Mar 192024
 

 

1. Introduction of the Case:

  • The court order identifies the case as a Special Civil Application No. 16484 of 2022, titled Gopal Bhai Naranbhai Vaghela versus Union of India & Anr., before the High Court of Gujarat at Ahmedabad.

2. Appearance of Parties:

The appearance section lists the legal representatives for each party:

  • Mr. Ramnandan Singh for the petitioner.
  • Mr. Pathik M. Acharya for respondent No. 1 (Union of India).
  • Mr. Yogi K Gadhia for respondent No. 2.

3. Prayers of the Petitioner:

  • The petitioner seeks several reliefs, including the issuance of a writ of Mandamus to fix his monthly pension under the Employees Provident Fund Scheme, payment of arrears, and other appropriate directions.

4. Facts Presented:

  • The petition outlines the petitioner’s employment history, stating he served in Ahmedabad Electricity Company Ltd. (renamed Torrent Power Ltd.) since 1984 and was superannuated on March 31, 2021.
  • It highlights a discrepancy in the petitioner’s recorded date of birth in his service record compared to his School Leaving Certificate, leading to a denial of pension benefits due to a mismatch with his Aadhar Card.

5. Arguments Presented:

Petitioner’s Argument:

  • Asserts the accuracy of his School Leaving Certificate regarding his date of birth.
  • Argues that Aadhar Card details should not dictate pension eligibility.

Respondents’ Responses:

  • Respondent No. 2 acknowledges the discrepancy but doesn’t contest the petitioner’s claimed date of birth.
  • Respondent No. 1 initially cites the Aadhar Card’s date of birth as grounds for withholding pension but later acknowledges the authority of Circular No. 08 of 2023.

6. Court’s Analysis:

  • The court evaluates the arguments presented by both parties, focusing on the relevance of primary documents in determining pension eligibility.
  • It considers legal precedents and Circular No. 08 of 2023, which clarifies the validity of documents for establishing date of birth.

7. Court’s Decision:

  • The court directs respondent No. 1 to release the petitioner’s pension and arrears within two weeks, considering the date of birth in the School Leaving Certificate as authoritative.
  • Failure to comply within the stipulated timeframe would result in interest accruing at a rate of 6% per annum on the pending amount.

8. Implications:

  • The ruling emphasizes the importance of accurate record-keeping and adherence to legal principles in resolving disputes related to pension benefits.
  • It ensures fairness and consistency in pension processing, establishing a precedent for future cases with similar discrepancies.

In summary, the court’s detailed analysis and step-wise decision-making address the petitioner’s claim while upholding legal standards and principles, ensuring an equitable resolution of the matter.

 

GOPALBHAI NARANBHAI VAGHELA Versus UNION OF INDIA & ANR. Document  👈 DOWNLOAD

 

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Mar 152024
 

GUJARAT SHOPS AND ESTABLISHMENTS (REGULATION OF EMPLOYMENT AND CONDITIONS OF SERVICE) ACT, 2019.:

  • Act: The notification is issued under the Gujarat Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2019 (Guj. 4 of 2019).
  • Subject: Exemption from certain provisions for specific types of establishments.
  • Effective Period: The exemption is valid for a period of two years from the date of the notification’s issuance.

Specific Exemptions:

  • Sections Exempted: Sections 12 and 14 of the Gujarat Shops and Establishments Act are exempted.
  • Applicable Establishments: The exemption applies to establishments involved in IT-related services, IT-enabled services, and financial services.

Details of Exemption:

Section 12: Fixing of hours of work

  1. No worker shall work for more than nine hours in any day and forty-eight hours in a week.
  2. Continuous work for more than five hours requires a break of not less than half an hour.
  3. Working hours or weekly holiday may be relaxed with the Inspector’s previous permission in cases of urgent work.

Section 14: Spread over of hours of work

The spread-over of a worker in any shop or establishment shall not exceed ten and a half hours in any day. For workers engaged in intermittent or urgent work, the spread-over shall not exceed twelve hours.

Purpose of Exemption:
The exemption is likely aimed at providing regulatory relief or flexibility to IT-related services, IT-enabled services, and financial services establishments. These sectors often have unique operational requirements and may not align perfectly with the standard provisions of the Shops and Establishments Act.

Administrative Authority:
The notification is issued from the Sachivalaya, Gandhinagar, indicating that it comes from the administrative headquarters of the Gujarat state government.

Issuing Authority:
The notification is signed by Gagubha Raj, Deputy Secretary to Government, indicating that it is issued on behalf of the Governor of Gujarat.

Implications:

  • Compliance: Establishments falling under the specified sectors must ensure compliance with other provisions of the Gujarat Shops and Establishments Act, apart from sections 12 and 14.
  • Duration: The exemption is valid for two years from the date of notification, after which the provisions of sections 12 and 14 will become applicable unless extended or revised through further notifications.

This detailed analysis helps to understand the specifics and implications of the notification issued by the Gujarat Government regarding exemptions for certain types of establishments under the Gujarat Shops and Establishments Act.

Gujarat Shop Act Amendment 2024 👈 DOWNLOAD

SECTION 12-14 👈 DOWNLOAD

 

 

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Mar 132024
 

Navigating the Revised Minimum Wages in Karnataka for 2024-2025

Introduction: With each passing year, ensuring fair compensation for workers becomes increasingly vital. In Karnataka, the recent revision of minimum wages for the year 2024-2025 underscores the government’s commitment to uplift the workforce. However, for employers, understanding and implementing these revisions effectively can be a daunting task. This article aims to provide clarity on the revised minimum wages in Karnataka for the specified period and offers practical insights for employers to navigate these changes seamlessly.

Understanding the Revised Minimum Wages: The Karnataka government has revised the minimum wages for the fiscal year 2024- 2025, marking an upward adjustment of Rs. 681.60/-. These revisions are applicable across various sectors governed by labor laws, including the Shops & Commercial Establishments Act and the Security Agency Act. It is essential for employers to incorporate these revisions into their wage structures, ensuring compliance and equitable remuneration for all employees.

Key Components of the Revised Minimum Wages:

  • Basic Wages: The revised minimum wages include provisions for basic wages, which form the foundation of employees’ compensation packages.
  • Dearness Allowance (DA): Additionally, employers must factor in the current DA rates, which stand at Rs. 3518.40/- for the S&E sector and Rs. 2223.60/- for the Security sector. These allowances are crucial in determining the total earnings of employees.
  • Contractual and Sub-contractual Arrangements: Employers must ensure that contractors and sub-contractors revise their salary structures in line with the revised minimum wages. This ensures that all workers, regardless of their employment arrangement, receive fair and equitable compensation.

Implementing the Revised Minimum Wages:

  • Compliance with Statutory Regulations: Employers must adhere to the provisions outlined in the Karnataka Minimum Wages Act, 1948, and other relevant labor legislations. This includes accurately calculating and disbursing wages, maintaining comprehensive records, and facilitating transparent communication with employees.
  • Transparent Communication: Clear and transparent communication regarding the revised minimum wages is paramount. Employers should effectively communicate these changes to all employees, providing detailed explanations and addressing any concerns or queries they may have.
  • Periodic Review and Evaluation: Regular reviews and evaluations of wage structures and implementation processes are essential to ensure ongoing compliance and effectiveness. Employers should conduct periodic audits to identify and rectify any discrepancies or non-compliance issues promptly.
  • Embracing Technology: Leveraging technology solutions such as payroll software can streamline wage calculations, automate administrative processes, and enhance accuracy and efficiency in wage management.
  • Employee Empowerment: Empowering employees with knowledge about their rights and entitlements under the revised minimum wages regime fosters a culture of transparency, fairness, and mutual respect in the workplace.

Conclusion: The revision of minimum wages in Karnataka for the year 2024-2025 reflects the government’s commitment to promoting social justice and economic prosperity for all workers. Employers play a crucial role in ensuring the effective implementation of these revisions, fostering a conducive work environment built on principles of fairness, equity, and compliance. By embracing transparency, communication, and technology, employers can navigate the complexities of the revised minimum wages regime with confidence, ultimately contributing to the well-being and prosperity of the workforce in Karnataka.

 

Shops and Commercial Establishments Minimum Wages 2024-25 👈 DOWNLOAD

Hotels and Residental Minimum Wages 2024-25 👈 DOWNLOAD

Security Agency Minimum Wages 2024-25 👈 DOWNLOAD

Hospitals Maternity Homes Minimum Wages-2024-25 👈 DOWNLOAD

Electronics and Electroplating Enterprises Minimum Wages 2024-25 👈 DOWNLOAD

Employment not covered Scheduled Minimum Wages 2024-25 👈 DOWNLOAD

 

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Mar 012024
 

 

Introduction:
As we step into the second month of the year, businesses are presented with a fresh set of compliance challenges and opportunities. Staying ahead of regulatory changes, deadlines, and industry updates is crucial for maintaining a seamless and legally sound operation. In this blog, we’ll explore the key compliance considerations for March 2024 and how a well-structured Compliance Calendar can be your strategic ally in navigating this dynamic landscape.

1. Tax Season Kickoff:
March marks the beginning of the tax season in many jurisdictions. Ensure your Compliance Calendar includes deadlines for filing various tax documents, such as TDS returns, GST returns, and advance tax payments.

2. Employee Provident Fund (EPF) Updates:
Keep an eye on any revisions or amendments in EPF rates or regulations. Update your Compliance Calendar with EPF contribution deadlines and any changes in the contribution percentages.

3. Statutory Filings and Returns:
Verify deadlines for statutory filings specific to your industry and location. Incorporate these deadlines into your Compliance Calendar to avoid last-minute rushes and potential penalties.

4. Labour Law Revisions:
Stay informed about any changes or updates to labor laws at the central or state levels. Update your Compliance Calendar with the latest information to ensure ongoing compliance with all employment regulations.

5. Health and Safety Compliance:
Check for any updates in health and safety regulations, especially those related to workplace safety and employee well-being. Schedule safety audits and training sessions accordingly, updating your Compliance Calendar with these tasks.

6. Industry-Specific Regulations:
Industries such as finance, healthcare, and IT may have specific compliance requirements. Tailor your Compliance Calendar to include industry-specific obligations, certifications, or audits that are due in March.

7. Contract Renewals and Agreements:
Review contracts, agreements, and licenses set to expire in the coming months. Plan ahead for renewals or negotiations, ensuring your Compliance Calendar includes timely reminders for contract management.

8. Environmental Compliance:
For environmentally sensitive industries, keep abreast of any environmental compliance requirements. Integrate tasks related to environmental impact assessments, waste management, or emissions reporting into your Compliance Calendar.

Conclusion:
In the intricate tapestry of regulatory requirements, a proactive and well-organized Compliance Calendar is your compass for a successful and compliant journey. As March unfolds, make sure your business is well-prepared to tackle the evolving landscape of tax, labor, and industry-specific regulations. By incorporating these considerations into your Compliance Calendar, you’re not just meeting legal obligations; you’re positioning your organization for sustained success in a dynamic business environment.

COMPLIANCE CALENDAR March 2024 >>> DOWNLOAD 


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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:

  1. 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.
  2. 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.
  3. 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.
  4. 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:

  1. 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.
  2. 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.
  3. 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.
  4. 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

 

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Feb 152024
 

Introduction:
Stay ahead of the curve with our comprehensive guide on implementing the Revised Minimum Wages in Maharashtra, ensuring seamless compliance from January 1, 2024, to June 30, 2024.

Section 1:
Understanding Maharashtra’s Regulatory Landscape Unravel the intricacies of Maharashtra’s employment regulations, with a focus on the latest revisions in minimum wage requirements. Explore the key updates and their implications for employers.

Section 2:
Step-by-Step Implementation Process Follow our step-by-step guide to streamline the implementation of revised minimum wages within your organization. Gain insights into practical tips and best practices to ensure compliance effortlessly.

Section 3:
Impact on Different Sectors Dive into sector-specific analyses to comprehend how the revised minimum wages impact various industries. From manufacturing to services, understand the nuanced implications for your business.

Section 4:
Addressing Common Challenges Anticipate and overcome common challenges associated with minimum wage revisions. Our guide provides actionable strategies to mitigate risks and maintain compliance throughout the designated period.

Conclusion:
Stay compliant and informed with our Revised Minimum Wages Implementation Guide tailored for Maharashtra. Equip your organization with the knowledge and tools necessary to navigate the regulatory landscape seamlessly from January 1, 2024, to June 30, 2024.

English Version:-
MW Maharashtra 01.01.2024 to 30.06.2024 👈 DOWNLOAD

Original Notification:-
Basic D.A. Minimum Wages for the period of 01.01.2024 to 30.06.2024 👈 DOWNLOAD

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Feb 032024
 

Budget – in – summary:

In ` lac Crore

Particulars      Budget Estimated
     FY 2024-25
            Estimated
            FY 2023-24
Total Expenditure 47.65 44.90
Capital Expenditure 11.11 16.9% ↑ 9.50
To be financed by
Tax revenue 26.02

(being 55% of total BE)

23.24
(being 52% of total expenditure)

Thus, the main focus is on infrastructure development that to be financed mainly from tax collection by keeping revenue deficit @ 2%.

Objective of the interim budget 2024 and THE FINANCE BILL 2024:

A BILL to continue the existing rates of income-tax for the financial year 2024-2025 and to provide for certain relief to taxpayers and to make amendments in certain enactments”.

To keep the revenue deficit intact and getting more dependent on tax revenue following measures are propose to be carried out for rationalization of direct taxes and indirect taxes.

Tax Rates – To continue the existing rates of income tax:

In para 92 of Budget Speech, the honorable FM said – “As for tax proposals, in keeping with the convention, I do not propose to make any changes relating to taxation and propose to retain the same tax rates for direct taxes and indirect taxes including import duties.” Thus, effective tax rates for different categories of persons shall be as below:

Category1. In case of an Individual (resident or non-resident) or HUF,or Association of Person or Body of Individual or any other artificial juridical person.

Individuals

(Other than resident senior and super senior citizen)

Net Income Range Rate of Income Tax
For AY 2024-25 For AY 2023-24
Up to ₹ 2,50,000
₹ 2,50,000 to ₹ 5,00,000 5% 5%
₹ 5,00,000 to ₹ 10,00,000 20% 20%
Above ₹ 10,00,000 30% 30%

 

Individuals being Resident Senior Citizen

(i.e., who is 60 years or more but less than 80 years at any time during the previous year 2023-24)

Net Income Range Rate of Income Tax
For AY 2024-25 For AY 2023-24
Up to ₹ 3,00,000
₹ 3,00,000 to ₹ 5,00,000 5% 5%
₹ 5,00,000 to ₹ 10,00,000 20% 20%
Above ₹ 10,00,000 30% 30%

 

Individuals being Resident Super Senior Citizen

(i.e., who is 80 years or more at any time during the previous year 2023-24)

Net Income Range Rate of Income Tax
For AY 2024-25 For AY 2023-24
Up to ₹ 5,00,000    
₹ 5,00,000 to ₹ 10,00,000 20% 20%
Above ₹ 10,00,000 30% 30%

 

Hindu Undivided Family – including AOP, BOI, AJP

Net Income Range Rate of Income Tax
For AY 2024-25 For AY 2023-24
Up to ₹ 2,50,000
₹ 2,50,000 to ₹ 5,00,000 5% 5%
₹ 5,00,000 to ₹ 10,00,000 20% 20%
Above ₹ 10,00,000 30% 30%

 

Surcharge: It is levied on the amount of income tax if the income excess a certain limit (depicted below):-

Net Income Rate of Surcharge
₹ 50 lacs to ₹ 1 Crore 10%
₹ 1 Crore to ₹ 2 Crore 15%
₹ 2 Crore to ₹ 5 Crore 25%
Above ₹ 5 Crore 37%

 

The surcharge of 25% & 37% shall not be levied on – Dividend Income, Income Chargeable u/s 111A, 112, 112A and 115AD(1)(b).

Marginal relief: In case surcharge is levied, a relief is available in the following manner:

Net Income Manner of relief
₹ 50 lacs to ₹ 1 Crore The amount payable as income tax and surcharge shall not exceeds the total amount payable as income tax on total income of ₹ 50 lacs by more than the amount of income that exceeds ₹ 50 lacs.
₹ 1 Crore to ₹ 2 Crore The amount payable as income tax and surcharge shall not exceeds the total amount payable as income tax on total income of ₹ 1 Crore by more than the amount of income that exceeds ₹ 1 Crore.
₹ 2 Crore to ₹ 5 Crore The amount payable as income tax and surcharge shall not exceeds the total amount payable as income tax on total income of ₹ 2 Crore by more than the amount of income that exceeds ₹ 2 Crore.
Above ₹ 5 Crore The amount payable as income tax and surcharge shall not exceeds the total amount payable as income tax on total income of ₹ 5 Crore by more than the amount of income that exceeds ₹ 5 Crore.

 

Health and Education Cess: The Health and Education cess is levied @4% on the amount of income tax and surcharge in total.

Alternate Minimum Tax (AMT).

An individual is liable to pay Alternate Minimum Tax where tax payable by him, on his total income computed as per normal provisions of the Act, is less than 18.5% of ‘adjusted total income’.

‘adjusted total income’ in such cases shall be taken as total income of such individual and shall be liable to be taxed @ 18.5% of such ‘adjusted total income’.

However, AMT is levied @9% (surcharge and cess) in case of an assessee other than a company, being a unit of an IFS and deriving its income solely in convertiable foreign exchange.

New Tax Regime
 or Alternate tax regime
(for Individual and HUFs only)

For, AY 2024-25, the new tax regime is the default tax regime for the Individual or HUF. Further, the benefit of new tax regime id also extended to AOP, BOI and AJP from assessment year 2024-25.

If one has to opt-out from default new tax regime, he has to exercise the option in a manner provided under section 115BAC(6).

Net Income Range Rate of Income Tax
For AY 2024-25
Up to ₹ 3,00,000
₹ 3,00,001 to ₹ 6,00,000 5%
₹ 6,00,001 to ₹ 9,00,000 10%
₹ 9,00,001 to ₹ 12,00,000 15%
₹ 12,00,001 to ₹ 15,00,000 20%
Above ₹ 15,00,000 30%

 

Surcharge in New Tax Regime: It is levied on the amount of income tax if the income excess a certain limit (depicted below):-

Net Income Rate of Surcharge
₹ 50 lacs to ₹ 1 Crore 10%
₹ 1 Crore to ₹ 2 Crore 15%
₹ 2 Crore to ₹ 5 Crore 25%
Above ₹ 5 Crore 37%

The surcharge of 25% & 37% shall not be levied on – Dividend Income, Income Chargeable u/s 111A, 112, 112A and 115AD(1)(b).

Further, from Assessment Year 2024-25, a maximum rebate of ₹ 25,000/- is allowed under section 87A, if the total income of a resident individual, who is opting for the new tax scheme under section 115BAC(1A) is up to ₹ 7,00,000/-.

Direct Taxes Management and changes proposed:

  • Now no tax liability for tax payers with income up to ₹ 7 lakh under new tax scheme.
  • Threshold for presumptive taxation for retail businesses was increased from ₹ 2 crore to ₹ 3 crore.
  • Threshold for professionals eligible for presumptive taxation was increased from ₹ 50 lakh to ₹ 75 Lakh.
  • Corporate tax rate was decreased from 30 per cent to 22 per cent for existing domestic companies.
  • Corporate tax rate was decreased to 15 per cent for certain new manufacturing companies.
  • Jurisdiction-based assessment system was transformed with the introduction of Faceless assessment   and    Appeal system and now central government may issue relevant directions for rationalization of laws of income tax in this regard up to 31st March 2025 in contract of existing deadline of 31st March [Amendment of section 144C].
  • Average processing time of returns has been reduced from 93 days in the year 2013-14 to a mere ten days this year with the more efficient use of IT infrastructure.
  • Slab tax rates remain intact, i.e., no change in income tax rates [Section 2].
  • Certain tax benefits to start-ups are expiring on 31.03.2024 will be extended to 31.03.2025. [Amendment of section 80-IAC]
  • Tax benefits on investments made by sovereign wealth or pension funds are expiring on 31st March 2024 will be extended to 31st March 2025.
  • Tax deduction on certain income of some International Financial Services Centre (IFSC) units are expiring on 31.03.2024 will be extended to 31.03.2025. [Amendment of section 80-LA]
  • Withdraw outstanding direct tax demands up to ₹ 25,000 pertaining to the period up to financial year 2009-10 and up to ₹ 10,000 for financial years 2010-11 to 2014-15.
  • Now w.e.f. 1st July 2023, TCS shall be collected @ 5% instead at existing rate of 20% by an authorise dealer in receipt of foreign remittance. [Amendment of section 206C(1G)]
  • TCS shall be collected @20% if the above amount remitted for any purposes other than the education or medical treatment.
  • Seller of an overseas tour programme package shall collect a sum of 20% of the amount or aggregate of amounts in excess of seven lakh rupees received from the buyer in a financial year.
  • Now, Central Government may issue direction up to 31st March 2025 to facilitate greater use of IT facilities for departmental appeals.  [Amendment of section 253]
  • Now, Central government may issue direction up to 31st March 2025 to facilitate the faceless Appellate Tribunal procedure which is based on IT platform. [Amendment of section 255]

Indirect Taxes Management and changes proposed:

  • Average monthly gross GST,collection has almost doubled to ₹ 1.66 lakh crore.
  • Biggest beneficiaries of GST, are customers due to decreased logistics costs and taxes.
  • import release time declined by 47 per cent at ICD, by 28 per cent at air cargo and by 27 per cent at sea port.
  • No change in tax rates on goods and services.

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Call: +91 766 990 4748
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Branches: Delhi & NCR | Pune | Bangalore | Hyderabad | Ahmedabad | Chennai | Kolkata


Jan 302024
 

As we bid farewell to the past year and welcome the promises of the new one, the Indian business landscape gears up for another journey through the compliance maze. The start of 2024 brings with it a fresh perspective and a renewed commitment to adhere to the ever-evolving regulatory requirements. In this blog, we’ll navigate through the Indian compliance calendar for February 2024, ensuring businesses are well-prepared to embrace the challenges and opportunities that lie ahead.

 

Compliance-Calendar-Jan-2024 👈 DOWNLOAD


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Jan 272024
 

Introduction:

In a recent development, the Employee State Insurance Corporation (ESIC) has taken a significant step towards enhancing the Aadhaar seeding process. The circular issued on January 10, 2024, introduces a groundbreaking feature – face authentication – on the AAA+ Mobile App. This update aims to simplify and expedite Aadhaar seeding for Insured Persons (IPs) and their family members. In this blog post, we’ll delve into the details of these advancements and explore how this update is poised to improve user experience.

The Power of Face Authentication on AAA+ Mobile App

1. Seamless Aadhaar Seeding:

ESIC’s AAA+ Mobile App now empowers IPs to seed Aadhaar effortlessly using face authentication. This user-friendly feature eliminates the need for manual entry, providing a quick and secure alternative for users to link their Aadhaar details.

2. Google Play Store Update:

To access the latest face authentication feature, users are urged to update their AAA+ Mobile App through the Google Play Store. The update is already live, ensuring IPs can benefit from the enhanced Aadhaar seeding capabilities without delay.

3. User Manual Guidance:

ESIC has thoughtfully included a User Manual along with the circular, offering step-by-step instructions on leveraging the face authentication feature. This guide aims to assist users in navigating the AAA+ Mobile App seamlessly, ensuring a smooth experience while seeding Aadhaar.

Biometric Authentication Device ATS300: A Game-Changer

1. Successful Proof of Concept:

ESIC’s ICT Branch has successfully conducted a Proof of Concept (POC) for the Biometric Authentication Device ATS300 developed by M/s Access Computertech Pvt. Ltd. This device is now integrated into the employer and ESIC Staff portals, further streamlining the Aadhaar seeding process.

2. Additional Authentication Option:

The circular encourages the use of ATS300 in addition to the previously approved devices for biometric authentication. This not only provides IPs with more options but also enhances the overall security of Aadhaar seeding.

Implementation Details: Branch Office Login

ESIC’s commitment to efficiency is evident in the deployment of the new provision – “Aadhaar Seeding and ABHA Generation” – in the Branch Office login. This implementation is a strategic move to facilitate a smoother Aadhaar seeding process for PDB/DB Beneficiaries.

Coexisting Authentication Processes:

ESIC reassures users that the introduction of face authentication is complementary to existing methods. OTP based authentication and biometric authentication will continue alongside face authentication until further orders. This ensures that users can choose the method that suits them best.

Conclusion: A Technological Leap Forward

ESIC’s recent updates mark a significant technological leap forward in the realm of Aadhaar seeding. The incorporation of face authentication and the successful POC of the ATS300 device showcase ESIC’s commitment to providing secure, user-friendly services for IPs and their families. Users are encouraged to embrace these enhancements by updating their AAA+ Mobile App and referring to the attached User Manual for a seamless Aadhaar seeding experience. Stay tuned for further updates as ESIC continues to innovate and streamline its services.

 

ESIC Latest Update Streamlining Aadhaar Seeding with Face Authentication    👈 DOWNLOAD

Process File Streamlining Aadhaar Seeding with Face Authentication  👈 DOWNLOAD

 

 

Courtesy by: PCS Consultancy


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Sensys Technologies Pvt. Ltd.

HO: 904, 905 & 906, Corporate Annexe, Sonawala Road, Goregaon East, Mumbai- 400 063.
Call: +91 766 990 4748
Email: contact@sensysindia.com | Website: http://www.sensystechnologies.com
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Jan 252024
 

 

Introduction:

Introduce the recent circular issued by the Employees’ Provident Fund Organization (EPFO) and the corresponding directive from the Unique Identification Authority of India (UIDAI). Highlight the significance of this decision in the context of identity verification and the legal landscape. This information sheds light on an important change regarding the acceptance of Aadhaar as proof of date of birth.

The key points of the analysis are:

UIDAI’s Directive (Circular No. 08 of 2023):

  • Aadhaar is not recognized as proof of date of birth according to the Aadhaar Act, 2016.
  • UIDAI emphasizes that Aadhaar provides identity verification, not proof of birth.

EPFO Circular and Implementation:

EPFO, in response to UIDAI’s directive, removes Aadhaar from the list of acceptable documents for correcting the date of birth. The decision is reflected in Table-B of Annexure-1 of the Joint Declaration SOP issued earlier. The circular is approved by the Central Provident Fund Commissioner (CPFC).

Legal Implications and UIDAI’s Clarifications:

The UIDAI’s circular refers to the Aadhaar Act, 2016, and regulations governing enrolment and update processes. The Aadhaar Act and an office memorandum from December 20, 2018, explicitly state that Aadhaar is not proof of date of birth. Recent judgments, including one from the Bombay High Court, reinforce that Aadhaar cannot be considered as proof of birth.

Communication to AUAs/KUAs:

UIDAI’s directive is communicated to all Authentication User Agencies (AUAs) and Know Your Customer User Agencies (KUAs) through Circular No. 08 of 2023. EPFO’s circular is directed to all ACC (Zones), RPFC (Regional offices), and Office in charge of ROs for widespread implementation.

Necessary Modifications:

The Internal System Division (ISD) is directed to make necessary modifications in the application software to align with the updated guidelines.

Conclusion:

The removal of Aadhaar as proof of date of birth by EPFO aligns with UIDAI’s directive and the legal stance on Aadhaar’s limitations. This change emphasizes the role of Aadhaar in identity verification rather than proof of birth, and it highlights the importance of accurate documentation in the context of identity verification. Entities involved in date of birth corrections within EPFO should be aware of and adhere to these changes to stay compliant with the latest regulatory updates. This information provides a comprehensive overview of the situation and its implications for EPFO members and other stakeholders.

Circular Download:-

EPFO Removes Aadhaar as Proof of Date: Navigating Charges in Identity Verification  👈 DOWNLOAD

Courtesy by: PCS Consultancy


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“Our Products & Services”

Sensys Technologies Pvt. Ltd.

HO: 904, 905 & 906, Corporate Annexe, Sonawala Road, Goregaon East, Mumbai- 400 063.
Call: +91 766 990 4748
Email: contact@sensysindia.com | Website: http://www.sensystechnologies.com
Branches: Delhi & NCR | Pune | Bangalore | Hyderabad | Ahmedabad | Chennai | Kolkata