail Register

ADM. 105      Telephone Answering Activities
1.0               Answering Techniques and Etiquette
2.0               Answering and Directing Calls
3.0               Taking Messages
4.0               Telephone User’s Guide

Forms
Ex1               Important Message

ADM.106      Property & Access Control Activities
1.0               Background Checks
2.0               Physical Access Controls
3.0               Key Controls
4.0               Proprietary Information Controls
5.0               Collection Of Access Controls
6.0               Visitors & Guests

Forms
Ex1               Key Issue Policy
Ex2               Visitor Log

ADM.107      Separation Activities
1.0               Resignations
2.0               Involuntary Terminations And Layoffs
3.0               Terminations For Cause
4.0               Termination Meeting
5.0               Additional Information Resources

Forms
Ex1     Exit Interview Checklist
Ex2     Exit References Authorization

ADM.108      Workplace Rules & Guidelines Activities
1.0               Alcohol And Drugs
2.0               Breaks And Lunch Time
3.0               Company Property
4.0               Grievances And Complaints
5.0               Inclement Weather
6.0               Parking
7.0               Personal Telephone Calls
8.0               Smoking
9.0               Solicitations
10.0             Suggestions
11.0             Visitors

Forms
Ex1               Suggestion Form

ADM.109      Human Resources Reports Activities
1.0               Preparation Guidelines
2.0               Occupational  Health &  Safety  Reports
3.0               Equal Opportunity  Reports
4.0               Training Plan
5.0               Hiring Status Report
6.0               Compensation Summary

Forms
EX1              Human Resource Reporting Summary
EX2              HR Hiring Status Report

ADM.110      Dress Code Activities
1.0               Dress Code
1.1               Business Attire
1.2               Business Casual Attire
1.3               Casual Attire
1.4               Uniformed Attire
1.5               Safety Attire
1.6               Formal Attire
1.7               Inappropriate Attire
1.8               Business Situations
1.9               Recreation & Parties

2.0               Dinners & Receptions
3.0               Personal Hygiene
4.0               Disciplinary Action

HIRING  PROCEDURES

HRG.101       Employee Hiring Activities
1.0               Needs Analysis
2.0               Personnel Requisition
3.0               Job Posting & Screening
4.0               Interviewing
5.0               Pre-Employment Screening & Testing
6.0               Background Investigation
7.0               Hiring And Employee Offers
8.0               Motor Vehicle And Equipment Operation
9.0               Applicant Files
10.0             Additional Information Resources

Forms
Ex1               Personnel Requisition
Ex2               Offer Letter
Ex3               Personnel Change Notice
Ex4               New Employee Hiring Checklist
Ex5               Employment Eligibility Verification .
Ex6               Employee’s Withholding Allowance Certificate.

HRG102        Job Descriptions Activities
1.0               Job Description Preparation
2.0               Format And Content
2.1               Job Title
2.2               Effective Date
2.3               Department
2.4               Summary Of Functions
2.5               Essential Duties And Responsibilities
2.6               Organizational Relationships
2.7               Qualifications
2.8               Physical Demands
2.9               Work Environment
3.0               Job Description Approval & Distribution

Forms
Ex1               Job Description Format

HRG103        Employment Applications Activities
1.0               Application For Employment
2.0               Application Information
2.1               Personal Information
2.2               Employment Interest
2.3               Education & Training
2.4               Employment History
2.5               Military Service Record
2.6               References
3.0               Compliance Information

Forms
Ex1               Employment Application
Ex2               Employment Application Supplement
HRG104        Interviewing Applicants Activities
1.0               Interviewing Objectives
2.0               Resume Examination
3.0               Telephone Interviews
4.0               E-Mail Interviews
5.0               In-Person Interviews

Forms
Ex1               Employment Interview Questions
Ex2               Interview Form

HRG105        Background Investigations Activities
1.0               Background And Hiring
2.0               Investigative Consumer Reporting
3.0               Employee Reference Checks
4.0               Motor Vehicle Record (MVR) Inquiry

Forms
Ex1               Employee Investigation Checklist
Ex2               Employee Background Authorization
Ex3               New References Authorization
Ex4               Reference Check Survey

Compensation Procedures

COM101       Payroll Activities
1.0               Payroll Records
2.0               Timesheets
3.0               Payroll Deductions
3.1               Worker’s Compensation Insurance
3.2               Social Security & Medicare
3.3               State Income Tax
3.4               Earnings Tax
3.5               Tax Withholding Payments
4.0               Payroll Adjustments
4.1               Advances
4.2               Garnishments
5.0               Paychecks
5.1               Direct Deposit
5.2               Lost Paychecks
5.3               Final Paychecks
6.0               Vacation Pay
7.0               Additional Information Resources

Forms
Ex1               Monthly Time Sheet
Ex2               Central Govt.  Tax Calendar
Ex3               Electronic Funds Transfer Authorization

COM102       Paid & Unpaid Leave Activities

1.0               Paid Time Off
2.0               Unpaid Time Off
3.0               Absence Request And Notification
4.0               Holidays
5.0               Vacation Eligibility
5.1               Vacation Schedules
5.2               Vacation Over Holidays
6.0               Additional Information Resources

Forms
Ex1               Absence Request Form

COM103       Insurance Benefits Activities
1.0               Life Insurance
2.0               Long Term Disability Insurance
3.0               Social Security
4.0               Workers’ Compensation
5.0               Wage Continuation
6.0               Unemployment Compensation
7.0               Health Insurance
8.0               Additional Information Resources

COM104       Healthcare Benefits Activities

1.0               Cost And Premiums
2.0               Eligibility
3.0               Enrollment
4.0               Coverage
5.0               Filing A Claim
6.0               Termination And Conversion Of Coverage
7.0               Additional Information Resources

Forms
Ex1               Benefits Enrollment/Change Form

COM105       Employee Retirement Income Security Activities
1.0               Plan Administration
1.1               Investment Policy Statement
1.2               Fidelity Bond
1.3               Fiduciary Liability Insurance
1.4               Employer Matching
1.5               In-Service Loans And Withdrawals
2.0               Employee Participation
3.0               Notice Procedures
3.1               Initial Notice
3.2               Annual Notices
4.0               Additional Information Resources

COM106       Consolidated Budget Reconciliation Activities
1.0               Plan Administration
2.0               Qualifying Events
3.0               Notice Procedure
4.0               Benefits Protection
6.0               Enforcement
7.0               Additional Information Resources

Development Procedures

DEV101        Development Management Activities
1.0               Development Planning
2.0               Training Effectiveness
3.0               Training Records
4.0               Training Courses
5.0               Performance Evaluations
6.0               Additional Information Resources

Forms
Ex1               Training Plan

DEV102        Training Reimbursement Activities
1.0               Eligibility
2.0               Approved Programs
3.0               Reimbursement

Forms
Ex 1              Request For Training

DEV103        Computer User & Staff Training Activities
1.0               MIS Training And Certification
2.0               MIS/LAN User Training
3.0               E-Mail Training
4.0               Software Applications

DEV104        Internet & E-Mail Acceptable Use Activities
1.0               Acceptable Use
2.0               Inappropriate Use
3.0               Internet And E-Mail Etiquette
4.0               Security
5.0               User Compliance
6.0               Additional Information Resources

Forms
Ex1               Computer And Internet Usage Policy

DEV105        Performance Appraisals Activities
1.0               Performance Appraisal Guidelines
2.0               Appraisal Preparation
3.0               Appraisal Discussion
4.0               Salary Adjustments
5.0               Appraisal Conclusion
6.0               Additional Information Resources

Forms
Ex1               Self Appraisal Form
Ex2               Performance Appraisal Form

DEV106        Employee Discipline Activities
1.0               Introduction To Misconduct
2.0               Responses To Misconduct
2.1               Verbal Warning
2.2               Written Warning
2.3               Suspension
2.4               Termination
3.0               Serious Misconduct
4.0               Very Serious Misconduct
5.0               Inexcusable Misconduct
6.0               Misconduct Investigations

Forms
Ex1               Disciplinary Notice

Compliance Procedures

CMP101        Workplace Safety Activities
1.0               Worksite Analysis
2.0               Hazard Prevention And Control
2.1               Safe Work Procedures
2.2               Protective Equipment
2.3               Fire Prevention
3.0               Hazard Communication Program
4.0               Medical Emergencies
5.0               Workplace Safety Training
6.0               Reporting And Record Keeping
7.0               Additional Information Resources

Forms
Ex1               Safety Suggestion Sheet
Ex2              Workplace Safety Self-Inspection Checklist
Ex3               Workplace Safety Action Plan
Ex4               Workplace Safety Rules
Ex5               Index of Hazardous Chemicals

Doc              Material Safety Data Sheet
Doc              Injuries and Illness Log
Doc              Summary of Injuries and Illness
Doc              Injuries and Illness Incident Report
Doc              Instructions for OSHA Forms

CMP102        People  With Disabilities Activities

1.0               Background
2.0               Who Is Covered?
3.0               Employment Issues
4.0               Public Accommodations
5.0               Enforcement Of The Act
6.0               Additional Information Resources

CMP103        Annual And Medical Leave Activities

1.0               Reasons For Taking Leave
2.0               Advance Notice And Medical Certification
3.0               Job Benefits And Protection
4.0               Unlawful Acts
5.0               Enforcement
6.0               Employer Notices
7.0               Additional Information Resources

Forms
Ex 1              Certification Of Healthcare Provider
Ex 2              Employer Response To Employee Request

CMP104        Drug Free Workplace Activities

1.0               General
2.0               Prohibitions
3.0               Authorized Use Of Prescription Medicine
4.0               Drug Awareness Program
5.0               Disciplinary Actions
6.0               Additional Information Resources

CMP105        Health Insurance Portability And Accountability Activities

1.0               Management
1.1               Privacy Standards
2.0               Medical Records Maintenance
3.0               Medical Records Access
4.0               Additional Information Resources

Forms
Ex1               HIPAA Authorization Form

CMP106        Harassment & Discrimination Activities

1.0               Unacceptable Behavior
2.0               Complaint
3.0               Corrective Measures
4.0               Enforcement
5.0               Additional Information Resources

Job Descriptions Tab

WRITING JOB DESCRIPTIONS

 

  • INTRODUCTION
  • PURPOSE
  • SCOPE

 

WRITTEN COMMUNICATION

Non-discriminatory language
Active voice
Action verbs Plain English

 

FORMAT AND CONTENT

Effective Date
Department
Summary Of Functions
Essential Duties And Responsibilities
Grouping Several Tasks Into A Single Responsibility
Responsibility Statements
Delegated Responsibilities
Organizational Relationships
Reporting Relationships
The Organization’s Environment
Qualifications
Mandatory Requirements
Key Selection Criteria
Physical Demands
Work Environment
Job Performance
Job Descriptions
Reasonable Accommodation
Accessibility

 

Employee Handbook

SECTION 1     INTRODUCTION
1.0               The Company Philosophy
1.1               The Company Mission
1.2               Equal Employment Opportunity Policy and Affirmative Action Plan
1.3               Employment-At-Will
1.4               Sexual Harassment
1.5               Safety
1.5.1            Safety Rules
1.5.2            Hazardous Wastes
1.5.3            Reporting Injuries and Accidents
1.6               Drug Free Workplace
1.6.1            Prohibitions
1.6.2            Drug Awareness Program
1.6.3            Disciplinary Actions

SECTION 2     EMPLOYMENT
2.0               Personnel Administration
2.1               HR Personnel Records
2.1.1            Contents of Personnel Files
2.1.2            Employee Information
2.1.3            Employee’s Request for Review of Personnel Records
2.1.4            Management Review of Personnel Files
2.2               Service
2.2.1            Employee Categories
2.2.2            Job Posting Procedures
2.2.3            Employment of Relatives
2.2.4            Employment of Minors
2.2.5            Promotions
2.2.6            Transfer of Employees
2.2.7            Separation of Employment
2.2.8            Work force Reductions
2.2.9            Probationary Period
2.2.10           Extra Income
2.3               Process Improvement
2.3.1            Employee-Management Forums
2.3.2            Employee Suggestion Program

SECTION 3     COMPENSATION & BENEFITS
3.0               Benefit Eligibility
3.1               Payroll Information
3.1.1            Time Records
3.1.2            Pay Periods
3.1.3            Salary Compensation for Partial Pay Period
3.1.4            Pay Rate Schedule – Hourly Paid Employees
3.1.5            Payroll Deductions
3.1.6            Overtime
3.1.7            Payroll Errors
3.1.8            Garnishment of Employee Wages
3.1.9            Authorized Check Pickup
3.1.10           Pay at Time of Separation
3.2               Attendance & Leave
3.2.1            Medical Leave Policy
3.2.2            Sick Leave Credit Limit
3.2.3            Sick Leave Policy – Usage
3.2.4            Medical, Dental and Optical Appointments
3.2.5            Exhaustion of Accumulated Sick Leave
3.2.6            Pallbearer, Funeral, Emergency Leave
3.2.7            Civic Leave or Jury Duty
3.2.8            Voting
3.2.9            Military Leave
3.2.10           Maternity Leave
3.2.11           Parental Leave
3.2.12           Leave of Absence
3.3               Insurance
3.3.1            Hospitalization and Medical Insurance
3.3.2            Continuation of Group Health Insurance
3.3.3            Life Insurance
3.3.4            Long Term Disability Insurance
3.3.5            Social Security
3.3.6            Workers’ Compensation
3.3.7            Unemployment Compensation
3.4               Savings Plan
3.5               Break Room
3.6               Employee Discounts
3.7               Educational Assistance

SECTION 4     EMPLOYEE RESPONSIBILITIES
4.1               Work Schedules
4.1.1            Working Hours
4.1.2            Salary Employees
4.1.3            Hourly Employees
4.1.4            Clean Work-Place
4.2               Legal & Ethical Conduct
4.2.1            Ethical Standards
4.2.2            Conflicts of Interest
4.2.3            Personal Conduct
4.2.4            Confidentiality
4.2.5            Bribes, Kickbacks and Illegal Payments
4.2.6            Patents and Copyrights
4.3               Misconduct
4.3.1            Serious Misconduct
4.3.2            Very Serious Misconduct
4.3.3            Inexcusable Misconduct
4.3.3            Misconduct Investigations
4.4               Transportation & Travel
4.4.1            Company Owned Vehicles
4.4.2            Personal Vehicles
4.4.3            Living Expense Allowance
4.4.4            Other Travel Expenses
4.4.5            Expense Records
4.4.6            Travel Advances
4.4.7            Expense Reimbursement – Third Party
4.4.8            Expense Policies – Violations
4.4.9            Company Credit Cards
4.5               Appearance & Belongings
4.5.1            Personal Appearance
4.5.2            Business Attire
4.5.3             Casual Attire
4.5.4            Inappropriate Attire
4.5.5            Personal Belongings
4.5.6            Alcohol and Drugs
4.5.7            Medication
4.5.8            Smoking Policy
4.6               Equipment & Facilities
4.6.1            Parking
4.6.2            Telephone Use
4.6.3            Motor Vehicle and Workplace Equipment Operation
4.6.4            Safety Equipment
4.6.5            Company Tools
4.6.6            Waste Prevention
4.6.7            Solicitation and/or Distribution
4.6.8            Security
4.6.9            Bulletin Board

EMPLOYEE HANDBOOK FORMS

a)                Acknowledgement Of Receipt And Understanding
b)                Statement Of Legal And Ethical Business Conduct
c)                Drug-Free Workplace Policy Employee Acknowledgement
d)                Job Related Accident

HR  MANUAL

  • HR MANUAL  is  the  total  guidelines  for  the  managers  in the organization  on the subject  of  HUMAN RESOURCE.
  • The real work of managing people [human resource] is the responsibility of the line managers. The  HR  department acts  as  a  coordinator / advisory  body to  the line managers, in  addition  to,  its own  administrative  work.
  • Employee handbook is a major element of the HR manual. It is part of the HR MANUAL.
  • The  copy  of   HR MANUAL  [ including  the  employee  handbook] is  given  to  the managers  only.
  • The copy of the EMPLOYEE handbook is given to the employees.
  • The TOTAL HR MANUAL development is a never ending assignment. It needs updating every six months.
  • At  the  initial  stage,  it  could take  up to  six  months at  least to  complete  the manual/ handbook  for  a  full time  person, even  if  you  employ  an outside expert.

Once you have formed the HR manual list, you should sit with your boss

  • Analyse  the  list
  • Set the  priority [ 1st. lot,  2nd. lot, 3rd. lot   etc ]
  • Discuss the  need  for  HO  material, to  uniform  the  approach
  • Discuss  the  need  for  local expert
  • Etc…

Your priorities could be

  • Personnel  records
  • Various  forms  required
  • Access  control
  • Workplace  rules
  • Employee  hiring
  • Job descriptions
  • Employment  applications
  • Interviewing  applicants
  • Payroll administration
  • Training [ induction / orientation/development]
  • Employee handbook

You/Your senior management should agree to the priority list.

NOW YOU ARE READY FOR THE HARD WORK

Click Here To Download Start HR Department in An Orrganization

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Posted by Hrformats - April 26, 2012 at 10:25 AM

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