ESIC Confusion, Please Help
Dear Member,
Have you any circular regarding increase limit of ESIC. I knew from some resource the the limit will going to increase from 10000 /- to 15000 /- with effect from 01.04.2010.
You are requested to kindly mail me the circular or information regarding the same if you have on my E-Mail ID -
Thanks & Regards
Ajay Grover
From India, Bokaro
Dear Member,
Have you any circular regarding increase limit of ESIC. I knew from some resource the the limit will going to increase from 10000 /- to 15000 /- with effect from 01.04.2010.
You are requested to kindly mail me the circular or information regarding the same if you have on my E-Mail ID -
Thanks & Regards
Ajay Grover
From India, Bokaro
Dear Anil,
To answer your concern, you should first look at the work schedule in which your staffs are working. If the schedule is unaddressed, this should be your initial step. Address it, and then if you have offenders, you could work on it with your policies. Its always effective to control things in a defined environment than on a assumed situation. You would find lot of policies in Citehr which could be of use to you. Good luck
Rgrds
Jain
From United Arab Emirates, Abu Dhabi
4To answer your concern, you should first look at the work schedule in which your staffs are working. If the schedule is unaddressed, this should be your initial step. Address it, and then if you have offenders, you could work on it with your policies. Its always effective to control things in a defined environment than on a assumed situation. You would find lot of policies in Citehr which could be of use to you. Good luck
Rgrds
Jain
From United Arab Emirates, Abu Dhabi
Hello. I think Ms. Ramaambika views on the same are very genuine and gives us direction towards punctuality. Regards
From India, Ludhiana
From India, Ludhiana
Hello Dear all I think Ms. Ramambika views on the same are very genuine and gives us the direction towards punctuality but the emergency late coming can be consider only. regards
From India, Ludhiana
From India, Ludhiana
Dear Vijay Rana,
I have seen RamaAmbika's suggestion, which suggests suspension from work also for 3 to 5 days "whatever may be the reason." Suspension has never been the remedy to mend an employee. To make suspension is not a child's play that could be expected to be resorted any time and on every one without having some solid reason of misconduct where employee's absence is felt quite necessary from the work place to avoid him from manipulating the records of office. You may like to know what the proposed suspension can do to the employee and the management also:
1) Employee will get compulsory leave for 3-5 days without asking just by losing a few pennies out of his salary and the management will have to take the risk of keeping the work of his portion pending till his/her return or to over burden some other fellow and earning the wrath of the other employee also;
2) The employee would necessarily become arrogant and if he/she is efficient worker, the management, itself, will make him/her an inefficient and irresponsible worker:
3) When the employee would have the need for leave he/she would start coming late, as he would get freedom from work on getting suspended and would ave his/her regular leave. Other employees would also follow his/her example bringing in total inefficiency in the organization. The manager would not only earn a bitter experience but also would get treated as quite an inefficient manager on account of his/her own folly.
4) Suspension of an employee cannot be resorted to for this reason unless the organization amends employees' conduct rules suitably. Moreover, suspension is an act of the spur-of-the-moment when incident is noticed, while suspension can be made only by the competent authority and not by any one. The Manager, supervisor will have to undergo the written formality to convince the competent authority and will have to wait till the competent authority agrees on the proposal. In that case you would be suspending the employee after 3-4 days or a week of the incidence of late coming only on receipt of the approval of the competent authority?
I hope every manager would like to think several times on these aspects before bringing in to effect the proposed practice of suspension of employee for his/her late coming.
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi
From India, Delhi
I have seen RamaAmbika's suggestion, which suggests suspension from work also for 3 to 5 days "whatever may be the reason." Suspension has never been the remedy to mend an employee. To make suspension is not a child's play that could be expected to be resorted any time and on every one without having some solid reason of misconduct where employee's absence is felt quite necessary from the work place to avoid him from manipulating the records of office. You may like to know what the proposed suspension can do to the employee and the management also:
1) Employee will get compulsory leave for 3-5 days without asking just by losing a few pennies out of his salary and the management will have to take the risk of keeping the work of his portion pending till his/her return or to over burden some other fellow and earning the wrath of the other employee also;
2) The employee would necessarily become arrogant and if he/she is efficient worker, the management, itself, will make him/her an inefficient and irresponsible worker:
3) When the employee would have the need for leave he/she would start coming late, as he would get freedom from work on getting suspended and would ave his/her regular leave. Other employees would also follow his/her example bringing in total inefficiency in the organization. The manager would not only earn a bitter experience but also would get treated as quite an inefficient manager on account of his/her own folly.
4) Suspension of an employee cannot be resorted to for this reason unless the organization amends employees' conduct rules suitably. Moreover, suspension is an act of the spur-of-the-moment when incident is noticed, while suspension can be made only by the competent authority and not by any one. The Manager, supervisor will have to undergo the written formality to convince the competent authority and will have to wait till the competent authority agrees on the proposal. In that case you would be suspending the employee after 3-4 days or a week of the incidence of late coming only on receipt of the approval of the competent authority?
I hope every manager would like to think several times on these aspects before bringing in to effect the proposed practice of suspension of employee for his/her late coming.
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi
From India, Delhi
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