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TDS Rate Chart: Assessment Year: 2025-2026 Financial Year: 2024-2025.

TDS Rate Chart: Assessment Year: 2025-2026 Financial Year: 2024-2025. TDS Rate Chart

Apr 102024

Presenting the upcoming TDS Rate Chart for AY 2025–26, FY 2024–25!

This TDS Rate Chart will help you understand the applicable TDS rate and provide a quick reference guide for Employers, Deductors and many more!

To view the entire TDS rate chart, click the link below:

TDS Rate Chart: Assessment Year: 2025-2026 Financial Year: 2024-2025 👈 DOWNLOAD

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Aadhar Card is Not Proof Of Date Of Birth, School Leaving Certificate Can Be Considered To Determine Pension: Gujarat High Court

Aadhar Card is Not Proof Of Date Of Birth, School Leaving Certificate Can Be Considered To Determine Pension: Gujarat High Court Compliances

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

Courtesy by: PCS Consultancy

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GUJARAT SHOPS AND ESTABLISHMENTS (REGULATION OF EMPLOYMENT AND CONDITIONS OF SERVICE) ACT, 2019 Amendment 2024.

GUJARAT SHOPS AND ESTABLISHMENTS (REGULATION OF EMPLOYMENT AND CONDITIONS OF SERVICE) ACT, 2019 Amendment 2024. Compliances

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

No worker shall work for more than nine hours in any day and forty-eight hours in a week.
Continuous work for more than five hours requires a break of not less than half an hour.
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

Courtesy by: PCS Consultancy

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“ESIC’s Latest Update: Streamlining Aadhaar Seeding with Face Authentication on AAA+ Mobile App”

“ESIC’s Latest Update: Streamlining Aadhaar Seeding with Face Authentication on AAA+ Mobile App” Compliances

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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ESIC Aadhar Seeding Application due to e-KYC changes by UIDAI.

ESIC Aadhar Seeding Application due to e-KYC changes by UIDAI. Compliances

Dec 262023

ESIC Aadhar Seeding Application due to e-KYC changes by UIDAI. The letter provides instructions and updates regarding the process of seeding Aadhar details for insurance persons and their family members. Here’s a summary of the key points in the letter:

1. Background: The letter refers to previous instructions on Aadhar seeding issued on May 25, 2023, and October 31, 2023.

2. UIDAI e-KYC Update: UIDAI has updated its e-KYC response, specifically regarding the sharing of the date of birth. If the date of birth in UIDAI is recorded as ‘declared or approximate,’ only the year of birth is being shared on the ESIC Aadhaar Seeding application.

3. ESIC Portal Update: The ESIC Portal has been updated to allow users to select the date and month (Date/MM) during the Aadhaar seeding process, based on available documentary evidence. When the declared date of birth matches with the details in ESIC records, Aadhar will be seeded. In case of a mismatch, an update IP details request will be generated for approval.

4. Procedure for Cases with Only Year Visible: In cases where only the year is visible in the date of birth column after seeding Aadhaar details, the person handling Aadhaar seeding will enter the date and month based on Aadhar Card or other documentary evidence. The Aadhar number will be seeded accordingly. Such cases will be marked distinctly on the profile of the insurance person as a declared date of birth, subject to verification when necessary.

5. Deleted Blank Cases: All blank cases of Aadhaar mismatch requests from the last 15 days have been deleted from the backend. Field offices are instructed to approach the individuals again to seed their Aadhar numbers in the ESIC portal.

6. Help Files: The letter mentions that help files containing screenshots of the updated portal are attached for guidance.

7. Compliance Request: Field offices are requested to ensure strict compliance with these guidelines and expedite the Aadhaar seeding work.

If you have any specific questions or need further clarification on any part of the letter, feel free to ask.

DOWNLOAD: ESIC Procedure for Updating Aadhar Details.
DOWNLOAD: Circular for Aadhar changes updated.

Courtesy by: PCS CONSULTANCY

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Exemption to all Shops & Establishments for operating 24/7 in the Telangana State.

Exemption to all Shops & Establishments for operating 24/7 in the Telangana State. Compliances

Apr 192023

The Government of Telangana hereby issues guidelines for granting exemption from section 7 (Opening and Closing hours) of the Telangana Shops And Establishments Act, 1988 to all Shops & Establishments as defined in section 2 (21) of the Telangana Shops & Establishments Act, 1988 for operating 24/7 in the Telangana State, subject to the following conditions namely:-

(i) Issue of ID cards,

(ii) Weekly off,

(iii) Weekly working hours,

(iv) Overtime wages,

(v) Compensatory holiday with wages in lieu of employees attending duty on a notified national /festival holiday,

(vi) Adequate safety of Women employees,

(vii) Consent of women employees to work in night shift,

(viii) To and from transport from Women employees working in night shift,

(ix) The Management shall maintain the records and furnish returns as prescribed by the State Government within time,

(x) Subject to compliance with provisions under the Police Act & Rules in force, and

(xi) Subject to payment of an annual fee of Rs.10,000/- (Rupees ten thousand only) for each store to open 24×7 under the Telangana Shops And Establishments Act, 1988.

The relevant official notification is attached for your kind reference,

Guidelines on the exemption from opening and closing hours of Telangana Shops and establishments act:- DOWNLOAD

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Central Minimum Wages from 1st April 2023 to 30th September 2023.

Central Minimum Wages from 1st April 2023 to 30th September 2023. Compliances

Apr 132023

Please find attached herewith Central Minimum Wages rates w.e.f. 01/04/2023 to 30/09/2023.
Kindly comply accordingly from April 2023.

Check out the below attachment

Central Minimum Wages from 1st April 2023 to 30th September 2023.

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Maharashtra Profession tax amendment 2023.

Maharashtra Profession tax amendment 2023. Compliances

Apr 102023

Govt of Maharashtra notifies Maharashtra State Tax on Professions, Trades, Callings, and Employments (Amendment) Bill, 2023 to notify changes in Profession Tax Rates w.e.f. 01.04.2023. One notable change is that bill exempts the professional tax payable by the women who draw the monthly salary or wages up to rupees twenty-five thousand w.e.f. 01.04.2023.

(1) This Act may be called the Maharashtra State Tax on Professions, Trades, Callings, and Employments (Amendment) Act, 2023. (2) It shall come into force on the 1st of April 2023. 2. Amendment of section 27A of Mah. XVI of 1975. In Section 27A of the Maharashtra State Tax on Professions, Trades, Callings, and Employments Act, 1975.

AS PER L. A. BILL No. XIII OF 2023 OF MAHARASHTRA GOVT DATED 20th MARCH 2023 MADE FOLLOWING AMENDEMENTS.

(1) This Act may be called the Maharashtra State Tax on Professions, Trades, Callings, and Employments (Amendment) Act, 2023.

(2) It shall come into force on the 1st of April 2023

Revised Slab from 1st Apr 2023.

(i) In the case of men, whose monthly salaries or wages,–

a) Upto 7500 – NO Profession Tax.

b) >7500 but less than 10,000 – 175/- Per Month.

c) >10,000 – 200/- Per Month (In Feb Month-300).

(ii) in the case of women, whose monthly salaries or wages,–

a) Salary < 25,000: No Profession Tax.

b) Salary > 25,000 : 200/- Per Month (In Feb Month-300).

Gazette Copy:- 👇

Mah-PT-Amdmt-Act-2023

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EPFO fixes Interest Rate for 2022-23 @8.15% pa.

EPFO fixes Interest Rate for 2022-23 @8.15% pa. Compliances

Apr 052023

The 233 meeting of the Central Board of Trustees, EPF was held today in Delhi under the Chairmanship of Shri Bhupendra Yadav, Union Minister for Labour & Employment and Environment, Forest & Climate Change. The Vice-Chairmanship of Shri Rameshwar Teli, Union Minister of State for Labour & Employment, Petroleum & Natural Gas and Co-Vice-Chairpersonship of Ms. Arti Ahuja, Secretary Labour & Employment and the Member Secretary Smt. Neelam Shami Rao, Central P F Commissioner was also present during the meeting.

The Central Board recommended an 8.15 % annual rate of interest to be credited on EPF accumulations in members’ accounts for the financial year 2022-23. The interest rate would be officially notified in the government gazette after approval of the Ministry of Finance, following which EPFO would credit the rate of interest into its subscribers’ accounts.

Here are a few key points to remember about EPF Interest Rate:

● The interest rate of 8.15% has come into effect and will apply to EPF deposits made between April 2022 and March 2023.

● Even though the interest is calculated monthly, it is only deposited to the Employees’ Provident Fund account once a year on March 31st of the applicable fiscal year.

● The transferred interest is added to the next month’s balance, i.e. April’s balance, and is then used to calculate interest.

● If no contributions are made to an EPF account for 36 months in a row, the account becomes dormant or inoperative.

● Employees who have not reached retirement age might earn interest on their inactive accounts.

● Interest is not paid on funds put in retired employees’ inactive accounts.

● The interest collected on dormant accounts is taxed at the member’s slab rate.

● The employee will not receive any interest for payments made by the company to the Employee’ Pension Scheme. However, beyond the age of 58, a pension is provided out of this amount.

Please take note of the same.

DOWNLOAD: The Central Board Trustees (CBT) EPF recommends an 8.15 % rate of interest to EPF subscribers for FY2022-23.

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5 Performance Management Problems.

5 Performance Management Problems. Compliances

Mar 102023

Performance management is essential to HR management, but many organizations need help with effective performance management. Fortunately, HRMS software can help mitigate these issues, providing a more streamlined and efficient approach to managing employee performance. Here are five common performance management problems that can be solved with the help of HRMS software.

1. Inefficient and Inaccurate Performance Reviews Many organizations need help conducting performance reviews, which can be time-consuming and prone to errors. However, HRMS software can simplify the process by automating the performance review process, from scheduling to feedback collection and even generating performance reports.

2. Lack of Clarity in Performance Goals Setting clear and measurable performance goals is crucial for employee motivation and productivity. HRMS software can assist in defining performance goals that are specific, measurable, achievable, relevant, and time-bound (SMART).

3. Inadequate Feedback and Coaching Effective performance management involve providing timely and constructive feedback and coaching to employees. However, managers often need help to provide regular feedback and coaching due to time constraints.

4. Inconsistent Performance Evaluation Criteria Inconsistency in evaluating employee performance can lead to a lack of trust among employees and result in potential legal issues. HRMS software can provide a standardized framework for evaluating employee performance, ensuring consistency and fairness in performance evaluations.

5. Limited Access to Performance Data In many organizations, performance data is spread across multiple systems and platforms, making it difficult to access and analyze. HRMS software can provide a centralized platform for storing and analyzing performance data, enabling HR managers and executives to access real-time performance reports and data analytics.

Why Is Performance Management Important

Performance management is critical for the success of any organization. It helps managers to set clear goals and expectations for their employees, monitor their performance, and provide feedback and coaching to improve their performance. It also helps identify areas of strength and opportunities for development, which can lead to better job satisfaction and engagement. Performance management encourages communication, accountability, and transparency, essential for effective teamwork and collaboration. It also enables organizations to measure the success of their strategic objectives and make data-driven decisions to improve the performance of their workforce.

One essential component of performance management is employee data management software. This software allows organizations to collect, store, and analyze performance-related data, making monitoring performance over time and identifying patterns and trends more accessible. With employee data management software, managers can quickly access individual and team performance information, identify areas of strength and weakness, and make data-driven decisions about training, coaching, and other performance improvement initiatives.

What Are the Most Common Performance Management Problems that Managers Deal with on the Job

Effective performance management is essential for the success of any organization, but managers often face common challenges when managing employee performance. These problems can include a lack of clear and measurable goals and expectations, inconsistent performance evaluations and ratings, ineffective feedback and coaching, failure to address poor performance and behaviour, and limited opportunities for growth and development. These issues can lead to disengagement, low morale, and reduced productivity. Effective performance management is critical to overcoming these challenges and achieving the desired outcomes. It requires managers to communicate clearly with their employees, provide timely and specific feedback, and create opportunities for growth and development, among other strategies.

How Can You Solve The Problems

One solution to these performance management problems is using performance management software. Such software automates performance management, enabling organizations to set and track goals, provide regular feedback, and measure employee performance more accurately. By automating these processes, performance management software can help ensure that the performance management process is consistent and transparent, improving employee morale and increasing productivity.

Moreover, performance management software can provide managers and employees with real-time performance data that can be used to identify trends and patterns and to track progress toward goals. This can help identify and address performance gaps early on, allowing for more targeted interventions to improve employee performance.

Frequently Asked Questions

Q1. Why is Hr management Software Important?

A. HR software is important because it allows HR teams to streamline and automate many day-to-day tasks and processes, such as managing employee records, tracking time and attendance, and processing payroll. This saves time, reduces administrative burden, and allows HR to collect and analyze data more effectively.

Q2. How Does Performance Management Software Make the Process Smooth?

A. Performance management software can make the performance management process more smooth by automating many steps, such as setting goals, providing feedback, and tracking progress. This can save time and reduce administrative burden while providing a centralized performance data and feedback platform.

Q3. How Easy is it to Setup Performance Management Software?

A. The ease of setting up performance management software will depend on the specific software chosen and the level of customization required. However, many performance management software tools are designed to be user-friendly and intuitive, with straightforward setup processes.

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