If an employee is hospitalized due to some illness, is it necessary to pay salary for his leave/absent days? If so kindly mentioned the law & percentage of payment (Calculation method. Please help me in solving this problem
From India, Chennai
4From India, Chennai
Dear give complete details of case to guide you in right direction. Is an employee covered under mesic? If he is covered in mesic then we are not required to pay him for these days as the same will be taken care by mesic.
Thanks
Santosh
From India, Mumbai
Thanks
Santosh
From India, Mumbai
Assuming that the employee is covered by Mediclaim plan, which takes care of his medical expenses, please continue to disburse his salary .
Consider this gesture on the Humanitarian Grounds. Him being unfit to work, puts extra pressure on his family. You have no clue to his savings which can cover the expenses to run his home.
Assuming that every one leverages their salaries to the most and he hasn't saved enough to run his home, please continue to offer him the salary .
This will build the loyalty in other employees who continue to serve you.
Hope you consider this request.
From India, Mumbai
Consider this gesture on the Humanitarian Grounds. Him being unfit to work, puts extra pressure on his family. You have no clue to his savings which can cover the expenses to run his home.
Assuming that every one leverages their salaries to the most and he hasn't saved enough to run his home, please continue to offer him the salary .
This will build the loyalty in other employees who continue to serve you.
Hope you consider this request.
From India, Mumbai
Hi,
When you are not covered under ESIC benefit then employee by default covering under Employee compensation act.
1. Salary provide on his actual days working.
2. In Employee compensation act covers only accident case...
who is engaged for the purposes of employers business and who suffers an injury in any accident
arising out of and in the course of his employment, shall be entitled for compensation under the Act.
From India, Mumbai
When you are not covered under ESIC benefit then employee by default covering under Employee compensation act.
1. Salary provide on his actual days working.
2. In Employee compensation act covers only accident case...
who is engaged for the purposes of employers business and who suffers an injury in any accident
arising out of and in the course of his employment, shall be entitled for compensation under the Act.
From India, Mumbai
Hi ,
Most of the organisations ( private companies ) try to pay full months salary, if a employee is sick for 2 weeks to 3 months ( this is best practice, as long as he has medical evidence ) , it doesn't matter if they are claiming medical insurance this is however a added benefit/ reward for all the employees in the organisation. The insurance cost is paid by the company to the insurance provider on yearly basis or renewed for all the employees PS ( Not all employees claim insurance for that particular year ).
I have seen the best practice in larger organisations for example companies like Wipro/Philips /NXP , and also small firms ( they treat employees on contract/trainees/ consultants in a fair manner ).
This helps other employees to be motivated and reduce turnover within the organisation.
On humanitarian grounds its best to be paid, and be supportive and treat this case as a special case.
Thanks
Muriel Miracle
Associate Member ( CIPD , UK)
From United Kingdom, Loughton
Most of the organisations ( private companies ) try to pay full months salary, if a employee is sick for 2 weeks to 3 months ( this is best practice, as long as he has medical evidence ) , it doesn't matter if they are claiming medical insurance this is however a added benefit/ reward for all the employees in the organisation. The insurance cost is paid by the company to the insurance provider on yearly basis or renewed for all the employees PS ( Not all employees claim insurance for that particular year ).
I have seen the best practice in larger organisations for example companies like Wipro/Philips /NXP , and also small firms ( they treat employees on contract/trainees/ consultants in a fair manner ).
This helps other employees to be motivated and reduce turnover within the organisation.
On humanitarian grounds its best to be paid, and be supportive and treat this case as a special case.
Thanks
Muriel Miracle
Associate Member ( CIPD , UK)
From United Kingdom, Loughton
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Due Date for payment of Employee Provident Fund.docx