Our company registered in implemented area but the contractual employees are doing work in other state in non implemented area. Will the ESI Act be applicable on us? we purchase WC Policy against that employees. ESI dept. convey us that we are liable of ESI deduction and contribution and payment under ESI ACT 87 & 88.
From India, Kolkata
From India, Kolkata
Normally, if the workers are working in non implemented area, then they will not be covered. But to establish it, their names should not be available in the muster roll of the company which is set up in an implemented area. In short, if you have an office in that state( non implemented area) and the names of these employees are available in the muster roll of that branch office, then they could be out of ESI. On the other hand, if their names are shown under your office which is an implemented area, then you have to establish that they are working in non implemented area by showing some orders in which their place of working is mentioned.
From India, Kannur
4248From India, Kannur
HI Anup,
Based on the information you provided, it seems that the Employees' State Insurance (ESI) Act is applicable to your company. Here's why:
Contractual Employees:
Your company employs contractual workers, the ESI Act may be applicable, regardless of whether they are working in an implemented or non-implemented area. The Act covers both permanent and contractual employees.
Work in Non-Implemented Area: The ESI Act is applicable pan-India. It doesn't matter if the work is being done in a non-implemented area; if your employees fall under the scope of the Act, you may be liable for ESI deductions and contributions.
ESI Deductions and Contributions:
As per the ESI Act, both the employer and the employee are required to make contributions towards the ESI scheme. The employer's contribution is higher than the employee's.
ESI Department Communication:
If the ESI department has conveyed to you that you are liable for ESI deductions, contributions, and payments, it's important to take this seriously. Ignoring their communication could lead to legal consequences.
Workmen's Compensation (WC) Policy:
While you have a Workmen's Compensation Policy, this provides coverage for accidental injuries and occupational diseases to your employees. It is separate from ESI, which is a social security and health insurance scheme.
Thanks
From India, Bangalore
Based on the information you provided, it seems that the Employees' State Insurance (ESI) Act is applicable to your company. Here's why:
Contractual Employees:
Your company employs contractual workers, the ESI Act may be applicable, regardless of whether they are working in an implemented or non-implemented area. The Act covers both permanent and contractual employees.
Work in Non-Implemented Area: The ESI Act is applicable pan-India. It doesn't matter if the work is being done in a non-implemented area; if your employees fall under the scope of the Act, you may be liable for ESI deductions and contributions.
ESI Deductions and Contributions:
As per the ESI Act, both the employer and the employee are required to make contributions towards the ESI scheme. The employer's contribution is higher than the employee's.
ESI Department Communication:
If the ESI department has conveyed to you that you are liable for ESI deductions, contributions, and payments, it's important to take this seriously. Ignoring their communication could lead to legal consequences.
Workmen's Compensation (WC) Policy:
While you have a Workmen's Compensation Policy, this provides coverage for accidental injuries and occupational diseases to your employees. It is separate from ESI, which is a social security and health insurance scheme.
Thanks
From India, Bangalore
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