Whirlpool, right from its inception in 1911 as first commercial manufacturer of

motorized washers to the current market position of being world's number one man
ufacturer and marketer of major home appliances, has always set industry milesto
nes and benchmarks. The parent company is headquartered at Benton Harbor, Michig
an, USA with a global presence in over 170 countries and manufacturing operation
in 13 countries with 11 major brand names such as Whirlpool, KitchenAid, Roper,
Estate, Bauknecht, Laden and Ignis. The company boasts of resources and capabil
ities beyond achievable feat of any other in the industry.
Whirlpool initiated its international expansion in 1958 by entering Brazil. Howe
ver, it emerged as truly global leader in the1980's. This encouraging trend brou
ght the company to India in the late 1980s. It forayed into the market under a j
oint venture with TVS group and established the first Whirlpool manufacturing fa
cility in Pondicherry.
Soon Whirlpool acquired Kelvinator India Limited in 1995 and marked an entry int
o Indian refrigerator market as well. The same year also saw acquisition of majo
r share in TVS joint venture and later in 1996, Kelvinator and TVS acquisitions
were merged to create Indian home appliance leader of the future, Whirlpool Indi
a. This expanded the company's portfolio in the Indian subcontinent to washing m
achines, refrigerator, microwave ovens and air conditioners.
Today, Whirlpool is the most recognized brand in home appliances in India and ho
lds a market share of over 25%. The company owns three state-of-the-art manufact
uring facilities at Faridabad, Pondicherry and Pune. Each of these manufacturing
set-ups features an infrastructure that is witness of Whirlpool's commitment to
consumer interests and advanced technology.
In the year ending in March '09, the annual turnover of the company for its Indi
an enterprise was Rs.1,719 Crores.
The company's brand and image speaks of its commitment to the homemaker from eve
ry aspect of its functioning. It has derived its functioning principles out of a
n undaunted partnership with the homemakers and thus a slogan of “You and whirlpoo
l, the world's best homemaker” dots its promotional campaigns. The products are en
gineered to suit the requirements of ‘smart, confident and in-control' homemaker w
ho knows what she wants. The product range is designed in a way that it employs
unique technology and offers consumer relevant solutions.

Our Corporate address:

M/s Whirpool of India Ltd.
Whirpool House
Plot No. 40, Sector 44,
Gurgaon – 122002
Haryana
Tel.: PH - 91-124-4591300
Fax - 91-124-4591301
Leave Travel Allowance (LTA) and Leave Travel Concession (LTC)
Travelchacha offers best LTA / LTC Travel Packages for all those Government Empl
oyees who wish to travel under the scheme of Leave Travel Concession (LTC) / Lea
ve Travel Allowance (LTA) by himself/herself or by members of his/her family cov
ering comprehensive lists of tourist destinations in India and abroad depending
on the selection of places of your choice. You need not to worry for anything wh
ile making your journey with us as we are taking into consideration all your nec
essary requirement; furthermore, we have more than 8 years of experience to serv
e you under these LTA / LTC schemes. We are also duly recognized by the Ministry
of Tourism, Government of India. This means you are traveling with an authentic
and most trusted travel agent. Our LTA / LTC Tour Packages cover maximum tou
rist destinations within the shortest span of time in India and abroad! Some of
our Domestic LTC / LTA Tour Package includes the major destinations like Andaman
 Nicobar Islands, Andhra Pradesh, Arunachal Pradesh, Assam, Bihar, Dadar & Nagar
Haveli, Daman, Delhi, Gujarat, Himachal Pradesh, Haryana, Jharkhand, Jammu & Ka
shmir, Kerala, Karnataka, Lakshadweep, Maharashtra, Madhya Pradesh, Manipur, Miz
oram, Meghalaya, Nagaland, Orissa, Punjab, Rajasthan, Sikkim, Thrissur, Tamil Na
du, Tripura, Uttarakhand, Uttar Pradesh, West Bengal, Dharamsala, Dalhousie, Shi
mla, Kullu Manali, Taj Mahal, Mumbai, Pune, Bangalore, Jaipur, Hyderabad, Chenna
i, Vadodara, Hampi, Amritsar, Ahemedabad, Chandigarh, Ludhiana and Jodhpur and m
any more. Our International LTC / LTA Tour Package includes the destinations lik
e Kualalumpur, Singapore, Bangkok, Colombo, Sydney or Melborne or Brisbane, Pari
s and London and many more of your choice.
Health Reimbursement Accounts or Health Reimbursement Arrangements (HRAs) are In
ternal Revenue Service (IRS)-sanctioned programs that allow an employer to reimb
urse medical expenses paid by participating employees, thus yielding "tax advant
ages to offset health care costs"[1].
Establishment
HRAs are initiated by the employer and serviced by a third-party administrator o
r plan service provider. The employer may provide in the HRA plan document that
a credit balance in an employee's HRA account can be rolled over from year to ye
ar like a savings account. The employer decides if the funds are rolled from yea
r to year and how much rolls over (which can be either a flat amount or a percen
tage.
According to the IRS, "employees are reimbursed tax free for qualified medical e
xpenses up to a maximum dollar amount for a coverage period HRAs reimburse only
those items (copays, coinsurance, deductibles and services) agreed to by the emp
loyer which are not covered by the company's selected standard insurance plan (a
ny health insurance plan, not only high-deductible plans). These arrangements ar
e described in IRS Section 105.
With an HRA, employers fund individual reimbursement accounts for their employee
s and define what those funds can be used for – i.e., specified out-of-pocket expe
nses such as deductibles and co-pays.
Qualified claims must be described in the HRA plan document at inception, i.e.,
before reimbursing employees for those medical expenses. Arrangements (medical s
ervices, dental services, co-pays, coinsurance, deductibles, participation) may
vary from plan to plan, and an employer may have multiple plans in place, allowi
ng much flexibility.
The employer is not required to prepay into a fund for reimbursements, instead,
the employer reimburses employee claims as they occur.
Reimbursements under an HRA can be made to the following persons:
1. Current and former employees.
2. Spouses and dependents of those employees.
3. Any person the employee could have claimed as a dependent on the employe
e's return except that:
1. The person filed a joint return,
2. The person had gross income of $3,400 or more, or
3. The employee, or his/her spouse if filing jointly, could be claimed as a
dependent on someone else's 2007 return.
4. Spouses and dependents of deceased employees.
[edit] Advantages, disadvantages, and limitations
Advantages of HRAs for employers include:
• Reimbursements of qualified claims are tax-deductible for the employer.
• Employers know their maximum expense related to their health care benefit.
Advantages of HRAs for employees include:
• Contributions that employers make can be excluded from employees' gross income.
• Reimbursements may be tax free if the employee pays qualified medical expenses.
• Unused funds in the HRA can be rolled into future years for reimbursement.
• HRAs may be offered in conjunction with other employer-provided health benefits
including Flexible Spending Accounts (FSAs).
• Employees do not have to be covered under any other health care plan to particip
ate, unlike (for example) a Health Savings Account (HSA) which requires a High D
eductible Health Plan.
• Employees can be reimbursed for a health care plan that meets their or their fam
ilies' specific needs, as opposed to a standard company plan.
A frequent complaint regarding HRA arrangements is that they are extremely opaqu
e in regards to their requirements. HRAs must follow "a variety of statutory rul
es and provisions" including the COBRA continuation coverage requirements, ERISA
, and HIPAA.
HRA plans are considered "Primary Payers" subject to Medicare Secondary Payer (M
SP) mandatory reporting requirements. There are significant penalties for failur
e to comply with the MSP reporting requirements. Although the MSP reporting requ
irements began to apply to certain group health plans on January 1, 2009, CMS ha
s delayed mandatory reporting for HRAs.[2]
Rules pertaining to their reimbursements are perceived by member participants to
be somewhat contradictory and/or even incoherent- leading some to lose contribu
tions which are intended for healthcare but are learned (after the procedure or
laboratory test) to be disallowed
Limitations of HRAs include:
• Self-employed persons are ineligible.
• "Highly compensated" participants may be subject to "certain limitations."

EMPLOYEES' PROVIDENT FUND SCHEME 1952

Employee Definition:
"Employee" as defined in Section 2(f) of the Act means any person who is employe
e for wages in any kind of work manual or otherwise, in or in connection with th
e work of an establishment and who gets wages directly or indirectly from the em
ployer and includes any person employed by or through a contractor in or in conn
ection with the work of the establishment.
Membership:
All the employees (including casual, part time, Daily wage contract etc.) other
then an excluded employee are required to be enrolled as members of the fund the
day, the Act comes into force in such establishment.
Basic Wages:
"Basic Wages" means all emoluments which are earned by employee while on duty or
on leave or holiday with wages in either case in accordance with the terms of t
he contract of employment and witch are paid or payable in cash, but dose not in
clude
a. The cash value of any food concession;
b. Any dearness allowance (that is to say, all cash payment by whatever nam
e called paid to an employee on account of a rise in the cost of living), house
rent allowance, overtime allowance, bonus, commission or any other allowance pay
able to the employee in respect of employment or of work done in such employment
.
c. Any present made by the employer.
Excluded Employee:
"Exclude Employee" as defined under pare 2(f) of the Employees' Provident Fund S
cheme means an employee who having been a member of the fund has withdraw the fu
ll amount of accumulation in the fund on retirement from service after attaining
the age of 55 years; Or An employee, whose pay exceeds Rs. Five Thousand per mo
nth at the time, otherwise entitled to become a member of the fund.
Explanation:
'Pay' includes basic wages with dearness allowance, retaining allowance, (if any
) and cash value of food concessions admissible thereon.
Employee Provident Fund Scheme:
Employees' Provident Fund Scheme takes care of following needs of the members:
(i) Retirement (ii) Medical Care
(iii) Housing
(iv) Family obligation (v) Education of Children
(vi) Financing of Insurance Polices
How the Employees' Provident Fund Scheme works:
As per amendment-dated 22.9.1997 in the Act, both the employees and employer con
tribute to the fund at the rate of 12% of the basic wages, dearness allowance an
d retaining allowance, if any, payable to employees per month. The rate of contr
ibution is 10% in the case of following establishments:
• Any covered establishment with less then 20 employees, for establishments cover
prior to 22.9.97.
• Any sick industrial company as defined in clause (O) of Sub-Section (1) of Secti
on 3 of the Sick Industrial Companies (Special Provisions) Act, 1985 and which h
as been declared as such by the Board for Industrial and Financial Reconstructio
n,
• Any establishment which has at the end of any financial year accumulated losses
equal to or exceeding its entire net worth and
• Any establishment engaged in manufacturing of (a) jute (b) Breed (d) coir an
d (e) Guar gum Industries/ Factories. The contribution under the Employees' Pr
ovident Fund Scheme by the employee and employer will be as under with effect fr
om 22.9.1997.
Employees' Provident Fund Interest rate:
The rate of interest is fixed by the Central Government in consultation with the
Central Board of trustees, Employees' Provident Fund every year during March/Ap
ril. The interest is credited to the members account on monthly running balance
with effect from the last day in each year. The rate of interest for the year 19
98-99 has been notified as 12%. The rate of interest for 99-2000 w.e.f. 1.7.'99
was 11% on monthly balances. 2000-2001 CBT recommended 10.25% to be notified by
the Government.
Benefits:
A) A member of the provident fund can withdraw full amount at the credit in the
fund on retirement from service after attaining the age of 55 year. Full amount
in provident fund can also be withdraw by the member under the following circums
tance:
• A member who has not attained the age of 55 year at the time of termination of s
ervice.
• A member is retired on account of permanent and total disablement due to bodily
or mental infirmity.
• On migration from India for permanent settlement abroad or for taking employment
abroad.
• In the case of mass or individual retrenchment.
B) In the case of the following contingencies, the payment of provident fund be
made after complementing a continuous period of not less than two months immedia
tely preceding the date on which the application for withdrawal is made by the m
ember:
• Where employees of close establishment are transferred to other establishment, w
hich is not covered under the Act:
• Where a member is discharged and is given retrenchment compensation under the In
dustrial Dispute Act, 1947.
Withdrawal before retirement:
A member can withdraw upto 90% of the amount of provident fund at credit after a
ttaining the age of 54 years or within one year before actual retirement on supe
rannuation whichever is later. Claim application in form 19 may be submitted to
the concerned Provident Fund Office.
Accumulations of a deceased member:
Amount of Provident Fund at the credit of the deceased member is payable to nomi
nees/ legal heirs. Claim application in form 20 may be submitted to the concerne
d Provident Fund Office.
Transfer of Provident Fund account:
Transfer of Provident Fund account from one region to other, from Exempted Provi
dent Fund Trust to Unexampled Fund in a region and vice-versa can be done as per
 Scheme. Transfer Application in form 13 may be submitted to the concerned Provi
dent Fund Office.
Nomination:
The member of Provident Fund shall make a declaration in Form 2, a nomination co
nferring the right to receive the amount that may stand to the credit in the fun
d in the event of death. The member may furnish the particulars concerning himse
lf and his family. These particulars furnished by the member of Provident Fund i
n Form 2 will help the Organization in the building up the data bank for use in
event of death of the member.
Annual Statement of account:
As soon as possible and after the close of each period of currency of contributi
on, annual statements of accounts will de sent to each member through of the fac
tory or other establishment where the member was last employed. The statement of
accounts in the fund will show the opening balance at the beginning of the peri
od, amount contribution during the year, the total amount of interest credited a
t the end of the period or any withdrawal during the period and the closing bala
nce at the end of the period. Member should satisfy themselves as to the correct
ness f the annual statement of accounts and any error should be brought through
employer to the notice of the correctness Provident Fund Office within 6 months
of the receipt of the statement.