Hi,
I have one question one of our HR-Department employee. Its regarding Compensation.
Whether the organization is going to pay compensation or the ESIC goinf to pay the compensation?
If it is orgnaization is paying why we are to paying contribution amount towards ESIC?
What are the slabs if the organization has to pay the compensation?
From India, Hyderabad
169I have one question one of our HR-Department employee. Its regarding Compensation.
Whether the organization is going to pay compensation or the ESIC goinf to pay the compensation?
If it is orgnaization is paying why we are to paying contribution amount towards ESIC?
What are the slabs if the organization has to pay the compensation?
From India, Hyderabad
Hi,
If employee is covered under ESIC, then employee compensation is not compulsory as this is taken care in ESI. But if the employee is not coevred in ESIC, it is copmany laibility to pay the compensation in case of any unfortunate incident. This liability can be transfsred to insurence copmany by obtaining Employee Compensation Policy.
From India, Pune
If employee is covered under ESIC, then employee compensation is not compulsory as this is taken care in ESI. But if the employee is not coevred in ESIC, it is copmany laibility to pay the compensation in case of any unfortunate incident. This liability can be transfsred to insurence copmany by obtaining Employee Compensation Policy.
From India, Pune
Dear member
An employee can be given benefit only under one act i.e. either ESI or Workmens Compensation. The ESI Act clearly specifies that if an Employee is covered under ESI then the benefits of WC can not be given.
In case of WC the slabs are part of the schedule referred in the WC Act.
Regards
Preetam Deshpande
From India, Mumbai
An employee can be given benefit only under one act i.e. either ESI or Workmens Compensation. The ESI Act clearly specifies that if an Employee is covered under ESI then the benefits of WC can not be given.
In case of WC the slabs are part of the schedule referred in the WC Act.
Regards
Preetam Deshpande
From India, Mumbai
Is it applicable for all employees irrespective of thier gross salary i mean Manager cader also?
From India, Hyderabad
From India, Hyderabad
Dear member ESI is applicable across the board irrespective of the grade. If the person falls in the provisions of ESI then he has to be covered under ESI.
From India, Mumbai
From India, Mumbai
Esic is applicable if the employees salary is below 15,000 (gross amount)
Where the gross salary is higher, then the coverage ends after the half year gets over.
There is no legal option of getting compensation from both
The union may twist arm for higher compensation, which is another matter.
From India, Mumbai
Where the gross salary is higher, then the coverage ends after the half year gets over.
There is no legal option of getting compensation from both
The union may twist arm for higher compensation, which is another matter.
From India, Mumbai
Dear Ashok
What Preetam is sying correct ,
Employees those who covered under ESI are eligiable to get the benefir form ESI , Wc is not compulsory to said employees . But Mgmt awnt to give more protection to their employees then they can give the coverage to them but while taking any compensation then they can claim to any one authority not both.
Devendra
From India, Pune
What Preetam is sying correct ,
Employees those who covered under ESI are eligiable to get the benefir form ESI , Wc is not compulsory to said employees . But Mgmt awnt to give more protection to their employees then they can give the coverage to them but while taking any compensation then they can claim to any one authority not both.
Devendra
From India, Pune
Dear Friends,
Ireespective of categories such as Manager, workmen traineee, casuals, those who are drawing Gross Salary of Rs. 15000/- and below are covered under the ESI Act. In case of any earning capacity due to accident in the shop floor(Factory) they are taken care under the ESI ACt and their treatement, medical bills, cash benefits for the period of treatment are paid by the ESI.
If the organisation is not covered under the ESI ACT, the industry is covered under the Workmen's compensation ACt. In case of the accident etc., the Management has to pay all the above cited benefits to the injured workmen. Usually, the Management takes a policy from an Insurance Company to meet such contingencies. For loss of earnings due to injuries, Act provides suitable compensation depends on the nature of injury.
Hope this clarifies your doubts.
G.K.Manjunath
Sr. Manager-HR
From India, Bangalore
Ireespective of categories such as Manager, workmen traineee, casuals, those who are drawing Gross Salary of Rs. 15000/- and below are covered under the ESI Act. In case of any earning capacity due to accident in the shop floor(Factory) they are taken care under the ESI ACt and their treatement, medical bills, cash benefits for the period of treatment are paid by the ESI.
If the organisation is not covered under the ESI ACT, the industry is covered under the Workmen's compensation ACt. In case of the accident etc., the Management has to pay all the above cited benefits to the injured workmen. Usually, the Management takes a policy from an Insurance Company to meet such contingencies. For loss of earnings due to injuries, Act provides suitable compensation depends on the nature of injury.
Hope this clarifies your doubts.
G.K.Manjunath
Sr. Manager-HR
From India, Bangalore
Hi,
I agreed with your comments but is there procedure the compensation from ESIC, if it is can you enclose the documents if employees are covered under ESIC.
If employees are not covered under esic, can i know how to get the compensation amount ? is there any rules and regulations ?
From India, Hyderabad
I agreed with your comments but is there procedure the compensation from ESIC, if it is can you enclose the documents if employees are covered under ESIC.
If employees are not covered under esic, can i know how to get the compensation amount ? is there any rules and regulations ?
From India, Hyderabad
Ashok
I thing you have very cnfusions in you rmind let me knaoe the answers of questions
1- Your factory comes in which stste/ Dist ? Is taht area coverd in ESI ? How many employees working in your Factory ? is the strength of employee above 20? If yes then as per your stste rule you may cover under ESI or you have to take WC policy for the workers those whose sal is below 15000.
For getting compensation you have take first WC policy from any of insuarnce company like United /Oirential /National or nay of insurance who are dealing in General Insuarnce.Take the policy & if you want to take compensation then involve to insurance agency for further procedure.
I thing this clears your quiries.
Devendra Deshpande
Manager HR
From India, Pune
I thing you have very cnfusions in you rmind let me knaoe the answers of questions
1- Your factory comes in which stste/ Dist ? Is taht area coverd in ESI ? How many employees working in your Factory ? is the strength of employee above 20? If yes then as per your stste rule you may cover under ESI or you have to take WC policy for the workers those whose sal is below 15000.
For getting compensation you have take first WC policy from any of insuarnce company like United /Oirential /National or nay of insurance who are dealing in General Insuarnce.Take the policy & if you want to take compensation then involve to insurance agency for further procedure.
I thing this clears your quiries.
Devendra Deshpande
Manager HR
From India, Pune
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