INDEX

RETAIL SECTOR HUMAN RESOURCE THE EMPLOYEE'S STATE INSURANCE ACT EMPLOYEE PROVIDENT FUND POLICY PF WITHDRAL EPF/ESI DETAILS SHOP ACT RENEWAL SHOP ACT FORM

RETAIL SECTOR
Retail is the sale of goods and services from individuals or business to end users. Retailers are a part of integrated system called the supply-chain.A retailer purchases goods or products in large quantities from manufacturers or directly through wholesalers and then sell the maller quantities at profit to customers.retailing can either be done on fixed locations or online. Shops may be on residential streets, shopping streets with few or no houses or in a shopping mall.online retailing , a type of electronic commerce used for buisness-toconsumer transactions and mail order, are forms of non-shop retailing In the retail sector human resource department plays a very important role as a lot of skilled as well as unskilled employees are employeed and it is a task to manage them.

Chain stores
Chain stores are retail outlets that share a brandand central management and usual have standardised buisness methods and practicesa. A franchise retail establishment is one form of chain store. Franchising is the practice of using another firms successful buisness model.a franchisee usually lasts for a fixed time period, and a specific territory or geographical area surrounding its location.one franchisee may manage several such locations. Aggrements last from 5 years to 30 years. A franchisee is merely a temp buisness investment involving renting or leasing an oppurtuninty.payment to franchisor is by 1) Royalty for trademark 2)reimbursement for training and advisory services. These 2 fees maybe combined as a single management fee

HUMAN RESOURCE
In the current scenario of cut-throat competition we consider human resource as human capital. Among three Ms of resources i.e. man, material and money it is the manpower who is now days optimally utilizing the money to get/purchase quality goods/material. So therefore besides being financially sound an organization should have excellent manpower/workforce with them. Human resource management is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws HR is responsible for employee experience during the entire employment lifecycle. It is first charged with attracting the right employees through employer branding. It then must select the right employees through the recruitment process. HR then on boards new hires and oversees their training and development during their tenure with the organization. HR assesses talent through use of performance appraisals and then rewards them accordingly. In fulfillment of the latter, HR may sometimes administer payroll and employee benefits, although such activities are more and more being outsourced, with HR playing a more strategic role. Finally, HR is involved in employee terminations including resignations, performance-related dismissals, and redundancies. At the macro-level, HR is in charge of overseeing organizational leadership and culture. HR also ensures compliance with employment and labor laws, which differ by geography, and often oversees health, safety, and security. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union). Consequently, HR, usually through industry representatives, engages in lobbying efforts with governmental agencies to further its

priorities. The discipline may also engage in mobility management, especially pertaining to expatriates; and it is frequently involved in the merger and acquisition process. HR is generally viewed as a support function to the business, helping to minimize costs and reduce risk

The Employees' State Insurance Act, 1948

It is a self-financing social security and health insurance scheme for Indian workers. This fund is managed by ESI CORPORATION, which oversees the provision of medical and cash benefits to employees, through its large network of dispensaries and hospitals throughout India
An Act to provide for certain benefits to employees in case of sickness, maternity and employment injury and to make provision for certain other matters in relation thereto." Employees state Insurance Scheme of India is a multidimensional social system tailored to provide socio-economic protection to worker population and their dependents covered under the scheme. Besides full medical care for self and dependents, that is admissible from day one of insurable employment, the insured persons are also entitled to a variety of case benefits in times of physical distress due to sickness, temporary or permanent disablement etc. resulting in loss of earning capacity, the confinement in respect of insured women, dependents of insured persons who die in industrial accidents or because of employment injury or occupational hazard are entitled to a monthly pension called the dependents benefit.

Rates of Contribution

The rates of contribution as of now are Employees contribution-1.75 percent of the wages Employers contribution- 4.75 percent of the wages Total- 6.50 percent of the wages

.Employees of covered units and establishments drawing wages up to Rs.15, 000/- per month come under the ESI Act, 1948

ESIC FORMS
FORM-01 Employer's Registration Form TO BE USED BY Employer FORM-01(A) Form of annual information on factory/establishment covered under ESI Act TO BE USED BY Employer FORM-1 Declaration Form TO BE USED BY Employer FORM-1(A) Family Declaration Form TO BE USED BY Employer FORM-2 Addition/Deletion in Family Declaration Form TO BE USED BY Employer FORM-3 Return of Declaration Form TO BE USED BY Employer FORM-5 Return of Contribution TO BE USED BY Employer FORM-5(A) Advance payment of contribution TO BE USED BY Employer FORM-5 Return of Contribution TO BE USED BY Employer FORM-6 Register of Employees TO BE USED BY Employer

FORM-9 Claim for Sickness/ Temporary Disablement Benefit/Maternity Benefit ) TO BE USED BY IP/Beneficiary FORM-11 Accident Book TO BE USED BY Employer FORM-12 Accident Report from Employer TO BE USED BY Employer FORM-14 Claim for Permanent Disablement Benefit TO BE USED BY IP/Beneficiary FORM-15 Claim for Dependent Benefit TO BE USED BY IP/Beneficiary FORM-16 Claim for periodical payment of Dependent Benefits TO BE USED BY IP/Beneficiary FORM-19 Claim for Maternity Benefit and notice of work TO BE USED BY IP/Beneficiary FORM-20 Claim for Maternity Benefit after the death of an Insured Women leaving behind the child TO BE USED BY IP/Beneficiary FORM-22 Funeral Expenses Claim TO BE USED BY Beneficiary FORM-23 Life Certificate for Permanent Disablement Benefit TO BE USED BY IP/Beneficiary FORM-24 Declaration and Certificate for Dependents Benefit TO BE USED BY IP/Beneficiary ESIC-32 Wage/Contributory record for disablement benefit TO BE USED BY Employer ESIC-37 Certificate of re-employment/continuous employment TO BE USED BY Employer ESIC-53 Application for change in particulars of Insured Persons regarding change of Branch Office/Dispensary TO BE USED BY IP/Beneficiary ESIC-63 Declaration form regarding payment to the legal heir/representative of the deceased IP TO BE USED BY IP/Beneficiary ESIC-71 Particulars of contribution in case Return of Contribution in respect of an IP not sent TO BE USED BY Employer ESIC-72 Application for duplicate Identity Card TO BE USED BY IP/Beneficiary

ESIC-86 Certificate of Employment TO BE USED BY Employer ESIC-105 Certificate of Entitlement Employer ESIC-126 Certificate of continuous employment for Extended Medical and Sickness Benefit TO BE USED BY Employer ESIC-142 Claim for conveyance allowance and/or compensation for loss of wages for an IP appeared before the medical board TO BE USED BY IP/Beneficiary C-1,2 & 6 Performa for Survey Register C-18, Actual, Interest, C-19, 20, 22 & 23, D-18 & D-19 Proformas C-2 to C-5 & C-7 to C-12 Proformas

Employee Provident Fund Policy

Human resource management is an important function in EPFO in view of the large set-up of organization and diverse line and staff function. EPFO follows various policy guidelines issued by the department of personnel training Government of India to manage its manpower. This is the main benefit an employee get form EPF scheme. Both the employer and employee have to pay contribution to Provident Fund. Member can withdraw from these accumulations to provide to financial exigencies in life - No need to refund unless misused on resignation the member can settle the account, the member gets his PF contribution, Employer Contribution and Interest.

BENEFITS FROM EPF SCHEMES

Provident Fund Benefits. Pension Benefits. Death Benefits. Advances / Withdrawals. Medical care

Housing Education of children

All the establishments employing 20 or more persons are brought under the purview of the act from the very date of set up of subject to fulfillment of other conditions. The provisions of the act apply on its own force independently. The employee provident fund organization is a statutory body of the government of India under ministry of labor employment. It administers a compulsory contributory provident fund scheme, pension scheme and insurance scheme. It is one of the largest social security organizations in the world.

CONTRIBUTION OF EMPLOYERS
Rates of Contribution
Employers Provident Fund Scheme:
In respect of establishments employing 20 or more persons and engaged in industry notified under Section 6 of Act 12% of the basic pay, subject to a maximum of Rs.6500/per month.

Employees Pension scheme:

From and out of employer's share of Provident Fund contributions 8.33% of the total wages limited to Rs. 6500/- per month is segregated and credited to the Employees' Pension Fund.

Employees Deposit Link Insurance Scheme:

No amount is recovered from employee's wages. Employer should pay 0.5% of total wages subject to a ceiling of Rs. 6500/- per month.

In Case of Resignation/Termination
Employees who shall be resigning/being terminated from the Organization shall be released their Provident Fund as per procedure dictated by GOI in Employee Provident Fund Scheme & Misc. provisions Act, 1952.

Withdrawal before retirement

A member can withdraw up to 90%of the amount of provident fund at credit after attaining the age of 54 years or one year before actual retirement on superannuation whichever is later... claim application in FORM 19 may be submitted to the concerned Provident fund office

INSTRUCTIONS EMPLOYEES PROVIDENT FUND FOR EMPLOYEES

Applicability: These instructions will be applicable to all Army Schools except the Army Schools located in the state of Jammu and Kashmir for whom the EPF Act of Jammu and Kashmir would apply. Coverage: All employees subject to the salary limit of Rs 6500/- per month (Basic + DA) are entitled and are required to become members whether casual, temporary daily wages, piece rated from the date of joining. It is obligatory for such employees to become member of EPF. EPF Membership: Compulsory Membership. It is obligatory for all employees drawing salary upto Rs 6500/- per month to become member of EPF. Employees drawing salary more than Rs 6500/- per month at the time of appointment fall in the excluded category and it is not obligatory for the management to contribute towards EPF for such employees. Membership by Mutual Consent. Employees whose pay scales are more than Rs 6500/- per month (Basic + DA) may become members of EPF by mutual consent of employees and employer. It is not obligatory for the employer to give consent and contribute for employee drawing salary more than Rs 6500/- per month. However if the employer gives the consent, matching contribution has to be made by the employer subject to salary ceiling limit of Rs 6500/- per month. But once an employee becomes

a member, with mutual consent, it would be mandatory for the employee to continue as member. Contribution: EPF contribution from the employees with matching contributions from the employer would be 10% of the salary where the employee strength is less than 20 and 12% where the employee strength is 20 or more subject to salary limit of Rs 6500/- PM (Basic + DA). No additional contribution would be made by the employer except stated above. Depositing of EPF contribution to the Account of EPF: All contributions towards the EPF will be deposited in the bank account of EPF (after ascertaining the same from EPF authorities) latest by 7th of the following month. The challans after depositing the EPF amount in the bank will be submitted to EPF authorities and proper record maintained of the same.

PF WITHDRAWAL
The human resource department fills up the form 3A. All the information in it is entered by them. Form 19 and 10C with 2 revenue stamps signed and photocopy of bank account passbook is to be given with a cancelled cheque has to be submitted with the RPFC Use the appropriate form for claiming provident fund pension, withdrawal benefits/scheme certificate, employees deposit linked insurance benefit etc as given below: Form no 19: To be submitted by a member to withdraw his provident fund dues on leaving service/retirement/termination. Final settlement of account Form no 20 In the event of death of a member, this form is to be used by a nominee/family member to claim the members provident fund accumulation Form no 10 D: To claim pension (in duplicate: If within state, in triplicate: if outside state)

Form no 10 C: To claim withdrawal benefits/ scheme certificate under Employees pension scheme Form no 51 F To claim assurance benefit under Employees deposit linked insurance by nominee/legal heir Form no 31: For the use of provident fund members to avail advances/withdrawals as provided in the scheme

Form no 13: For transferring the provident fund account of a member from one establishment to another establishment covered under the act / scheme It should be attested by the former employee and also be signed by the member/claimant. It should be ensured that all columns are filled

FORM FOR CLAIMIMG BENEFITS UNDER EMPLOYEE PENSION SCHEME

Form no: 10-C For claiming: Refund of employer share Withdrawal benefit Scheme certificate for retention of membership Form no: 10-D

To be submitted by the first claimant i.e. Member or Orphan or Nominee as the case may be Certificate to be submitted by pensioner

SHOP ACT
The Punjab Shops & Commercial Establishments Act, 1958 and Rules framed there under are applicable to all the shops & commercial establishments in the State of Haryana. Every employer is required to register his/her Shop / Commercial Establishment through on-line Registration system. The Authority to register any shop or commercial establishment shall lie with the Registering Authority/Labour Inspector of the area concerned. At the time of Registration, the employer shall fill the prescribed application inform-F & Form-B accompanied by the prescribed fee. Form-B is statutory if the establishment employs a number of employees.

Documents required for registration under Shop & establishment act

1) lease Agreement 2) Light Bill 3) Telephone Bill 4) Pan Card of Business Owner 5) If the Company - Company's PAN Card 6) Respective License

FORM

FORM F COVERS THE DETAILS OF THE EMPLOYER NAME OF THE EMPLOYER, MANAGER. ESTABLISHMENT NAME, POSTAL ADDRESS, NATURE OF BUSINESS AND NO OF EMPLOYEES. FORM B COVERS THE NAME OF ESTABLISHMENT EMPLOYEES WORKING HOURS, ADDRESS NATURE OF BUISNESS.NAME OF THE MANAGER.CLOSING DAY AND THE REGISTRATION NO FORM A IS FOR THE ADDITION OF NEW EMPLOYEES.THIS IS FOR THE REGISTRATION/RENEWAL OF THE ESTABLISHMENT.IT CONTAINS NAME, WORKING HOURS AND REST PERIOD FORM G COVERS ANY CHANGE IN THE INFORMATION. ALL THE CHANGES THAT HAVE TAKEN PLACE ARE MENTIONED IN THIS. THE REGISTRATION NO IS ALSO SPECIFIED WITH THE DATE OF RENEWAL.THE EMPLOYEES NAME AND STATUS IS MENTIONED IN IT.. FORM F,FORM A, FORM B, AND FORM G NEED TO BE UPTODE.DEPENDING ON AREA TO AREA ESTABLISHMENTS HAVE TO BE RENEWED EVERY YEAR.FOR HARYANA THE RENEWAL IS ONLINE AND EVERY 5 YEARS.