Dear All,
Employees covered under ESIC receive benefits. However, can anybody let me know what I should do for employees exempted from ESIC? Can I opt for a personal accidental policy? Could anybody provide me with the details for that?
Regards,
Amit Bhogal
From India, Shahkot
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1Employees covered under ESIC receive benefits. However, can anybody let me know what I should do for employees exempted from ESIC? Can I opt for a personal accidental policy? Could anybody provide me with the details for that?
Regards,
Amit Bhogal
From India, Shahkot
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Hi Seniors,
I am associated with a private school in Gulbarga, Karnataka. I heard that recently in the month of March there was an announcement that private school teachers are under the purview of ESI. I want to know if that is true. If yes, can anybody send me the notification or publication about the same.
Also, how should I go about it and get correct guidance.
Regards, Preetam Mehta +91 97409 54666
From India, Bangalore
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I am associated with a private school in Gulbarga, Karnataka. I heard that recently in the month of March there was an announcement that private school teachers are under the purview of ESI. I want to know if that is true. If yes, can anybody send me the notification or publication about the same.
Also, how should I go about it and get correct guidance.
Regards, Preetam Mehta +91 97409 54666
From India, Bangalore
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Dear Amit Bhogal,
The employees exempted from ESI are covered under the Employees' Compensation Act. You can take an Unnamed/Named Workmen Compensation Policy from General Insurance Companies for these employees' coverage.
S. Sethupathy,
Excellent HR Services,
Erode.
From India, Selam
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The employees exempted from ESI are covered under the Employees' Compensation Act. You can take an Unnamed/Named Workmen Compensation Policy from General Insurance Companies for these employees' coverage.
S. Sethupathy,
Excellent HR Services,
Erode.
From India, Selam
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Dear Mr. Amit,
Very well defined by others. You can go for the GPA with any of the General Insurance Company. Also, if your group size is bigger, then you can opt for the Mediclaim Policy for the Exempted employees.
Regards,
Amit Seth.
From India, Ahmadabad
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Very well defined by others. You can go for the GPA with any of the General Insurance Company. Also, if your group size is bigger, then you can opt for the Mediclaim Policy for the Exempted employees.
Regards,
Amit Seth.
From India, Ahmadabad
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Dear Amit,
GPA will not cover normal medical expenses or hospitalization. For non-ESIC staff, it is better to take a Mediclaim policy. If the person is hospitalized, they can reimburse the money or show the ID card if it is a covered hospital, and most illnesses are covered.
GPA and workmen compensation can apply to all if your company is willing to do so.
C P R Das
From India, Chennai
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GPA will not cover normal medical expenses or hospitalization. For non-ESIC staff, it is better to take a Mediclaim policy. If the person is hospitalized, they can reimburse the money or show the ID card if it is a covered hospital, and most illnesses are covered.
GPA and workmen compensation can apply to all if your company is willing to do so.
C P R Das
From India, Chennai
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Can anyone tell me the procedures to get an ESIC card? I am working as an HR Executive in a Pvt Ltd company. I completed the registration process and took a printout of the counterfoil. What is the next step to get the permanent card? Expecting your valuable reply.
Regards,
Remya
From India, Kochi
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Regards,
Remya
From India, Kochi
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Dear friends,
In my opinion, I would suggest you go for an LIC policy for staff. Here you have three benefits:
1. Medicalaim policy is applicable to ESI, Non-ESI, and their families (parents, 2 children, if the company agrees).
2. Through LIC medical policy, you can ensure better service and confirmed treatment. Today, many agencies are ready to offer the service until they receive the premium. Once the staff or employee goes for treatment, they will be astonished to hear from the hospital that they have not tied up with this agency.
3. LIC also provides a gratuity amount for the staff who retire or quit their job or in the case of death. For this benefit, the company has the choice to pay installments for a few years. This benefit is very useful for the company where the burden of the company reduces since LIC will pay gratuity, and the company can claim Tax Exemption.
For more information, you can contact me @ 080 28364584 / 85.
With regards,
Prashanth K Joseph
From India, Bangalore
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In my opinion, I would suggest you go for an LIC policy for staff. Here you have three benefits:
1. Medicalaim policy is applicable to ESI, Non-ESI, and their families (parents, 2 children, if the company agrees).
2. Through LIC medical policy, you can ensure better service and confirmed treatment. Today, many agencies are ready to offer the service until they receive the premium. Once the staff or employee goes for treatment, they will be astonished to hear from the hospital that they have not tied up with this agency.
3. LIC also provides a gratuity amount for the staff who retire or quit their job or in the case of death. For this benefit, the company has the choice to pay installments for a few years. This benefit is very useful for the company where the burden of the company reduces since LIC will pay gratuity, and the company can claim Tax Exemption.
For more information, you can contact me @ 080 28364584 / 85.
With regards,
Prashanth K Joseph
From India, Bangalore
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Dear Amit,
As pointed out by our members, you can opt for both GPA and Mediclaim. GPA covers accidents around the globe 24x7 and will include compensation in the event of death to the member. On the other hand, if he suffers Temporary Total Disablement (loss of wages due to an accident suffered by him), he will be compensated to the extent of 1% of the sum insured subject to a maximum of Rs. 3,000 per week (if my memory serves me right). While arriving at the GPA sum insured, simultaneously work out your liability under the Employees' Compensation Act to ensure that your liability is fully covered.
Mediclaim will be an additional cover for illness for inpatient treatment.
M.V. KANNAN
From India, Madras
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As pointed out by our members, you can opt for both GPA and Mediclaim. GPA covers accidents around the globe 24x7 and will include compensation in the event of death to the member. On the other hand, if he suffers Temporary Total Disablement (loss of wages due to an accident suffered by him), he will be compensated to the extent of 1% of the sum insured subject to a maximum of Rs. 3,000 per week (if my memory serves me right). While arriving at the GPA sum insured, simultaneously work out your liability under the Employees' Compensation Act to ensure that your liability is fully covered.
Mediclaim will be an additional cover for illness for inpatient treatment.
M.V. KANNAN
From India, Madras
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Dear PREETAM.MEHTA,
Sorry for the delayed reply. Yes, the schools are covered under ESI effective from December 2010. The concerned State Govt has to issue a notification in this regard. I am enclosing one such notice issued by the Tamil Nadu Govt, which excluded Government Schools and Government-aided Schools. Please check with your area.
S. Sethupathy, Excellent HR Services, Erode.
From India, Selam
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Sorry for the delayed reply. Yes, the schools are covered under ESI effective from December 2010. The concerned State Govt has to issue a notification in this regard. I am enclosing one such notice issued by the Tamil Nadu Govt, which excluded Government Schools and Government-aided Schools. Please check with your area.
S. Sethupathy, Excellent HR Services, Erode.
From India, Selam
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Dear All,
Kindly note that the ESI coverage is different from the above all Mediclaim, GPA, and workmen compensation.
1. Please note that the ESI is a statutory act and covers areas in all regions of India. There were uncovered areas as well; the information will be available with the ESI regional offices.
2. The ESI is applicable to all factories, shops, hotels, cinema halls, schools, and medical institutions where 10 or more employees are engaged either by contract or direct employment. Previously, this requirement was 20 or more employees, but an amendment was made on September 18, 2010, reducing it to 10 employees. Hence, the schools are covered.
3. Workmen compensation is different from the ESI. In areas where the ESI does not cover, the workmen compensation policy will provide benefits to employees to some extent but will not replace ESI.
4. GPA is very different from the ESI. It provides additional benefits to employees but does not substitute for ESI.
5. The Gratuity scheme is also different from the ESI. This act is applicable even if you are covered under the ESI act.
6. Mediclaim is an entirely different policy. It offers additional coverage to employees but ESI regulations must still be followed. Mediclaim is a voluntary and discretionary policy, whereas ESI is compulsory under the statute. Therefore, ESI coverage is mandatory in ESI-covered areas.
JAGANMOHAN
From India, Mumbai
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Kindly note that the ESI coverage is different from the above all Mediclaim, GPA, and workmen compensation.
1. Please note that the ESI is a statutory act and covers areas in all regions of India. There were uncovered areas as well; the information will be available with the ESI regional offices.
2. The ESI is applicable to all factories, shops, hotels, cinema halls, schools, and medical institutions where 10 or more employees are engaged either by contract or direct employment. Previously, this requirement was 20 or more employees, but an amendment was made on September 18, 2010, reducing it to 10 employees. Hence, the schools are covered.
3. Workmen compensation is different from the ESI. In areas where the ESI does not cover, the workmen compensation policy will provide benefits to employees to some extent but will not replace ESI.
4. GPA is very different from the ESI. It provides additional benefits to employees but does not substitute for ESI.
5. The Gratuity scheme is also different from the ESI. This act is applicable even if you are covered under the ESI act.
6. Mediclaim is an entirely different policy. It offers additional coverage to employees but ESI regulations must still be followed. Mediclaim is a voluntary and discretionary policy, whereas ESI is compulsory under the statute. Therefore, ESI coverage is mandatory in ESI-covered areas.
JAGANMOHAN
From India, Mumbai
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Dear Amit,
Employees who are not covered under ESIC have to take a mediclaim policy, which has to be provided by the employer as a medical benefit. Workmen's compensation applies only to those employees who are covered under ESIC, but ESIC dispensaries are not available within a 35 KM radius from the workplace.
From India, Telangana
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Employees who are not covered under ESIC have to take a mediclaim policy, which has to be provided by the employer as a medical benefit. Workmen's compensation applies only to those employees who are covered under ESIC, but ESIC dispensaries are not available within a 35 KM radius from the workplace.
From India, Telangana
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Dear Ramesh........... could u send the support of ur above statement with any ciruclar or notification given by ESIC...............
From India, Hyderabad
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From India, Hyderabad
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Dear Remya,
Please hand over the printed counterfoils to the concerned employees and advise them to attend the Smart Card Photo camps (mostly held at the concerned Branch Offices) along with their family to enable them to get Permanent Smart Cards.
From India, Hyderabad
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Please hand over the printed counterfoils to the concerned employees and advise them to attend the Smart Card Photo camps (mostly held at the concerned Branch Offices) along with their family to enable them to get Permanent Smart Cards.
From India, Hyderabad
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Thank you, Syam.
Can you please help me once more? While doing online registration, I entered the details of an employee twice, thus creating two accounts in the name of the same employee. I would like to know if any problems will arise from this mistake and also if there is any method for canceling the extra account.
I am looking forward to your valuable reply.
Thanks and regards,
Remya
From India, Kochi
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Can you please help me once more? While doing online registration, I entered the details of an employee twice, thus creating two accounts in the name of the same employee. I would like to know if any problems will arise from this mistake and also if there is any method for canceling the extra account.
I am looking forward to your valuable reply.
Thanks and regards,
Remya
From India, Kochi
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Dear Remya,
In case of duplication due to erroneous entry, for the first time, you can provide the number of days and wage particulars for one employee, and for the additional employee, you can show the number of days and wages as "zero" and indicate the employee as "Does not belong to this unit."
From the following month onwards, the additional employee will not be reflected in your list of employees.
All the best.
From India, Hyderabad
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In case of duplication due to erroneous entry, for the first time, you can provide the number of days and wage particulars for one employee, and for the additional employee, you can show the number of days and wages as "zero" and indicate the employee as "Does not belong to this unit."
From the following month onwards, the additional employee will not be reflected in your list of employees.
All the best.
From India, Hyderabad
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Amit you can go with Personal and mediclaim policy if yours is a service based company, if it is manufacturing you need go with workmen compensation act, 1923.
From India, Telangana
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From India, Telangana
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Subject - Employees Exempted from ESIC Are Ex Service men from Navy,Military etc. exempted from ESIC Act ? & if they are ,they have to produce certain documents for that ?
From India, Mumbai
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From India, Mumbai
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Dear Mr. Sethupathy, Are retired Armed forces service men exempted from ESIC Act ? If they are, do they have to submit relevant document to their new employer ? Regards,
From India, Mumbai
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From India, Mumbai
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