I have Attached ESI General PF Rules 1. EMPLOYEES’ STATE INSURANCE CORPORATION (GENERALPROVIDENT FUND) RULES, 1. GSR 4. 31 (E), DATED 6- 9- 1. In exercise of the powers conferred by section 9. You should also keep an eye out for other feedback in your review that downplays your contributions and performance. For example, a successful project you lead being. Gmail is email that's intuitive, efficient, and useful. 15 GB of storage, less spam, and mobile access. BibMe Free Bibliography & Citation Maker - MLA, APA, Chicago, Harvard. There are very few work experiences that hurt more than the moment you discover you and your boss have completely different impressions of how you are performing. Employees’ State Insurance Act, 1. Employees’ State Insurance Corporation (General Provident Fund) Rules, 1. Central Government, after consultation with the Employees’ State Insurance Corporation hereby makes the following rules, namely: —Short title and commencement. These rules may be called the Employees’ State Insurance Corporation (General Provident Fund) Rules, 1. They shall come into force on the date of their publication in the Official Gazette. Definitions. 2. (1) In these rules unless the context otherwise requires—(a) “Accounts Officer” means the Financial Commissioner of the Employees’ State Insurance Corporation or such other officer as may be specified in this behalf; (b) “Act” means the Employees’ State Insurance Act, 1. Employee Performance Review Tips Templates Tactics Executive DeskCorporation” means Employees’ State Insurance Corporation; (d) “emoluments” means pay, leave salary or subsistence grant if admissible and any remuneration of the nature of pay received in respect of deputation; (e) “employee” means a person appointed to or borne on the cadre of the staff of the Corporation, other than persons on deputation; (f) “Family” means—(i) In the case of a male- subscriber the wife or wives, parents, children, minor brothers, unmarried sisters, deceased son’s widow and children and where no parent of the subscriber is alive, a paternal grandparent: Provided that if a subscriber proves that his wife has been judicially separated from him or has ceased under the customary law of the community to which she belongs to be entitled to maintenance, she shall henceforth by deemed to be no longer a member of the subscriber’s family in matters to which these rules relate, unless the subscriber subsequently intimates in writing to the Accounts Officer that he shall continue to beso regarded; (ii) In the case of a female subscriber, the husband, parents, children, minor brothers, unmarried sisters, deceased son’s widow and children and where no parent of the subscriber is alive, a paternal grandparent: Provided that if a subscriber by notice is writing to the Accounts Officer expresses her desire to exclude her husband from her family, the husband shall henceforth be deemed to be no longer a member of the subscriber’s family in matters to which these rules relate unless the subscriber subsequently cancels such notice in writing. Explanation.—In this clause, child means legitimate child and includes an adopted child, where adoption is recognised by the personal law governing the subscriber; (g) ‘Fund’ means the Employees’ State Insurance Corporation General Provident Fund; (h) ‘Leave’ means any kind of leave recognised by the Employees’ State Insurance Corporation (Staff and Conditions of Service) Regulations, 1. Service’ means service under the Corporation; (j) ‘Year’ means a financial year(2) Any other expression used in these rules which is defined either in the Provident Funds Act, 1. Employees’ State Insurance Act, 1. Fundamental Rules, is used in the sense thereon defined but not defined herein shall have the meaning respectively assigned to them in the Provident Funds Act, 1. Employees’ State Insurance. Corporation (Central) Rules, 1. Employees’ State Insurance Corporation (Staff and Conditions of Service) Regulations, 1. Fundamental Rules, as the case may be.(3) Nothing in these rules shall be deemed to have the effect of terminating the existence of the General Provident Funds as heretofore existing or of constituting any new fund. Constitution of the Fund. ![]() The Fund shall be maintained in Rupees.(2) All sums paid into the Fund under these rules shall be credited to a Fund called ‘The Employees’ State Insurance Corporation General Provident Fund’. Sums of which payment has not been taken within six months after they become payable under these rules shall be transferred to the Deposit Account at the end of the year and treated under the ordinary rulesrelating to deposits. Operation of Fund by the Accounts Officer. The Fund shall be operated upon by the Accounts Officer who is hereby authorised to arrange for all payments required to be made under these rules. Investments. 5. All monies belonging to the Fund shall be invested in the manner specified in the Employees’ State Insurance (Central) Rules, 1. Employees’ State Insurance Fund. Conditions of eligibility. All temporary employees after a continuous service of one year, all re- employed pensioners (other than those eligible for admission to CPF) and all permanent employees shall subscribe to the Fund: Provided that no such employee as has been required or permitted to subscribe to a Contributory Provident Fund shall be eligible to join or continue as a subscriber to the Fund while he retains his right to subscribe to such a Fund: Providedfurther that such of the temporary employees who have completed continuous service of one year before the 3. March, 1. 96. 0 shall not subscribe to the Fund from a date earlier than the 1st April, 1. Explanation.—A temporary employee who completes one year of continuous service on any day ofa month shall subscribe to the fund with effect from the subsequent month. Note 1. – Apprentices and Probationers shall be treated as temporary employees for the purpose of this rule. Note 2. – A temporary employee who completes one year of continuous service during the middle of a month shall subscribe to the Fund from the subsequent month. Note 3. – Temporary employee (including Apprentices and Probationers) who have been appointed against regular vacancies and are likely to continue for more than a year may subscribe to the General Provident Fund any time before completion of one year’s service. Nominations. 7. (1) A subscriber shall, at the time of joining the Fund, send to the Accounts Officer a nomination conferring on one or more persons the right to receive the amount that may stand to his credit in the Fund in the event of his death before that amount has become payable or having become payable has not been paid: Provided that where a subscriber is a minor he shall be required to make the nomination only on his attaining the age of majority: Provided further that a subscriber who has a family at the time of making the nomination shall make nomination only in favour of a member or members of his family: Provided also that the nomination made by the subscriber in respect of any other provident fund to which he was subscribing before joining the Fund shall if the amount to his credit in such other fund has been transferred to his credit in the Fund, be deemed to be a nomination in accordance with this rule.(2) If a subscriber nominates more than one person under sub- rule (1) he shall specify in the nomination the amount or share payable to each of the nominees, in such manner as to cover the whole of the amount that may stand to his credit in the Fund at any time.(3) Every nomination shall be made in the Forms set forth in the Schedule I appended to these rules.(4) A subscriber may at any time cancel a nomination made by him by sending a notice in writing to the Accounts Officer. How to Handle Personal Feedback During a Performance Review. Performance reviews can be nerve- wracking, especially if you’re not sure what you’re going to hear from your boss. And if your manager has feedback for you that is more about your personality than your work, it can be tough to know how to respond. Here’s how to handle personality- based feedback so you can move onto focusing on improving your work. Kieran Snyder, linguist and CEO of Textio, analyzed nearly 2. Fortune and found that women experience negative personality- based feedback more than men. This kind of negative personality criticism—watch your tone! It shows up in 7. Paola Cecchi- Dimeglio, a lawyer and behavioral economist, writes on Harvard Business Review about her similar findings. One of my findings, using content analysis of individual annual performance reviews, shows that women were 1. If you’re lucky, or in a good place career- wise, you don’t have a micromanaging boss. But if you…Read more How to Identify Personality- Based Feedback. Regardless of your gender, this type of feedback can be hard to spot. Shannon Fitzgerald, Director of HR at The Muse, clarifies that any time someone gives you feedback on who or what you are, that falls under personality- based feedback. Here are a few example characteristics: Abrasive. Bossy. Pushy. Quiet. Uptight. Stubborn. Inflexible. Personality- based feedback isn’t always negative; you also want to watch out for characteristics that box you into a gender stereotype, even if they’re positive. Perfectionist. Independent. Headstrong. Decisive. Bold. Helpful. Understanding. Sensitive. Upbeat. Warm. You don’t want to miss out on leadership or development opportunities because your manager sees you as not being a personality fit. There’s something quite special that happens when we reflect on what we’ve done. Well, two things,…Read more You should also keep an eye out for other feedback in your review that downplays your contributions and performance. For example, a successful project you lead being attributed to “everyone working long hours” or to luck rather than your skills or experience. What to Do When You Get Personality- Based Feedback. This type of feedback can be tough to hear, and even tougher to deal with, since it is often subjective. Fitzgerald recommends talking with the person who gave you the feedback. Aim to have a transparent discussion about their feedback and what they really meant. You want to end up with them giving you specific examples of your actions that tie back to the characteristics they mentioned, and specific steps you can take to address their concerns. You should walk away with them feeling like you can grow and improve. Fitzgerald explains how to get clarification: So if someone gives personality- based feedback, ask for behaviors that may have caused that perception. Dig in deeper. A clarifying question can be “What was it that I said or did that gave you that feeling?” This will help them be more specific and it will also give you context into what actions caused that perception. If you realize later that you’ve been given personality- based feedback, or you’re unable to dive deeper in the moment, you can always circle back. You don’t want to avoid getting more information because performance reviews can have a big impact on your career trajectory, as well as how your manager (and those above them) perceive your work. Fitzgerald gives an example phrase you can use to kick off a delayed discussion: “You know, I’ve been thinking a bit more about how you said I was rude. That wasn’t my intention so I’d like to get more clarity on what I said or did that gave you that perception.”If you need help navigating this conversation, Fitzgerald suggests turning to your HR department, or your company’s Employee Assistance Program (EAP) if they have one. You can also practice with a trusted friend or mentor. Give them an idea of how you think your boss will respond or of past interactions with your boss so that they can effectively role play the conversation.
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