Hi all,
We want a solution to a scenario where- An employee joined and resigned suddenly just after 15 days. We have a few details of the employee also.
In such situation,
Is there a need to process PF?
Is there a minimum time where employee has to be part of the organization for processing this?
Are we within the rules if we do not process for PF?
Learning days, please advise.
Regards,
Anu
If the employee is shown in pay register or payout has been made, then yes, PF has to be processed.
Even if the employee has been recorded to have been paid for 1 day, PF has to be processed
If Employee has left post resigning, then you will have to follow all the due process.
Incase if he/she was an absconding case, then you might have sent him Letter of Termination stating No due to be claimed from Company, whatsoever.
Hi Team,
Even if an employee got terminated, are we need to adhere all statutory concerns like PF,ESI.
Please advise.
Hi
Sudden Resignation is not a concern when the employee has worked or not worked for atleast one day in the month. PF has to be paid as per the attendance and the rest days should be shown as NCP. Discplinary action or sending letters to employee is different subject which has nothing to do with PF
Yes @Lakshmi
Under any cause termination has to be done as per the statutory -until & unless the work period is less than 20 days
Once statutory remittances has been paid withdrawing from the same needs to be under the proper procedures.
Hi
Of course… you have to follow the statutory compliance.Termination is pertaining to discplinary action wich is impact of Major code of misconduct… Statutory is compliance which you have to follow without looking into the above factor