THIS IS ABOUT THE EPF AND PENSION SCHEME OF A COMPANY RSPL WHAT ARE THE ISSUES IN LAYING PROCEDURES AS WELL AS OTHER POLICIES OF GOVERNMENT

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RESEARCH PAPER NO.1
TITLE: A STUDY ON EMPLOYEE PROVIDENT FUND AND PENSION SCHEME
WITH REFRENCE TO ROHIT SURFICTANT PVT LTD KANPUR
NAME: EAKANSH SRIVASTAVA
STREAM: MBA_HR II Y
ROLL CALL: 39
MENTOR:
ABSTRACT
The researcher has conducted his research entitled “study of provident fund and pension
scheme” with reference to RSPL Kanpur the researcher has selected this topic because he
was keenly interested in knowing and understanding the social security schemes especially
provident fund and pension scheme.
RSPL is a FMCG underlying enterprise with an annual turnover for the year 2014_2015 is Rs
4500cr. And today it is offering cutting edges technologies based on turnkey solutions.
It is set up with the prime objectives of attaining self-reliance in the field of consumers
products and domestic products today RSPL is offering turnkey solutions based on cutting
edges technologies and unparalleled domain expertise for control other sectors bind up with
main courseware FMCG sectors of the industry viz. Detergent, Bars, bathing soaps, dairy
products footwear’s, real estate, wind power, solar power plants
RSPL has its registered and corporate office in Kanpur and Delhi manufacturing facilities
accredited with ISO 9002 series quality system certification are located at Kanpur and Delhi.
RSPL believes and practices commitment towards achieving excellence in quality export and
consumer satisfactions with vast and rich experience in project management and expertise in
installation and commissioning RSPL also entered in the area of FMCG for management
,marketing and other sectional jobs it also entered in the area of networking ERP solar and
wind energy and its related jobs
Provident fund and pension schemes are social security schemes social security means
anything done for the comfort and improvement intellectual and social wellbeing of the
employees over and above the wages paid
Provident fund involves contribution of both employer and employee and RSPL employees
who are the members of the provident fund are also members of pension scheme these
measures enable employees and his family to lead a comfortable life and face financial
hardships
Provident fund and pension schemes are social security measures undertaken keeping in view
the footer of industrial workers after their retirement or for their independent in case of death
in early age.

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provident fund is a social security scheme in which compulsory contribution if both the
employer and employee is necessary the objectives behind this scheme was to provide some
relief and benefits either to the employee after their retirement or to his dependants in case of
his death
In RSPL 12% contribution of employer is necessary and employee can contribute up to 55%.
A part of salary is paid to the employees and remaining is paid in instalment as per
convenience of the company the trust also sanction loan to the employees of RSPL .out of the
amount of provident fund contribution collected from the employees and that amount is
totally non-refundable i.e. loan taken from the employees is not taken back and that is
deducted from the amount of provident fund received from employees and the interest is
payable on the balance amount remaining in the provident fund account.
Although provident fund is an effective old age and survivorship benefits but in case where
death of employee is at early age, say after putting in a couple of years of decade service, the
accumulation in the provident fund at the credit of such employee would be too meagre and
the family would be deriving little benefits from the fund
The government gave the matter a serious thinking to find out the ways and means by which
the futures interests of a family in distress can be safeguarded after the earning member
makes an exit before he reaches the age of retirement.
An employee’s provident fund has been created for this purpose by diverting a portion of the
employer’s contributions to the provident fund
Keywords: EPF i.e. employee provident fund; EPS i.e. employee pension scheme; PPF i.e.
public provident fund; ESIC i.e. employee state insurance cooperation; NSDC i.e. national
skill development corporation.
OBJECTIVES OF STUDY
1. To study the pattern of membership in provident fund and pension scheme in RSPL
2. To study the contribution made by employer as well as employee towards provident
Funds and pension in RSPL
3. To find out the benefits of provident funds and pension derived by employees in
RSPL
4. To find out the weakness in implementation of pension scheme in RSPL
5. To study the requirement of other social security scheme in RSPL
CONCEPTUAL FRAMEWORK
PROVIDENT FUND
It is a non-security fund and it is the form of saving there are mainly four types of provident
fund statutory provident fund, recognized provident fund, unrecognized provident fund and
public provident fund.
1. STATUTARY PROVIDENT FUND
Statutory provident fund was set up in 1925 government, semi government
organization, local authorities, railways, universities, and educational institutions,

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maintain this fund in statutory provident fund, contribution from the employer is
exempt from tax. Deduction under section 80c of employee’s contribution is available
to the interest credited to the provident fund which is exempt from tax and the lump
sum amount which is paid at time of retirement is also exempt on tax
2. RECOGNIZED PROVIDENT FUND
Recognized provident fund is referred in this manner because it is recognized by the
commissioner if income tax act when the commissioner of income tax recognizes this
fund, it becomes recognized also contributed to in the same way as statutory provident
fund i.e. both by the employer and the employee contribution of employer and
employee and interest are also exempt but up to a certain limit.
3. UNRECOGNIZED PROVIDENT FUND
Unrecognized provident fund is taxable when the employer contribute to it but relief
under section 80c is not available to the Investor the Interest which is received in
respect of the employees own contributions at the time of retirement is also taxable.
4. PUBLIC PROVIDENT FUND
In public provident fund the employer does not contributes amount it is a fund
provided for non-salaried people to mobilize personal savings any person from the
public, whether salaried or self-employed, can open a public provident fund account
at any branch of the stare bank of India or ICICI (RSPL) in this fund the employer
does not contribute but relief under section 80 is available and the interest credited to
this fund is exempt from tax. The amount received at the timed termination of this
contract is also exempt from tax
5. CONTRIBUTION OF EMPLOYER’S AND EMPLOYE’S TOWARDS
PROVIDENT FUND
According to provident fund act 1952 presently.
Contribution of employer is 12% of basic pay+ dearness allowance.
Contribution of employee is also 12% of basic pay + dearness allowance.
HISTORY AND OBJECTIVES OF PROVIDENT FUND AND PENSION SCHEME
The employee’s provident fund and miscellaneous provisions act, 1952 instituted a
compulsory contributory fund for the future of the employee after his retirements or
for his dependents in case of his early death
in welfare state like India the responsibility lies up on the state to provide for some legislation
where by the workers working in factories or other establishment may get some financial
assistance in old age such measures are common features in industrially advanced countries
but due to various difficulties particularly financial and administrative , the state could not
enact a law which could provide some measures of financial security to workers in his old
age , or their families or dependents after death a way out was found and a contributory
provident fund scheme was conceived in which both employer and employee would
contribute and the funds so raised could be depended up on to held the workers in old age

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The first legislative measure in India to cover industrial workers was the coal mines provident
fund and bonus act 1984 the legislation was designed to make adequate provisions for the
future of labour in them a habit of thrift and to stabilize the labour force in the coal mining
industry
As a result of the experience gained out of working of the coal mines provident funds
schemes and because of the persistent demand made of the central government for extending
similar benefits to workers employed in other industries the employees provident fund act
was passed in 1952
The object of the act is to provide for the institution of provident fund and family pension and
deposit linked insurance scheme for employee’s in factories and other establishments the
provisions have been made for the better future of the industrial workers on his retirement
and for dependents in case of his death while in establishments
EXTENT AND APPLICATION OF PROVIDENT FUND AND PENSION SCHEME
The act extends to the whole of India except the state of Jammu and Kashmir
Subject to the provisions of sec16, the act applies to
Every establishment which is a factory engaged in any industry manufacturing detergents,
bathing soap, dish liquid , footwear ,dairy products, real estate, solar and wind power plant
etc. in context of RSPL apart from them cement, cigarettes, electrical or generals
engineering’s products iron steel , papers, textile, edible oils ,fats, sugar, rubbers, electricity,
tea, painting glass, stone wares ,pipes, sanitary wares, electrical, porcelain, insulators , tiles,
heavy and fine chemicals, fruits, confectionary, plywood etc.
1. Every establishment, which has 20 or more persons employed in it.
2. Any other establishment employing 20 or more persons, which the central
government may be notification in the official gazette, specify in his behalf.
However, the central government may after giving not less than two months’ notice of
his intentions so to do, by notification in the official gazette, apply the provisions of
this act to any establishment employing less than 20 persons.
CONTRIBUTION
The act lays down that both the employers and employees shall contribute towards the
fund
EMPLOYER’S CONTRIBUTION
The employer required to contribute the following amounts:
1. Towards employee’s provident fund and pension funds in case of establishments
in the jute , beedi , coir, gum industry
2. 10% of the basic pay dearness allowance in case of all other establishments
employing 20 or more persons 12 % of wages and dearness allowances a part of
contribution is remitted to the pension fund and the remaining balance continuous
to remain in provident fund account
3. Where the pay of an employee exceeds Rs 6500 pm the contribution payable to
pension fund shall be limited to the amount payable on his pay of Rs 6500 only
however, the employers may voluntary opt for the employer’s share of

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contributions on wages beyond the limit Rs 6500 to be credited to the pension
fund
4. Where the amount of any contribution involves a fractions of a rupee, the scheme
may provide for the rounding off of such fraction to the nearest rupee, half of
rupee, quarter of a rupee
5. For the purpose of contribution to provident fund v/s 6, dearness allowance shall
include cash value of any food concession allowed to the employer of any factory
of other establishment during any period which the establishment is not working
for retaining his service
6. The contribution in respect of employer and employee’s is to be paid in first
instance by the employer the employer is under a duty to pay both his and the
employee’s share of the contribution irrespective of whether a demand has been
made on him or not the employer shall in turn deduct the employer’s share from
wages due to him it is this the employer who has to bear the ultimate liability of
contributions
EMPLOYEE’S PENSION SCHEMES
Under the employee’s provident fund and miscellaneous provisions act 1952 an employee’s
family pension scheme , 1971 has been drafted this scheme applies to employees of all
factories and other establishments to which the act applies and came in to force on 1st march
1971 this scheme applies to every employee who becomes a member of employees provident
fund on or after 1st march 1979 and continues to be a member until he becomes entitled to
withdraw the benefits to which he is entitled under the scheme or die whichever is earlier
The central government may be, notification in the official gazette frame a scheme to be
called employee’s pension scheme for the purpose of providing for:
* Superannuating pension, retiming pension to the employees of any establishment or
class of establishment or class of establishment to which this act applies.
* Widow or widower’s pension, children pension or orphan pension payable to the
beneficiaries of such employees

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CONTRIBUTION TOWARDS PENSION
 Such sum from employee’s contribution v/s 6 not exceeding 8.33 %of basic pay,
darkness allowance, retaining allowance if any, of concerned employees, as may
be specified in pension scheme.
 On establishment of pension fund, the family pension shall cease to operate and
all assets of ceased scheme shall vest in and shall stand transferred to, and all
liabilities under the cease of scheme, shall be enforceable against the pension fund
the beneficiaries under the ceased scheme shall be entitled to draw the benefits,
not less than benefits they were entitled to under the ceased scheme from pension
fund.
 The pension fund shall vest in and be administered by the central board in such
manner as may be specified in pension scheme.
LIMITATIONS OF STUDY
 Difficulty in data collection: a great of problem is faced during data
collection (secondary) due to the improper record keeping by the employees of
RSPL.
 Lack of cooperation of employees : general cooperation of the employee is
to be achieved in the organization is one if the major limitations of the project
 Time constraint: the most glaring of any constraints is the short time from
within which a certain objective has to be achieved.
 Restriction in reading and collecting information’s further at any how

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DATA ANALYSIS AND INTERPRETATIONS
Ques1 From years 2004_2015 in interval of 2_2 year subsequently what is the pension
scheme followed by RSPL.
year
Amount
in
pension
scheme
2004_2006 14138167
2007_2009 15434677
2010_2012 16755437
2013_2015 17641237
INTERPRETATION:
In the year 2013 _2015 amount of pension is more because no. of employees is increases
Hence growth virtues are seems well in organization.
Employer’s monthly contribution moves in to employee’s pension schemes (EPS).
From September 1, 2014, EPS is only for those new members earning less than Rs 15,000.
(Pensionable salary*service period) / 70
The pensionable salary is capped at Rs 15,000 and service period at 35 years. Thus,
maximum would be Rs 7,500 per month pension. For most who are contributing before
September 1, 2014, it will much less as earlier pensionable salary was capped at Rs 6,500.
In earlier 2013 or before that 8.33% of 6,500 from 5000 is transferred to pension fund of
employees. Likewise before 2006 amount of transferring is 5000.
In year 2004_2006 _by 35.3% is seems as increases in2007_2009 _by 38.5% even same
increasing parameter seems 3.2%.where as in 2010_2012 increased by 41.8% which leads to
0
2000000
4000000
6000000
8000000
10000000
12000000
14000000
16000000
18000000
20000000
2004_2006 2007_2009 2010_2012 2013_2015
Amountin pension scheme
Amount in pension scheme

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45% in 2013_2015. Hence by 3.2% growth rate pension scheme is transferred according to
organization workforce.
Ques2 what contribution analysis by employer as well as employee’s in context of provident
Fund scheme followed by RSPL.
year
Employees
contribution
Employer
contribution Total
2007_2009 43538057 39856747 83394804
2010_2012 44324567 45329157 89653724
2013_2015 45654437 45568207 91222644
INTERPRETATION:
In 2007_2009 contribution of employee’s is 14.51% is increased by 14.77% in 2010_2012
So contribution increases by 6 % where as in 2013_2015 contribution of employees seems
15.21% so here growth rate is also seems increases by 0.44% and growth rate by 0.18%.
Whereas contribution of employer’s in 2007_2009 seems 13.28% which leads to15.10% in
difference of 1.82% growth expansion in 2010_2012. And 15.18% by 2013_2015% growth
rate in this span seems increases by 0.08% but decreases by 1.74% as seems in year
2010_2012.
Overall contribution of employee’s in span of year 2007_2015 at every interval of 2 yrs.
Increases by 44.50% whereas contribution of employer’s in span of year 2007_2015 at every
interval of 2 yrs. Increases by 43.58% i.e. The difference in b/w contribution of employer’s
and employee’s is 0.92%.
While analysing the net or overall contribution of employees and employers in 2007_2009 is
41.69% whereas in 2010_2012 it seems 44.82% and in 2013_2015 it mention record of
0
100000000
200000000
300000000
400000000
500000000
600000000
700000000
800000000
900000000
1E+09
2007_2009 2010_2012 2013_2015
Employees contribution Employer contribution Total

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45.61% so growth in b/w constantly increases by 0.79% whereas decreased by 3.13% in
comparing from last two yrs.
Hence contribution in EPF by employees and employers is satisfactory.
Ques3 what are the other welfare initiative drawn by RSPL like employee state insurance
Cooperation and national skill development cooperation.
Year ESIC NSDC
2013_2014 445674 24357
2014_2015 448957 134357
2015_2016 433767 154687
INTERPRETATION:
Workers get some other benefits being extended by ESIC i.e. Employee state insurance
cooperation and * NSDC i.e. National skill development cooperation. In organization within
3 yrs. Span these benefits is given apart from EPF and EPS although NSDC is yet started in
2014 under scheme of present central government for skill performance as per needed and
demanded by any organization while in yr. 2013_2014 14.85% benefits seems got by workers
under ESIC scheme where as 14.96% rate of benefits seems in 2014_2015 so increases by
0.11 % and in 2014_2015 benefit rate decreases by 0.51% and benefits is stagnant to 14.45%
While span of 3 yrs. Benefits is given through ESIC is 44.27%.
Over to NSDC 2013_2014 growth is 8.2% while in 2014_2015 it Inc. by 44.78% and further
leads to 51.56% in 2015_2016. So growth rate seems increases by 36.58% within span of 1
yr. i.e. 2013_2014 but stagnant in following yr. by 6.78%.
Hence organization initiatives addressed growth and benefits gain by workers.
0
50000
100000
150000
200000
250000
300000
350000
400000
450000
500000
2013_2014 2014_2015 2015_2016
other benefits given to the workers
ESIC NSDC

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Ques 4. Membership of employees in employee provident fund and employee pension
Scheme. Comparing each other and analyse.
Year members
hipinEPF
members
hipinEPS
total
2006_2008 29111 28547 57658
2009_2010 32651 27657 60308
2011_2013 32777 28937 61714
total 94539 85141 179680
INTERPRETATION:
Membership of employees in EPF &EPS seem as follows in 2006_2008 it will be 29111 and
28547 i.e. 28.82% net. While in 2009_2010 EPF is 32651 and EPS 27657 so i.e. in total
60308 which means 30.15% even in 2011_2013 membership of EPF & EPS is counted as
32777 & 28937 overall 61714 i.e. 30.85% .
Since simultaneously the membership in net is increases by 0.7% in last yr. i.e.2011_2013
even the growth seem in net membership being decline by 0.63%
Although if I analyse or compare the yrs. It shows that 31.51% overall in these span of yrs.
regarding membership of EPF while 28.38 found in EPS net membership in these span of yrs.
So it clearly seems as EPF employees membership increases by 3.13%.as compare to EPS.
membership in EPFand EPS
2006_2008 2009_2010 2011_2013 total

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Ques5 Comparing labour staff and clerical staff mapping percentage of benefits they get
Through following scheme according to the paided
staff EPF EPS ESIC NSDC
Net
segmented
benefits
labour 75% 89% 25% 83% 68%
clerk 78% 90% 45% 85% 74.5%
executives 86% 93% 94% 95% 92%
managers 95% 97% 94% 95% 95.25%
Staff
overall
benefit 83.5% 92.25% 64.5% 89.5%
INTERPRETATION:
Workforce segmentation i.e. labour; clerk; executives; manager’s benefits attained by labour
staff in EPF is 75% and 78% in EPS while continue with 25% in ESIC and 83% in NSDC
overall benefits is 68% other than 74.5% total benefits grasp by clerk staff which context as
78% EPF;90%EPS;45%ESIC;85%NSDC and its continue by executive staff who proposed as
92% overall and parted as 86% EPF;93%EPS;94%ESIC;95%NSDC while over to managerial
staff it indexed as 95%EPF;97%EPS;94%ESIC;95%NSDC.it reveals 95.25% overall benefits
gain by managerial staff. So interval of overall benefits grasp by staff of organization is with
difference of 8.75% in b/w EPF & EPS whereas, 27.75% in b/w EPS& ESIC and mark 25%
in b/w NSDC&ESIC. Even if gather the difference rate with segmented benefits ratio
i.e.3.25% in b/w manager & executive while17.5% attained in b/w executive and clerk and
6.5% seems in b/w clerk and labour.
Hence, the variation analysis in b/w staff members seems as higher at top level staff whereas
low in middle & low staff.
Benefits avail in RSPL
labour clerk executives managers

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Ques6 what if an employee while joining establishment has a basic salary of Rs 12000 and
After sometime his perk raises + 15000 does he have an option to terminate his
Membership from the provident fund scheme?
INTERPRETATION:
Employee who while joining the organization has a basic salary above Rs15001/ have been
an option to either become or avoid becoming member of provident fund but employees
whose basic salary while joining the organization is less than Rs15001/ but after some period
of time their basic increases above Rs 15001/ have to compulsorily continue to be member of
provident fund.
Eventually the above statement reveals that if u want to be a member of EPF u have two
options whether u joined as payer of + 15k or -15k but having choice or liability of having
directly payer of 15k or +15k but compulsory /necessary -15k who now get +15k now to be a
member of EPFO.
1.)Where any class of employees is exempted as aforesaid the employer shall in respect of
such class of employees maintain such account, submit such returns, provide such facilities
for inspection, pay such inspection charges and invest provident fund collections in such
manner as the central government may direct.
2.) A class of employees exempted under subparagraph 1. Or the majority of employees
constituting such class may by an application to the commissioner make a declaration that the
class desires to join the fund and thereupon such class of employees shall become members
of the fund
3.) No class of employee’s shall be granted exemption or permitted to apply out of exemption
more than once on each account
4.) The provision of this paragraph shall be deemed to have come in to force with effect from
the14th Oct., 1953.

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Ques7. How much time does it take to receive P.F. and pension money if an employee’s
resigns from the service?
Normally the procedure for receiving PF and pension money is the employee has to fill 19 &
10c form and submit the same to PF desk , which is then submitted to the PF office after two
months this two months is nothing but a waiting period as the rules are that an employees
should not be in employment for two months after resigning if he has to withdraw his PF
amount after completion of two months the form is submitted to the regional provident fund
commissioner office after which the employee receives his amount along with interest within
a period of 90 days.
*FORM NO. 19 is for provident fund withdrawal
*FORM NO. 10C is for pension scheme withdrawal.
1) Notwithstanding that a certificate shall be issued to the recovery/withdrawal officer
for the recovery of any amount, the authorised officer may grant time for the payment
of the amount, and thereupon the recovery officer shall stay the proceedings until the
expiry of the time so granted.
2) Where a certificate for the recovery of amount has been issued, the authorised officer
shall keep the Recovery/withdrawal officer informed of any amount paid or time
granted for payment subsequent to the issues of such certificate.

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Ques8. Trace situations of contract labours (workers) in context of nominations and its
related issues with reference of organization (RSPL).
*CASE 1: Are persons employed by or through a contractor covered under the scheme.
Persons employed by or through a contractor are Included in the definition of
“Employee” under the employee’s provident fund act 1952 and such they are
Covered under the scheme.
*CASE 2: workers involved as contract labour
It is the responsibility of the contractor to deduct the PF and submit a statement to
The principal employer in the prescribed format by 7th of every month’s .the
Company becomes the principle employer would be responsible for the PF
Deduction of the workers employed on contract basis.
*CASE 3. The contractor fails to deduct and submit the PF amount from the contract workers
then what is to be done.
The company being the principal employer is responsible for the PF to be
Deducted from the contract workers as well in case the contractors fails to deduct
and submit the PF dues then the company has to pay the amount and can later on.
recover the amount from the contractor

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FINDINGS
1. By growth rate of 3.2% consequently rate of pension scheme is increases from 2004_
2015i.e. from 35.3%_45% as no .of workforce increases.
2. Various altitude is found in b/w graphical frizzles from very first and formost
2007_2015i.e. 14.5%_15.21%but growth rate decreases by 1.74% in interval of 2 years
the overall contribution growth is 41.69%_45.62% constantly increases by 0.79% but
decreases by 3.13 % by comparing last two yrs.
3. ESIC within span of 3 yrs. provide benefits of 44.27% but decreases by 0.51% and
constant to 14.45% over to NSDC growth rate is 36.58% in first half and with lead to
51.56% in 2015_2016.
4. Membership if employee in EPF & EPS is 28.82% in 2006_2008 while 2011_2013 it
reaches 30.85% which shows increasing parameters i.e. 0.7% in EPS & 3.13%EPF.
5. Overall benefits variation deliver that gain by top level members more than other two
level of members i.e. low middle leveli.e.3.25%;17.5%;6.5%.
6. If your salary at time of joining is more than 15000 then it is per your choice to be a
member of EPF or to be not while if your perk is increases by the span of yrs. from
12000 (consider) to 15001/ then it is compulsory to be a member of EPFO.
7. Form no.19 is used for withdrawing of provident fund while form no. 10c is used for
withdrawing pension scheme.
8. It is compulsory for every contract as well as contract organization for the welfare
schemes is used i.e. EPF & EPS as per prescribed format by 7th of every month even if
contractor fails to do so; so the organization is liable to deducted his PF which later on
recover from contractor.

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CONCLUSION
1. Employee’s provident fund and pension scheme are much more helpful for the
industrial workers at the time when his source of income is stopped , simultaneously
the scheme provides monetary benefits to the nominee / heirs of an employee’s in the
event of his death while in service
2. Legal formalities are involved at time of joining of membership in provident fund
and pension scheme with regard to the appointment of nominee who would be
entitled to receive the amount of pension at time of death of the earning member of
the family
3. After independence the government has introduced a number of schemes in this
regard but proper implementation is not done due to lack of funds.
4. Due to lack of awareness in grade of labour class scale employee so they didn’t get
actual benefit of schemes initiated by government for his/ her welfare
5. RSPL stand while put so many campaign for overcome this situation even they plan
to established separate cell other than HR department or sub cell of HR who
monitored and even mentored these situation and come up with new and refine scene
of unit within span of 2_3 year.
RECOMMENDATION
The employee’s provident fund and pension scheme is the scheme for the benefit of
the industrial workers, under social security measures it is expected that under these
schemes the industrial workers and the dependents family members should
sufficiently benefited at time of financial hardship but because of certain drawbacks
in the implementation of the act the following measures are suggested to the
government for the improvement in the working of the scheme:
 Looking at the inflationary pressure the employer’s contribution to the
provident fund should be increased
 The employee’s should also made compulsory for all industrial
workers to supplement the monetary benefits at the time of retirements
of an employee.
 Old age pension scheme may be introduced so that the employee’s
may not face any financial hardship at the time when his source of
income is stopped.
 Superannuation scheme should also made compulsory for all
industrial workers to supplement the monetary benefits at the time of
retirements of an employee.
 The difference in the opinion prevailing in the mind of central
government regarding interest paid to the employee’s in provident
fund should be resolved

17. 17
APPENDIX
Ques 1. From last 3 years what is the pension scheme followed by RSPL.
Ques 2. What contribution analysis by employer as well as employee’s in context of
provident fund scheme followed by RSPL.
Ques 3. What are the other welfares initiative drawn by RSPL like employee state insurance
cooperation and national skill development co-operation?
Ques 4. Enrolment engagement by employer’s and employee’s in RSPL in context of
provident fund scheme and pension scheme.
Ques 5. Comparing labour staff and clerical staff mapping the percentage of benefits they get
through following scheme according to the paided.
Ques 6. What if an employee while joining establishment has a basic salary of Rs 12000 and
after sometime his perk raises 15000, does he have an option to terminate his membership
from the provident fund scheme?
Ques7. How much time does it take to receive PF & pension money if any employee resign
from the service?
Ques8. Trace situations of contract labour (workers) in context of nominations and its related
issues with reference of organization (RSPL).

18. 18
REFRENCES
 http:www.economic times.com article 124 may 11 2015.
 http:www.wikipedia.com
 http:www. The hindu.com Retrieved 2015-3-3
 http:www.epf.gov/iw.html.in
 Human capital journals article no.142 pg. 34 issue Sep-16-9
 KD SRIVASTAVA ( provident fund and miscellaneous act 1952)
 IIM B Management Review for (literature review)