Streamlining Employee Benefits: The e-Pehchaan Card Initiative under the ESI Scheme.

Streamlining Employee Benefits: The e-Pehchaan Card Initiative under the ESI Scheme. Compliances

Feb 222024

Title: “Streamlining Employee Benefits: The e-Pehchaan Card Initiative under the ESI Scheme”

Introduction:

In a significant move towards enhancing efficiency and accessibility in employee benefits, the Ministry of Labour and Employment (MoL&E) has issued a circular, emphasizing the issuance of ePehchaan cards to all Insured Persons (lPs) under the Employees’ State Insurance (ESI) Scheme. This article delves into the details of this initiative, its implications, and the steps involved in implementing
the directive.

Understanding the e-Pehchaan Card:

The e-Pehchaan card is a digital identity card designed to streamline and digitize the process of providing essential benefits to Insured Persons. As outlined in the circular, it is now mandatory for all employers to issue the e-Pehchaan card to their employees immediately after registration under the ESI Scheme. This move aims to ensure quicker access to benefits and a more efficient administration of the ESI Scheme.

Key Directives in the Circular:

Immediate Issuance: The circular stresses the importance of providing the e-Pehchaan card promptly after the registration of an Insured Person. This step is crucial in facilitating seamless access to healthcare and other benefits covered under the ESI Scheme.
Role of ROs/SROs: Regional Offices/Sub-Regional Offices (ROs/SROs) play a pivotal role in implementing this directive. They are tasked with instructing all employers within their jurisdiction to download the e-Pehchaan card from the ESI Portal and distribute it to their employees.
Digital and Hard Copy Distribution: Employers are expected to leverage the ESI Portal for digital issuance of the ePehchaan card. Simultaneously, the circular highlights the necessity of providing hard copies of the card to all existing Insured Persons. This dual approach ensures accessibility for all, considering varying preferences and technological literacy.
Competent Authority Approval: The circular concludes by affirming that the directive has received approval from the Competent Authority, underscoring the official endorsement and significance of the initiative.

Benefits of the e-Pehchaan Card Initiative:

Faster Access to Benefits: With immediate issuance, employees gain quicker access to healthcare and other benefits, reducing the waiting period traditionally associated with such processes.
Digitization for Efficiency: The move towards a digital identity card aligns with broader efforts to digitize administrative processes, promoting efficiency and accuracy in record-keeping.
Employee Empowerment: Insured Persons receive a tangible identity card, empowering them with a physical and digital proof of their enrollment and eligibility for ESI Scheme benefits.
Uniform Implementation: The circular ensures a uniform implementation of the e-Pehchaan card issuance across various regions, enhancing standardization and ease of compliance for employers.

Conclusion: The issuance of e-Pehchaan cards represents a significant stride towards modernizing and simplifying the delivery of employee benefits under the ESI Scheme. This initiative not only aligns with the broader digital transformation goals but also prioritizes the well-being and convenience of Insured Persons. As employers and regional offices collaborate in implementing this directive, it is anticipated that the streamlined process will set a precedent for future enhancements in employee benefit administration.

ESIC Circular Issuance of EPC 5 Feb 2024 – 👈DOWNLOAD

Courtesy by: PCS Consultancy

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Why Is Recruitment Software So Important To An Organization?

Why Is Recruitment Software So Important To An Organization? Compliances

Jan 242023

In today’s competitive job market, recruitment software is crucial in helping organizations find the right talent. Recruitment software is a powerful tool that helps organizations manage their recruitment process efficiently. It allows them to automate the process of finding, screening, and hiring the right candidate for the job. Not only does it save time and money, but it also ensures that the organization finds the best talent available. The software also helps organizations track their progress and ensure they are constantly updated with their recruitment efforts. It can streamline onboarding processes, manage job postings, and analyze data from past recruitment efforts. With this information, recruiters can make better decisions when hiring candidates. By using recruitment software, organizations can ensure that they are getting the most qualified candidates for each job opening. By utilizing recruitment software, organizations can save time and money while ensuring that they are finding the best candidates for their open positions.

What is Recruitment Management System

A recruitment management system (RMS) is software that helps organizations automate and streamline their recruitment process. It is designed to handle all aspects of the recruitment process, from sourcing and attracting candidates to scheduling interviews and onboarding new hires.

Some standard features of an RMS include:

Job posting and applicant tracking
Resume and application management
Interview scheduling and management
Candidate communication and collaboration tools
Onboarding and new hire paperwork management
Reporting and analytics

An RMS can be a standalone system or integrated with other HR systems, such as a human capital management (HCM) system. HR departments and recruitment agencies often use it to manage and track job openings, resumes, and candidates.

How Does Recruitment Software Work

Recruitment software is a powerful tool that can help organizations streamline their recruitment process. It helps employers find suitable candidates faster and more efficiently. The software collects and analyzes data from job postings, resumes, and other sources to identify potential job candidates. It then uses algorithms to match the best candidates to the positions they are applying for. Additionally, it can automate many administrative tasks associated with recruitment, such as scheduling interviews and sending out notifications. This helps save time and money while ensuring that only qualified applicants are considered for a position.

One of the most important features of recruitment software is employee self service. This feature allows employees to access their information and submit applications directly from their computers or mobile devices. This eliminates manual data entry and speeds up the recruitment process significantly. It also makes it easier to keep track of employee information, such as resumes, job history, references, etc., which can be used in future recruitment efforts.

What Benefits Come From Using Recruitment Software?

Recruitment software can be an excellent asset for any organization that wants to improve its performance management. It allows employers to quickly and efficiently track the performance of their employees and identify areas for improvement. Performance management software can also help organizations track employee performance over time, providing insight into areas where improvement is needed.

There are several benefits to using recruitment software, including:

Increased efficiency and productivity: Recruitment software can automate and streamline various aspects of the recruitment process, such as resume screening and interview scheduling, which can save time and resources for organizations.
A larger pool of candidates: Recruitment software can enable organizations to source candidates from a broader range of job boards and career websites, potentially increasing the chances of finding the best fit for the job.
Improved organization and standardization: The software can help organizations standardize and organize their recruitment process, making tracking and managing candidates and job openings easier.
Better analytics and metrics: Recruitment software can provide valuable analytics and metrics, such as time-to-hire and source of hire, which can help organizations optimize their recruitment efforts.
Compliance with equal opportunity and anti-discrimination laws: The software can help organizations comply with equal opportunity and anti-discrimination laws and regulations.

Overall, using recruitment software can help organizations improve the quality and efficiency of their recruitment process, which can ultimately lead to better hiring outcomes and a more vital workforce.

Frequently Asked Questions

Q. What are the main features of recruitment software?

A. Recruitment software is essential for any HR department, providing a streamlined way to find and hire the best candidates for the job. It helps recruiters to manage their recruitment process more efficiently and effectively. The main features of recruitment software include applicant tracking, automated screening, job posting, resume database search, candidate communication tools, interview scheduling, and assessment tools.

Q. How does recruitment software make the recruitment process more efficient?

A. Recruitment software is an automated solution that helps organizations to streamline their recruitment process. It enables recruiters to post job openings quickly, source candidates, evaluate resumes, and track the progress of each candidate. Automating the recruitment process makes it easier for recruiters to find the right candidate for a job in a shorter amount of time.

Q. What are the benefits of using a recruitment software system?

A. The benefits of using a recruitment software system include better visibility into job openings, quicker turnaround times for applications, and an easier way to manage applicants. It also provides employers with a more comprehensive view of potential candidates so they can make informed decisions about who to hire.

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Scope of Reasonable Cause For Not Levying Penalty Under Section 221 For Non-Payment of TDS.

Scope of Reasonable Cause For Not Levying Penalty Under Section 221 For Non-Payment of TDS. Compliances

Dec 192022

Penalty under section 221 is levied when there is a default in payment of tax. Under sub-section (1) of section 221, the assessing officer is empowered to impose a penalty where an assessee is in default or is deemed to be in default in payment of tax. The said penalty is leviable in addition to the amount of the arrears and the amount of interest payable under section 220(2). Further, in the case of continuing default, the assessing officer may direct to pay further amount or amounts by way of penalty, so, however, that the total amount of penalty does not exceed the amount of tax in arrears. However, such a penalty is discretionary and can be waived where reasonable cause exists for such default.

Here an attempt is made to explain and examine what constitutes the reasonable cause for not levying a penalty under section 221.

Depends upon the facts of each case

The exercise of discretion u/s 221 is not to be arbitrary but is dependent on the facts and circumstances of the case

No penalty where the reasonable cause is proved

According to the second proviso to section 221(1), the penalty cannot be levied where the assessee proves to the satisfaction of the assessing officer that the default was for good and sufficient reason.

Penalty leviable even if the tax paid before levy of penalty

Penalty under section 221 will be exigible even in a case where the tax is paid after the due date but before the levy of penalty.

Impact of the outcome of final order regarding default in payment of tax

According to sub-section (2) of section 221 whereas a result of any final order, the amount of tax with respect to the default in the payment of which the penalty was levied, has been wholly reduced, the penalty levied shall be canceled and the amount of penalty paid shall be refunded.

Financial crises for not levying penalties under section 221

The assessing officer passed an order under section 201 treating the assessee as the assessee in default as it had not remitted the amount collected by way of TDS to the government account during the relevant assessment year. The assessee did not file any appeal against the order under section 201 and remitted tax deducted at the source along with interest.

The assessing officer also initiated penalty proceedings under section 221.

The assessee said that it was facing severe financial hardship and the same constitutes a good and sufficient reason for not levying a penalty under section 221.

It is true that a mere default is not sufficient for the levy of penalty, but in the instant case, the assessee used the TDS amount to meet various business commitments. Further, it was continuously making defaults on payment of TDS to the government account, which is very serious in nature.

One can understand the financial difficulties the assessee was facing if it was in defaulter for a short period. But in this case, the assessee’s conduct was that it continuously defaulted the payment of the TDS amount to the government account.

The only reason the assessee mentioned for non-payment of TDS was financial difficulties, which under these circumstances, did not appear to be sufficient. Accordingly, the penalty was confirmed.

No waiver of penalty on grounds of payment of self-assessment tax

Penalty under section 221(1) cannot be waived merely on the ground that self-assessment tax is paid before such levy of penalty. There existed good and sufficient reasons to mitigate said default.

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