madam.

How the Employees' Provident Fund Scheme works:
As per amendment-dated 22.9.1997 in the Act, both the employees and employer contribute to the fund at the rate of 12% of the basic wages, dearness allowance and retaining allowance, if any, payable to employees per month. The rate of contribution is 10% in the case of following establishments:

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Any covered establishment with less then 20 employees, for establishments cover prior to 22.9.97.
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Any sick industrial company as defined in clause (O) of Sub-Section (1) of Section 3 of the Sick Industrial Companies (Special Provisions) Act, 1985 and which has been declared as such by the Board for Industrial and Financial Reconstruction,
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Any establishment which has at the end of any financial year accumulated losses equal to or exceeding its entire net worth and
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Any establishment engaged in manufacturing of (a) jute (b) Breed (d) coir and (e) Guar gum Industries/ Factories. The contribution under the Employees' Provident Fund Scheme by the employee and employer

hi

Components of compensation:-

Basic wages/Salaries
Dearness allowance
Bonus
Commissions
Mixed plans

madam,

1. It checks the corporate plan of the organization
2. It offsets uncertainly and change .But the HRP offsets uncertainties and changes bto the maximum extent possible and enables the organization yo have right men at right time and in right place.
3. It provides scope for advancement and development of employees through training, development etc.
4. It helps to anticipate the cost of salary enhancement, better benefits etc.
5. It helps to anticipate the cost of salary , benefits and all the cost of human resources facilitating the formulation of budgets in an organization.
6. To foresee the need for redundancy and plan to check it or to provide alternative employment in consultation with trade unions, other organizations and government through remodeling organizational, industrial and economic plans.
7. To foresee the changes in values, aptitude and attitude of human resources and to change the techniques of interpersonal ,management etc.

mam,


1. The shortage of certain categories of employees and/or variety of skills despite the problem of unemployment.
2. The rapid changes in technology , marketing, management etc., and the consequent need for new skills and new categories of employees.
3. The changes in organization design and structure affecting manpower demand.
4. The demographic changes like the changing profile of the workforce in terms of age, sex ,education etc.
5. The Government policies in respect to reservation ,child labor, working conditions etc.
6. The labor laws affecting the demand for and supply of labor.
7. Pressure from trade unions, politicians ,sons of the soil etc.
8. Introduction of lead time in manning the job with most suitable candidate.

hai...

Strikes may be specific to a particular workplace, employer, or unit within a workplace, or they may encompass an entire industry, or every worker within a city or country. Strikes that involve all workers, or a number of large and important groups of workers, in a particular community or region are known as general strikes. Under some circumstances, strikes may take place in order to put pressure on the State or other authorities or may be a response to unsafe conditions in the workplace.

A sympathy strike is, in a way, a small scale version of a general strike in which one group of workers refuses to cross a picket line established by another as a means of supporting the striking workers. Sympathy strikes, once the norm in the construction industry in the United States

madam,

Collective, organized, cessation or slowdown of work by employees, to force acceptance of their demands by the employer. In most jurisdictions require that to be legal (1) a strike must be approved by the majority of the employees in a secret ballot, (2) the ballot must be subject to independent verification if the number of employees exceeds a certain number (commonly 50), (3) a notice of the impending strike ballot must be given to the employer a certain number of days in advance (commonly seven), (4) the employer must be provided with the results of the ballot and, thereafter, (5) a notice of the union's intention to proceed with the strike must be given to the employer a certain number of days in advance (commonly seven). Also called strike action or industrial action.