The document discusses the Workmen's Compensation Act of 1923 in Bangladesh. It provides compensation to workers who are injured or disabled in the course of their employment. The act aims to financially protect workers and their dependents in cases of accidental workplace injuries. It discusses the types of compensation provided, including compensation for death, permanent total disability, and permanent partial disability. It also discusses factors like medical benefits, temporary disability benefits, and permanent disability benefits as outlined in the act.
The document summarizes key aspects of The Workmen's Compensation Act of 1923 in India. It discusses doctrines like assumed risk, common employment, and contributory negligence that previously allowed employers to defend against compensation claims. The Act introduced a no-fault system making employers liable to pay compensation for work-related injuries or deaths. It covers all employees directly or indirectly involved in an establishment, except casual workers. Employers are not liable if the injury results in less than 3 days of disablement or was willfully caused by the employee being intoxicated, disobeying safety rules, or removing safety equipment.
The document summarizes the key aspects of the Employee Compensation Act, 1923 in India. The Act provides for payment of compensation by certain classes of employers to their workmen who suffer injury or disease arising out of and in the course of employment. Some of the main points covered include definitions of employee, wages and disablement; employer's liability for compensation in cases of death, injury or occupational disease; procedures for claiming compensation; and calculation of compensation amounts for death, permanent total or partial disablement.
The document provides information about UAE Labour Law, including:
1. It begins with a disclaimer stating that the English text is for information only and the original Arabic text takes precedence.
2. It then provides definitions for key terms used in the UAE Labour Law such as employer, worker, employment contract, and wage.
3. The document is a reproduction of the UAE Labour Law covering topics such as employment of workers, children, and women, employment contracts, working hours and leaves, workers' safety, termination of employment, and penalties.
The document summarizes the key aspects of the Employees Compensation Act, 1923 in India. It outlines the objectives of the act, which is to provide quick compensation to employees or their dependents for work-related injuries or diseases. It covers the definitions, scope, procedures for calculating compensation amounts for death, injury types, employer liability including when contractors are involved, penalties for non-compliance, and prohibited contracting-out of compensation. The act aims to provide social security to employees in a faster manner than civil court proceedings.
This document provides an overview of the Employees Compensation Act of 1923 in India. It begins with background on the need for the act to provide relief for workmen and/or their dependents in cases of death, disability, or injury due to workplace accidents or occupational diseases. It then discusses key definitions, rules, and scope of the act. Specifically, it outlines the employer's liability for compensation in different injury cases and calculations for determining compensation amounts for death, permanent total disablement, and permanent partial disablement based on factors like monthly wages and relevant age factor. The document aims to simplify the act for undergraduate students and seeks feedback to improve its presentation of this important labor law topic.
Unit 1 Industrial Relation
Unit 2 Industrial Dispute Act, 1947
Unit 3 Trade Union Act, 1926 & worker's Participation in Management
Unit 4 The Industrial Employment Standing Order act 1946 & Labor Welfare
Unit 5 Factories Act, 1948
Unit 6 Contract Labor Act, 1970 & Child Labor Act, 1986.
This material is a part of our PGPSE programe. Our programme is available for any student after class 12th / graduation. AFTERSCHO☺OL conducts PGPSE, which is available free to all online students. There are no charges. PGPSE is a very rigorous programme, designed to give a comprehensive training in social entrepreneurship / spiritual entrepreneurship. This programme is aimed at those persons, who want to ultimately set up their own business enterprises which can benefit society substantially. PGPSE is a unique programme, as it combines industry consultancy, business solutions and case studies in addition to spirituality and social concerns. You can read the details at www.afterschoool.tk or at www.afterschool.tk
The Workmen's Compensation Act of 1923 was India's first social security law. It established a system to provide compensation to workers who are injured or disabled during the course of their employment. The act applies to hazardous occupations like railways, factories, mines, construction, and transport. It requires employers to pay compensation for work-related injuries and occupational diseases. State governments are responsible for administering the act and appointing commissions to settle disputed claims and revise periodic payments to injured workers or their dependents. The act aimed to provide social security to workers in India's developing industrial sector.
The document summarizes key aspects of The Workmen's Compensation Act of 1923 in India. It discusses doctrines like assumed risk, common employment, and contributory negligence that previously allowed employers to defend against compensation claims. The Act introduced a no-fault system making employers liable to pay compensation for work-related injuries or deaths. It covers all employees directly or indirectly involved in an establishment, except casual workers. Employers are not liable if the injury results in less than 3 days of disablement or was willfully caused by the employee being intoxicated, disobeying safety rules, or removing safety equipment.
The document summarizes the key aspects of the Employee Compensation Act, 1923 in India. The Act provides for payment of compensation by certain classes of employers to their workmen who suffer injury or disease arising out of and in the course of employment. Some of the main points covered include definitions of employee, wages and disablement; employer's liability for compensation in cases of death, injury or occupational disease; procedures for claiming compensation; and calculation of compensation amounts for death, permanent total or partial disablement.
The document provides information about UAE Labour Law, including:
1. It begins with a disclaimer stating that the English text is for information only and the original Arabic text takes precedence.
2. It then provides definitions for key terms used in the UAE Labour Law such as employer, worker, employment contract, and wage.
3. The document is a reproduction of the UAE Labour Law covering topics such as employment of workers, children, and women, employment contracts, working hours and leaves, workers' safety, termination of employment, and penalties.
The document summarizes the key aspects of the Employees Compensation Act, 1923 in India. It outlines the objectives of the act, which is to provide quick compensation to employees or their dependents for work-related injuries or diseases. It covers the definitions, scope, procedures for calculating compensation amounts for death, injury types, employer liability including when contractors are involved, penalties for non-compliance, and prohibited contracting-out of compensation. The act aims to provide social security to employees in a faster manner than civil court proceedings.
This document provides an overview of the Employees Compensation Act of 1923 in India. It begins with background on the need for the act to provide relief for workmen and/or their dependents in cases of death, disability, or injury due to workplace accidents or occupational diseases. It then discusses key definitions, rules, and scope of the act. Specifically, it outlines the employer's liability for compensation in different injury cases and calculations for determining compensation amounts for death, permanent total disablement, and permanent partial disablement based on factors like monthly wages and relevant age factor. The document aims to simplify the act for undergraduate students and seeks feedback to improve its presentation of this important labor law topic.
Unit 1 Industrial Relation
Unit 2 Industrial Dispute Act, 1947
Unit 3 Trade Union Act, 1926 & worker's Participation in Management
Unit 4 The Industrial Employment Standing Order act 1946 & Labor Welfare
Unit 5 Factories Act, 1948
Unit 6 Contract Labor Act, 1970 & Child Labor Act, 1986.
This material is a part of our PGPSE programe. Our programme is available for any student after class 12th / graduation. AFTERSCHO☺OL conducts PGPSE, which is available free to all online students. There are no charges. PGPSE is a very rigorous programme, designed to give a comprehensive training in social entrepreneurship / spiritual entrepreneurship. This programme is aimed at those persons, who want to ultimately set up their own business enterprises which can benefit society substantially. PGPSE is a unique programme, as it combines industry consultancy, business solutions and case studies in addition to spirituality and social concerns. You can read the details at www.afterschoool.tk or at www.afterschool.tk
The Workmen's Compensation Act of 1923 was India's first social security law. It established a system to provide compensation to workers who are injured or disabled during the course of their employment. The act applies to hazardous occupations like railways, factories, mines, construction, and transport. It requires employers to pay compensation for work-related injuries and occupational diseases. State governments are responsible for administering the act and appointing commissions to settle disputed claims and revise periodic payments to injured workers or their dependents. The act aimed to provide social security to workers in India's developing industrial sector.
The document provides an overview of labour law in the UAE, covering topics such as:
1. The enforceability of labour law and which individuals it applies to.
2. The conditions for employment including requirements for employment contracts and obtaining necessary approvals.
3. Rules around employment contracts, including differences between fixed-term and unlimited contracts.
4. Additional employment topics like wages, working hours, leave, health and safety regulations, and dispute resolution.
This document provides an overview of the UAE Labour Law, including definitions, general provisions, rules around the employment of workers, children, and women. Some key points:
1) It establishes definitions for terms like employer, worker, employment contract, and occupational injury.
2) Certain categories of employees like government workers are excluded from the law's provisions.
3) It outlines rules for prioritizing national workers for jobs and obtaining work permits for non-nationals.
4) Children under 15 cannot be employed and rules are established for their maximum hours and types of permitted work.
5) Women generally cannot work at night and rules define night hours. Exceptions are provided for some roles.
The Workmen's Compensation Act of 1923 provides compensation to employees who are injured or contract diseases during the course of their employment. Key points:
- It extends to the whole of India and aims to provide financial protection to workers injured on the job through employer-paid compensation.
- Employers are statutorily liable to pay compensation to employees who suffer physical disabilities or diseases during employment.
- The Act defines terms like employer, dependent, disablement and wages. It also establishes the role of Commissioners to decide matters related to compensation.
- Employers are liable to pay compensation in cases of permanent or temporary disability, occupational diseases, or death of a worker resulting from employment injuries. The amounts are
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.
Workmen s compensation_act_1923_196(2)Soumya Sahoo
The document outlines the Workmen's Compensation Act of 1923, including eligibility for compensation, how compensation is calculated for different types of injuries, the procedures for filing a compensation claim, and some special cases addressed by courts. It also discusses how the act applies in modern work environments like IT and from home, as well as issues around stress-related illnesses and an employer's liability for contractor workers.
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 of 1923 is a social security legislation that imposes statutory liability on employers to provide compensation to employees who suffer work-related injuries or diseases. It seeks to provide cheaper and quicker resolution of compensation claims than through civil courts. The employer is liable to pay compensation in cases of occupational disease, personal injury, or death of an employee that arises out of or in the course of employment. Compensation is based on loss of wages rather than expenses incurred and can be claimed by the injured employee or their dependents in case of death. Certain situations like willful disobedience or being under the influence exempt the employer from liability.
Labour Laws Covered in Reforms
The Employee’s Compensation Act, 1923
The Industrial Disputes Act, 1947
The Minimum Wages Act, 1948
The Contract Labour (Regulation and Abolition) Act, 1970
The Payment Of Bonus Act, 1965
The Unorganized Worker Social Security Act, 2008
The Payment Of Gratuity Act, 1972
The Motor Transport Worker Act, 1961
The Beedi Cigar Worker’s (Condition Of Services) Act, 1966
The Equal Remuneration Act, 1976
The Factories Act, 1948
The Building And Other Construction Workers (Regulation Of Employment And Conditions Of Services) Act, 1996
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.
This document discusses total rewards and India's Workmen's Compensation Act of 1923. It defines total rewards as all elements of compensation and benefits perceived as valuable by employees. Total rewards include financial elements like pay and bonuses, as well as non-financial elements like career development opportunities and a pleasant work environment. The Workmen's Compensation Act provides compensation for work-related injuries. It applies to hazardous occupations and does not cover the armed forces. The Act defines terms like dependency, partial disability, and total disability. It requires employers to pay compensation for work-related injuries lasting over 3 days, excluding injuries due to a worker's own negligence. Compensation amounts are calculated based on a worker's monthly wages and age.
The Workmen's Compensation Act 1923 provides compensation to employees who suffer injuries or diseases during the course of their employment. The key aspects covered are:
1. It defines important terms like dependent, workmen, disablement and occupational diseases.
2. It imposes liability on employers to provide compensation in cases of work-related injuries or death. The amount of compensation depends on the nature and extent of disablement and the monthly wages of the employee.
3. It outlines the procedures for claiming compensation, including notice of accident, application process, role of Commissioners and settlement of disputes.
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 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.
The Employee's Compensation Act of 1923 provides social security and compensation to employees who are injured or disabled during the course of their employment. It applies to factories, mines, transport establishments, construction works, and other areas not covered by the ESI Act of 1948. The Act contains provisions for calculating compensation in cases of death, total permanent disablement, and temporary or permanent partial disablement based on a percentage of monthly wages. It aims to protect employees and provide financial support if they suffer work-related accidents.
The document summarizes the Employee State Insurance Act of 1948 in India. It provides social security benefits like sickness, maternity, employment injury and funeral benefits to insured persons through a network of clinics and hospitals. Key benefits include cash payments for sickness, maternity and disabilities, free medical care, vocational training programs and unemployment assistance. The Act aims to provide certain benefits to employees in case of sickness, maternity and employment injury.
The document discusses several Indian labour laws and legislation:
- The Employees' Compensation Act of 1923 provided compensation to workmen for injuries sustained during employment. It was a pioneering act that provided some social security.
- The Trade Unions Act of 1926 defined trade unions and regulated their formation and activities. It facilitated unionization in both organized and unorganized sectors.
- The Payment of Wages Act of 1936 regulated the payment, deductions, and recovery of wages to ensure they are paid correctly and on time. It prohibited unauthorized deductions from wages.
- India's social security system includes various pension, health insurance, maternity, and disability programs, but it only covers a small portion of the population.
- The Employees' Provident Fund Organization is a major program that provides pensions and survivor benefits to around 35 million formal sector workers.
- The Employees' State Insurance Act provides medical care, cash sickness benefits, and death/disability payments for workers in firms with 10 or more employees.
- The Workmen's Compensation Act requires employers to pay benefits to workers injured or made ill by their jobs.
This document outlines the Labour Law of the United Arab Emirates, including definitions of key terms like "employer", "worker", "establishment", and "remuneration". It discusses regulations around the employment of workers, juveniles, and women. It also covers employment contracts, working hours and leaves, health and safety, disciplinary rules, termination of employment, labour accidents, disputes, and inspections. The document provides three chapters of definitions and overview before delving into specific sections and chapters on various aspects of labour law.
The Workmen's Compensation Act 1923 aims to provide relief to workmen and their dependents in cases of accidents arising from employment that cause death or disability. It extends to all of India and covers all workers, including casual laborers. It establishes employer liability for compensation in cases of work-related injuries. The compensation amounts are specified as percentages of monthly wages and include medical expenses, income support in cases of temporary or permanent disability, lump sums or pensions for dependents in cases of death.
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.
This document discusses climate and the potential impacts of climate change on human health and agriculture. It defines climate and differentiates it from weather. It then describes the various natural and human-caused factors that can influence climate on both short and long timescales. The document outlines several ways climate change may negatively impact human health, such as through increased heat waves, extreme weather events, changes in air quality, and shifting patterns of climate-sensitive diseases. It also discusses some of the uncertainties around how climate change will precisely affect agriculture and considers various climate factors that could influence crop yields.
The document summarizes the Post Cold War Era from the collapse of the Soviet Union in 1991 to the present. Key events include the rise of globalization enabled by the internet and mobile phones, increased concern over environmental issues like global warming, and the emergence of new powers after the rivalry between the US and Soviet Union. The end of the Cold War resulted in improved relations between the former superpowers and profound changes around the world as new technologies like the internet spread.
The document provides an overview of labour law in the UAE, covering topics such as:
1. The enforceability of labour law and which individuals it applies to.
2. The conditions for employment including requirements for employment contracts and obtaining necessary approvals.
3. Rules around employment contracts, including differences between fixed-term and unlimited contracts.
4. Additional employment topics like wages, working hours, leave, health and safety regulations, and dispute resolution.
This document provides an overview of the UAE Labour Law, including definitions, general provisions, rules around the employment of workers, children, and women. Some key points:
1) It establishes definitions for terms like employer, worker, employment contract, and occupational injury.
2) Certain categories of employees like government workers are excluded from the law's provisions.
3) It outlines rules for prioritizing national workers for jobs and obtaining work permits for non-nationals.
4) Children under 15 cannot be employed and rules are established for their maximum hours and types of permitted work.
5) Women generally cannot work at night and rules define night hours. Exceptions are provided for some roles.
The Workmen's Compensation Act of 1923 provides compensation to employees who are injured or contract diseases during the course of their employment. Key points:
- It extends to the whole of India and aims to provide financial protection to workers injured on the job through employer-paid compensation.
- Employers are statutorily liable to pay compensation to employees who suffer physical disabilities or diseases during employment.
- The Act defines terms like employer, dependent, disablement and wages. It also establishes the role of Commissioners to decide matters related to compensation.
- Employers are liable to pay compensation in cases of permanent or temporary disability, occupational diseases, or death of a worker resulting from employment injuries. The amounts are
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.
Workmen s compensation_act_1923_196(2)Soumya Sahoo
The document outlines the Workmen's Compensation Act of 1923, including eligibility for compensation, how compensation is calculated for different types of injuries, the procedures for filing a compensation claim, and some special cases addressed by courts. It also discusses how the act applies in modern work environments like IT and from home, as well as issues around stress-related illnesses and an employer's liability for contractor workers.
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 of 1923 is a social security legislation that imposes statutory liability on employers to provide compensation to employees who suffer work-related injuries or diseases. It seeks to provide cheaper and quicker resolution of compensation claims than through civil courts. The employer is liable to pay compensation in cases of occupational disease, personal injury, or death of an employee that arises out of or in the course of employment. Compensation is based on loss of wages rather than expenses incurred and can be claimed by the injured employee or their dependents in case of death. Certain situations like willful disobedience or being under the influence exempt the employer from liability.
Labour Laws Covered in Reforms
The Employee’s Compensation Act, 1923
The Industrial Disputes Act, 1947
The Minimum Wages Act, 1948
The Contract Labour (Regulation and Abolition) Act, 1970
The Payment Of Bonus Act, 1965
The Unorganized Worker Social Security Act, 2008
The Payment Of Gratuity Act, 1972
The Motor Transport Worker Act, 1961
The Beedi Cigar Worker’s (Condition Of Services) Act, 1966
The Equal Remuneration Act, 1976
The Factories Act, 1948
The Building And Other Construction Workers (Regulation Of Employment And Conditions Of Services) Act, 1996
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.
This document discusses total rewards and India's Workmen's Compensation Act of 1923. It defines total rewards as all elements of compensation and benefits perceived as valuable by employees. Total rewards include financial elements like pay and bonuses, as well as non-financial elements like career development opportunities and a pleasant work environment. The Workmen's Compensation Act provides compensation for work-related injuries. It applies to hazardous occupations and does not cover the armed forces. The Act defines terms like dependency, partial disability, and total disability. It requires employers to pay compensation for work-related injuries lasting over 3 days, excluding injuries due to a worker's own negligence. Compensation amounts are calculated based on a worker's monthly wages and age.
The Workmen's Compensation Act 1923 provides compensation to employees who suffer injuries or diseases during the course of their employment. The key aspects covered are:
1. It defines important terms like dependent, workmen, disablement and occupational diseases.
2. It imposes liability on employers to provide compensation in cases of work-related injuries or death. The amount of compensation depends on the nature and extent of disablement and the monthly wages of the employee.
3. It outlines the procedures for claiming compensation, including notice of accident, application process, role of Commissioners and settlement of disputes.
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 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.
The Employee's Compensation Act of 1923 provides social security and compensation to employees who are injured or disabled during the course of their employment. It applies to factories, mines, transport establishments, construction works, and other areas not covered by the ESI Act of 1948. The Act contains provisions for calculating compensation in cases of death, total permanent disablement, and temporary or permanent partial disablement based on a percentage of monthly wages. It aims to protect employees and provide financial support if they suffer work-related accidents.
The document summarizes the Employee State Insurance Act of 1948 in India. It provides social security benefits like sickness, maternity, employment injury and funeral benefits to insured persons through a network of clinics and hospitals. Key benefits include cash payments for sickness, maternity and disabilities, free medical care, vocational training programs and unemployment assistance. The Act aims to provide certain benefits to employees in case of sickness, maternity and employment injury.
The document discusses several Indian labour laws and legislation:
- The Employees' Compensation Act of 1923 provided compensation to workmen for injuries sustained during employment. It was a pioneering act that provided some social security.
- The Trade Unions Act of 1926 defined trade unions and regulated their formation and activities. It facilitated unionization in both organized and unorganized sectors.
- The Payment of Wages Act of 1936 regulated the payment, deductions, and recovery of wages to ensure they are paid correctly and on time. It prohibited unauthorized deductions from wages.
- India's social security system includes various pension, health insurance, maternity, and disability programs, but it only covers a small portion of the population.
- The Employees' Provident Fund Organization is a major program that provides pensions and survivor benefits to around 35 million formal sector workers.
- The Employees' State Insurance Act provides medical care, cash sickness benefits, and death/disability payments for workers in firms with 10 or more employees.
- The Workmen's Compensation Act requires employers to pay benefits to workers injured or made ill by their jobs.
This document outlines the Labour Law of the United Arab Emirates, including definitions of key terms like "employer", "worker", "establishment", and "remuneration". It discusses regulations around the employment of workers, juveniles, and women. It also covers employment contracts, working hours and leaves, health and safety, disciplinary rules, termination of employment, labour accidents, disputes, and inspections. The document provides three chapters of definitions and overview before delving into specific sections and chapters on various aspects of labour law.
The Workmen's Compensation Act 1923 aims to provide relief to workmen and their dependents in cases of accidents arising from employment that cause death or disability. It extends to all of India and covers all workers, including casual laborers. It establishes employer liability for compensation in cases of work-related injuries. The compensation amounts are specified as percentages of monthly wages and include medical expenses, income support in cases of temporary or permanent disability, lump sums or pensions for dependents in cases of death.
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.
This document discusses climate and the potential impacts of climate change on human health and agriculture. It defines climate and differentiates it from weather. It then describes the various natural and human-caused factors that can influence climate on both short and long timescales. The document outlines several ways climate change may negatively impact human health, such as through increased heat waves, extreme weather events, changes in air quality, and shifting patterns of climate-sensitive diseases. It also discusses some of the uncertainties around how climate change will precisely affect agriculture and considers various climate factors that could influence crop yields.
The document summarizes the Post Cold War Era from the collapse of the Soviet Union in 1991 to the present. Key events include the rise of globalization enabled by the internet and mobile phones, increased concern over environmental issues like global warming, and the emergence of new powers after the rivalry between the US and Soviet Union. The end of the Cold War resulted in improved relations between the former superpowers and profound changes around the world as new technologies like the internet spread.
The document analyzes factors that contribute to the slow adoption of information and communication technology (ICT) in Bangladesh's healthcare sectors. It surveys staff and patients at three hospitals - Popular Medical College Hospital, Anwar Khan Modern Medical College Hospital, and United Hospital Ltd. The surveys found that:
1) All respondents said their organizations use ICT, primarily for billing systems.
2) All respondents wanted to introduce additional healthcare information systems in the near future.
3) Most respondents agreed that investment in ICT is important, but some felt initial investment costs are very high.
The document uses the survey findings to identify barriers to and opportunities for greater ICT adoption in Bangladesh's healthcare industry.
This document provides a report on the financial performance analysis of Square Pharmaceutical Ltd. It includes an executive summary that outlines the company's history and products. Square Pharmaceutical is one of the leading pharmaceutical companies in Bangladesh that manufactures and markets its own branded generics. The report analyzes the company's financial performance through ratio analysis and SWOT analysis to understand its past performance and predict future performance. It examines liquidity ratios, activity ratios, leverage ratios, and profitability ratios to evaluate Square Pharmaceutical's financial health compared to its industry.
The team was given a project to create a commercial but failed when the client disliked their concept. Conner took a leadership role without discussion and ignored dissenting opinions. Derek had an alternative idea but did not share it due to group pressures. To be effective, teams must discuss leadership, consider all opinions, and allow individuals to voice dissenting views without fear of isolation.
This document provides information on various labor laws in India including the Workmen's Compensation Act, Maternity Benefit Act, and Employee State Insurance Act. It discusses the objectives, conditions, and related cases for each act. The Workmen's Compensation Act provides compensation to employees for injuries suffered during employment. The Maternity Benefit Act provides benefits to women employees during and after pregnancy. The Employee State Insurance Act provides social security benefits like medical care to employees.
ME04007 UNIT 3 IREW.pdf industrial relationsRagaviS16
The document provides an overview of key social security laws in India, including the Employees' Compensation Act 1923, Employees' State Insurance Act 1948, and the Code on Social Security 2020. It discusses the objectives, scope, definitions, contributions, benefits, administration, and obligations of employers and employees under these acts. The Employees' Compensation Act provides compensation for work-related injuries and death. The Employees' State Insurance Act provides sickness, maternity, disability and other benefits to employees. The Code on Social Security consolidates various labor laws related to social security to extend coverage to organized and unorganized workers.
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, 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.
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 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 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.
This document summarizes Assembly Bill No. 5, which was approved by the Governor of California on September 18, 2019. The bill seeks to codify the California Supreme Court's 2018 Dynamex decision establishing the "ABC test" for classifying workers as employees or independent contractors. It would apply the ABC test to the Labor Code, Unemployment Insurance Code, and wage orders to presume that workers are employees unless the hiring entity can demonstrate that the worker satisfies parts A, B and C of the ABC test. The bill also exempts certain occupations from the ABC test and instead applies the Borello standard.
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 Workmen's Compensation Act aims to provide relief to workers and their dependents in cases of accidents or injuries during employment. It imposes liability on employers to provide compensation for disabilities or death of employees. Key provisions include schedules listing injuries, covered occupations, and diseases; entitlement to compensation in cases of temporary or permanent disablement or death; definitions of employee, disablement, and related terms; calculation of compensation amounts based on wages and injury type; and amendments increasing compensation caps.
The document summarizes the key aspects of the Employee's Compensation Act of 1923 in India. It discusses the introduction of the Act, its main features including definitions of accident, methods of calculating compensation, rights of heirs of dependents, appeals process, and conclusions. The Act aims to provide compensation to employees for work-related injuries and accidents. Employers are held vicariously liable for compensating employees through a system that calculates wages and benefits.
The document provides an analysis of key changes introduced by the Code on Social Security, 2020. Some notable changes include expanding the scope of social security coverage to more workers, including gig workers and platform workers. Definitions have been made more comprehensive and uniform across acts. Provisions have been introduced for voluntary opting out of social security schemes, compounding of offences, and appeals. Schedules have been introduced to consolidate provisions related to various schemes, benefits and funds. Overall, the aim of the code is to simplify, consolidate and rationalize existing social security laws to provide universal social security to all workers.
The document summarizes key Indian employment and labor laws. It discusses that India allows foreign direct investment but places restrictions on employers. Several important labor laws regulate conditions of work, wages, and labor relations for workmen. The key laws discussed include the Industrial Disputes Act, Factories Act, Contract Labor Act, Trade Unions Act, Workmen's Compensation Act, and laws around provident funds, gratuity, and employees' state insurance. The laws differentiate regulations for workmen versus non-workmen and provide certain benefits and protections to workmen.
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 Workmen Compensation Act of 1923 was enacted to provide social security and compensation to workers injured on the job. It aims to ensure workers can sustain themselves after employment-related accidents. The Act applies to specified industries and covers injuries from accidents arising out of and in the course of employment, subject to exceptions. For an employer to pay compensation, the injury must be caused by an accident during work that is connected to the employment duties.
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 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 key changes being introduced through three new labour codes covering organized, unorganized, and self-employed workers. Some of the major changes include expanding the definition of worker, introducing fixed term contracts, increasing the threshold for requiring government approval of layoffs/closures, strengthening social security benefits for gig and platform workers, and consolidating various labour laws into three simplified codes to improve ease of compliance. The codes are aimed at improving the labour market flexibility while enhancing social security coverage for all workers.
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.
1. 1
Chapter 01: Introduction
1.1-Background
The Workmen’s Compensation Act is the first piece of legislation towards
social security. It deals with compensation for workers who are injured in the
course of duty. The scheme of the Workmen’s Compensation Act is not to
compensate the worker in lieu of wages.
The general principle is that a worker who suffers an injury in the course of
his employment, which results in a disablement, should be entitled to
compensation and in the case of a fatal injury his dependants should be
compensated. Under the Workmen’sCompensation Act it is the employer who
is responsible to pay compensation.
The meaning of compensation in this Act is limited to compensation granted
under the Act for employment injuries sustained during the course of work. It
is also limited to specifically monetary compensation other than a salary,
travel allowance, and any other form of remuneration that could be paid
under normal circumstances of employment.
To get an overall understanding of the Act it is useful to look at the “Statement
of Objects and Reasons’ published with the Act when it was first passed in
1923.
An additional advantage of a legislation of this type is that by increasing the
importancefor employersof adequatesafety devises, it reducesthe number of
accidents to workmen in a manner that cannot be achieved by official
inspection. Further, the encouragement given to employers to provide
adequate medical treatment for their workmen should mitigate the effects of
such accidents as does occur. The benefits so conferred added to the increased
2. 2
sense of security, which he will enjoy, should render industrial life more
attractive and thus increase the available supply of labour. At the same time a
corresponding increase in the efficiency of the average workmen may be
expected.”
Nowadays the government (State of Central) may extend the application of
this Act to other establishments of an industry that may not be organised.
The whole area of compensation of a worker for injury by accident was dealt
with by the Workmen’sCompensation Act, 1923 which is now repealed by the
provisions of the Bangladesh labor code 2006. This provisions have their
roots in the theory that a State can’t be muted spectator to the sufferings of
the working class engaged in factories of establishments who are exposed to
the varies risk to their limbs and lives. Due to technological innovations and
automation introduced in industries the working class operating these
sophisticated mechanical devices are invariably exposed to the risk of being
involved in accidents for no fault of theirs.
The Workmen’s Compensation Act, 1923 provides for payment of
compensation to workmen and their dependants in case of injury and accident
(including certain occupational disease) arising out of and in the course of
employment and resulting in disablement or death. The Act applies to railway
servants and persons employed in any such capacity as is specified in
Schedule II of the Act. The schedule II includes persons employed in factories,
mines, plantations, mechanically propelled vehicles, construction works and
certain other hazardous occupations.
The amount of compensation to be paid depends on the nature of the injury
and the average monthly wages and age of workmen. The minimum and
maximum rates of compensation payable for death (in such cases it is paid to
the dependents of workmen) and for disability have been fixed and is subject
to revision from time to time.
3. 3
1.2-Obejective of study:
Broad objectives:
To determine the Workmen's Compensation Act, 1923 which aims at
providing financial protection to workmen and their dependants in
case of accidental injury by means of payment of compensation by the
employers.
Specific objectives:
To identify in case of death compensation.
To find outin case of permanenttotal disablementcompensation.
To identify in case of permanentpartialdisablement compensation.
To identify in case of permanenttemporary disablement
compensation.
5. 5
1.4-Limitation of Study:
Some limitations of the present study were as follows:
1. Inability of the respondents to provide information.
2. Time constraints.
3. Limitation regarding resources of information.
4. Restraint to enter some factories.
6. 6
1.5-Scope of Study:
The Act extends to the whole of Bangladesh.
The Workmen's Compensation (Amendment) Act, 2000 has brought all the
workers within its sphere irrespective of their nature of employment i.e.
whether employed on casual basis or otherwise than for the purposes of the
employer's trade or business.
Establishments which are covered by the Employees State Insurance Act, are
outside the preview of this Act. The coverage of this act is also to cooks
employed in hotels and restaurants.
Every employee including those employed through a contractor and also
casual employees, 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.
A person employed in a factory which is yet to commence production would
not be deprived of the benefit of the provisions of the Act.
The workman employed in a premise where manufacturing process is
intended to be carried on is not necessarily required to be actually connected
with manufacturing process.
Any person engaged in such premises who is contributing for the intended
manufacturing process would be deemed to be workman for the purpose of
the Act.
Government makes rules for ensuring that the provisions of the Act are
complied with.
7. 7
Chapter 02: Body of the Report
2.1-Reason for doing the Study:
Section 3 (1) of the Workmen Compensation Act, 1923 says that-
“If personalinjury iscaused to a workman by accident arising out of and in the
course of his employment, his employer shall be to pay compensation in
accordance with the provision of Chapter (II).”
There are three components in the definition which are – (1) personal injury
(2) accident (3) arising out of and in the course of the employment. This last
point is the key of this section. More over these two phrases has been
subjected to different kind of judicial interpretation and in varieties of cases
the court has given their opinion about the meaning of these two phrases. The
originality of these two phrases is an English Act of 1897 which was followed
in different countries legislation including India. The term “scope of
employment” was replaced by “in the course of employment” in nineteenth
century. With advancement in the field of industry workmen have become
more insecure with regard to their employment and as a result of that many
social security legislation has come up. This Act is also among them. The
judiciary has also realized this purpose of the act and interpreted the terms
widely and gave birth to doctrine of notional extension.
To determine the scope of this term and lay down the test to determine what
is “arising out of employment”. There were many attempts to construct a
meaning of this term. It has been tried to explain by nature, condition, objects
and incidents of employment.
“The words "in the course of the employment" mean "in the course of the
work which the workman is employed to do and which is incidental to it." The
words "arising out of employment" are understood to mean that during the
courseof the employment, injury hasresulted from some risk incidental to the
8. 8
duties of the service, when, unless engaged in the duty owing to the master, it
is reasonable to believe the workman would not otherwise have suffered.
To identify in case of death compensation, if the worker dies from a
compensable injury, the surviving spouse and/or minor children, and lacking
such, other dependentsas defined by law, are entitled to weekly cash benefits.
The amount is equal to two-thirds of the deceased worker's average weekly
wage for the year before the accident. The weekly compensation may not
exceed the weekly maximum, despite the number of dependents.
To find out in case of permanent total disablement compensation, the
employee's wage-earning capacity is permanently and totally lost. There is no
limit on the number of weeks payable. In certain instances, an employee may
continue to engage in business or employment, if his/her wages, combined
with the weekly benefit, do not exceed the maximums set by law.
To identify in case of permanenttemporary disablementcompensation, which
are in delay status do not qualify for Workers' Compensation temporary
disability until the claim is accepted. If there is a delay in acceptance of the
claim, affected employees are encouraged to review and apply for short term
disability benefits through Staff Human Resources.
The most important feature of the chapter is that it places the entire
responsibilities for compensation on employers alone. The liability of the
employer arises only when a personal injury is caused to the worker in the
course of employment and the injury caused in the result of an accident. The
liability for payment of compensation is not dependent upon the neglect or a
wrongful act of the employer but a statutory compulsory obligation to
compensate the workman for the loss of wage earning capacity before and
after the injury is suffered by him. Therefore the act creates a new type of
liability quite distinct from the liability of the employer under the law of tort
but a liability flowing out of the relationship of master and servant. It is also
differentfrom the concept of vicariousliability based on the general principles
of law of tort or doctrine of added peril based on the principles of tortious
liability under the law of tort. The principle of added peril means that if a
workman while engaged in employer’s work, track or business engages
9. 9
himself in some other work which is ordinarily he is not required to do and
such work involves extra danger, he cannot hold the master liable for the risk
arising therefrom. This is also not a contractual liability, even if there is
contract to that effect not to claim compensation from the employer for an
injury caused to workmen. An employer under the provisions of the act is
liable to compensation at the rates fixed in the chapter itself to any workman
incapacitated by an accident arising out of and in the course of his
employment.
The act provides for compulsory payment by the employer of some
compensation, calculated by reference to the wages, for death or disablement
of a worker by accident while at work independently of any negligence or
breech of duty on the part of the employer.
10. 10
2.2-Discussion:
Here, we discuss main 5 factors of compensation act, that provides for
payment of compensation to workmen and their dependants in case of injury
and accident (including certain occupational disease) arising out of and in the
courseof employmentand resultingin disablement or death. Discuss it below:
Medical Benefits: Necessary and reasonable medical treatment,
prescriptions, and hospital services related to the work injury are paid by the
employer’s insurance carrier or directly by the employer if self-insured. The
employer and/or its insurance carrier have the right to designate medical
providers for all work-related injuries.
Temporary Total Benefits: If an injured worker is disabled for a period of
more than seven days, he or she will be eligible to receive temporary total
benefit, retroactive to the first day of lost time. The benefit will be paid at a
rate of 70% of the worker’s average weekly wage, not to exceed the statutory
maximum rate or fall below the statutory minimum rate established annually
by the Commissioner of Labor and Workforce Development. These benefits
are provided until the worker has returned to work, has reached maximum
medical improvement, or has reached the statutory 400-week maximum.
Permanent Partial Benefits: When a job-related injury or illness results in a
permanent bodily impairment, benefits are based on the individual’s
functional loss. These benefits are paid weekly and are due after the date
temporary disability ends.
Permanent Total Benefits: When a work injury or illness prevents a worker
from returning to any type of gainful employment, he or she may be entitled
to receive permanent total disability benefits. These weekly benefits are
provided initially for a period of 450 weeks. Benefits continue beyond the
initial 450 weeks provided that the injured worker is able to show that he or
11. 11
she remainstotally disabled. The benefits are paid weekly and are based upon
70% of the average weekly wage, not to exceed the statutory maximum or fall
below the statutory minimum.
Death Benefits: Dependents of a worker who dies as a result of a work-
related injury or illness may be eligible to receive death benefits. The weekly
benefits are 70% of the wage of the deceased worker, not to exceed the
statutory maximum.
12. 12
2.3-Scenario of the chosen company:
Sinha Fabrics Limited and Sinha Wool Wears Limited started business as a
Private Limited company in Bangladesh back in 1997, with a view to serve the
world marketas 100% export oriented readymade garments factory, that will
produce all type of garments for gents, ladies, and children of all kinds, sizes
designs made of cotton, rayon silk, jute polyester, and other fibrous products.
Since then the company has gradually developed its knowledge, skills and
abilities to perform efficient and effective production runs. The company is
being managed by the well known SINHA family members mostly, who have
well versed business knowledge from established businesses. The technical
talents and skilled labor forcehas always been the core competence of the
company. Technological advances are yet another to mention, that
facilitate error free long productions runs. So far the company has always
been successful to satisfy their commitment of Quality, Convenience and
assurance. Quality aspects are assured through specified quality control
measures at the end of each phases of production.
In this company, payment system is available for short-term disability,
sickness and accident and also payment system is available for long-term,
total permanent disability. There payment system are provided based on the
government rules under the act of workmen’s compensation. They offer
provident funds who involves more than 10 years with the company and also
offer pension plan. Company has better sick level management system and
also has proper health and safety arrangement. The wage board has followed
5% yearly increment on the basic and the workers get promotion opportunity
for their work performance.
13. 13
Chapter 03: Conclusion & Recommendation
3.1 Conclusion:
There must be a causal connection between the injury and the accident and
the work done in the course of employment;
The onus is upon the applicant to show that it was the work and the resulting
strain which contributed to or aggravated the injury; It is not necessary that
the workman must be actually working at the time of his death or that death
must occur while he was working or had just ceased to work; and Where the
evidence is balanced, if the evidence shows a greater probability which
satisfies a reasonable man that the work contributed to the causing of the
personal injury it would be enough for the workman to be entitled. But where
the accident involved a risk common to all humanity and did not involve any
peculiar or exceptional danger resulting from the nature of the employment
or where the accident was the result of an added peril to which the workman
by his own conduct exposed himself, which peril was not involved in the
normal performance of the duties of his employment, then the employer will
not be liable.
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'spremisesso as to includean
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 courseof 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 is merely a matter of sound
14. 14
common sense as to when and where and to what extent this doctrine could
be applied.
15. 15
3.2 Recommendation:
Government also have some responsibility to improve the situation by
implementing - proper policy to protect the labor. Must look for ways to
improve the productivity of its labor force if it wants to compete regionally if
not globally. Because of cheap labor if our country makes the labor
productivity in the apex position, then we think the future of this sector is
highly optimistic.
Government body must ensure that the factory fully comply with the factory
act 1965 in order to construct a factory. The workers right and privileges
must also be ensured.
Company must -
following the direct payment statutes, folling the english act, provide for
the payment of the compensation by the employer to the employee.
following the actual medical expenditure incurred by him for treatment of
injuries caused during the course of employment.
enforcing the law that requires employers to secure workers’
compensation insurance coverage from commercial insurance carriers or
self-insurance programs.
providing certain benefit payments to injured workers who are totally and
permanently disabled as a resultof their last work-related injury combined
with the worker’s pre-existing disabilities.
ensuring that workers receive fair and timely workers’ compensation
benefits for work-related injuries from their employers and/or insurance
carriers.
Governmental agencies are required to provide workers’ compensation
benefits to their employees but are not required to purchase insurance or
receive approval as a self-insurer. They generally either 1) obtain an
insurancepolicy, 2)participate in an insurancepool, or 3) maintain a separate
appropriation for workers’ compensation.
16. 16
3.3 References:
Bangladesh Labour Code 2006 (An Interpretative & Critical Study of the
Lobour And Industrial Laws of Bangladesh) by MD. Abdul Halim.
The Bangladesh Labour Code, 2006 (With section-wise English
Translation) by MD. Abdul Halim & Masum Saifur Rahman.
http://www.lawteacher.net/free-law-essays/contract-law/legal-
obligation-on-employer-to-pay-compensation-contract-law-
essay.php#ftn16#ixzz3XflSzrPy
http://lawcommissionofindia.nic.in/51-100/report62.pdf
http://labour.gov.in/upload/uploadfiles/files/Divisions/social_security/T
heWorkmenAct1923.pdf
http://pblabour.gov.in/pdf/forms_procedures/procedure07_workmens_c
ompensation_act_1923.pdf
http://www.prsindia.org/uploads/media/workmen/The%20Workmens%
20Compensation%20Amendment%20Bill%202009.pdf
http://www.ngosindia.com/resources/wcact.pdf
http://www.theigc.org/wp-content/uploads/2015/01/Altaf-2014-
Working-Paper1.pdf
http://www.labour.gov.hk/eng/public/ecd/HowToApplyECforDeath_Eng.
pdf
http://laborcommission.utah.gov/media/pdfs/industrialaccidents/pubs/E
EGuide.pdf