The Employees' State Insurance Act of 1948 was a pioneering social insurance measure in India that provides sickness, maternity, medical and dependents' benefits to employees of factories and establishments. It originally applied to power-using factories employing 20 or more persons, and has since been expanded to include smaller factories, shops, hotels and other sectors. The Act requires employers to register eligible establishments with the Employees' State Insurance Corporation. Benefits include sickness benefit, maternity benefit, disablement benefit, dependents' benefit, medical benefit, and funeral benefit. The case discusses a claim for dependent benefits filed by the widow and son of a deceased insured person under the Act.
ESI Scheme of India, is a multidimensional social security system tailored to provide socio-economic protection to worker population and their dependents covered under the scheme.
Dear Seniors & Friends,
Sharing the PPT on "Employee's State Insurance Act 1948" of India. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Regards,
Anshu Shekhar Singh
M: 9999 844 355
The Maternity Benefit Act, 1961 (with latest amendments)Rashi Shukla
Maternity Benefit Act, 1961 is a boon for the working women in the sense that they don’t have job insecurity during their maternity period. This act regulate the employment of women & provide maternity & other benefits to them.
ESI Scheme of India, is a multidimensional social security system tailored to provide socio-economic protection to worker population and their dependents covered under the scheme.
Dear Seniors & Friends,
Sharing the PPT on "Employee's State Insurance Act 1948" of India. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Regards,
Anshu Shekhar Singh
M: 9999 844 355
The Maternity Benefit Act, 1961 (with latest amendments)Rashi Shukla
Maternity Benefit Act, 1961 is a boon for the working women in the sense that they don’t have job insecurity during their maternity period. This act regulate the employment of women & provide maternity & other benefits to them.
Useful for Law students, MBA- HR students, CS Students, Employees , Employer.
I have also mentioned a list of forms generally used during gratuity.
Every body should be aware of do's and don't. Knowledge of your rights makes you powerful.
Application of the Act
When gratuity is payable
Amount of gratuity payable
Forfeiture of gratuity
Obligations and rights of the employer
Compliance under the Act
reference: http://blog.simplycareer.net/2013/06/gratuityact.html
I have also refereed other sites and text books.
Dear Seniors & Friends,
Sharing the updated PPT on "Provident Fund & MP Act 1952" of India. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Regards,
Anshu Shekhar Singh
Mob: 9999 844 355
A bonus payment is usually made to employees in addition to their base salary as part of their wages or Salary. While the base salary usually is a fixed amount per month, bonus payments more often than not vary depending on known criteria, such as the annual turnover, or the net number of additional customers acquired, or the current value of the stock of a public company. Thus bonus payments can act as incentives for managers attracting their attention and their personal interest towards what is seen as gainful for their companies' economic success. There are widely‐used elements of pay for performance and working well in many instances, including when a fair share of an employees participation in the success of a company is desired. There are, however, problematic instances, most notably when bonus payments are high. When they are tied to possibly short-lived figures such as an increase in monthly turnover, or cash flow generated from an isolated marketing action, such figures often do not reflect a solid reliable win for a company, and they certainly do not reflect a manager's lasting efforts to the company's best. On the contrary, such figures are prone to being adjusted or even manipulated to the benefit of those employees who are responsible for reporting them, while they are already planning their leave with a golden handshake.
Useful for Law students, MBA- HR students, CS Students, Employees , Employer.
I have also mentioned a list of forms generally used during gratuity.
Every body should be aware of do's and don't. Knowledge of your rights makes you powerful.
Application of the Act
When gratuity is payable
Amount of gratuity payable
Forfeiture of gratuity
Obligations and rights of the employer
Compliance under the Act
reference: http://blog.simplycareer.net/2013/06/gratuityact.html
I have also refereed other sites and text books.
Dear Seniors & Friends,
Sharing the updated PPT on "Provident Fund & MP Act 1952" of India. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Regards,
Anshu Shekhar Singh
Mob: 9999 844 355
A bonus payment is usually made to employees in addition to their base salary as part of their wages or Salary. While the base salary usually is a fixed amount per month, bonus payments more often than not vary depending on known criteria, such as the annual turnover, or the net number of additional customers acquired, or the current value of the stock of a public company. Thus bonus payments can act as incentives for managers attracting their attention and their personal interest towards what is seen as gainful for their companies' economic success. There are widely‐used elements of pay for performance and working well in many instances, including when a fair share of an employees participation in the success of a company is desired. There are, however, problematic instances, most notably when bonus payments are high. When they are tied to possibly short-lived figures such as an increase in monthly turnover, or cash flow generated from an isolated marketing action, such figures often do not reflect a solid reliable win for a company, and they certainly do not reflect a manager's lasting efforts to the company's best. On the contrary, such figures are prone to being adjusted or even manipulated to the benefit of those employees who are responsible for reporting them, while they are already planning their leave with a golden handshake.
Gupta & Company Consultants (G&CC) is a well-known HR Labour Compliance Outsourcing company and have expertise in EPF & ESIC Compliance, Labour Law Compliance Audit, Payroll Processing Establishment Compliance, Factory Act Compliance, Contract Labour Law Compliance and Labour Laws Licencing Services.G&CC PAN India presence ensure that our clients are able to function across the country without any legal hindrances by managing all Labour Laws legalities and do liaising with regulatory bodies and other authorities.
The Maternity Benefit Act, aims to regulate of employment of women employees in certain establishments for certain periods before and after child birth and provides for maternity and certain other benefits.
ESIC Benefits | Only for the Private Use for the Staff of SandMartin Group of Companies & should not be treated as professional opinion/recommendations.
Employees' State Insurance Corporation is a self-financing social security and health insurance scheme for Indian workers. This fund is managed by the Employees' State Insurance Corporation (ESIC) according to rules and regulations stipulated there in the ESI Act 1948. ESIC is an autonomous corporation by a statutory creation under Ministry of Labour and Employment, Government of India.
ESIC ACT, 1948
Slides content:
Introduction
Origin
Objective & Applicability
Administration & Registration
Identity card
Employers & Employee contribution
Benefits under the scheme
Benefits to Employers
Rajiv Gandhi shramik Kalyan Yojna
Certification of return of contribution by Auditor
Records to be maintained for inspection by ESI authorities
Employees Insurance court
Special provisions
other provision
Important forms to be submitted under the Act
End.
This ppt is the summery of ESIC topic, i have tried to explain the procedures involved in ESI with my FAQ segments.
Hoping you all will like and appreciate it...
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
2. The employees’ state insurance act – 1948
•Pioneering measure in social insurance in india.
•Health insurance first discussed in 1927 by indian
legislature.
•Originally called “workmen’s state insurance bill” 1946.
•Came into force on 19th april 1948.
3. OBJECTIVE
The objective of the act is to secure sickness, maternity
and medical benefits to employees of factories and
establishments and dependents benefits to the
dependents of such employees.
4. APPLICABILITY
ACT APPLIES TO FACTORIES USING POWER not using
AND EMPLOYING 20 OR MORE PERSONS. Gradually
extended to the following:
Smaller power-using factories with 10-19 persons
Non-power factories with 20 or more persons
Shops
Hotels and restaurants
Cinemas including preview theaters
Newspaper establishments
Road motor transport undertakings employing 20 or more
persons
State govt may cover other establishments in consultation
with the esi corporation and with approval of the central
govt.
5. DEFINITIONS
Employee: employee refers to any person employed on
wages in connection with the work of a factory or
establishment to which this act applies.
Includes technical, manual, clerical and supervisory
functions
No distinction between casual and temporary employees or
technical and non-technical, or time-rate or piece-rate
Covers admin staff and those in purchase
Does not include naval, military or air force personnel.
6. DEFINITIONS (CONTD.)
Wages: means all remuneration paid in cash, including
payment in period of leave, lockout or strike which is not
illegal. Does not include:
Contribution paid to the provident fund or pension fund
Travelling allowance
Sum paid to defray special expenses
Gratuity payable on discharge
7. Registration
•Registration of a factory/establishment with the
employees’ state insurance corporation (esi) is a
statutory responsibility of the employer under section 2-
a and 10-b.
•Declaration of registration in form 01 to be furnished to
the appropriate regional office within 15 days of the act
becoming applicable.
•Employer should get the declaration form filled in by
every employee covered under the scheme.
9. SICKNESS AND EXTENDED SICKNESS BENEFIT
Represents periodical payments made to an insured
person for the period of certified sickness after completing
9 months in insurable employment.
To qualify, contributions should be for minimum 78 days in
the relevant period.
Maximum duration for benefit is 91 days.
Rates of payment vary from rs.14-125 per day, i.E.
Average of 50% of daily wages.
Insured persons suffering from tb, leprosy, mental and
malignant diseases or other specified long term diseases
are entitled to extended benefits at higher rates, provided
he has been continually employed for at least two years.
10. MATERNITY BENEFIT
Implies cash payment to an insured woman in case of
confinement or miscarriage or sickness arising out of
pregnancy or premature birth.
Woman should have contributed for minimum 70 days in
the preceding two consecutive contribution periods.
Daily rate of benefits double the standard sickness benefit
rate, i.E. Full wages.
Normally payable for max 12 weeks for confinement and 6
weeks for miscarriage or medical termination of pregnancy.
Payable even in the event of the death of the woman.
11. DISABLEMENT BENEFIT
In case of temporary disability arising out of
employment injury, this benefit is admissable for the
entire period certified by an insurance medical
officer/practitioner for which the insured person does
not work for wages.
Rate payable not less than 70% of daily wages;
minimum 3 days of incapacity required.
In case injury results in permanent, partial or total loss
of earning capacity, periodical payments to be made
for life. One-time lumpsum is permissible in certain
cases.
12. DEPENDANTS’ BENEFIT
Periodical pension paid to dependants of deceased where
death occurs out of employment injury or disease.
Widows: 3/5th of benefit rate for life or until remarriage
Children: 2/5th of benefit rate until 18
Total amount distributed not to exceed ceiling of
disablement benefit.
Benefit not paid to married daughters.
In case there is no widow or child, benefit can be paid to
other dependants including parents.
Amount paid is reviewed and increases granted from time to
time to compensate for erosion in real value and cost of
living.
13. MEDICAL BENEFIT
Insured persons and their families entitled to free, full and
comprehensive medical care.
Extended upto two years for chronic and long-term
diseases.
Treatment continues even if person goes out of
coverage, till sickness ends.
Package covers all aspects of health care from primary to
super-specialist facilities, such as:
1) Out-patient treatment
2) Domiciliary treatment
3) Specialist consultation and diagnostic facilities
14. MEDICAL BENEFIT (CONTD.)
1) In-patient treatment
2) Free supply of drugs and dressing
3) X-ray and laboratory investigations
4) Vaccination and preventive innoculations
5) Ante-natal, confinement, post-natal care
6) Ambulance service or conveyance charges
7) Free diet during admission in hospitals
8) Free supply of artificial limbs, aids and appliances for
physical rehabilitation
9) Family welfare services and other national health
programme services
10) Medical certification
11) Special provisions including super-speciality treatment.
15. FUNERAL BENEFIT
Funeral expenses are in the nature of a lump sum
payment upto a maximum of rs.2500 made to defray
the expenditure of the funeral of deceased insured
person.
The amount is paid either to the eldest surviving
member of the family or, in his absence, to the person
who actually incurs the expenditure on the funeral.
ALL BENEFITS UNDER THE ESI SCHEME ARE
PAID IN CASH EXCEPT MEDICAL
BENEFIT, WHICH IS GIVEN IN KIND.
16. PROTECTION
An employer cannot dismiss or punish an employee under
treatment for sickness of in receipt of any benefit or absent
from work due to illness. Any notice of dismissal, discharge
or reduction is invalid. However, the employer can
discharge or punish the employee if:
He has received temporary disablement benefit and
remained absent for 6 months or more
Is under treatment for sickness other than tb or arising out
of pregnancy and remained absent for 6 months or more
Is under medical treatment for tb or a malignant disease
and has remained absent continuously for 18 months or
more.
17. MISCELLANEOUS
Cash benefits payable under the esi act are not
liable to attachment or sale in execution of any court
decree or order.
Right to receive benefit is not transferable.
Disputes under the provisions of the act to be
decided by the employees’ insurance court (eic) and
not by a civil court. Appeals to the high court only by
an order of the eic on a question of law.
Period of limitation for appeal is 60 days.
18. CASE ON MANIBEN GOVINDBHAI AND ANR. VS EMPLOYEES'
STATE INSURANCE ... ON 17 APRIL, 2000
Shah, the learned Advocate appearing for the respondent-Corporation.
On the facts and in the circumstances of the case, the matter is taken
up for final hearing today itself. The facts of the present petition, in
short, are that the petitioner No. 1-Maniben is the widow of deceased-
Govindbhai Kanabhai Makwana who was an insured person under the
Employees' State Insurance Act, 1948. Petitioner No. 2 is the son of
deceased-Govindbhai Kanabhai Makwana. The petitioners filed ESI
Application No. 7 of 1985 before the Employees' Insurance Court at
Ahmedabad and claimed for dependent benefits for herself and also for
her then minor son which application was allowed by the ESI Court
vide its judgment and order dated 7-1-1992. The petitioners
were, thereafter, intimated by the respondent by its letter dated 12/16th
March, 1992 that they have accepted the verdict of the ESI Court given
in the said ESI Application No. 7 of 1985 and in the same letter, the
petitioner No. 1 was asked to submit Form No. 18 duly filled in and
supported with original death certificate.