The highly famed press is incorrect about the diminished importance of company retirement plans in an employee’s financial planning. In today’s era, while employee care is topmost priority, handling employee retirement benefit funds could be a never-ending exercise at many organizations. Considering that there are numerous challenges pension administrator face, a single solution for all retiral benefits like PF Management, Gratuity, Superannuation, etc. We offered a single point comprehensive solution, which perfectly manage the complete gamut of activities related to employee retirement benefits.
- Provident Fund
- Leave Encashment
- Administration, Accounting & Processing
- Secretarial and Trust Management
- Consultation and Help Desk
- Coordination with Respective Authorities
We provide a tech-friendly employee support framework by a combination of three mediums:
Employee Helpdesk : A dedicated number, where employees can call on with any query related to payroll or tax advisory services.
Web-Based Employee Self-Service : An employee-friendly platform, where any employee can easily log on to form download and submission, status and acknowledgement receipts from respective offices.
Email Service : Employees can also get their queries resolved through emails. We provide a dedicated email-id for this purpose with assured resolution of queries within the pre-defined SLAs.
A well-designed Retirement plan for the private as well as public sectors, enacted by the Employees Provident Fund Act, (EPF), 1952, proposed to help employees save a petite portion of their salary in the event of retirement, disability, sickness or unemployment. The main aim of the scheme is to offer social security and to inculcate amongst the workers a spirit of savings whereas they are lucratively employed and to make provision for their benefit after they retire from service or for their family members after their death.
The Employees Provident Funds Scheme, 1952 was launched to offer old-age as well as post service financial support to the workers in common employed in Industrial & Commercial Sector Establishments. The scheme offered for Provident Fund System on contributory basis by the Employers as well as the Employees at equal rate i.e. 12% of employee and 12% of employer minus 8.33% or maximum Rs.541/- towards EPS.
Moreover, the major objective of the well-planned scheme is merely to give safety as well as stability to the employee and his/her family. It made obtainable to the employee concerned the accretions in the Provident Fund account with interest in lump sum on retirement or leaving the job.
Gratuity is a statutory advantage paid to the employees who have rendered continuous services for minimum 5 years. It is a lump-sum amount given to an employee based on the period of his/her total service. The gratuity advantage is payable to an employee on end of employment (either by retirement, termination, death, resignation, etc) by taking the last drawn salary as the basis, for the calculation. Though, only in case of death of the employee, his/her family members are paid the payment.
Gratuity is a very important form of social security and also is in the form of a gratitude offered by the employer to the employees in fiscal terms for the services rendered by them to the organization. It is a well-defined benefit plan and also is one of the several retirement benefits provided by the employer to the employee upon departing his/her job. Gratuity amount is the liability of the employer tends to amplify with a raise in the salary and tenure of employment.
The employer might disburse the gratuity proceeds from his/her current revenue. Some big organizations have also established a gratuity fund as a slice of their fiscal planning. Also, several insurance companies have designed special schemes, which link to gratuity. For example, LIC (Life Insurance Corporation of India) has Group Gratuity (Cash Accumulation) Scheme that offers easy way of funding statutory obligation of an employer underneath the PAYMENT OF GRATUITY ACT, 1972.
Superannuation is a type of retirement plan or scheme establish by a company for the support or benefit of its employees. These types of plans use funds deposited by the company (defined benefit plan) or by the employee (defined contribution plan), with the funds mounting in value until the employee retires. It is also called pension plan.
Terms and conditions of pension might be an attraction for such persons to continue in the organization and give not only good but the best to the organization, as with constant enhancement in longevity a regular income even after retirement has become a requirement. To give the pension benefits to employees, an employer has two options underneath the provisions of Rule 89 of Income Tax Rules, 1962.
- Build a privately managed trust fund and as and when a member retires, buy annuity from fund manager to give pension for such retiring member.
- Delegate the Management of the Pension Fund to an Insurer by buying its Group Superannuation Scheme.
It is not mandatory or statutory on the slice of the employer to provide for pension to all employees. It is completely up to employer to fix which class/ classes of employees he/she desires to lengthen the scheme. The eligibility conditions might be well-defined by the employer on the basis of salary, designation or total service duration of employee.