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my querry is that if an employee registered under ESI act.
but unfortunately he got injured at the time employment, so in that case how employer will show sympathy.even employee getting traetment by esi. so in that case he gets the entitlement of workmen compensation.
and in what manner workman compensation applies
please tell me
From India, Delhi
but unfortunately he got injured at the time employment, so in that case how employer will show sympathy.even employee getting traetment by esi. so in that case he gets the entitlement of workmen compensation.
and in what manner workman compensation applies
please tell me
From India, Delhi
I don’t think that compensation act will be applicable for employer who is registered under the ESIC. Regards Praveen
From India, Bangalore
From India, Bangalore
so can you tell me what are the condition of workmens compensation act. whether the employees should have compensation more than 15000/- Please tell me more about this
From India, Delhi
From India, Delhi
Dear Vikas
Mr.praven is right. in terms of Sec.61 of the ESI Act, if an employee is insured under ESI Act. he is not entitled to similar benefits under any other Act.
Under Employees Compensation Act, the wage limit is only for the purpose of computing compensation under Sec.4 of teh Emp.Comp.Act.
B.saikumar
HR & Labour Law Consultant
Mumbai
09930532927
From India, Mumbai
Mr.praven is right. in terms of Sec.61 of the ESI Act, if an employee is insured under ESI Act. he is not entitled to similar benefits under any other Act.
Under Employees Compensation Act, the wage limit is only for the purpose of computing compensation under Sec.4 of teh Emp.Comp.Act.
B.saikumar
HR & Labour Law Consultant
Mumbai
09930532927
From India, Mumbai
we are in ESI coverage area, our one vendor is covered with works man compensation(WC) if the same vendor gives us labour job inside our premises than ESI will be applicable of not?
From India, Surat
From India, Surat
Dear B.Sai Kumar Sir Your ans very useful and I am learn to more HR & Labour Laws, my career plan HR&IR working please suggestion give me. Yours sincerely T.Naresh HR/Admin Asst. Hyd, A.P
From India, Mumbai
From India, Mumbai
Dear Sandeep,
If your vendor is working in your premises, then he should apply for ESIC. Because principal employer is responsible for the same.
When audit is conducted by the ESIC Inspector then he will raise a objection on the same.
If he is doing some job work outside your premises (In Vendor Place), then ESIC is not applicable.
Regards
Praveen
From India, Bangalore
If your vendor is working in your premises, then he should apply for ESIC. Because principal employer is responsible for the same.
When audit is conducted by the ESIC Inspector then he will raise a objection on the same.
If he is doing some job work outside your premises (In Vendor Place), then ESIC is not applicable.
Regards
Praveen
From India, Bangalore
Dear Naresh garu
1)Please go therough the bare Acts importantly the Industrial Disputes Act 1947, which is called the mother of all Acts, teh Industrial employment standing Orders Act the ESI Act, the EPF Act, the Payment of Gratuity Act 1972, the Factories Act 1948, the Contract Labour Act 1970 and the Payment of Bonus Act 1961.
2) Work sometime as generalist -HR to get a hang of the HR function in it's broad perspective.
3) Then acquaint yourself with procedures on day-to day labour issues like computatuion of benefits, compensations, filing returns with statutory authorities etc.
4) Seize opportunity to attend collective bargaining meetings first as junior HR officer and try to acqire the skills of negotiation under the guidamnceof your seniors.
5) Attend conciliation proceedings. this enable syou to expose yourself to settlements in conciliation.
6) Conduct domestic enquiries whenever you getan opportunity.
you can visit Chipinbiz consultancy Pvt.ltd company's website for some useful tools on this.
B.Saikumar
HR & Labour Law consultant
Chipinbiz Consultancy. Pvt.Ltd
Mumbai
Tel: 09930532927
From India, Mumbai
1)Please go therough the bare Acts importantly the Industrial Disputes Act 1947, which is called the mother of all Acts, teh Industrial employment standing Orders Act the ESI Act, the EPF Act, the Payment of Gratuity Act 1972, the Factories Act 1948, the Contract Labour Act 1970 and the Payment of Bonus Act 1961.
2) Work sometime as generalist -HR to get a hang of the HR function in it's broad perspective.
3) Then acquaint yourself with procedures on day-to day labour issues like computatuion of benefits, compensations, filing returns with statutory authorities etc.
4) Seize opportunity to attend collective bargaining meetings first as junior HR officer and try to acqire the skills of negotiation under the guidamnceof your seniors.
5) Attend conciliation proceedings. this enable syou to expose yourself to settlements in conciliation.
6) Conduct domestic enquiries whenever you getan opportunity.
you can visit Chipinbiz consultancy Pvt.ltd company's website for some useful tools on this.
B.Saikumar
HR & Labour Law consultant
Chipinbiz Consultancy. Pvt.Ltd
Mumbai
Tel: 09930532927
From India, Mumbai
Dear All, Let me ask u one more question in this context. If an employee is covered under Group Medical insurance policy and at work if somethis happens to him does Workmen compensation work for him or only GPM will be applicable. I am talking about software industry.
Thanks,
Raam
From India, Bangalore
Thanks,
Raam
From India, Bangalore
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Workmen Compensation Calculation.xls