BEDI CONSULTANCY Ludhiana, Punjab

We all face issues related to ESI and similar concerns; this raises our need to rely on someone who is trustworthy in providing these services. We here with our organization named Bedi Consultancy provide high class services as an ESI Consultant Punjab to all businesses in India. Apart from just handling your issues related with ESI in Punjab, we follow various acts which are passed by concern department. ESI Code No Registration & Amendments Generation of Sub Code Numbers for PAN India Branches. Generation of Monthly Contribution Challan including Expats. Timely remittance of monthly statutory contributions for PAN India Branches. Issuance of ESI Numbers / Generation of Insurance Cards for PAN India Branches. Issuance of Certificate of Coverage from ESIC Periodical preparation & submission of all statutory registers & returns as per statutory periodicity. Helping the employees in getting ESI benefits (Accident Claims and Medical claims etc.) Arranging Employees Help Desk Facility. Coordinate with the client in handling inspections by statutory authorities. Attending & Contesting the matter in Quasi-Judicial enquiry on the behalf of management. C-18 , 45 A , C-19, 45AA , CP-2 , CP-23 & CP-24

Employees' Provident Fund & Miscellaneous Provisions Act, 1952 is social security legislation for the future benefit of employees & their dependents; in case of unfortunate incidents occurring in the future. Every establishment which is a factory engaged in any industry in which 20 or more person is employed. We develop and create solutions based on the specific needs of the client. While delivering a maximum business value to customers, we combine an excellence in process with the framework, quality and innovation in delivery of services. New Company Registration - Filing of necessary papers and obtaining PF registration code number for new establishment within prescribed time as per Act. - Form 5A (Return of ownership) - Form 9 (Revised) - Submission of Specimen Signature Monthly Process - Preparation of monthly Challan for EPF & deposited into bank within prescribed time as per Act. - Prepare Monthly Return : -- Form 12A (Revised) -- Form -5 (New Joinees) -- Form-10 (Resigned) - Preparation of Form- 7(IF) - PF Eligibility Register - Maintenance of all statutory registers required by the PF authorities. - Preparation of Monthly PF Ledger. - Nomination & Declaration Forms in Form No. 2 (Revised) of the new employees - Declaration form in Form- 11(Revised) - Attend PF inspector for inspection of records, appearing before the concerned authorities on behalf of the employer in 7-A proceedings under EPF Act - All assessment & inspection from EPF department, when required. - Information with regard to any amendment/changes in the act will be informed immediately.

Labour are the base of any business and that is why for their welfare the Indian Government has many strict laws and rules which are mandatory to follow by the Employers. Any issue with the same may attract huge penalties and even cancellation of license. Thus, we at Bedi Consultancy Services acts as the best Labour Law Advisor in Punjab Why is Labour Law Consultant needed? Along with the Central legislation governing welfare of the labour, most of the states also have their own Labour Welfare Fund as per individual state laws or adopted law from others state. So, the employer needs to work according to both, the Central and State laws. Being a business owner, it is not possible to have all kind of knowledge about the different laws and its regulations; thus, being the best Labour Welfare Fund Consultant, BCS provides the best service to the business in Punjab and in Pan India. Different Services Provided by Labour Welfare Fund Consultant: Being the premier company in providing service of Labour Law Advisor, BCS provides a 360-degree solution to the business as the labour law consultant: - - Provide regular consultancy about the matters related Labour Welfare Fund. - Preparation, submission or giving a reply to any kind of notice from the concerned departments. - Informing the Welfare Commission about the regular changes within the Company. - Payment of contribution towards the Labour Welfare Fund on the behalf of the Company. - Providing complete assistance to both the Company and the authorities regarding assessment and inspection from the labour department. - Providing satisfying answers related to show cause notices issued by the department of welfare commissioner. - Provides complete assistance to the business at the time of inspection and search by the inspector in any premises. - Gives complete assistance and represents the business at the time of enquiries conducted by the department of authorities.

Punjab Shops And Commercial Establishments Act, 1958 [Also applicable in Chandigarh & Haryana] Purpose & Object Shops and Establishment Acts have been enacted by the states to regulate conditions of work and to provide for statutory obligations of the employers and rights of the employees in un-organized sector of employment such as shops, commercial establishments, residential hotels, restaurants, eating houses, theatres and other establishments in their jurisdiction. Applicability It is applicable to all persons employed in an establishment with or without wages, except the members of the employers' family. Features - Provides for compulsory registration of shops / establishments - Provides for communication of closure of shops / establishments - Lays down the hours of work - per day & week; guidelines for rest interval, opening and closing hours, closed days, national and religious holidays, overtime work - Lays down Rules for employment of children, young persons and women; annual leaves, maternity leaves, sickness and casual leaves; - employment and termination of service etc. - Provides for maintenance of statutory registers & records and display of notices - Provides for obligations of employers as well as employees.

Minimum Wages Act, 1948 Purpose & Object The Minimum Wages Act, 1948 has been enacted to provide the minimum wages in certain specified employments. The Minimum Wages Act binds the employers to pay the minimum wages fixed under the Act from time to time. Under the provisions of the Act both the Central and State Government have authority to fix, review, revise and enforce the minimum wages to workers employed in scheduled employment under their respective jurisdictions. Applicability - Minimum Wages Act, 1948 extends to whole of India. - It applies on persons employed in an employment specified in Part I (Non-agricultural Employment) & Part II (Agricultural Employment) of the Schedule to the Minimum Wages Act, 1948. Fixation of Minimum Wages - Appropriate Government (Central or State, as the case may be) has authority to fix the minimum rate of wages in respect of employment specified in Part I & II of the Schedule to the Act. - The Central Government has authority to fix rate of minimum wages for 45 Spheres of employment; whereas, the State Governments - have authority to fix rate of minimum wages for 1596 Spheres of employment in their territory.

Know more from Bedi Consultancy, about Bonus Payment for Employees at Work in India. Get information about Payment of Bonus Act, Bonus Eligibility, Applicability, Calculation of Bonus etc. Bonus is a reward that is paid to an employee for his good work towards the organisation. The basic objective to give bonus is to share the profit earned by the organisation amongst the employees and staff members. In India there is a principle law relating to this procedure of payment of bonus to the employees and that principle law is named as Payment of Bonus Act, 1965. THE PAYMENT OF BONUS ACT, 1965 The Payment of Bonus Act, 1965 provides for the payment of bonus to persons employed in certain establishments, employing 20 or more persons, on the basis of profits or on the basis of production or productivity and matters connected there with. The minimum bonus of 8.33% is payable by every industry and establishment under section 10 of the Act. The maximum bonus including productivity linked bonus that can be paid in any accounting year shall not exceed 20% of the salary/wage of an employee under the section 31 A of the Act.