This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
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 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.
This Expert Series webinar presentation talks about the latest statutory changes in employment laws.
To know the statutory compliance for payroll, refer the link: https://www.greythr.com/complete-guide-statutory/
Legal framework on Compensation Structure Mark Anders
The document summarizes several key Indian labour laws:
- The Employee's Provident Fund Act establishes a compulsory retirement fund contributed by employers and employees.
- The Employee State Insurance Act provides health insurance and benefits to employees of organizations with 20+ workers.
- Other laws discussed include the Equal Remuneration Act, Factories Act, Industrial Disputes Act, Minimum Wages Act, Payment of Bonus Act, and Payment of Gratuity Act which aim to protect workers' rights and welfare.
Top 10 labour laws in india you should knowcomply4hr00
India, at present, stands at an area wherein being a rustic of superpower is not that tough if taken care of certain aspects. The main obstacle that stands in among the ambitious initiatives meant for the country is Labour rules in india.
This subject matter of labour laws in India and its reforms have always been a topic of a chief debate or a subject of important concern. For this reason, it’s crucial for people running in private as well as the public areas (organized or unorganized) to recognize the winning laws and rights as well as the reforms.
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 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 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.
This Expert Series webinar presentation talks about the latest statutory changes in employment laws.
To know the statutory compliance for payroll, refer the link: https://www.greythr.com/complete-guide-statutory/
Legal framework on Compensation Structure Mark Anders
The document summarizes several key Indian labour laws:
- The Employee's Provident Fund Act establishes a compulsory retirement fund contributed by employers and employees.
- The Employee State Insurance Act provides health insurance and benefits to employees of organizations with 20+ workers.
- Other laws discussed include the Equal Remuneration Act, Factories Act, Industrial Disputes Act, Minimum Wages Act, Payment of Bonus Act, and Payment of Gratuity Act which aim to protect workers' rights and welfare.
Top 10 labour laws in india you should knowcomply4hr00
India, at present, stands at an area wherein being a rustic of superpower is not that tough if taken care of certain aspects. The main obstacle that stands in among the ambitious initiatives meant for the country is Labour rules in india.
This subject matter of labour laws in India and its reforms have always been a topic of a chief debate or a subject of important concern. For this reason, it’s crucial for people running in private as well as the public areas (organized or unorganized) to recognize the winning laws and rights as well as the reforms.
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 Indian Bonus Act of 1965 provides for the payment of bonus to employees in certain establishments based on profits or productivity. It applies to factories employing 20 or more people and other establishments employing 10 or more. Eligible employees must have worked for at least 30 days in the accounting year. Bonus is calculated based on the allocable surplus of the establishment, with a minimum of 8.33% of wages and a maximum of 20%. Any disputes regarding bonus are treated as industrial disputes. Certain categories of employees such as those in public sector establishments are not eligible for bonus under this Act.
The Payment of Bonus Act 1965 makes it mandatory for establishments meeting certain criteria to pay annual bonus to eligible employees. Key points include:
- Minimum bonus of 8.33% of wages or Rs. 100 must be paid regardless of profit/loss.
- Bonus is calculated based on allocable surplus which is a portion of available surplus (gross profit - depreciation, taxes).
- New establishments are subject to special provisions for first 7 years before full rules apply.
- Minimum and maximum bonus amounts, eligibility criteria, and enforcement mechanisms are defined.
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
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 document summarizes the key amendments introduced in four labour codes passed by the Indian Parliament in 2020. The four codes consolidate 29 central labour laws covering industrial relations, social security, occupational safety and wages. Some notable changes introduced include increasing the threshold for requiring a standing order from 100 to 300 workers, expanding the scope of legal strikes and introducing conditions for arbitration proceedings. The codes aim to simplify labour laws and extend social security benefits to all workers.
This document provides information on workman's compensation insurance. It discusses how the insurance works under the Workman's Compensation Act of 1923, what is covered such as death, permanent total disability and temporary total disability, the claim process, and how quotes are prepared. It also outlines the policy coverage, who qualifies as a workman, important points about premium calculation and documentation required for claims.
This document discusses various Indian labor laws and statutory compliance requirements for human resource management. It outlines key provisions of laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages. Compliance with these statutes is important to safeguard employees and the organization from risks and penalties for non-compliance. Failure to adhere to the various labor laws could result in fines or imprisonment for the employer.
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, 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 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 document summarizes key changes between old and new labor legislation in India. It discusses 3 new labor codes that consolidate previous acts: the Industrial Relations Code, Occupational Safety, Health and Working Conditions Code, and Social Security Code. Some major changes include expanding the definition of "worker", allowing fixed-term contracts without retrenchment benefits but with other statutory benefits, increasing the threshold for lay-off and closure approvals, introducing a universal social security system for gig and platform workers, and establishing a single registration and inspection system to reduce compliance burden for businesses.
This document provides guidelines for implementing a managed service provider (MSP) solution for contingent workforce programs in India. It covers key considerations for taxes, labor laws, tenure length, treasury functions, data privacy, time sheets, data migration, and best practices for implementation in India. Taxes include goods and services tax (GST) and tax deducted at source (TDS). Labor laws that apply include those governing contract labor, shops and establishments, minimum wages, bonuses, gratuity, maternity benefits, provident funds, industrial disputes, and employee state insurance. Tenure length is generally limited to 240 days but does not guarantee regularization. Treasury functions require careful handling of invoicing, discounts, and pay when paid
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.
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.
This document provides an overview of the Payment of Bonus Act 1965 in India. Some key points:
- The Act requires companies with 20+ employees to pay annual bonuses to eligible employees based on profits or productivity. Eligible employees earn less than 10,000 rupees per month.
- Calculation of available surplus funds and allocable surplus determine the bonus amount payable. Minimum bonus is 8.33% of wages, maximum is 20%.
- Amendments in 2007 raised the eligibility limit to 10,000 rupees per month and calculation ceiling to 3,500 rupees per month.
- Several court cases have clarified provisions around what is considered "wages", treatment
The Employees State Insurance Act, 1948 provides for certain benefits to employees in case of sickness, maternity and injury during employment. The act applies to all factories and shops employing 20 or more persons. It does not apply to seasonal factories, mines, railways or government establishments. The act authorizes the Employees State Insurance Corporation to promote health and welfare of insured employees. It provides various benefits like sickness benefit, maternity benefit, disablement benefit, dependents benefit and medical benefit to insured employees. Employers are required to pay contributions towards these benefits at specified rates.
Labour legislation refers to laws enacted by governments to provide social and economic security to workers. The key objectives of labour legislation are to: protect workers from exploitation; promote good industrial relations between employers and employees; and preserve worker health, safety and welfare. Some of the major labour laws in India include the Factories Act, Employees' State Insurance Act (ESI), Employees' Provident Funds and Miscellaneous Provisions Act and Workmen's Compensation Act. These laws provide benefits like health insurance, pension plans, gratuity payments and compensation for employment injuries. Labour disputes are typically resolved through collective bargaining, conciliation or compulsory adjudication if needed.
The document discusses key provisions of the Payment of Gratuity Act 1972 in India. The Act provides for compulsory payment of gratuity to employees in factories, mines, ports and other establishments with 10 or more employees who have worked continuously for at least 5 years. Gratuity is calculated at 15 days wages for each completed year of service. If employment is terminated due to death or disability, gratuity is payable regardless of length of service. The employer must determine gratuity payable and notify eligible employees. Disputes are resolved by the controlling authority through inquiry and allowing both parties a hearing.
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 Indian Bonus Act of 1965 provides for the payment of bonus to employees in certain establishments based on profits or productivity. It applies to factories employing 20 or more people and other establishments employing 10 or more. Eligible employees must have worked for at least 30 days in the accounting year. Bonus is calculated based on the allocable surplus of the establishment, with a minimum of 8.33% of wages and a maximum of 20%. Any disputes regarding bonus are treated as industrial disputes. Certain categories of employees such as those in public sector establishments are not eligible for bonus under this Act.
The Payment of Bonus Act 1965 makes it mandatory for establishments meeting certain criteria to pay annual bonus to eligible employees. Key points include:
- Minimum bonus of 8.33% of wages or Rs. 100 must be paid regardless of profit/loss.
- Bonus is calculated based on allocable surplus which is a portion of available surplus (gross profit - depreciation, taxes).
- New establishments are subject to special provisions for first 7 years before full rules apply.
- Minimum and maximum bonus amounts, eligibility criteria, and enforcement mechanisms are defined.
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
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 document summarizes the key amendments introduced in four labour codes passed by the Indian Parliament in 2020. The four codes consolidate 29 central labour laws covering industrial relations, social security, occupational safety and wages. Some notable changes introduced include increasing the threshold for requiring a standing order from 100 to 300 workers, expanding the scope of legal strikes and introducing conditions for arbitration proceedings. The codes aim to simplify labour laws and extend social security benefits to all workers.
This document provides information on workman's compensation insurance. It discusses how the insurance works under the Workman's Compensation Act of 1923, what is covered such as death, permanent total disability and temporary total disability, the claim process, and how quotes are prepared. It also outlines the policy coverage, who qualifies as a workman, important points about premium calculation and documentation required for claims.
This document discusses various Indian labor laws and statutory compliance requirements for human resource management. It outlines key provisions of laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages. Compliance with these statutes is important to safeguard employees and the organization from risks and penalties for non-compliance. Failure to adhere to the various labor laws could result in fines or imprisonment for the employer.
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, 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 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 document summarizes key changes between old and new labor legislation in India. It discusses 3 new labor codes that consolidate previous acts: the Industrial Relations Code, Occupational Safety, Health and Working Conditions Code, and Social Security Code. Some major changes include expanding the definition of "worker", allowing fixed-term contracts without retrenchment benefits but with other statutory benefits, increasing the threshold for lay-off and closure approvals, introducing a universal social security system for gig and platform workers, and establishing a single registration and inspection system to reduce compliance burden for businesses.
This document provides guidelines for implementing a managed service provider (MSP) solution for contingent workforce programs in India. It covers key considerations for taxes, labor laws, tenure length, treasury functions, data privacy, time sheets, data migration, and best practices for implementation in India. Taxes include goods and services tax (GST) and tax deducted at source (TDS). Labor laws that apply include those governing contract labor, shops and establishments, minimum wages, bonuses, gratuity, maternity benefits, provident funds, industrial disputes, and employee state insurance. Tenure length is generally limited to 240 days but does not guarantee regularization. Treasury functions require careful handling of invoicing, discounts, and pay when paid
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.
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.
This document provides an overview of the Payment of Bonus Act 1965 in India. Some key points:
- The Act requires companies with 20+ employees to pay annual bonuses to eligible employees based on profits or productivity. Eligible employees earn less than 10,000 rupees per month.
- Calculation of available surplus funds and allocable surplus determine the bonus amount payable. Minimum bonus is 8.33% of wages, maximum is 20%.
- Amendments in 2007 raised the eligibility limit to 10,000 rupees per month and calculation ceiling to 3,500 rupees per month.
- Several court cases have clarified provisions around what is considered "wages", treatment
The Employees State Insurance Act, 1948 provides for certain benefits to employees in case of sickness, maternity and injury during employment. The act applies to all factories and shops employing 20 or more persons. It does not apply to seasonal factories, mines, railways or government establishments. The act authorizes the Employees State Insurance Corporation to promote health and welfare of insured employees. It provides various benefits like sickness benefit, maternity benefit, disablement benefit, dependents benefit and medical benefit to insured employees. Employers are required to pay contributions towards these benefits at specified rates.
Labour legislation refers to laws enacted by governments to provide social and economic security to workers. The key objectives of labour legislation are to: protect workers from exploitation; promote good industrial relations between employers and employees; and preserve worker health, safety and welfare. Some of the major labour laws in India include the Factories Act, Employees' State Insurance Act (ESI), Employees' Provident Funds and Miscellaneous Provisions Act and Workmen's Compensation Act. These laws provide benefits like health insurance, pension plans, gratuity payments and compensation for employment injuries. Labour disputes are typically resolved through collective bargaining, conciliation or compulsory adjudication if needed.
The document discusses key provisions of the Payment of Gratuity Act 1972 in India. The Act provides for compulsory payment of gratuity to employees in factories, mines, ports and other establishments with 10 or more employees who have worked continuously for at least 5 years. Gratuity is calculated at 15 days wages for each completed year of service. If employment is terminated due to death or disability, gratuity is payable regardless of length of service. The employer must determine gratuity payable and notify eligible employees. Disputes are resolved by the controlling authority through inquiry and allowing both parties a hearing.
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.
This document provides information on various statutory compliance requirements for human resources in organizations. It discusses laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages that organizations must adhere to. Maintaining statutory compliance is important to safeguard employees and the organization from risks and penalties for not following applicable regulations.
This document discusses several key aspects of industrial relations:
1. Industrial relations involves determining employment relationships and regulating the institutions and rules that govern the workplace. It also involves socio-industrial conflict and its resolution through bargaining between employees and employers.
2. Collective bargaining aims to reach voluntary agreements between employers and workers' organizations (usually trade unions) regarding working conditions such as wages, hours, benefits, and rights.
3. Several laws and acts in India govern various aspects of industrial relations such as working hours and conditions, wages, bonuses, welfare, disputes, unions, and more. Major stakeholders involved include employees, employers, and the government.
act and law in human resource managementAkash Gupta
The document summarizes various labor laws and employee benefits in India. It discusses laws such as the Payment of Wages Act, Minimum Wages Act, Employee Provident Fund Act, Payment of Bonus Act, Gratuity Act, Maternity Benefit Act, Workmen's Compensation Act, and Employees' State Insurance Act. It provides details on the applicability, eligibility criteria, and key benefits prescribed under each law such as minimum wages, timely payment of wages, provident fund contributions, bonus payments, gratuity amounts, maternity benefits, and compensation for work-related injuries. It also discusses allowances paid to employees and their taxability, as well as dearness allowance calculation.
The document summarizes key labour laws in Sri Lanka relating to social security, employee welfare, occupational health and safety, employment terms, labour relations, plantation workers, and foreign employment. It focuses on laws establishing social security programs including the Employees Provident Fund (EPF), Employees Trust Fund (ETF), and gratuity payments. The EPF and ETF require monthly contributions from employers and employees to provide benefits like pensions, life insurance, and medical assistance. Gratuity provides lump sum payments to employees based on years of service and salary upon termination or retirement. Exceptions and claiming processes are outlined for each program.
This document discusses various statutory compliance requirements for human resources (HR) in India. It covers compliance with laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and wage payments. Adhering to these various labor laws helps safeguard employees and the enterprise by managing risks related to benefits, taxation, and other regulations. Non-compliance can result in penalties like fines or imprisonment. Maintaining statutory compliance is important for organizations to avoid legal issues.
Under the guidance of Dr. Anshu Yadav, Karunesh diwedi, Gaurav gupta, and Sandeep singh pal submitted a document defining "wages" according to the Payment of Wages Act 1936. Wages includes salary and allowances, as well as overtime pay, bonuses, and termination sums as defined in the Act. The document then discusses objectives of wage policy, obstacles to wage policy in developing countries, and provisions for minimum wages. It also outlines the timelines for wage payments as defined in the Act.
1. The document discusses key aspects of the Payment of Bonus Act 1965 in India such as defining available surplus and allocable surplus, who is eligible to receive bonus payments, exempted organizations, and how to calculate allocable surplus and set off or set on amounts.
2. Allocable surplus is either 67% of available surplus for companies not declaring dividends in India, or 60% of available surplus for other cases. Eligible employees must earn up to Rs. 3500 per month.
3. Exempted organizations include LIC, Red Cross, local authorities, and some financial institutions. Bonus amounts are typically 8.33-20% of wages, with unused surplus amounts able to be set
1. The document discusses key aspects of the Payment of Bonus Act 1965 in India such as defining available surplus and allocable surplus for calculating bonus amounts payable to workers.
2. It outlines who qualifies for bonus payments under the Act and how to calculate allocable surplus by determining gross profit, allowable deductions, and set-offs or set-ons.
3. Exempted organizations are also mentioned along with other provisions regarding deductions, time limits for payment, and employees' rights to claim unpaid bonus.
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 material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
The Employees' State Insurance Act, 1948 provides social security benefits like sickness, maternity, employment injury and death benefits to employees in India. The ESI scheme is funded by contributions from employers and employees. It is administered by the Employees' State Insurance Corporation to provide reasonable medical care to insured employees and their dependents. Benefits include medical care, sickness benefit, maternity benefit, dependents' benefit and funeral expenses. The scheme applies to factories and other establishments employing 10 or more people.
All about End of services Gratuity in Kuwait.pdfFiyona Nourin
our payroll experts in Kuwait take you through a set of questions and answers that will help in clearing all your doubts related to end of service gratuity in Kuwait.
unit 5 HRM.pptx this ppt is all about Unit 5 of Subject HRMMohdAeliyaHaider
The document discusses various topics related to employee relations including the origin and growth of labor relations, trade unions, collective bargaining, labor laws, grievance handling, and HR analytics. It also covers the basics of ethics and fair treatment in the workplace as well as policies and measures to ensure employee safety. Key elements of industrial relations include the parties involved, processes used, and outcomes achieved in resolving disputes between employers and employees.
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.
This document summarizes various statutory HR and legal compliances for organizations in India. It discusses key labor laws such as the Employees' State Insurance Act (ESI), Provident Fund, Professional Tax, Gratuity, Labor Welfare Fund, and Maternity Benefit Act. It provides details on contribution rates, benefits, and penalties for non-compliance. Overall, the document stresses that proper compliance with various labor laws is important for an organization's success and avoiding penalties from government agencies.
New Palestinian Social security law 2018- By Freightos Razan Jalajel
This November, a completely new Social Security Law will enter into force in Palestine.The Freightos HR Team has compiled an easy, accessible summary of the key points for our employees….and we think it will be helpful for just about anyone else, employee or employer, to know benefits and obligations. Of course, this is provided as a courtesy and is not an authoritative reference for Palestinian law.
Similar to Essential labour laws for entrepreneurs (20)
Examination reforms are essential to transform the education system according to the document. The current examination system focuses only on rote memorization but needs to evaluate creativity and problem-solving. The document outlines steps to reform examinations including setting goals based on program and course objectives, evaluating whether objectives are achieved through direct and indirect methods, using continuous evaluations, and adopting open book exams and multiple evaluation methods.
4. Is it necessary to pay bonus? Yes, you are bound to pay to every employee in respect of any accounting year a minimum bonus which shall be 8.33 per cent of the salary or wage earned by the employee during the accounting year or one hundred rupees whichever is higher
5. By what time can you pay bonus ? the bonus should be paid within a period of eight months from the close of the accounting year (in case you are paying bonus after the award / judgement / dispute settlement – within 1 month of the judgement)
6. How is bonus calculated ? It is calculated on profit – using a formula given in the act. However, you can evolve and operate a scheme of bonus payment linked to production or productivity in lieu of bonus based on profits
7. Should bonus be paid to those workers also - who disobey company orders ? No, If the employee has done something illegal or if he is dismissed from service for fraud; or riotous or violent behaviour while on the premises of the establishment; or theft, misappropriation or sabotage then you dont have to pay him bonus. (read sec. 9 for details)
8. Can you recover penalty from employee from bonus payable ? Yes – read sec. 18 for details you can deduct the amount of loss / penalty from the amount of bonus payable
9. What is available surplus ? You have to calculate available surplus – in order to pay bonus (and this is very complicated). Available surplus is gross profit after providing some deductions as per sec. 6 & schedule I, II, & III of the act
10. Available surplus ... Schedule I – process of gross profit for Banking companies Schedule II – gross profit for other companies Deduct : 1. depreciation 2. development rebate 3. direct tax 4 deductions under Schedule III Dont deduct : 1. last losses, 2. last depreciations 3. .
12. Schemes implemented under this law ... Employees’ Provident Funds Scheme, 1952 Employees’ Deposit Linked Insurance Scheme, 1976 Employees' Pension Scheme, 1995
13. Is this law applicable on all units ? No, it is applicable on factories and other classes of establishments engaged in specific industries, classes of establishments employing 20 or more persons. If you are employing less than 20 persons, this law is not applicable on your unit. (Central govt. Can apply this act by giving 2 month notice on your unit also)
14. If you have less than 20 employees, can you still join these funds ? Yes, you can join voluntarily (mutual consent of the employers and the majority of the employees) under Section 1(4) of the Act.
15. Is it compulsory on all employees to join these funds ? No – but it is compulsory for employees drawing a pay not exceeding Rs. 6500 per month
16. What about those drawing > 6500 per month at the time of joining ? It is at the option of the employer and employee (they may join or may not join)
17. Why have these funds been created ? These funds are created out of contributions of employer and employees. These funds are provided to employees as monetary assistance when they are in distress and/or unable to meet family and social obligations
18. What will happen if employees leaves / resigns / switches over to a new company ? The funds of the employee are transferred when he leaves his employment and obtain re-employment in another establishment to which this Act applies. If the employee so desires, the funds will be transferred to the credit of his account in the Fund or as the case may be, in the Provident Fund of the establishment in which he is re-employed.
19. Pension – when will the employees get ? Minimum 10 years contributory service is required for entitlement to pension. Normal superannuation pension is payable on attaining the age of 58 years.
20. Is pension payable on resignation? No, Pension is payable in following cases : (a) Superannuation on attaining the age of 58 years; (b) Retirement; (c) Permanent total disablement; (d) Death during service; (e) Death after retirement/ superannuation/permanent total disablement; (f) Children Pension; and (g) Orphan pension
21. How much pension will I get, if I superannuate after 12 years of service and my pensionable salary is Rs 7000? Th formula is : (pensionable salary) * (Years of service (min. Is 20) + 2) /70 =(7000* 22) / 70 =2200 per month. Now 8 years' service is still left, so reduct 8*3% = 2200*.76 =1572 per month Answer
23. What is the object of this law? The act fixes the liability for compensation in case of occupational disease or personal injuries of employee on employer and and prescribes the procedure of this compensation payment
24. When can compensation be demanded on accident / injury etc? The accident / injury / disablement / disease must be raised out of and in the course of employment.
25. What is the difference between accident and injury ? Accident means an untoward mishap which is not expected or designed by workman, ‘Injury’ means physiological injury. Suppose a workman falls from the ladder and suffers injuries (accident caused injury). But accident may be an event happening internally to a man and in such cases accident and injury coincide. (case : Smt. Sunderbai v. The General Manager, Ordinance Factory Khamaria, Jabalpur, 1976 )
26. Can an employer make a contract with employee not to pay compensation? No any contract or agreement whereby a workman relinquishes any right of compensation from the employer for personal injury arising out of or in the course of the employment shall be null and void (sec 17)
27. What is the time limit for making notice & claim to the commissioner for compensation? The worker / his representative must make notice and then claim as soon as possible. It has to be made within two years (maximum duration) of the occurrence of the accident or, in case of death, within two years from the date of death. (Section 10)
28. What to do if the company becomes insolvent ? If the company is having insurance for workers' compensation, the worker must give notice of accident and resulting disablement therefrom to the insurers as soon as possible after he becomes aware of the insolvency or liquidation proceedings. As per sec. 530 of the Companies Act, 1956, the compensation will be paid in priority to all other debts at the time of insolvency settlement.
29. Should the employer submit a report to commissioner, even if there is not responsibility of employer on accident? Yes : If the employer is of opinion that he is not liable to deposit compensation, he must submit the grounds on which he disclaims liability.
30. Is it necessary for worker to get medical examination? Yes - before the expiry of 3 days from the time he had sereved a notice on employer about accident.
31. What are the powers of commissioner of workers compensation (appointed by state goverment)? He will have the powers of a Civil Court under the Code of Civil Procedure, 1908
32. What is the minimum compensation payable ? In case of accident, minimum compensation will be payable as per Schedule II and III in terms of Section 4 of the Act. In case of death, the minimum amount of compensation fixed is Rs. 80,000 and Rs. 90,000 in case of permanent total disablement. The existing wage ceiling for computation of maximum amount of compensation is Rs. 4000.
33. Is it necessary to inform in case of accident? Yes, as an employer, you have to inform within seven days of the death or serious bodily injury & send a report to the Commissioner giving the circumstances of the death or serious bodily injury in the prescribed form (Form EE of the Workmen’s Compensation Rules: Rule 17)
34. Can compensation be directly paid to the heirs of the deceased person? No The employer cannot make payment of compensation directly to the deceased's legal heirs. Employer has to deposit it to compmissioner. It is the Commissioner who decides on the distribution of compensation to the legal heirs of deceased’s workman. (Section 8)
35. When is an employer not liable to pay compensation? 1. When the injury lasts for less than 3days. 2. When the injury not resulting in death or permanent total disability is due to any of the following reasons: 1. the workman had taken drink or drugs, or 2. the workman wilfully disobeyed safety orders or 3. the workman removes safety devices
36. What is the Theory of notional extension of employment Even if worker leaves the factory, he is still in employement. Compensation can still be demanded. As per this theory, the compensation is payable if accident has arisen in the course of employment, which is not limited to the period of time the workman actually commenced his work and the time he downs his tools.
37. Is employement = work ? No “employment” has a wider meaning than work. A worker may be in course of his employment not only when he is actually engaged in doing something in the discharge of his duty but also when he is engaged in acts belonging to and arising out of it (Union of India v. Mrs. Noorjahan, 1979 Lab. I.C. 652).
39. Does this act only give minimum wages payable? No, it also regulates working hours, overtime, weekly holidays and overtime wages. Period and payment of wages, and deductions from wages are also regulated
40. How is minimum wages fixed ? There are 2 methods : 1. committee method 2 notification method
41. What is committee method? The government appoints as many committees and sub-committees as it considers necessary to hold enquiries and advise it in respect of wage fixation or revision
42. What is notification method ? As the name denotes, here the Government publishes a notification in the Official Gazette for the information of persons likely to be affected thereby and specify a date not less than 2 months from the date of notification, on which the wage fixation / revision proposals will be considered