WOMEN COMPENSATION

1. Workmen's compensation act,1923
PRESENTED BY,
ASWANA SAHADEVAN
ATHIRA T
ROSE MARIA
SRUTHI RAJ
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2. INTRODUCTION
 Aims to provide workmen and/or their dependents some relief in case of
accidents arising out of and in the course of employment and causing either
death or disablement of workmen.
 The act imposes statutory liability up on an employer to provide payment to
employees when they suffer from physical disabilities & diseases during
course of employment.
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3. DEFINITION
 The Workmen’s Compensation Act, 1923 is one of the important social
security legislations which aims at providing financial protection to workmen
and their dependents in case of accidental injury by means of payment of
compensation by the employees.
 Workmen’s Compensation Act, 1923
- It extends to whole of India.
- It came into force on the first day of July 1924.
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4. GENERAL PRINCIPLES
 There must be a casual connection between the injury/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.
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5. OBJECTIVES
 Compensation to their employee affected by accident or occupational health
hazards
 It provides compensation to those employees
a) Died in accident
b) Partially handicapped
c) Fully handicapped
d) Temporary handicapped
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6. .
Applicable to:
 Mines
 Factories
 Plantations
 Transport Establishments
 Construction Works
 Railways
 Ships
 Circuses
Not applicable to:
 Members of armed forces of union
 Employees covered by ESI Act,
1948. (Dependents benefits
available)
 Casual Workers & workers
employed otherwise than for
employers trade or business
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7. Does not apply under employee’s compensation act ;
 Person’s working in armed forces.
 Indirect labours in factory and persons engaged on daily wages.
 Temporary employees of any business or business or trading company.
 Employees covered under “Employees State Insurance Act, 1948”.
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8. Employer is not liable to pay compensation in the
following cases;
 In respect of any injury which does not result in the total or partial disablement
of the workmen for a period exceeding 3 days.
 The workmen having been at the time if the accident under the influence of
drinks or drugs.
 The willful disobedience of the workmen to an order expressly given.
 The willful removal of any safety guard or other device provided for the purpose
of safety of workmen.
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9. Factors considered for compensation under Employees
Compensation Act, 1923
1. Extend of loss caused by an accident
Loss of fingers, hand, eye, leg etc.
2. Nature of injury
Temporary, permanent or death
3. Average income of the employee
It is considered that the loss will be more when the income is more of the employee
4. Period of loss - age factor
The remaining years of service will be considered in deciding compensation.
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10. Compensation For Death
 In case of death resulting from injury, the amount of compensation shall be equal
50% of the monthly wages of the deceased workmen multiplied by the relevant
factor or an amount of Rs 1,40,000/- whichever is more
 Example:
 A workman is employed in a factory on a monthly wage of Rs 3000. While
working he met with an accident and dies on oct 2000. His date of birth is July 18 ,
1970. The amount of compensation payable to his dependent would be
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11. .
 (50* monthly wages* Relevant factor of age 30)/ 100
= 50* 3000* 207.98/100 = 3,11,970
Or 1,40,000 whichever is higher
 Since Rs 3,11,970 is more than 1,40,000 the compensation payable to
him shall be Rs 3,11,970
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12. Compensation for Temporary disablement
(Total or Partial)
 If the temporary disablement (total or partial) results from the injury, the amount of
compensation shall be a half monthly payment of the sum equivalent to 25% of the
monthly wages of the workman to be paid in accordance with the provisions.
 The half monthly payment shall be payable on the sixteenth day from the date of
disablement.
 In cases where such disablement lasts for a period of 28 days or more compensation is
payable from the date of disablement.
 In other cases after the expiry of awaiting period of three days from the date of
disablement.
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13. 13
SL
NO
TITLE AUTHOR Study Area
1 A Study on
Compensation
Management
at Sri Steel
Industries
Limited,
Coimbatore
Uthra V • The study assumes the nature of descriptive research. The sample
size considered for the study is 50. The respondents are the
employees of Sri Steel Industries Limited, Coimbatore.
• The data is collected from the sample through Questionnaire
method.
• Findings reveal that it is found that most of the employees are
satisfied with the compensation policy followed at their
organization and they are also satisfied with the non-monetary
benefits provided, basic pay, house rent allowance, dearness
allowance ,conveyance allowance, medical benefits provided,
over time allowance, travelling allowance.
• The employees are dissatisfied with the leave rules laid. And
observed that there is a significant relationship between the work
performance of the employee and the kind of compensation. It is
recommended that management can consider the pay revision at
least once in every three years and as respondents are dissatisfied
with the leave rules of the organization management can laid
down the leave rules in consultation with the employees, if
possible

14. 14
SL
NO
TITLE AUTHOR Study Area
2 Workers compensation and the
challenges posed by changing
patterns of work: evidence from
Australia
Michael Quinlan • Study was undertaken of the problems
and policy responses to changing work
arrangements in eight of nine
Australian workers’ compensation
jurisdictions.
• The study was based on focus groups
and individual interviews with 63
agency officials and 40 union and
employer representatives, as well as
analysis of agency guidance material,
reports and statistics.
• It was found that changing work
arrangements posed serious problems
for workers’ compensation regimes in
terms of coverage, utilisation, claims
handling, return-to-work programmes
and premium compliance

15. 15
YEAR TITLE AUTHOR CONTENT
2021 A Critical
Study on
Workers
Compensati
on in India.
Padmarajagopalan.M,
Mr. Hariraman.B
Aim of study
• To know about how the compensation is implemented in
companies and the Benefits of the workers compensation
Act,1923.
Research methodology
• The study was based on empirical research. Collect the
legal facts of a particular area and to test hypotheses of a
cause -effects relationship between variables. The sample
size was 1499.
• Questionnaire is used as the primary data collection and
the articles, journals, reports, newsletters are considered as
the secondary sources.
• The analysis is carried out for demographic statistics and
hypothesis testing correlation and cross tabulation is used.
Findings
• Workers' compensation advantages cover almost every one
of the workers who are occupied with occupations and
awards the individuals who are harmed or become sick
because of cause of work.

16. 16
YEAR TITLE AUTHOR CONTENT
2016 A study on
employee job
satisfaction in aqua
industry with
respect to
workmen’s
compensation act,
1923 in SPSR
Nellore district of
Andhra Pradesh
A.M. Mahaboob
Basha
Aim of study
• To find out the opinions of employees concerning
compensation policy in Aquaculture Industry, Nellore,
A.P.
• To know the factors which increase the employee
satisfaction of employees in the organization.
Research methodology
• The data for this study was, collected from primary and
secondary data. The primary source was questionnaire of
close end type. The sample size chosen was 50.
Findings
• There is no relationship between the departments and The
benefits employee receive is as good as most available in
private sector.
• There is a pressing need to review and rationalize the pay
structure to improve employee efficiency.
• The current pay system has a positive effect on employee
productivity

17. 17
YEAR TITLE AUTHOR CONTENT
2014 Status of provision
of the factories
Acts,1948-A study
at penna cement
industries limited
(PCIL),Tadipatri
Keerthi sriya A Aim of study
• Evaluate the implementation and effectiveness of the Factories
Act, 1948 within Penna Cement Industries Ltd, Tadipatri.
• Assess compliance to various labor standards as established by
this Act, such as limits on work hours, safety regulations, and
protection of worker rights.
Research Methodology
• Literature Review: An extensive review of legal documents and
related studies was carried out to gain a theoretical
understanding.
• Inspections and Interviews: Researchers conducted inspections
and interviewed both employees and management at the Penna
Cement Industries Ltd.
• Data Analysis: The data collected from inspections and
interviews were analyzed both quantitatively and qualitatively
for a comprehensive understanding. qualitatively for a
comprehensive understanding

18. 18
YEAR TITLE AUTHOR CONTENT
2014 Status of provision
of the factories
Acts,1948-A study
at penna cement
industries limited
(PCIL),Tadipatri
Keerthi sriya A Findings
• Compliance: Penna Cement Industries Ltd. generally adheres
to the Factories Act's regulations.
• working Hours: Instances were identified where the limitation
on working hours as per the Factories Act was breached.
• Safety Measures: Some lapses were noted in the compliance
with safety protocols.
• Inspection Importance: The significance of regular inspections
by factory inspectors from the State Labour Department was
highlighted. –
• Balancing Approach: The study emphasized the necessity for
an approach that appropriately balances worker welfare and
organizational productivity.

19. 19
YEAR TITLE AUTHOR CONTENT
2010 A study on the
various welfare
measures and their
impact on
QWLprovided
by the Textile
Mills with
reference to Salem
District, Tamil
Nadu, India
A. Sabarirajan, Aim of study
• To understand the role and effectiveness of welfare measures on
the quality of work life (QWL) among employees in the textile
mills of Salem District in Tamil Nadu, India. Particularly, it
focuses on employee satisfaction related to these welfare
measures.
Research methodology
• Descriptive research was conducted to find out the
information about the factor and to spotlight the areas that need
the management’s attention.
• sampling unit as textile mills of Salem district, Tamil Nadu, in
that selected 10 textile units, 25 participants from each unit.
Total number of sample participants is
250.
• Analysis involved estimating the value of unknown parameters
of the population and
testing of hypothesis for drawing inferences.

20. 20
YEAR TITLE AUTHOR CONTENT
2010 A study on the
various welfare
measures and their
impact on
QWLprovided
by the Textile
Mills with
reference to Salem
District, Tamil
Nadu, India
A. Sabarirajan, Finding
• welfare measures are recreational, medical, educational,
housing, sanitation and
so on.
• Every organization provides the statutory welfare measures but
some organization
provides some more welfare facilities to the employees so that
they mayretain the employees
and their quality of work life.
• By the result of improved quality of work life among the
employees their involvement in job gets increased and results in
increased productivity of the
organization.

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