Tuesday, 19 April 2016

Everything about EPF – How to know Your Balance and Withdrawal Procedure – Arakanshu (HROB+ Network)

Everything about EPF – How to know Your Balance and Withdrawal Procedure – Arakanshu (HROB+ Network)
Credits -(http://hrobfriend.blogspot.in/2016/04/everything-about-epf-how-to-know-your.html)

There are certain protocols to be followed and if that case if the employer follows some unfair trade practices law comes to your rescue.
You must be possessing salary slips and in that your will have all details pertaining to PF.
The PF account Number, Establishment Code etc so kindly check your PF balance using the below link
But please go through the link before checking so that you will understand how to check your PF online
After that if you wish get yourself registered in the EPF database and download an E-passbook, which will be good evidence you can avail. After that If you wish for online transfer go to below link EPFO
if you want to claim/Withdraw from/Transfer your PF account from your ex employer to new employer (provided you meet the terms and conditions as per act) , filling the certain claim forms as per requirement using the below link and submitting the same to your employer , Local EPFO office and keep a copy for yourself.
Also write an official mail to your employer citing whatever to be done however if still you face any difficulty from the side of your EX-Employer ,Ask for final consideration over the issue, then if still your request goes unheard or answered thenRegister your grievance using the link below , in the employee section you'll find a hyperlink option titled "Register your grievance"

Withdrawl Procedures & INCOME TAX DEDUCTION
(RULE effective for all withdrawal forms)

Pls complete:

Form 19 and 
Form10C (if your service at Company PF number is more than 6 months)
include your email ID under the mobile number on top right
attach a canceled cheque (from your individual savings account)
attach the copy of PAN and attest it with your signature, 
attach Form income tax form 15G (TWO originals) only if you are not an income tax payer, S
attach letter (declaration) stating that you are an income tax payor, if you do NOT attach the Form 15G (TWO originals). 
and then courier the package directly to our PF consultant address . 
Original signed papers from you are required and soft copies are not acceptable to the PF dept. 

Pls note there are 3 places to sign in Form 19 and 2 places in Form 10C  
This applies only to EPF (Form 19) where PF service is less than 5 years AND withdrawal amount of Rs 30,000 or more.

Only if both conditions are fulfilled, the PF dept will deduct:

(a)     TDS at 10%, if self-attested PAN copy is attached to Form 19,
(b)    TDS at 34.608%, if self-attested PAN copy is not attached.
(c)     ZERO TDS, if self-attested PAN copy AND Form 15G (in duplicate) are attached.
 Form15G might apply to you only if you are not an income tax payer.

Then choose Form 15G

Pls mention the PAN number under the phone number in the Form 19, in addition to attaching the self-attested PAN copy.

For withdrawal amounts of over Rs 250,000 the TDS at 10% will automatically be deducted, without choice.

As you are unlikely to know the amount of the withdrawal, it is always better to enclose the PAN copy (signed by the claimant)

Eligibility             As per the PF dept rules, the withdrawal forms can be submitted to the PF dept only after 60 days from the date of leaving Company.

Procedure             Complete in full your application in the PF Claim Forms 19 and 10C and drop them in the dropbox titled “PF Withdrawal forms”. 

                                Alternatively, you may courier the package containing the completed forms, with your canceled cheque, to the concerned PF Consultant.

Settlement             Generally, the PF dept takes about 30 to 45 days from the time of submission of the PF claim forms 19 and 10C at the PF office, for them to complete settlement and payments by NEFT directly to your bankers.

                                You will receive SMS updates from the PF dept directly to your mobile number and you can track the status of the claim online at the PF website.

A few weeks after submission of the forms at the PF dept, you can track the settlement process online at the website

Queries on UAN

Goto the below Links for directions to be followed:
1.       UAN Member Portal
2.       What is UAN and how to get it ?

Credits: EPFO website and Economic Times.
 Important to note when completing the claim forms

(1)     Revenue stamps are not required. You may sign through the    box for revenue stamp. That is sufficient.

(2) Cancelled cheque leaf should be enclosed to the Form 19 and it must be from a personal SB account that will be open for at least 6 months after your date of leaving.
 If the Canceled Cheque contains the printed name of the ex-employee, then there is no change in procedure and the canceled cheque can be attached.
If the Canceled Cheque does not contain the printed name of the ex-employee, then:
(a) the ex-employee should sign the canceled cheque and
(b) attach the copy of the first page of the passbook or the pass-sheet from the bank showing the ex-employee's name, address and account number on it. This has to be further attested by the bank manager with seal.

In addition, this has to be attested by the employer with the authorized signatory's signature and seal.

(3)    Your bank account number should be mentioned in BOTH Form 19 and Form 10C. Otherwise you will get only one cheque and not the other cheque.

(4)    Item no 6 of Form 19 and Form 10C – reason for leaving – should ALWAYS be “RESIGNED”. Any other reason will be rejected by the PF dept.

(5)    Only the father or husband name should be mentioned and NOT the mother’s name. If mother’s name is mentioned, the PF dept will reject the withdrawal form.

(6)    Your name and your father’s/husband’s name in the Form 19 and Form 10C should MATCH the style of those names that you gave Payroll Dept when you joined. If it is different, the PF dept will reject the claim. E.g., Sachin Prasad cannot be mentioned as S. Prasad or vice versa.

(7)    Your name in the bank account should be in the same style as (6) above, otherwise your bank may reject the payment from the PF dept and send them back, instead of crediting into your account. 

(8)    Your address, bank address, pin code of your bank branch should be very legible. No overwriting or cancelling words on the forms are permitted, otherwise the claim forms will be rejected by the PF dept.

(9)    Please ensure to provide your mobile number on both Forms 19 and 10C at the appropriate spaces.

(10)If you have worked for less than 6 months at Company, then on the Form 10C you should only check the box for “Scheme certificate”. As per the PF dept rules, Form 10C refund will not be given for less than 6 months service. However, please note that this does not apply to Form 19.
Please note that the PF dept will not give information to the ex-employer or its consultant regarding your withdrawal, as it is confidential (like a bank) between the PF dept and yourself.


Hi Friends ,

Recently came across an update on linked-in  about the disturbing condition of Farmers in India.
The Article note was posted by an Entrepreneur where he genuinely wanted ideas in snapshot comment for improving the conditions of farmers.

I gave a few and sharing the same with you all.

                                                                                                                                            I am sharing on basis of experience and Knowledge , I dearly request you to share the same on  linked in account . We have given so much to MNCs & Foreign countries for our Jobs can't we give free Ideas to this genuine cause.

Link to Entrepreneur Profile :  https://in.linkedin.com/in/shishir-gupta-87b04a9
Link to My Profile :                      https://in.linkedin.com/in/arakanshusingh

Summary of My Ideas # Make in India - Leverage the Development.

  1. Jute Industry - E commerce Packaging Partners .(Cheap and Eco friendly)
  2. Cereals & Pulses - E commerce Start up required. / FCI should launch a E-commerce Website. They are the biggest buyers of food grains and badly in need of professional merchandising. 
  3. SHG for FEZ - Self Help Groups for Villages engaged in farming. Government should plan not only for SEZ  but should also prioritize Farming Economic Zones.(Starting with Most Backward Regions Like Vidarbh etc) (Training to Farmers) Advanced Agricultural Institutes AAIs like IITs and IIMS.
  4. Private Banks are there like Nationalized Banks ; I suggest Private Counter part of NABARD (Stimulus from Government will attract Investors).
If only I had Position and Money , Would have loved to alter these requirements of our Nations biggest Assets - Farmers.

Wednesday, 13 April 2016

Talent Sourcing - Do When You Don't !!

Over period of a few years into the various corps some enlightening observations came across my eyes, but as a pupil of Human resource domain & more specific recruitments,  I would be sharing with all of you a few things I have learnt over a period of time irrespective of the organization size ………..….be it a market dominating MNC or a local startup. I was surprised to see that people of my fraternity specially recruiters are just taking the career of HR for every other reason than the actual one…..it’s people (not only the one who are part of your org but also others).
These are feelings, scenarios & experiences I as a human post introspection have come across , where I felt like things could have been different or should have been different IF I had done something different I desired !!
I am sharing a few practices I have acquired over a period of time in recruitments and would like to share the same. Even if one person or corporation acquires these humble practices, I’ll believe the purpose of my message has been imparted. Good Luck.
The below mentioned scenarios are a few, where under different roles out of learning and feedback I have come across.

For Recruiters and Talent Sourcing Professionals

Whenever you are part of an interview panel or a recruiter, you come across various personalities, attitudes and behavior and no person is good or bad it’s just that a nut goes into a bolt not in a screw lid; same is the case with people, Always make sure before rejecting a candidature at a real time interview give a feedback, be honest with a job seeker.
For many companies I have seen the note requesting the candidate to not entertain the e-mail if he/she has appeared for the same interview within a specified time frame ………what do think is the time frame for post rejection last time ….simple it’s for acquiring the skills what a candidate lacked the last time he represented his candidature and if we as responsible entity of people management are not giving honest feedbacks, how can we make sure the candidate applicant pool is improving .

Hire for Today’s Roles and Tomorrow's responsibilities – Show them the future opportunities.

Whenever we hire people , although mostly it is for specific roles , pre defined duties and a Job Designation , we are hiring for organization and the unforeseeable future so analyze the present candidature as well as future potential of the candidate ……..a good talent always looks for a career than a specific job role. Besides nobody likes high attrition rates neither a talent manager nor a job seeker. Applicants tend to apply less for companies with high attrition rates besides it affects the goodwill of companies in the industry.
Own your talent management & hiring processes – RPO’s & Hiring Consulting Firms/Partners
Whether you are a MNC giant or a start up , I’ll always advise to own the recruitment system you use to hire people. Although considering various strategic factors for various businesses RPO’s (recruitment process outsourcing) or recruitment partners may sound convenient but it is always good to hire a mystery / shadow candidate to undergo the process and get a relevant feedback and scrutinize for a scope of development if any.

Maintain a database of applications & processes involved in professional sense not for the sake of it

Every hiring brings a lot of data, data which is critical and if properly used can be used for various analytics purposes. There are portal companies which make money from these and companies many a times pay for redundant data. Be strategic save your data, it might be an advantage in the long run.

Wednesday, 16 March 2016

The Work Hours and Workforce Productivity Myth- The Next Challenge of Workforce Management

The Work Hours and Workforce Productivity Myth- The Next Challenge of Workforce Management

Recently came across an article corresponding  the information pertaining to Sweden moving to a six-hour workday. This led to a global debate within the global HR fraternity representing different countries and their views based on various factors ranging from economic to cultural parameters. So, I thought of giving it a go for some thought process, research and learning and what facts I came across are worth sharing with you all. But a general understanding of basic term will make things easier for you.
So, what is Work hour? Who decides it? Is it decided by governments, people or the culture of the country?
Well, technically it is defined as period of time for which one is compensated on the basis of output or performance.  The compensation can be on basis of time rate, piece rate, both or any other form. The roots of determining work hour takes into consideration many factors and has evolved over the period of time with evolvement of human resources right from ancient times and is still evolving. Over a comparative global analysis it becomes more clearer as to in current  scenario work hours does not directly relate to output but the efficiency of the output depends on performance and efforts being put in.

Below is list consisting few countries and their average work hours:

Costa Rica
United States
Czech Republic
New Zealand
United Kingdom

Upon a quick overview we can easily see most of the developed economies have comparatively low average hours in comparison to developing economies. It clearly deduces the fact that time is not directly a function of better economic prospects but rather the amount of efforts being put in along the work.
Thus, in a developing economy like our country where different workforces comes from different background and diverse skills and culture it becomes necessary to develop a holistic approach towards deciding work hours.
It would be interesting to see how the members of HR fraternity and policy makers would come up with strategies along this rising trend of decreasing work hours as the demand is increasing for the same in the country too. With lesser work hours there would be huge impact on work life balance of people , their patterns and behavior as employees and might be resultant change in the economic and industrial dynamics of the country however it would be a challenge in it itself as it should not compromise the growth and output too.
I just hope it goes well for all and soon we see similar changes in India.

Few Interesting Facts on Work hours for few countries:

1.)     Germany – The Home of Audi , Mercedes , Volkswagen,  BMW , Porsche , SAP , Adidas , Puma , Faber Castell , Hugo boss etc & other companies has an average workweek of just 26.37 hours.

2.)     France – the home of companies like Alcatel , Buggati , L’Oreal , Michelin , Renault , Airbus  , Reynolds ,Casio , Christian Dior , Game loft  ,Citroen ,AXA , Essilor , Lacoste Etc has average Male retirement age on 58.5 and female retirement age of 59 with average work hour being  Just around 28.
3.)     Singapore - One of the fastest growing places in the world as per 2015-16 ranking Singapore enacted an 8-hour normal work day, a 44-hour normal working week, and a maximum 48-hour work week
4.)     Papua -The kapaku people of Papua new guinea think it is bad luck to work two consecutive days. The kung community work just two-and-a-half days per week, rarely more than six hours per day.The work week in samoa is approximately 30 hours. 
5.)     Australia - Australia enacted the new maximum weekly hour regulation under a new system created by the Fair Work Act 2009. Unless the additional hours are reasonable, the maximum weekly hours of work of a full-time employee is 38 hours.

6.)     China- China adopted a 40-hour week, eliminating half-day work on Saturdays.

What do you think? Should we introduce lesser work hours in India?
 Are we ready yet? 

 Source : WWW