Retirement
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The document summarizes the amendments made to Article 287 of the Philippine Labor Code regarding retirement benefits for private sector employees. Key points include: - Article 287 was amended in 1993 and 1998 to establish a minimum retirement benefit for employees in the absence of a retirement agreement and to include underground mining workers. - Employees are entitled to retire optionally at age 60 or compulsorily at age 65 if they have served at least 5 years, and must receive at least half a month's salary for each year of service as retirement pay.
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- The Act aims to consolidate and simplify existing labor laws related to wages, bonuses, and equal remuneration. It subsumes four existing labor laws.
- Key definitions include expanded definitions of "wages" and new definitions of "employee" and "worker." Minimum wages will be revised every five years maximum.
- Provisions address payment of wages, bonuses, and equal remuneration without discrimination. Timelines are provided for wage payments.
- The Code emphasizes compliance over penalties and introduces an Inspector-cum-Facilitator role to advise employers.
- Draft
Wages and Benefits
This document defines wages and benefits that must be provided to workers according to Bangladesh labor law. It discusses what is included in the definition of wages, such as overtime pay and termination benefits. It also outlines required benefits like paid leave, holidays, and retirement payments. The document specifies rules for paying wages, permissible deductions, and procedures that must be followed for issues like fines and dismissal. Non-compliance could result in lower worker income, dissatisfaction, and even unrest. The key responsibilities of both employers and workers are also reviewed.
Statutory compliance
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.
E.S.I. Act 1948
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.
Esi act-1948-1234712500534679-2
The Employees State Insurance Act, 1948 provides certain benefits to employees in case of sickness, maternity and employment injury. It applies to factories and establishments employing 20 or more people. The act provides for sickness benefit, maternity benefit, dependents' benefit and medical benefit funded by contributions from employers and employees. Employers must register with the ESI Corporation and pay contributions within 21 days of the wages falling due.
Payment of gratuity act, 1972
Gratuity is an old age retiral social security
benefit. It is a lump sum payment made by an
employer to an employee in consideration of
his past service when the employment is
terminated. In the case of employment coming
to an end due to retirement or superannuation,
it enables the affected employee to meet the
new situation which quite often means a
reduction in earnings or even total stoppage of
earnings. In the case of death of an employee,
it provides much needed financial assistance
to the surviving members of the family. Gratuity
schemes, therefore, serve as instruments of
social security and their significance in a
developing country like India where the general
income level is low cannot be over emphasised.
Presentation will be useful for industry practitioners, students as well as auditors. It provides a quick and easy reference to all the operational provisions of the act.
Employee provident scheme 1952
The document summarizes the key aspects of the Employees' Provident Funds and Miscellaneous Provisions Act of 1952 in India. The Act was enacted to provide social security to workers by establishing provident funds, pension schemes, and insurance plans. It applies to establishments with 20 or more employees. Key schemes under the Act include the Employees' Provident Fund Scheme, Employees' Pension Scheme, and Employees' Deposit-Linked Insurance Scheme. The Act also outlines penalties for non-compliance and exemptions. Overall, the document provides an overview of the objectives, coverage, administration, schemes, and penalties associated with the Employees' Provident Funds Act of 1952 in India.
G2
- The Payment of Gratuity Act provides for payment of gratuity to employees working in factories, mines, oilfields, plantations, ports, railways, shops or other establishments. It applies where 10 or more persons are employed.
- Gratuity is payable to an employee after 5 years of continuous service on superannuation, retirement, resignation or death/disablement. Completing 5 years is not needed if termination is due to death/disablement.
- Gratuity is calculated at 15 days wages for each completed year of service, with the maximum being Rs. 10 lakhs. The employer must determine the gratuity amount and notify the employee and controlling authority within 30 days.
Compensation for Retrenchment
This is a comparative study on the topic of Compensation for Retrenchment. I choose to compare the concept between Malaysia, United Kingdom, Australia, and Singapore.
Revised Leave Rules 1980.ppt
This document summarizes revised leave rules from 1980 that cover earned leave and casual leave for civil servants in Pakistan. It outlines various types of leave including earned leave, casual leave, leave on full pay, leave on half pay, extraordinary leave, maternity leave, disability leave, and study leave. For each type of leave, it specifies the maximum period allowed, whether it is deducted from the leave account, and the applicable leave salary. It also describes rules regarding when leave is earned, refusal of leave on medical grounds, and encashment of leave upon retirement.
RA 6653_Obrero, Naneth.pptx
Republic Act No. 6683 provides benefits for early retirement and voluntary separation from government service. It covers all national and local government appointive officials and employees who have rendered at least two years of service. Those who voluntarily retire or separate receive retirement benefits equivalent to 1.25 months of basic salary for each year of service, with a minimum of PHP 10,000. Additional benefits include return of GSIS contributions and payment of unused leave credits. The act aims to promote efficiency in government operations through a retirement and separation scheme.
UAE Labour law
Various topics are touched upon under the UAE labour law. Such as Overtime, compensatory off, salary for work on public holiday and friday, Leaves, Gratuity, medical insurance, division of salary, full and final settlement.
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- 14. THANK YOU!