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Mayank

Mayank Rautela  | Answer  |Ask -

HR Expert - Answered on Feb 08, 2023

Mayank Rautela is the group chief human resources officer at Apollo Hospitals.
A management graduate from the Symbiosis Institute of Management Studies with a master's degree in labour laws from Pune University, Rautela has over 20 years of experience in general management, strategic human resources, global mergers and integrations and change management.... more
Asked by Anonymous - Feb 08, 2023Hindi
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Hello Sir, I'm approaching 50, I'm working in a manufacturing company as an IT guy. Working on old technologies. What should I do for the growth of my career in the current IT industry?

Ans: I would suggest you upgrade your skills in the new technologies by doing Online / part-time courses. However continue in manufacturing as that sector is more stable and you would have a good understanding of the manufacturing industry.
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Hello, i have 26 yrs of experience in the IT industry, and currently working as a consultant technical manager for important projects in several drdo labs in Hyderabad for the past few years. Despite being handson in coding, system design, I am also responsible for team management, deliverables, requirement analysis, and stakeholder management. I have an executive MBA from xlri and certification from pmi. Being 54 years of age, what are my options? Are there opportunities for people in the 50s? How about remote work or freelancing opportunities? I kind of find myself stuck and would like to explore opportunities. Any ideas? how to stay relevant in this ever changing world of technology?
Ans: Sumit Sir,
54-year-old with a strong background in the IT field, high-stakes projects, and an Executive MBA from XLRI can still stay relevant and look for opportunities. You can try for freelance consulting, work from home, coach, mentor, and train businesses in Agile methods, stakeholder handling, and team leadership.

To stay current, you can move into academic or research roles as an adjunct professor, work on research projects with universities or think tanks, or start your own business as a niche consultant.

To look for opportunities, make your LinkedIn profile stand out, share stories or insights, actively network, upskill strategically, and build a portfolio. Being old is an asset, but it's important to use it as a unique selling point and be flexible to stay competitive. By carefully using your skills and experience, you can open up many good opportunities and continue to thrive in the ever-changing tech world. All The Best for Your Prosperous Future.

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Insurance, Stocks, MF, PF Expert - Answered on Apr 28, 2025

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We are a Private Limited Company with an employee strength of 60, and we strictly follow all PF rules. As per the applicable salary criteria, we contribute to the Provident Fund wherever required. Recently, we discovered that an employee who joined our company two years ago has an existing UAN linked to their Aadhaar. However, at the time of joining, the employee declared in Form 11 that they did not have a PF account. Based on this declaration, we did not contribute to their PF account. Now, the employee states that they were unaware of their PF account, and the UAN linked to their Aadhaar is currently inactive. Furthermore, they do not wish to activate their PF account. Given this situation, should we present Form 11 as valid proof for non-contribution, or are there any corrective actions required to comply with PF regulations? Kindly guide us on the appropriate steps to take in this matter.
Ans: Hello;

If the organisation is such that EPFO laws are applicable and if employee 's salary is as per the threshold given by EPFO (15 K basic +DA) then you don't have an option to avoid EPF.

The EPFO commissioner may issue your organisation a show cause notice as to why the form-11 submitted by the employee was not scrutinized thoroughly when it was submitted.

You may furnish joint declaration in the prescribed format to correct the mistake in form 11 and deposit all employer employee contributions till date with penalty as decided by the EPF Commissioner.

Actually such willful suppression of facts by the employee, which bring the employer into legal issues, deserves termination.

Seek advice from a lawyer specializing in labour and EPF laws, if required.

Best wishes;

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