Dear Friend,
While returning home after finishing his duties, he may come into contact with an employment injury. This would be considered an off-site incident, and in order to receive insurance benefits, this case needs to be reported and a claim needs to be filed with the insurance provider. If he has an ESI card from the nearest dispensary to his house or company, then he should inform the nearest dispensary.
On humanitarian grounds, the company should take care of his medical expenses since this injury is connected to his employment. This case should not be counted as an LTI in your Annual Statistics.
Thank you.
From India, Delhi
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While returning home after finishing his duties, he may come into contact with an employment injury. This would be considered an off-site incident, and in order to receive insurance benefits, this case needs to be reported and a claim needs to be filed with the insurance provider. If he has an ESI card from the nearest dispensary to his house or company, then he should inform the nearest dispensary.
On humanitarian grounds, the company should take care of his medical expenses since this injury is connected to his employment. This case should not be counted as an LTI in your Annual Statistics.
Thank you.
From India, Delhi
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Hi
I have to submit a report on one of the following topics:-
Please see if anyone can help me.
Thanks & Regards
Bhawna
From India, New Delhi
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I have to submit a report on one of the following topics:-
Philosophy and Management of Human Resources in select large sized Indian
Industries
2. Leadership styles – A comparison of Indian and Foreign Banks in Pune
3. Job satisfaction and Job involvement of employees in select Textile Mills in
Gujarat
4. Status of Industrial Relations and Implementation of Labor Welfare
5. Measures in select Oil Mines
6. HR Practices and Organizational Strategies in select IT companies in India
7. 360 degree appraisal in ABC Corporation
8. Potential appraisal in Maruti Udyog
9. Strikes and lockouts in ABC
10. Cross cultural issues in HR
11. Industrial conflict
12. Transfer and Promotional StrategiesIndustries
2. Leadership styles – A comparison of Indian and Foreign Banks in Pune
3. Job satisfaction and Job involvement of employees in select Textile Mills in
Gujarat
4. Status of Industrial Relations and Implementation of Labor Welfare
5. Measures in select Oil Mines
6. HR Practices and Organizational Strategies in select IT companies in India
7. 360 degree appraisal in ABC Corporation
8. Potential appraisal in Maruti Udyog
9. Strikes and lockouts in ABC
10. Cross cultural issues in HR
11. Industrial conflict
Please see if anyone can help me.
Thanks & Regards
Bhawna
From India, New Delhi
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Dear Nilesh Kumar Ji,
01. Then what about notional extension? Is it not applicable when the employer is providing transport facility?
02. If transportation is provided by the employer, in the case of catching the company bus or cab provided for employee transportation, if one uses any other mode of transportation, does it fall under any statutory liability? This is because the employer may not be able to provide transportation at their doorstep.
Much regards,
Nagarjuna Kandimalla
HR - NATCO PHARMA LIMITED
From India, Hyderabad
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1101. Then what about notional extension? Is it not applicable when the employer is providing transport facility?
02. If transportation is provided by the employer, in the case of catching the company bus or cab provided for employee transportation, if one uses any other mode of transportation, does it fall under any statutory liability? This is because the employer may not be able to provide transportation at their doorstep.
Much regards,
Nagarjuna Kandimalla
HR - NATCO PHARMA LIMITED
From India, Hyderabad
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Dear Mr. Nagarjuna,
I would like to share my comments on Point No. 2 [B] regarding transportation provided by the employer. If the company offers transportation such as a bus or cab for employees to use, and an employee chooses to use a different mode of transportation, does this still fall under any statutory liability? This question arises because the employer may not be able to provide transportation at the employee's doorstep.
This situation implies that the company has provided transportation for pick up and drop-off using the company vehicle exclusively. In such cases, the employer is not held responsible for accidents that may occur while employees catch the company-provided transport.
In my current organization, we have opted for both EC and GPA Policies to cover all possible accident scenarios, even though it is not mandatory by law or any statutory regulations.
Please feel free to reach out if you require any further assistance.
Regards, Nilesh Kumar Harge Associate Manager HR Fainger Leser Valves (P.) Ltd., Aurangabad.
From India, Pune
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I would like to share my comments on Point No. 2 [B] regarding transportation provided by the employer. If the company offers transportation such as a bus or cab for employees to use, and an employee chooses to use a different mode of transportation, does this still fall under any statutory liability? This question arises because the employer may not be able to provide transportation at the employee's doorstep.
This situation implies that the company has provided transportation for pick up and drop-off using the company vehicle exclusively. In such cases, the employer is not held responsible for accidents that may occur while employees catch the company-provided transport.
In my current organization, we have opted for both EC and GPA Policies to cover all possible accident scenarios, even though it is not mandatory by law or any statutory regulations.
Please feel free to reach out if you require any further assistance.
Regards, Nilesh Kumar Harge Associate Manager HR Fainger Leser Valves (P.) Ltd., Aurangabad.
From India, Pune
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Dear Sir,
I need your guidance on the following issue. Suppose any of the company's employees meets with a road accident while going to a meeting or while performing company work during office hours. In the event of an accident occurring, will he/she be eligible for ESI benefits or any medical benefits provided by the company? If so, are there any criteria set by the company or any government laws regarding this matter?
Kindly share your valuable views on this issue.
Regards,
Ankit Saxena
From India, Delhi
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I need your guidance on the following issue. Suppose any of the company's employees meets with a road accident while going to a meeting or while performing company work during office hours. In the event of an accident occurring, will he/she be eligible for ESI benefits or any medical benefits provided by the company? If so, are there any criteria set by the company or any government laws regarding this matter?
Kindly share your valuable views on this issue.
Regards,
Ankit Saxena
From India, Delhi
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Dear Mr. Ankit,
If a company employee is met with an accident while going for a meeting during official working hours, they are eligible to receive benefits. However, we must have some proof such as a Gate Pass or an Out Door Duty Form to demonstrate that they were on an official assignment at the time of the accident.
Even in cases where an employee meets with an accident off the premises due to the nature of their job involving extensive traveling.
You might remember that when taking out insurance coverage, we need to mention the "Nature of work."
Even in exceptional cases, you can claim on the grounds that due to the exigency of work, the employee was sent out for Out Door Duty.
Regards,
Nilesh Kumar Harge
Associate Manager HR
Fainger Leser Valves (P.) Ltd.
Aurangabad.
From India, Pune
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If a company employee is met with an accident while going for a meeting during official working hours, they are eligible to receive benefits. However, we must have some proof such as a Gate Pass or an Out Door Duty Form to demonstrate that they were on an official assignment at the time of the accident.
Even in cases where an employee meets with an accident off the premises due to the nature of their job involving extensive traveling.
You might remember that when taking out insurance coverage, we need to mention the "Nature of work."
Even in exceptional cases, you can claim on the grounds that due to the exigency of work, the employee was sent out for Out Door Duty.
Regards,
Nilesh Kumar Harge
Associate Manager HR
Fainger Leser Valves (P.) Ltd.
Aurangabad.
From India, Pune
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Dear Ajay,
In connection with the counting of lost time, it should not arise since the workman completed his shift working hours. Therefore, it should not be counted for annual statistics.
Since the workman met with an accident while returning home after completing his duties, the case will fall under the theory of notional extension of employment. Thus, the employer is liable to pay compensation for the personal injury caused to a workman by an accident that occurred beyond his working hours and beyond his workplace.
If the workman is covered under ESIS, he will get benefits as per the scheme.
If he is covered under the Group Medical Scheme or Group Personal Accident policy, the workman will receive all eligible benefits such as hospitalization charges, wages during the absence from duties, etc. However, you will have to check the terms of the policy.
I hope this clarifies all your queries.
R D Watve
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In connection with the counting of lost time, it should not arise since the workman completed his shift working hours. Therefore, it should not be counted for annual statistics.
Since the workman met with an accident while returning home after completing his duties, the case will fall under the theory of notional extension of employment. Thus, the employer is liable to pay compensation for the personal injury caused to a workman by an accident that occurred beyond his working hours and beyond his workplace.
If the workman is covered under ESIS, he will get benefits as per the scheme.
If he is covered under the Group Medical Scheme or Group Personal Accident policy, the workman will receive all eligible benefits such as hospitalization charges, wages during the absence from duties, etc. However, you will have to check the terms of the policy.
I hope this clarifies all your queries.
R D Watve
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Dear Mr. Ravindra,
Thank you for the valuable information. Are there any limits or rules regarding companies' responsibilities, as mentioned earlier by Mr. Bhatia in this discussion, regarding a specific range of distance from the company premises or within a particular time frame? I am a little bit confused on the same.
Regards,
Ajay
From India, Mumbai
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Thank you for the valuable information. Are there any limits or rules regarding companies' responsibilities, as mentioned earlier by Mr. Bhatia in this discussion, regarding a specific range of distance from the company premises or within a particular time frame? I am a little bit confused on the same.
Regards,
Ajay
From India, Mumbai
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Dear Ajay,
The accident occurred outside the office premises after office hours, so there is no need to request any compensation from the employer's side. Whatever Nilesh Kumar mentioned is absolutely correct.
Regards,
Satyaprasad Rayudu.
From India, Hyderabad
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The accident occurred outside the office premises after office hours, so there is no need to request any compensation from the employer's side. Whatever Nilesh Kumar mentioned is absolutely correct.
Regards,
Satyaprasad Rayudu.
From India, Hyderabad
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Dear Ajay,
Companies' responsibility is to provide medical treatment to a worker until they recover from an accidental injury only. In a practical sense, you cannot decide where your worker should reside; hence, no limit for the distance from the company to the residence can be taken into consideration for providing medical treatment. However, if a worker is involved in an accident under the influence of alcohol or any narcotic substance, the employer can refuse to pay for medical treatment.
R D Watve
R D Watve
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Companies' responsibility is to provide medical treatment to a worker until they recover from an accidental injury only. In a practical sense, you cannot decide where your worker should reside; hence, no limit for the distance from the company to the residence can be taken into consideration for providing medical treatment. However, if a worker is involved in an accident under the influence of alcohol or any narcotic substance, the employer can refuse to pay for medical treatment.
R D Watve
R D Watve
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