Hi, Information shared by u related to ESI is correct, if so can u pls share document to my mail id satya dot rao at haie dot co dot in
From India, Hyderabad
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7From India, Hyderabad
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The hard reality is that those who pay for ESI are not receiving proper treatment at the ESI hospitals. Despite contributing 6.75% of their salary, the services provided by the administration, dispensaries, or hospitals are subpar by any standard. Employees often endure long queues to access services. Obtaining an ESI card entails navigating through administrative hurdles, with application forms frequently getting lost and requiring refiling. Employers who fail to pay their dues face penalties and threats of arrest warrants. However, even after payment, workers still experience delays in receiving services.
When ESI institutions struggle to cater to existing beneficiaries (those who contribute to ESIC), expanding the salary limit may exacerbate service deficiencies. ESI should first establish a commendable service record before employees universally request or demand this benefit. Only then should the Act be considered for amendment. The current notification seems premature.
If the Ministry of Labour aims to enhance medical, leave, and insurance benefits, they could collaborate with private hospitals, insurance companies, and third-party assessors to facilitate these benefits.
Kripakaran, P.
From India, Bangalore
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When ESI institutions struggle to cater to existing beneficiaries (those who contribute to ESIC), expanding the salary limit may exacerbate service deficiencies. ESI should first establish a commendable service record before employees universally request or demand this benefit. Only then should the Act be considered for amendment. The current notification seems premature.
If the Ministry of Labour aims to enhance medical, leave, and insurance benefits, they could collaborate with private hospitals, insurance companies, and third-party assessors to facilitate these benefits.
Kripakaran, P.
From India, Bangalore
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Dear Kripakaran,
I completely agree with you that this decision may not be well-received by employees or corporations.
Firstly, most companies today offer Mediclaim policies, providing protection in case of unforeseen events. Therefore, why should additional payments be made to ESI Corp.? It appears that the government is simply seeking to increase funds.
Secondly, the salary threshold was previously at Rs. 7,500, then increased to Rs. 10,000 and remained stable for a considerable period. Suddenly raising it by Rs. 5,000 with limited returns poses challenges. Even if an employee is hospitalized in a recognized facility, prescribed medicines often exceed coverage limits, necessitating out-of-pocket expenses. How are we truly insured? It would be beneficial only if employees receive the full benefits their contributions entitle them to.
The government should prioritize enhancing services instead of continually raising thresholds.
Regards,
Shikha Jain
From India, Bangalore
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I completely agree with you that this decision may not be well-received by employees or corporations.
Firstly, most companies today offer Mediclaim policies, providing protection in case of unforeseen events. Therefore, why should additional payments be made to ESI Corp.? It appears that the government is simply seeking to increase funds.
Secondly, the salary threshold was previously at Rs. 7,500, then increased to Rs. 10,000 and remained stable for a considerable period. Suddenly raising it by Rs. 5,000 with limited returns poses challenges. Even if an employee is hospitalized in a recognized facility, prescribed medicines often exceed coverage limits, necessitating out-of-pocket expenses. How are we truly insured? It would be beneficial only if employees receive the full benefits their contributions entitle them to.
The government should prioritize enhancing services instead of continually raising thresholds.
Regards,
Shikha Jain
From India, Bangalore
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hai frnds checked with ESI , the notification and the part of implimentation probably will start from april 2010 , next contribution period. still notification not yet rlesed
From India, Bangalore
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From India, Bangalore
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The calculations that you have put up, are really informative and an eye opener for all those coming within the range of ESIC.
I really agree with the same.
But ………….
There is vast difference between the speculative Calculations and those that come in practical use in the daily life of an Employed Personnel.
I, myself, am taking care of the matters regarding the ESIC and what my experience is you will be surprised to note.
1. The ESIC Staff and the Dispensary Staff in our range of Hardwar are very accommodating and helpful in every matter, no matter how tedious it is. They even go out of their way to help out the IP to get the utmost benefits they can avail of.
2. It is not the responsibility of the ESIC to go to the house of the IP to get their treatment done from ESIC. We at the posts of HR should train and update the IP’s about the benefits of going to the ESIC for their treatment. If we ourselves don’t educate the IP’s about this then they are stuck with a tarnished picture about the treatment the unsympathetic performance meted out by the Government Dispensaries.
3. If we note any short coming from the part of the ESIC, we at the HR Department, should leave no stone unturned to get the things done right, even if we have to approach the higher level Officers. Our experience is that if the HR educates the IP’s about the benefits of the ESIC, then, I sure hope that most of the IP’s will get their treatment from the ESIC Dispensaries. In our Company at the slightest feeling of sickness or not feeling well they go to the Dispensary and get Medicine for themselves. Many a times I have checked and found that the medicine they are given free of cost amounts to not less than 50 to 70 Rupees.
4. The Doctors are very courteous and respond to the patient’s sickness with concentration and precedence. If any syndrome or analysis is out of their reach they then in turn refer the patient to higher authorities for the best in investigation and treatment.
5. In one unpleasant incident of our IP the Medical Commissioner of our range took the trouble to get involved personally (even though he was at the airport getting ready to embark a flight) and got the matters sorted out and the problem was solved at top priority, the IP getting the benefit.
6. As for the long Q’s in the ESIC Dispensaries, it is not as it is in the Clinics and Nursing Homes of Private Doctors in the lower category or in the higher category. These types of Q’s are a part of our daily lives and we are used to all these types of waiting in lines, where we loose many man-hours. Right from the Fair Priced Shops where a low remunerated person stands in the Q, to the airports where the Hi-Fi gentry has to stand in Q’s to get their turn.
7. Therefore, we at the HR are to blame for the ignorance of the IP’s or the proper response that we seem to be deprived of by the Doctor’s or the Staff of the ESIC Department. We should take time out to visit the ESIC and throw our weight around and let the Department know that it is we, because of whom the department is in business.
8. I have been meeting the Branch Managers, Area Inspectors and other higher Officials and we all discuss the matters which are interrelated to the better understanding and working for the benefit of the IP’s. The Government also has taken many steps to ease the problems regarding the reimbursements etc and still some suggestions and amendments are always on the table which the Government implements for the betterment and providing the best medical facilities to the IP’s. For Hi-Fi diseases one needs Hi-Fi facilities. All this has come within the grasp of a low paid IP just because of ESIC.
9. My very humble proposition to all in the HR Department is to take interest in the ESIC matters and fight for a noble cause to help the IP’s get the benefits meted out by the Government to the deserving ones. Side by side we should also refrain from supporting unjustified case as this in turn cannot help us to stand boldly in front of the Defaulting Personnel’s of ESIC.
My intention is not to hurt the feelings or to pass judgment on the working capabilities of HR Personnel’s and if by the way someone feels so I would express regret in advance for the same. This has been done only in the interest of the Working Class person’s who have to fight against the High Cost of Treatment by Specialist Doctor’s, which is only possible through the ESIC during this high inflation period.
Mails are welcome whether from Critics or from those appreciating the Cause.
My personal ID is:
Rahman Dy. Mgr. HR/Co-Ordination
From India, Dehra Dun
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I really agree with the same.
But ………….
There is vast difference between the speculative Calculations and those that come in practical use in the daily life of an Employed Personnel.
I, myself, am taking care of the matters regarding the ESIC and what my experience is you will be surprised to note.
1. The ESIC Staff and the Dispensary Staff in our range of Hardwar are very accommodating and helpful in every matter, no matter how tedious it is. They even go out of their way to help out the IP to get the utmost benefits they can avail of.
2. It is not the responsibility of the ESIC to go to the house of the IP to get their treatment done from ESIC. We at the posts of HR should train and update the IP’s about the benefits of going to the ESIC for their treatment. If we ourselves don’t educate the IP’s about this then they are stuck with a tarnished picture about the treatment the unsympathetic performance meted out by the Government Dispensaries.
3. If we note any short coming from the part of the ESIC, we at the HR Department, should leave no stone unturned to get the things done right, even if we have to approach the higher level Officers. Our experience is that if the HR educates the IP’s about the benefits of the ESIC, then, I sure hope that most of the IP’s will get their treatment from the ESIC Dispensaries. In our Company at the slightest feeling of sickness or not feeling well they go to the Dispensary and get Medicine for themselves. Many a times I have checked and found that the medicine they are given free of cost amounts to not less than 50 to 70 Rupees.
4. The Doctors are very courteous and respond to the patient’s sickness with concentration and precedence. If any syndrome or analysis is out of their reach they then in turn refer the patient to higher authorities for the best in investigation and treatment.
5. In one unpleasant incident of our IP the Medical Commissioner of our range took the trouble to get involved personally (even though he was at the airport getting ready to embark a flight) and got the matters sorted out and the problem was solved at top priority, the IP getting the benefit.
6. As for the long Q’s in the ESIC Dispensaries, it is not as it is in the Clinics and Nursing Homes of Private Doctors in the lower category or in the higher category. These types of Q’s are a part of our daily lives and we are used to all these types of waiting in lines, where we loose many man-hours. Right from the Fair Priced Shops where a low remunerated person stands in the Q, to the airports where the Hi-Fi gentry has to stand in Q’s to get their turn.
7. Therefore, we at the HR are to blame for the ignorance of the IP’s or the proper response that we seem to be deprived of by the Doctor’s or the Staff of the ESIC Department. We should take time out to visit the ESIC and throw our weight around and let the Department know that it is we, because of whom the department is in business.
8. I have been meeting the Branch Managers, Area Inspectors and other higher Officials and we all discuss the matters which are interrelated to the better understanding and working for the benefit of the IP’s. The Government also has taken many steps to ease the problems regarding the reimbursements etc and still some suggestions and amendments are always on the table which the Government implements for the betterment and providing the best medical facilities to the IP’s. For Hi-Fi diseases one needs Hi-Fi facilities. All this has come within the grasp of a low paid IP just because of ESIC.
9. My very humble proposition to all in the HR Department is to take interest in the ESIC matters and fight for a noble cause to help the IP’s get the benefits meted out by the Government to the deserving ones. Side by side we should also refrain from supporting unjustified case as this in turn cannot help us to stand boldly in front of the Defaulting Personnel’s of ESIC.
My intention is not to hurt the feelings or to pass judgment on the working capabilities of HR Personnel’s and if by the way someone feels so I would express regret in advance for the same. This has been done only in the interest of the Working Class person’s who have to fight against the High Cost of Treatment by Specialist Doctor’s, which is only possible through the ESIC during this high inflation period.
Mails are welcome whether from Critics or from those appreciating the Cause.
My personal ID is:
Rahman Dy. Mgr. HR/Co-Ordination
From India, Dehra Dun
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Dear Ceiling of ESI has not been raised yet. It is being proposed by ESIC Chairman and ESIC body has passed the resolution. An amendment in any act is made when a resolution is passed by both houses of parliament and finally signed by the President of India. Only then a notification is issued. There are some resolutions passed by different bodies but not implemented yet. Taking the example of PF applicability - the Board of Trustees passed a resolution long back to make a change in the applicability clause of PF to reduce the number of employees to 10 from 20 for PF applicability. However, no amendment has been made till now. Dear, wait for the Government of India to pass the amendment bill in parliament, then only the notification will come.
From India, Delhi
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From India, Delhi
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Hi,
It's an extra burden on the employer and, on the other hand, a dead investment for the employee. Our ESIC is not able to issue the ESIC card to the existing members themselves. How can we think about the benefits of this scheme?
From India
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It's an extra burden on the employer and, on the other hand, a dead investment for the employee. Our ESIC is not able to issue the ESIC card to the existing members themselves. How can we think about the benefits of this scheme?
From India
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Dear,
The date of applicability has not yet been notified. Maybe the applicability will be effective from 1st Oct (which is not confirmed yet). So as of now, we can work according to a 10k limit.
Warm Regards,
Sumiksha
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The date of applicability has not yet been notified. Maybe the applicability will be effective from 1st Oct (which is not confirmed yet). So as of now, we can work according to a 10k limit.
Warm Regards,
Sumiksha
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