This document provides an overview of the Workmen's Compensation Act of 1923 in India. Some key points:
- The Act aims to provide relief or compensation to workmen and their dependents for injuries arising from accidents in the workplace.
- It applies to various hazardous occupations and industries like factories, mines, transport, construction, etc.
- Key definitions include commissioner, dependent, employer, disablement (partial or total), and wages.
- Employers are liable to pay compensation for personal injuries or occupational diseases caused by workplace accidents.
- The amount of compensation depends on the nature of injury, wages, and factors in Schedule IV. It includes provisions for death, permanent or temporary disable
The Workmen's Compensation Act, 1923 aims to provide relief or compensation to workmen and/or their dependents for injuries arising from accidents in the course of employment. It applies to various occupations including factories, mines, plantations, transport, construction, railways, ships, and circuses. The Act seeks to define key terms like employer, dependant, disablement and wages. It outlines the responsibilities of employers to pay compensation in cases of death, permanent or temporary disablement of workmen. The amounts payable are calculated based on the monthly wages and nature of injury. The Act details procedures for filing claims and appeals related to compensation. Commissioners are appointed to facilitate disbursement of compensation amounts to beneficiaries.
The document provides an overview of the Workmen's Compensation Act of 1923 in India. Some key points:
- The Act aims to provide relief or compensation to workmen for accidents arising out of and during employment that cause death or disability.
- It applies to various hazardous occupations like factories, mines, transport, construction, etc. It also covers cooks in hotels and restaurants.
- Key definitions include dependent, employer, disablement (partial or total, temporary or permanent), wages, and workman.
- Employers are liable to pay compensation for personal injuries from accidents or certain occupational diseases. Exceptions are provided.
- The amount of compensation depends on the nature of injury, monthly
The Workmen's Compensation Act, 1923 provides compensation to workmen and their dependents for injuries arising out of and in the course of employment. The Act applies to various hazardous occupations and establishments. It defines key terms like employer, dependant, disablement and wages. Employers are liable to pay compensation in cases of work-related injuries or death. The amount of compensation depends on the nature of injury, wages and relevant factors. It can be paid as lump sum or monthly payments. Commissioners are appointed to determine compensation amounts and resolve disputes. Appeals against commissioner's orders can be made to the High Court within 60 days.
The document provides an overview of the Workmen's Compensation Act of 1923 in India. Some key points:
- The Act aims to provide relief to workmen and/or their dependents in cases of accidents arising from employment that cause death or disability.
- It imposes liability on employers to provide compensation to employees who suffer physical injuries or diseases during the course of their employment.
- The Act covers injuries and diseases specified in schedules, provides for notice of accidents, medical examinations, compensation amounts for death, disablement, and more.
- Amendments have since increased compensation amounts and medical reimbursement ceilings and expanded coverage to include more employees.
The document discusses key aspects of the Workmen's Compensation Act, 1923 in India:
1) It establishes employer liability for compensation in cases of occupational injuries or diseases. Employers are liable if the injury or disease arose during the course of employment.
2) It covers employees in mines, factories, plantations, transport, and construction. Compensation is provided for death, permanent or temporary disablement, and occupational diseases.
3) The amounts of compensation are specified, such as 50% of monthly wages for death or 60% for permanent total disability. Compensation amounts are subject to minimum and maximum limits.
4) Employers are liable even when work is contracted to others, if the
The Workmen's Compensation Act, 1923 provides financial protection to workmen and their dependents in cases of work-related injuries or death. The Act defines key terms including workman, employer, dependant, disablement and wages. It also covers contractors and their liability. The employer is liable to pay compensation for death, permanent or temporary disablement due to employment injuries that arose during or because of one's work. Certain conditions and principles like doctrine of notional extension apply for determining liability. The Act also covers occupational diseases contracted from hazardous work.
The document summarizes the key aspects of the Workmen's Compensation Act of 1923 in India. It provides compensation to employees who are injured or killed at work. The Act applies to factories, mines, oilfields and other listed establishments. Employers must provide compensation for injuries arising from and during employment. Compensation amounts depend on the nature, extent and permanence of injuries as well as the employee's wages. Common types of compensation include those for death, permanent or partial disability, and temporary disability.
The Workmen's Compensation Act, 1923 aims to provide relief to workmen and their dependents in cases of accidents arising out of and during employment. The Act applies to workmen in hazardous occupations such as factories, mines, plantations, transport, construction, railways and ships. It does not apply to armed forces or employees insured under the ESI Act. The Act defines key terms like employer, workman, dependent and provides that the employer is liable to pay compensation for personal injury or death by accident arising out of and in the course of employment. The amount of compensation depends on whether the injury resulted in death, permanent or temporary disablement. Contracting out of liability for compensation is not allowed under the Act.
The Workmen's Compensation Act, 1923 aims to provide relief or compensation to workmen and/or their dependents for injuries arising from accidents in the course of employment. It applies to various occupations including factories, mines, plantations, transport, construction, railways, ships, and circuses. The Act seeks to define key terms like employer, dependant, disablement and wages. It outlines the responsibilities of employers to pay compensation in cases of death, permanent or temporary disablement of workmen. The amounts payable are calculated based on the monthly wages and nature of injury. The Act details procedures for filing claims and appeals related to compensation. Commissioners are appointed to facilitate disbursement of compensation amounts to beneficiaries.
The document provides an overview of the Workmen's Compensation Act of 1923 in India. Some key points:
- The Act aims to provide relief or compensation to workmen for accidents arising out of and during employment that cause death or disability.
- It applies to various hazardous occupations like factories, mines, transport, construction, etc. It also covers cooks in hotels and restaurants.
- Key definitions include dependent, employer, disablement (partial or total, temporary or permanent), wages, and workman.
- Employers are liable to pay compensation for personal injuries from accidents or certain occupational diseases. Exceptions are provided.
- The amount of compensation depends on the nature of injury, monthly
The Workmen's Compensation Act, 1923 provides compensation to workmen and their dependents for injuries arising out of and in the course of employment. The Act applies to various hazardous occupations and establishments. It defines key terms like employer, dependant, disablement and wages. Employers are liable to pay compensation in cases of work-related injuries or death. The amount of compensation depends on the nature of injury, wages and relevant factors. It can be paid as lump sum or monthly payments. Commissioners are appointed to determine compensation amounts and resolve disputes. Appeals against commissioner's orders can be made to the High Court within 60 days.
The document provides an overview of the Workmen's Compensation Act of 1923 in India. Some key points:
- The Act aims to provide relief to workmen and/or their dependents in cases of accidents arising from employment that cause death or disability.
- It imposes liability on employers to provide compensation to employees who suffer physical injuries or diseases during the course of their employment.
- The Act covers injuries and diseases specified in schedules, provides for notice of accidents, medical examinations, compensation amounts for death, disablement, and more.
- Amendments have since increased compensation amounts and medical reimbursement ceilings and expanded coverage to include more employees.
The document discusses key aspects of the Workmen's Compensation Act, 1923 in India:
1) It establishes employer liability for compensation in cases of occupational injuries or diseases. Employers are liable if the injury or disease arose during the course of employment.
2) It covers employees in mines, factories, plantations, transport, and construction. Compensation is provided for death, permanent or temporary disablement, and occupational diseases.
3) The amounts of compensation are specified, such as 50% of monthly wages for death or 60% for permanent total disability. Compensation amounts are subject to minimum and maximum limits.
4) Employers are liable even when work is contracted to others, if the
The Workmen's Compensation Act, 1923 provides financial protection to workmen and their dependents in cases of work-related injuries or death. The Act defines key terms including workman, employer, dependant, disablement and wages. It also covers contractors and their liability. The employer is liable to pay compensation for death, permanent or temporary disablement due to employment injuries that arose during or because of one's work. Certain conditions and principles like doctrine of notional extension apply for determining liability. The Act also covers occupational diseases contracted from hazardous work.
The document summarizes the key aspects of the Workmen's Compensation Act of 1923 in India. It provides compensation to employees who are injured or killed at work. The Act applies to factories, mines, oilfields and other listed establishments. Employers must provide compensation for injuries arising from and during employment. Compensation amounts depend on the nature, extent and permanence of injuries as well as the employee's wages. Common types of compensation include those for death, permanent or partial disability, and temporary disability.
The Workmen's Compensation Act, 1923 aims to provide relief to workmen and their dependents in cases of accidents arising out of and during employment. The Act applies to workmen in hazardous occupations such as factories, mines, plantations, transport, construction, railways and ships. It does not apply to armed forces or employees insured under the ESI Act. The Act defines key terms like employer, workman, dependent and provides that the employer is liable to pay compensation for personal injury or death by accident arising out of and in the course of employment. The amount of compensation depends on whether the injury resulted in death, permanent or temporary disablement. Contracting out of liability for compensation is not allowed under the Act.
The Workmen's Compensation Act, 1923 aims to provide relief to workmen and their dependents in cases of accidents arising out of and during employment. The Act applies to workmen in hazardous occupations such as factories, mines, transport, construction etc. It defines key terms like employer, workman, dependent and provides that employers are liable to pay compensation for work-related injuries or deaths. The compensation amounts are calculated based on factors like monthly wages and degree/duration of disablement. Certain contractual arrangements and acts like willful disobedience do not make the employer liable for compensation. The Act is enforced through commissioners appointed by State Governments.
The Workmen's Compensation Act, 1923 aims to provide relief to workmen and their dependents in cases of accidents arising out of and during employment. The Act applies to workmen in hazardous occupations such as factories, mines, transport, construction etc. It defines key terms like employer, workman, dependent and provides that employers are liable to pay compensation for work-related injuries or deaths. The compensation amounts are calculated based on factors like monthly wages and degree/duration of disablement. Certain contractual arrangements and acts like willful disobedience do not make the employer liable for compensation. The Act is enforced through commissioners appointed by State Governments.
The document discusses key aspects of the Workmen's Compensation Act of 1923 in India. It aims to provide (1) financial protection to workmen and dependents in cases of accidental injury by requiring employers to pay compensation. It defines important terms like commissioner, dependent, employer, disablement and wages. It also outlines (2) an employer's liability to compensate employees for death, injury or disease from accidents arising from work and (3) conditions for receiving compensation for personal injury or occupational diseases.
The Workmen's Compensation Act, 1923 aims to provide relief to workmen and their dependents in cases of accidents arising from employment. It covers workmen in hazardous occupations such as factories, mines, construction, transport, etc. The Act defines key terms like dependent, employer, workman and provides that employers are liable to pay compensation for work-related injuries or deaths. Employers must pay compensation for both temporary or permanent disablement resulting from accidents or occupational diseases arising during employment. The Act also covers contract labor and prohibits contracting out of liability for compensation. Authorities are appointed to enforce the provisions of the Act.
Legislative framework wage and salary administration at macro Level -.pptFeminaSyed1
This document summarizes key Indian labor laws including the Workmen Compensation Act 1923, Minimum Wages Act 1948, and Payment of Bonus Act 1965. The Workmen Compensation Act provides relief for workers injured on the job through a system of compensation payments for temporary disablement, permanent disablement, and death. The Minimum Wages Act aims to ensure fair wages, especially for unorganized workers, by setting minimum wage rates. The Payment of Bonus Act entitles employees to receive an annual bonus based on company profits to promote harmony between labor and capital.
The document summarizes the key aspects of the Workmen's Compensation Act, including its objectives to provide relief for work-related injuries, definitions of key terms, employer liabilities and exemptions, calculation of compensation amounts for different types of injuries, procedures for notices of accidents and claims, payment and appeal processes. It aims to provide workers and dependents compensation for death or disabilities resulting from accidents or injuries arising out of or in the course of employment.
The document discusses key aspects of the Workmen's Compensation Act, 1923 including:
1) It aims to provide financial protection to workmen and their dependents in case of accidental injury by means of compensation paid by employers.
2) It defines important terms like commissioner, dependent, employer, disablement, wages, and workman.
3) It outlines the process for claiming and determining compensation in cases of death, permanent or temporary disability resulting from employment-related accidents or occupational diseases.
This document provides an overview of the Workmen's Compensation Act of 1923 in India. Some key points:
- The Act recognizes that workers injured on the job should be compensated. It applies to organized industries and hazardous occupations.
- Objectives include providing relief to injured workers or their dependents, establishing employer liability for workplace injuries, and ensuring compensation regardless of fault.
- Employers are liable for compensation for injuries caused by accidents or occupational diseases arising from employment. Compensation amounts depend on injury type and worker's wages.
- The Commissioner oversees claims and distribution of deposited compensation to dependents of deceased workers. Employers must pay compensation promptly or face penalties.
The document provides an overview of the Workmen's Compensation Act of 1923 in India. It discusses the objective of providing relief to workmen injured on the job. Key points covered include definitions of terms like employer, employee, wages; the process for claiming and determining compensation; and amendments made over time like increasing compensation amounts and changing terminology from workmen to employees. The document outlines the general principles for determining whether an injury arose from employment and conditions for employers' liability to pay compensation.
This document summarizes the Workmen's Compensation Act of 1923 in India. The Act aims to provide financial relief to workers or their dependents in cases of workplace accidents resulting in death or injury. It covers employees working in factories, mines, construction, transport and other hazardous occupations. The Act lays out procedures for determining compensation based on wages and injury type, with employers required to pay compensation or face penalties. It has since been amended to increase compensation amounts and expand coverage of employees.
The document summarizes the Workmen's Compensation Act of 1923 in India. The key points are:
1) The Act aims to provide financial relief to workmen and their dependents in cases of work-related injuries or death by means of compensation paid by employers.
2) It defines terms like employer, employee, wages and types of injuries. It also outlines procedures for accident reporting, medical examinations and calculating compensation based on wages.
3) Compensation amounts are prescribed for death and different types of disabilities and are to be paid as lump sums calculated using a formula tied to wages and age. The Act has since been amended to increase amounts and expand coverage.
The Workmen's Compensation Act of 1923, now known as the Employees' Compensation Act, aims to provide financial compensation to employees who suffer work-related injuries or diseases, including death. The employer is liable to pay compensation in cases of work-related accidents that injure employees or result in occupational diseases specified in schedules to the Act. The amount of compensation depends on factors such as the nature of injury, monthly wages of the employee, and a relevant factor from a schedule. Recent amendments increased the compensation amounts for death and permanent disability and added provisions for medical reimbursement and funeral expenses.
The document summarizes the key aspects of the Employees' Compensation Act 1923 in India.
The Act provides compensation to workmen for injuries suffered in work-related accidents, regardless of fault. It abolished defenses previously available to employers like assumed risk, common employment, and contributory negligence. Compensation is provided for both occupational diseases and personal injuries arising out of and in the course of employment. The Act defines important terms like wages, dependents, disablement and employers' liability in case of contractors. It aims to provide timely relief to injured workmen.
The document discusses key aspects of Pakistan's Workmen's Compensation Act. It provides definitions for important terms like dependent, employer, disablement, wages, and workman. It explains that the Act aims to provide relief for workmen and dependents in cases of accidents arising from employment. It also outlines what types of injuries and compensation amounts are covered, such as permanent total disablement qualifying for 60% of monthly wages multiplied by a relevant factor. Temporary disablement is compensated at half monthly wages for up to one year.
The Workmen's Compensation Act aims to provide relief to workmen and their dependents in cases of accidents arising from employment. It covers all workers, including casual laborers, and establishments not covered by the ESI Act. Employers must compensate workers for death, permanent or temporary disablement, or occupational diseases resulting from employment accidents. The amount of compensation depends on the type and extent of injury and the worker's monthly wages. Employers must report accidents resulting in death or serious injury within 7 days and pay compensation promptly, or face penalties.
The Employees Compensation Act, 1923 extends to the whole of India and imposes liability on employers to provide compensation to employees who suffer work-related injuries or diseases. The Act was amended to change the title from the Workmen's Compensation Act to the Employees Compensation Act and replace references to "workmen" with "employees." It applies to various industries and seeks to provide quicker resolution of compensation claims compared to civil proceedings. Employers are liable to pay compensation for both occupational diseases and personal injuries covered under the Act that arise out of and in the course of employment. The amendments increased the minimum compensation limits for death and disablement.
The Workmen's Compensation Act of 1923 provides compensation to workmen and their dependents for injuries arising from accidents or certain occupational diseases during employment. The Act applies to workers in railways, mines, factories, and other hazardous occupations. Employers are liable to pay compensation in cases of disablement or death of workers. The amount of compensation depends on the nature of injury, wages of the worker, and other factors. The Act is administered by state governments through Commissioners for Workmen's Compensation.
The document summarizes the key aspects of the Employees' Compensation Act of 1923 in India, as amended in 2009. It discusses that the Act was amended to replace the term "workmen" with "employee" to include white collar workers. The Act applies to various industries and sectors but excludes certain government employees and those covered under other Acts. The objective of the Act is to provide compensation for injuries arising from employment. It defines various terms including disablement, employer, workman, and wages. It also outlines who qualifies as dependents for the purpose of receiving compensation.
workmens compensation - gives insight on HR policiesjalajaAnilkumar
The Employees Compensation Act was amended in 1923 to expand coverage and increase compensation amounts. Key changes include replacing "workman" with "employee", adding clerks as covered workers, increasing minimum compensation for death to Rs. 1,20,000 and permanent disability to Rs. 1,40,000, and raising the maximum wage limit to Rs. 8,000 per month for compensation calculations. The Act provides compensation for work-related injuries, disabilities and diseases in a quick manner without needing civil proceedings.
The document summarizes key aspects of the Workmen's Compensation Act of 1923 in India. It covers objectives of providing compensation to workmen for work-related injuries, definitions of key terms like workmen and dependents, modes of compensation, exceptions, and employer responsibilities and penalties. Provisions for no fault compensation, principal employer liability, and protected compensation payments are also briefly outlined.
The document discusses personal growth and social roles. It defines personal growth as the self-development of an individual towards achieving their potential. Key ingredients for personal growth include self-awareness, self-motivation, and understanding one's personality and strengths. Social roles refer to the expected behaviors associated with different social positions or statuses. These include family roles, work roles, and organizational roles within groups and teams. Organizational roles can be managerial, team-based, or task-oriented and involve responsibilities like decision making, information sharing, and achieving group goals.
Directing is a key managerial function that involves guiding, instructing, and inspiring subordinates to achieve organizational goals. It includes activities like motivation, leadership, communication, coordination, and supervision. Directing initiates action, takes place at all levels of management, and flows from top to bottom. The purpose is to ensure efficient performance and integration of activities. Principles of effective directing include maximizing individual contribution and maintaining harmony between organizational and individual objectives. Key components are motivation, leadership, communication, coordination, and supervision.
The Workmen's Compensation Act, 1923 aims to provide relief to workmen and their dependents in cases of accidents arising out of and during employment. The Act applies to workmen in hazardous occupations such as factories, mines, transport, construction etc. It defines key terms like employer, workman, dependent and provides that employers are liable to pay compensation for work-related injuries or deaths. The compensation amounts are calculated based on factors like monthly wages and degree/duration of disablement. Certain contractual arrangements and acts like willful disobedience do not make the employer liable for compensation. The Act is enforced through commissioners appointed by State Governments.
The Workmen's Compensation Act, 1923 aims to provide relief to workmen and their dependents in cases of accidents arising out of and during employment. The Act applies to workmen in hazardous occupations such as factories, mines, transport, construction etc. It defines key terms like employer, workman, dependent and provides that employers are liable to pay compensation for work-related injuries or deaths. The compensation amounts are calculated based on factors like monthly wages and degree/duration of disablement. Certain contractual arrangements and acts like willful disobedience do not make the employer liable for compensation. The Act is enforced through commissioners appointed by State Governments.
The document discusses key aspects of the Workmen's Compensation Act of 1923 in India. It aims to provide (1) financial protection to workmen and dependents in cases of accidental injury by requiring employers to pay compensation. It defines important terms like commissioner, dependent, employer, disablement and wages. It also outlines (2) an employer's liability to compensate employees for death, injury or disease from accidents arising from work and (3) conditions for receiving compensation for personal injury or occupational diseases.
The Workmen's Compensation Act, 1923 aims to provide relief to workmen and their dependents in cases of accidents arising from employment. It covers workmen in hazardous occupations such as factories, mines, construction, transport, etc. The Act defines key terms like dependent, employer, workman and provides that employers are liable to pay compensation for work-related injuries or deaths. Employers must pay compensation for both temporary or permanent disablement resulting from accidents or occupational diseases arising during employment. The Act also covers contract labor and prohibits contracting out of liability for compensation. Authorities are appointed to enforce the provisions of the Act.
Legislative framework wage and salary administration at macro Level -.pptFeminaSyed1
This document summarizes key Indian labor laws including the Workmen Compensation Act 1923, Minimum Wages Act 1948, and Payment of Bonus Act 1965. The Workmen Compensation Act provides relief for workers injured on the job through a system of compensation payments for temporary disablement, permanent disablement, and death. The Minimum Wages Act aims to ensure fair wages, especially for unorganized workers, by setting minimum wage rates. The Payment of Bonus Act entitles employees to receive an annual bonus based on company profits to promote harmony between labor and capital.
The document summarizes the key aspects of the Workmen's Compensation Act, including its objectives to provide relief for work-related injuries, definitions of key terms, employer liabilities and exemptions, calculation of compensation amounts for different types of injuries, procedures for notices of accidents and claims, payment and appeal processes. It aims to provide workers and dependents compensation for death or disabilities resulting from accidents or injuries arising out of or in the course of employment.
The document discusses key aspects of the Workmen's Compensation Act, 1923 including:
1) It aims to provide financial protection to workmen and their dependents in case of accidental injury by means of compensation paid by employers.
2) It defines important terms like commissioner, dependent, employer, disablement, wages, and workman.
3) It outlines the process for claiming and determining compensation in cases of death, permanent or temporary disability resulting from employment-related accidents or occupational diseases.
This document provides an overview of the Workmen's Compensation Act of 1923 in India. Some key points:
- The Act recognizes that workers injured on the job should be compensated. It applies to organized industries and hazardous occupations.
- Objectives include providing relief to injured workers or their dependents, establishing employer liability for workplace injuries, and ensuring compensation regardless of fault.
- Employers are liable for compensation for injuries caused by accidents or occupational diseases arising from employment. Compensation amounts depend on injury type and worker's wages.
- The Commissioner oversees claims and distribution of deposited compensation to dependents of deceased workers. Employers must pay compensation promptly or face penalties.
The document provides an overview of the Workmen's Compensation Act of 1923 in India. It discusses the objective of providing relief to workmen injured on the job. Key points covered include definitions of terms like employer, employee, wages; the process for claiming and determining compensation; and amendments made over time like increasing compensation amounts and changing terminology from workmen to employees. The document outlines the general principles for determining whether an injury arose from employment and conditions for employers' liability to pay compensation.
This document summarizes the Workmen's Compensation Act of 1923 in India. The Act aims to provide financial relief to workers or their dependents in cases of workplace accidents resulting in death or injury. It covers employees working in factories, mines, construction, transport and other hazardous occupations. The Act lays out procedures for determining compensation based on wages and injury type, with employers required to pay compensation or face penalties. It has since been amended to increase compensation amounts and expand coverage of employees.
The document summarizes the Workmen's Compensation Act of 1923 in India. The key points are:
1) The Act aims to provide financial relief to workmen and their dependents in cases of work-related injuries or death by means of compensation paid by employers.
2) It defines terms like employer, employee, wages and types of injuries. It also outlines procedures for accident reporting, medical examinations and calculating compensation based on wages.
3) Compensation amounts are prescribed for death and different types of disabilities and are to be paid as lump sums calculated using a formula tied to wages and age. The Act has since been amended to increase amounts and expand coverage.
The Workmen's Compensation Act of 1923, now known as the Employees' Compensation Act, aims to provide financial compensation to employees who suffer work-related injuries or diseases, including death. The employer is liable to pay compensation in cases of work-related accidents that injure employees or result in occupational diseases specified in schedules to the Act. The amount of compensation depends on factors such as the nature of injury, monthly wages of the employee, and a relevant factor from a schedule. Recent amendments increased the compensation amounts for death and permanent disability and added provisions for medical reimbursement and funeral expenses.
The document summarizes the key aspects of the Employees' Compensation Act 1923 in India.
The Act provides compensation to workmen for injuries suffered in work-related accidents, regardless of fault. It abolished defenses previously available to employers like assumed risk, common employment, and contributory negligence. Compensation is provided for both occupational diseases and personal injuries arising out of and in the course of employment. The Act defines important terms like wages, dependents, disablement and employers' liability in case of contractors. It aims to provide timely relief to injured workmen.
The document discusses key aspects of Pakistan's Workmen's Compensation Act. It provides definitions for important terms like dependent, employer, disablement, wages, and workman. It explains that the Act aims to provide relief for workmen and dependents in cases of accidents arising from employment. It also outlines what types of injuries and compensation amounts are covered, such as permanent total disablement qualifying for 60% of monthly wages multiplied by a relevant factor. Temporary disablement is compensated at half monthly wages for up to one year.
The Workmen's Compensation Act aims to provide relief to workmen and their dependents in cases of accidents arising from employment. It covers all workers, including casual laborers, and establishments not covered by the ESI Act. Employers must compensate workers for death, permanent or temporary disablement, or occupational diseases resulting from employment accidents. The amount of compensation depends on the type and extent of injury and the worker's monthly wages. Employers must report accidents resulting in death or serious injury within 7 days and pay compensation promptly, or face penalties.
The Employees Compensation Act, 1923 extends to the whole of India and imposes liability on employers to provide compensation to employees who suffer work-related injuries or diseases. The Act was amended to change the title from the Workmen's Compensation Act to the Employees Compensation Act and replace references to "workmen" with "employees." It applies to various industries and seeks to provide quicker resolution of compensation claims compared to civil proceedings. Employers are liable to pay compensation for both occupational diseases and personal injuries covered under the Act that arise out of and in the course of employment. The amendments increased the minimum compensation limits for death and disablement.
The Workmen's Compensation Act of 1923 provides compensation to workmen and their dependents for injuries arising from accidents or certain occupational diseases during employment. The Act applies to workers in railways, mines, factories, and other hazardous occupations. Employers are liable to pay compensation in cases of disablement or death of workers. The amount of compensation depends on the nature of injury, wages of the worker, and other factors. The Act is administered by state governments through Commissioners for Workmen's Compensation.
The document summarizes the key aspects of the Employees' Compensation Act of 1923 in India, as amended in 2009. It discusses that the Act was amended to replace the term "workmen" with "employee" to include white collar workers. The Act applies to various industries and sectors but excludes certain government employees and those covered under other Acts. The objective of the Act is to provide compensation for injuries arising from employment. It defines various terms including disablement, employer, workman, and wages. It also outlines who qualifies as dependents for the purpose of receiving compensation.
workmens compensation - gives insight on HR policiesjalajaAnilkumar
The Employees Compensation Act was amended in 1923 to expand coverage and increase compensation amounts. Key changes include replacing "workman" with "employee", adding clerks as covered workers, increasing minimum compensation for death to Rs. 1,20,000 and permanent disability to Rs. 1,40,000, and raising the maximum wage limit to Rs. 8,000 per month for compensation calculations. The Act provides compensation for work-related injuries, disabilities and diseases in a quick manner without needing civil proceedings.
The document summarizes key aspects of the Workmen's Compensation Act of 1923 in India. It covers objectives of providing compensation to workmen for work-related injuries, definitions of key terms like workmen and dependents, modes of compensation, exceptions, and employer responsibilities and penalties. Provisions for no fault compensation, principal employer liability, and protected compensation payments are also briefly outlined.
The document discusses personal growth and social roles. It defines personal growth as the self-development of an individual towards achieving their potential. Key ingredients for personal growth include self-awareness, self-motivation, and understanding one's personality and strengths. Social roles refer to the expected behaviors associated with different social positions or statuses. These include family roles, work roles, and organizational roles within groups and teams. Organizational roles can be managerial, team-based, or task-oriented and involve responsibilities like decision making, information sharing, and achieving group goals.
Directing is a key managerial function that involves guiding, instructing, and inspiring subordinates to achieve organizational goals. It includes activities like motivation, leadership, communication, coordination, and supervision. Directing initiates action, takes place at all levels of management, and flows from top to bottom. The purpose is to ensure efficient performance and integration of activities. Principles of effective directing include maximizing individual contribution and maintaining harmony between organizational and individual objectives. Key components are motivation, leadership, communication, coordination, and supervision.
The document discusses corporate social responsibility practices of various companies. It provides details on CSR models like Friedman model, Ackerman model, and Carroll model. It also gives examples of CSR activities undertaken by companies like Coca-Cola, Tata Group, and Tesco. Coca-Cola's CSR includes initiatives related to water conservation, energy reduction, healthcare, education, etc. Tata Group supports self-help groups, social organizations, and economic empowerment programs. Tesco's CSR involves contributions to charities, computer donations to schools, and sponsoring youth sports competitions.
Sigmund Freud (1856-1939) was an Austrian doctor who is considered the father of psychoanalysis. He believed that mental illness results from nurture rather than nature and that human motivation stems from unconscious drives and desires. Freud proposed that the human mind consists of the id, ego, and superego, with the id being the primitive, unconscious part that seeks pleasure. Psychoanalysis aims to understand motivation by bringing the unconscious into conscious awareness using techniques like free association, hypnosis, and dream analysis.
Corporate governance refers to the relationships and principles that determine a company's direction and performance. Effective corporate governance manages the relationships between shareholders, board members, managers, employees, customers, creditors, and the community. Key principles include sustainable development for stakeholders, effective wealth distribution, social responsibility, best practices, and compliance with laws and ethics. Corporate governance provides benefits like better access to financing, improved performance and valuation, and reduced risk of scandals. In India, organizations like CII and SEBI have worked to develop corporate governance codes and regulations to protect investors after economic reforms in the 1990s liberalized markets.
An ethical organization is characterized by trust, effective communication, openness, objectivity and fairness, integrity, and transparency. It trusts and values employees, communicates objectives clearly up and down levels, is open and honest without hidden agendas, judges employees objectively and fairly, lives up to its values and beliefs, and operates transparently. An ethical organization also shares its wealth through knowledge transfer and corporate social responsibility programs that give back to communities.
1. The document discusses the principles of business ethics, defining ethics as moral values or codes that guide what is right and wrong. It explains that business ethics deals with morality in business contexts.
2. Stakeholders are defined as individuals or groups affected by or able to affect a company's goals, including employees, suppliers, government, customers, and shareholders. Addressing stakeholders' interests is an important part of business ethics.
3. Ethical dilemmas in business arise when there are conflicts between right choices rather than right and wrong. Analyzing alternatives and perspectives is important to handle such dilemmas.
Management involves leading an organization toward its goals through planning, organizing, and controlling resources. Managers fulfill many roles like leader, problem solver, and planner. Management is the process of achieving organizational goals effectively and efficiently. It involves tasks like planning, organizing, staffing, directing, and controlling organizational resources which include people, money, machines, and materials. Management is important because it allows organizations to accomplish goals, utilize resources optimally, minimize costs, ensure survival and growth, generate employment, and contribute to national development.
The document discusses the concept of personality. It defines personality as a relatively stable set of characteristics that influence an individual's behavior. Personality is determined by both hereditary and environmental factors, as well as situational conditions. Two major frameworks for identifying personality traits are discussed: the Myers-Briggs Type Indicator, which categorizes people into 16 types based on preferences for extroversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving; and the Big Five model, which describes personality along the dimensions of extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience.
The Harvard model of strategic human resource management was developed in 1984 by Michael Beer and other experts at Harvard University. It aims to help organizations develop the best fit between themselves and their environments by systematically assessing strengths, weaknesses, opportunities, and threats. While it can be applied at all levels of a strategic business unit, the Harvard model does not provide specific advice on developing strategies beyond noting the importance of effective strategies informed by SWOT analysis.
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The HRM environment consists of external factors like the social, technological, economic, political, and demographic landscape as well as internal factors within the organization such as its structure, culture, HR systems, and policies. Analyzing this environment helps organizations take a proactive rather than reactive approach to ensure survival. Externally, factors such as the social norms and values, technological advances, economic conditions, political laws and regulations, and demographic shifts can impact HR practices. Internally, the organizational structure, culture, internal policies, and professional bodies that regulate HR functions also influence HRM.
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The document summarizes the Fombrun model, which emphasizes the interrelated functions of selection, appraisal, rewards, and development within human resource management. Though simple, the model provides a framework for explaining the significance of HR activities. However, it is incomplete as it only focuses on four HR functions and ignores other environmental factors. The model has merits like focusing on organizational growth and viewing employees as a competitive advantage. But it also has demerits, like being too unitarist and giving managers too much control over employees.
Strategic human resource management (SHRM) aims to align human resource practices with organizational strategy to achieve competitive advantage. SHRM involves determining strategic HR objectives that support long-term business goals and developing plans to organize human capital. It integrates people management with strategic planning to build an employee base with the skills and abilities needed to implement organizational strategies. The goal of SHRM is to ensure HR activities enable the firm to be at least one step ahead of competitors.
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2. Objectives
2
The Act, aims to provide workmen and/or
their dependents some relief or
compensation in case of accidents arising out
of and in the course of employment and
causing either death or disablement (partial
or total) of workmen.
3. Scope and Coverage
3
The Act extends to the whole of India.
It applies to workmen employed in
factories, mines, plantations, transport
establishments, construction
work, railways, ships, circuses, & other
hazardous occupations & employments
specified in Schedule II to theAct.
The coverage of this act is also to cooks
employed in hotels and restaurants.
The Act does not apply to members of Armed
Forces of the Union & workmen who are
covered by the ESI Act, 1948.
6. Dependant[Sec.2(1)(d)]
Dependant means any of the following
relatives of a deceased workman, namely:
(I)a widow, a minor legitimate or adopted son and
unmarried legitimate or adopted daughter, or awidowed
mother.
(II)if wholly dependant on the earnings of the workman at
the time of his death, a son or a daughter who has
attained the age of 18 years and who is infirm.
(III) And any of the following were wholly or partly
dependent on the workman at the time of his death—
a widower, a parent other than a widowed mother, a
minor illegitimate son, a unmarried illegitimate
daughter or a daughter legitimate or illegitimate or
adopted if married & a minor or if widowed & minor, a
minor brother or an unmarried sister or a widowedsister
if a minor, a widowed daughter-in-law, a minor child of
pre-deceased son & daughter where no parent of the
child is alive & a paternal grandparent if not the parent
of the workman is alive. 6
8. Disablement
8
Disablement means loss of capacity to
work or to move. Disablement of
workman may result in loss or
reduction of his earning capacity. In the
later case, he is not able to earn as
much as he used to earn before his
disablement.
Disablement may be (1) partial, or (2)
total.
Further it may be (i) permanent, or (i)
temporary.
9. Partial disablement-2.1(g)
9
This means any disablement as reduces the
earning capacity of a workman as a result of
some accident. It may be temporary or
permanent.
Temporary partial disablement means any
disablement as reduces the earning capacity of a
workman in any employment in which he was
engaged at the time of the accident resulting in
the disablement.
Permanent partial disablement is one which
reduces the earning capacity of a workman in
every employment which he was capable of
undertaking at that time of injury.
10. Total disablement-2.1(l)
10
‘Total disablement’ means such
disablement, whether of a temporary or
permanent nature, as incapacitates a
workman for all work which he was capable
of performing at the time of the accident
resulting in such disablement
11. Wages[Sec.2(1)(m)]
11
‘wages’ includes any privilege orbenefit
which is capable of being estimated in
money, other than a travelling
allowance or the value of any travelling
concession or a contribution paid by the
employer a workman towards any
pension or provident fund or a sum
paid to a workman to cover any special
expenses entailed on him by the nature
of his employment.
12. Workman[Sec.2(1)(n)]
12
‘workman’ means any person whois-
(a) a railway servant as defined in
clause (34) of section 2 of the Railways
Act, 1989 (24 of 1989), not permanently
employed in any administrative, district
or sub-divisional office of a railway and
not employed in any such capacity as is
specified in Schedule II, or
(b) a master, seaman or other member
of the crew of a ship, etc
It does not include a person whose
employment is of casual nature.
14. Employer’s Liabilities For
Compensation[Sec.3]
14
An employer is liable to pay compensation
to workman for-
1. Personal injury by accident- An employer
is liable to pay compensation to workman if
personal injury is caused to him by accident
arising out of & in the course of his
employment.
2. Occupational diseases- workers employed
in certain occupations are exposed to certain
diseases which are inherent in those
occupation.
15. Employer is not Liable For
Compensation
15
(a) in respect of any injury which does not result in the totalor
partial disablement of the workman for a period exceeding
three days;
(b) in respect of any injury, not resulting in death or permanent
total disablement, caused by an accident which is directly
attributable to - (i) the workman having been at the timethereof
under the influence of drink or drugs,or
(ii) the willful disobedience of the workman to an order
expressly given, or to a rule expressly framed, for the purposeof
securing the safety of workmen, or
(iii) the willful removal or disregard by the workman ofany
safety guard or other device which he knew to have been
provided for the purpose of securing the safety ofworkmen
16. Doctrine of Notional
Extension:
16
The expression in the course of his employment', connotes not
only actual work but also any other engagement natural and
necessary thereto, reasonably extended both as regards work-
hours and work-place. It refers to the time during which the
employment continues. . However, this is subject to the theory
of notional extension of the employer's premises so as toinclude
an area which the workman passes and re-passes in going to
and in leaving the actual place of work. There may be some
reasonable extension in both time and place and a workman
may be regarded as in the course of his employment even
though he had not reached or had left his employer's premises.
This is also called as the Doctrine of Notional Extension. The
doctrine of notional extension could not be placed in a strait
jacket; it was merely a matter of sound common sense as to
when and where and to what extent this doctrine could be
applied.
17. Amount Of
Compensation[Sec.4]
17
The amount of compensation payable to a
workman depends on
the nature of injury caused by accident,
the monthly wages of the workman
concerned, and
the relevant factor for working out lump sum
equivalent of compensation amount as
specified in Schedule IV.
There is no distinction between an adult and
a minor worker with respect to the amount of
compensation.
18. Compensation For Death
18
In case of death resulting from
injury, the amount of compensation
shall be equal 50% of the monthly
wages of the deceased workman
multiplied by
the relevant factor.
Or an amount of Rs 80,000/- whichever
is more.
19. Example:
19
A workman is employed in a factory on a monthly wage ofRs
3000. While working he met with an accident and dies on oct
2000. His date of birth is July 18 , 1970. The amount of
compensation payable to his dependent wouldbe
50* monthly wages* Relevant factor of age30
100
0r 80,000 whichever is higher
50* 3000* 207.98 = 3,11,970
100
Since Rs 311970 is more than 80000 the compensation payable to
him shall be Rs 311,970
20. Compensation For Permanent
Total Disablement
20
In case of permanent total disablement resulting
from the injury, the amount of compensation shall be
60% of the monthly wages of the injured workman
multiplied by the relevant factor or Rs 90,000/-
thousand whichever is more.
For the above example the compensation would be
60* 3000* 207.98 = 3,74,365
100
Since Rs 3,74364 is more than 90,000 the amount of
compensation payable should be Rs 3, 74364
21. Compensation For Permanent
Partial Disablement
Where permanent partial disablement occurs, the
amount of compensation payable shall be as follows:
21
in case of an injury specified in part II of the
schedule I, the amount of compensation shall be such
percentage of the compensation which would have
been payable is the percentage of loss of earning
capacity caused by that injury.
in case of an injury not specified in schedule I, such
percentage of the compensation is payable which is
proportionate to the loss of earning capacity (as
assessed by a qualified medical practitioner)
permanently caused by the injury.
22. Example:
22
A worker whose monthly wages is RS
3000 loses one eye AS A RESULT OF
Injury caused to him on Nov 15, 1995.
On Oct 1, 1995. He had completed 20
years of age. The amount of
compensation payable to him would be
40% of 60* 3000* 224 = 1,61,280
100
23. Compensation For Temporary
Disablement(Total or Partial)
If the temporary disablement, whether total
or partial results from the injury, the amount
of compensation shall be a half monthly
payment of the sum equivalent to 25% of the
monthly wages of the workman to be paid in
accordance with the provisions.
The half monthly payment shall be payable
on the sixteenth day from the date of
disablement
In cases where such disablement lasts for a
period of 28 days or more compensation is
payable from the date of disablement
In other cases After the expiry of a waiting
period of three days from the date of
disablement. 23
24. Compensation to be paid when due
& penalty for default[Sec.4A]
24
As per this section, compensation has to paid as soon as it isdue
In case the employer does not accept the liability of paying the
compensation, he is bound to make provisional payment to the
extent of the liability he accepts. Such amount has to be
deposited with the commissioner or paid to the workman. Ifhe
defaults, the commissioner mayorder:
the payment of the amount with interest at12 % peryear
if the default to be unjustifiable then the commissionermay
order payment of a further sum not exceeding 50% of the
amount due, by way of penalty.
25. Method of calculating
monthly wages[Sec.4A]
25
The monthly wages of the workman shall be one-twelfth of the total
wages which have fallen due for payment to him by the employer in the
last twelve months of that period.
where the whole of the continuous period of service immediately
preceding the accident during which the workman was in the service of
the employer who is liable to pay the compensation was less than one
month, the monthly wages of the workman shall be the average
monthly amount which, during the twelve months immediately
preceding the accident, was being earned by a workman employed on
the same work by the same employer, or, if there was no workman so
employed, by a workman employed on similar work in the same
locality.
in other cases [including cases in which it is not possible for want of
necessary information to calculate the monthly wages under clause
(b), the monthly wages shall be thirty times the total wages earned in
respect of the last continuous period of service immediately preceding
the accident from the employer who is liable to pay
compensation, divided by the number of days comprising such period.
26. Distribution of
Compensation[sec.8]
• The compensation payable for deathand
• The compensation payable to a woman or person of legal
disability shall be through the commissioneronly.
• Employer can make advance payment directly to dependents in
case of death equivalent to three months salary of the deceased
person.
• Employer is exonerated from his liability if he deposits the
compensation amount with the commissioner within the
stipulated time.
• The commissioner shall call all dependents of the deceased and
determine the method for distribution of compensation among
them.
• If no dependents are found then amount shall be refunded to
the employer.
• On request by the employer the commissioner shall furnish the
details of disbursement. 26
27. Notice & Claim[Sec.10]
27
To claim the compensation:
• The claimant shall give notice of accident to the employer orby
entering in the notice book within the reasonableperiod.
• Every such notice shall give the name and address of theperson
injured, the cause of the injury and the date on which the
accident happened and
• Submit the claim application to the commissioner withintwo
years from the date of accident.
• In case of occupational disease the accident is deemed tohave
occurred on the first day of disease.
• Defect if any in the notice or not giving notice ordelayed
application will not bar the claim forcompensation.
28. Commissioners[Sec.20]
28
• The State Government may, by notification in the
Official Gazette, appoint any person to be a
Commissioner for Workmen's Compensation for
such area as may be specified in the notification.
• Any Commissioner may, for the purpose of deciding
any matter referred to him for decision under this
Act, choose one or more persons possessing special
knowledge of any matter relevant to the matter
under inquiry to assist him in holding the inquiry
• Every Commissioner shall be deemed to be a public
servant within the meaning of the Indian Penal Code
(45 of 1860).
29. Appeals[Sec.30]
29
(1) An appeal shall lie to the High Court from the following orders of a
Commissioner, namely :-
(a) an order awarding as compensation a lump sum whether by way of
redemption of a half-monthly payment or otherwise or disallowing a
claim in full or in part for a lump sum;
(aa) an order awarding interest or penalty under section4A;
(b) an order refusing to allow redemption of a half-monthly payment;
(c) an order providing for the distribution of compensation among the
dependants of a deceased workman, or disallowing any claim of a
person alleging himself to be such dependant;
(d) an order allowing or disallowing any claim for the amount of an
indemnity under the provisions of sub-section (2) of section 12
(2) The period of limitation for an appeal under this section shall be
sixty days.
(3) The provision of section 5 of the Limitation Act, 1963 (36 of 1963)
shall be applicable to appeals under, this section.