:?:
Hi Friends,
One query on medical reimbursement.
We know that normally total yearly entitlement is Rs.15000 (1250*12)
if any employees submit the bills and claims Rs.15000 in March only and he was absent for 5 days in through out the year. Then what amount needs to be reimburse to the employee. Should it Rs.15000 OR Rs.14795 (Rs.15000/365*360). My question is that should medical reimb effect the working days?
Thanks & Rgds,
Sunil K
9810021711
From India, New Delhi
1Hi Friends,
One query on medical reimbursement.
We know that normally total yearly entitlement is Rs.15000 (1250*12)
if any employees submit the bills and claims Rs.15000 in March only and he was absent for 5 days in through out the year. Then what amount needs to be reimburse to the employee. Should it Rs.15000 OR Rs.14795 (Rs.15000/365*360). My question is that should medical reimb effect the working days?
Thanks & Rgds,
Sunil K
9810021711
From India, New Delhi
Deduction of amount from the medical reimbusement for 5 days absent from the duty through out the year is depends up on the decision of the management. Generally, no deduction is made on such case.
Thanks,
Sivadasan
From India, Udaipur
Thanks,
Sivadasan
From India, Udaipur
Sunil, No deductions are made for leave. However, if the absence is for a prolonged duration, then the same shall be calculated on a pro-rata basis. Regards, Suja
From India, Bangalore
From India, Bangalore
Medical Reimbursement under a companys"s internal policy or under Settelment with the recognized union, whether registered under ID Act or not, is not subject to law, but subject to the said policy or settelment only. However if there is a settelment or declared policy which has become part of the contractual obligation under ID Act, you are bound to follow such policy. In most of such policy or settelment, there are relaxation clause by which in genuine and hard cases, management has and should have power to relax, which will not be treated as a precedent.
There is no law, except ID act, on such matters, which are not specifically covered under laws such as ESI Act or WC Act.
O.Abdul Hameed
Formerly Addl.Commissioner ESIC
From India, Coimbatore
There is no law, except ID act, on such matters, which are not specifically covered under laws such as ESI Act or WC Act.
O.Abdul Hameed
Formerly Addl.Commissioner ESIC
From India, Coimbatore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Medical Facts.pdf
Few Medical info.doc