The notification No. S-38025/4/2010-SS-1 dated 26.02.2010 was published in April 2010 issue of Labour Law Reporter wherein the objections were invited for enhancing the ceiling for coverage of an employee from Rs. 10,000/- per month to Rs. 15,000 per month.

Now by Notification No. F.No. S-38025/04/2010-SS-1 dated 20th April, 2010, the Ministry of Labour & Employment has enhanced ceiling to Rs. 15,000/- per month w.e.f. 1st May, 2010 which is reproduced below.

GOVERNMENT OF INDIA
MINISTRY OF LABOUR AND EMPLOYMENT

F.No. S-38025/04/2010-SS-1 New Delhi, 20th April, 2010

NOTIFICATION

G.S.R. (E)- The following draft rules further to amend the Employees’ State Insurance (Central) Rules, 1950 were published as required under sub-section (1) of section 95 of the Employees’ State Insurance Act, 1948 (34 of 1948) in the notification of the Government of India in the Ministry of Labour & Employment vide No.G.S.R.164(E), dated the 26th February, 200, in the Gazette of India, Part II, Section 3, Sub-section (i), dated 27th February, 2010 for inviting objections and suggestions from all persons likely to be affected thereby till the expiry of the period of thirty days from the date on which the copies of the Gazette of India in which the said notification was published, were made available to the public:

And whereas the copies of the said Gazette were made available to the public on 27th February, 2010;

And whereas, objections and suggestions received from persons likely to be affected thereby have been considered by the Government;

Now, therefore, in exercise of powers conferred by section 95 of the Employees’ State Insurance Act, 1948, the Central Government, after consultation with Employees’ State Insurance Corporation, hereby makes the following rules further to amend the Employees’ State Insurance (Central) Rules, 1950, namely :-

1. These Rules may be called the Employees’ State Insurance (Central) Amendment Rules, 2010.

2. These shall come into force from the 1st day of May, 2010.

3. In the Employees’ State Insurance (Central) Rules, 1950, in Rule 50, for the words “ten thousand”, wherever they occur, the words “Fifteen thousand” shall be substituted.

S.D. Xavier
Under Secretary

Although SEO seems to be the new buzz in recruiting web 2.0 strategies, it has actually been used for years as a tactic to increase sales for online businesses.

SEO and how it fits into the recruiting industry is greatly misunderstood.

SEO Is just a tool

At the end of the day, SEO is not the end all be all. It is one tool that can be very effective to have in your tool box. No doubt, if done correctly, search engine optimization can work wonders for getting your jobs seen by people using search engines but it goes beyond just a platform or technique that helps to get your jobs visible in Google. In fact, it’s really about optimizing your entire employment brand on the Internet.

SEO may not be for everyone

There’s more than just keywords and a few meta tags that go into a successful SEO strategy, if you’re not willing to look at SEO as a long term investment, it might not be the best fit for you. Maybe something more instant like SEM (PPC) might be more what you’re after.

Go where your candidates are – If the jobs you have available are not what people are searching for within the search engines then maybe you don’t need to do a whole comprehensive strategy. Maybe you just run a basic SEO strategy that strengthens your employment brand.

Note: Keep in mind that 70% of search engine queries are unique, just because a keyword research tool like the Google Adwords tool says that a phrase was not searched does not necessarily mean that it won’t be in the future.

SEO Misconceptions

Can a service provider guarantee a first page ranking? No one can guarantee a #1 ranking on Google - Beware of SEOs that claim to guarantee rankings, allege a “special relationship” with Google, or advertise a “priority submit” to Google. See Google webmaster tools.

Using the .jobs domain extension will ensure search engine visibility. The .jobs domain in itself will not automatically help with your search engine visibility. Those who believe otherwise don’t fully understand the way a search engine treats newly-registered domains. Search engine trust is a very important factor in the visibility of your career site. A newly established domain — .jobs or otherwise — has not had time to build search engine trust.

Search engine trust includes a variety of factors including but not limited to: when was the domain registered, is there quality content on the domain, is content updated frequently, are there quality links pointing to the domain, etc. In reality, the .jobs domain has more of an employment brand benefit than SEO.

Search engines cannot access my content if using an ATS - It is true that most Applicant tracking systems put up technical barriers that prevent the search engines from being able to access their job content. But there is a work around: If you can get an RSS/XML feed of your jobs and upload the feed to search engines as well as place the feed on a page that search engines can access, your job content will be indexed.

This is not an SEO solution but it will allow content that was once hidden to be found. At the end of the day candidates use a variety of sources to look for jobs. Find out where your candidates are and advertise/be visible in those places, simple as that.

Following are the extract from the circular wherein

Telegram: “KENDRIYA NIDHI” New Delhi Telephone : (011)26172668
FAX : (011)26172668

Employees’ Provident Fund Organisation
(Ministry of Labour, Govt. Of India)
Head Office : Bhavishya Nidhi Bhawan, 14-Bhikaji Cama Place, New Delhi-110066

Circular

C.P.F.C.’s Letter No. P.Q. Cell/3 (3) 86/Dam, dated the 29th May, 1990.

(1) Levy of damages for belated payments.- With the amendment to the act providing for payment of simply interest at 12% per annum (Section7-Q) payable from the amount has become due till the date it is actually paid, the central boards of trustees has approved the following revised rates of damages with condition that the position with regards to the incidence of default following the revision of the rates of damages would be analysed after six months from the date the new rates comes into force:-
—————————————————————————————————————————————— Interest Revised rate of damage Total
Period of delay Chagable under
Section 7-Q
(Percentage per annum)
2 months or less …….. 12 5 17
Over 2 months but less than 4 months……. 12 10 22
Over 4 months but less than 6 months…… 12 15 27
Over 6 months …… …… 12 25 37
2. The levy of damages at the above rates may be subject to the following conditions:-
(a) The grace period of five days allowed for payment of the dues shall continue to apply. However any payment made by the employer after the expiry of the due date (which includes the grace period) for whatever reason including a bank holiday, shall attract the damages.
(b) The Regional Provident Fund Commissioner will have to consider judicially all the relevant facts and circumstances of each case of default and pass a formal speaking order for levy of damages, keeping in view the rates of damages specified in the Scheme. However, where it is decided to impose damages at a lower rate, detailed reasons will have to be given in the speaking order itself for imposing damages at a lower rate.
3. The revised rates are applicable in respect of all defaults arising on and after 1-6-1990. All other procedure on the subject enunciated in earlier circular letters, particularly those relating to affording a reasonable opportunity to the employer of adjournments to not more than three, avoiding long adjournments, passing a reasoned speaking order and delivering the order on the date on which the hearing is concluded, remain unchanged and these instructions should be scrupulously followed.