This document discusses social security schemes in India, including those for organized and unorganized sectors. It provides details on several key schemes:
- For organized sectors, it outlines Employees' State Insurance Scheme, Employees' Provident Fund, Payment of Gratuity Act, Maternity Benefit Act, and Central Government Health Scheme.
- For unorganized sectors, it describes several centrally funded social assistance programs like National Old Age Pension Scheme, National Family Benefit Scheme, and National Rural Employment Guarantee Act. It also discusses social insurance schemes like Aam Aadmi Bima Yojana and Rashtriya Swasthya Bima Yojana.
- It notes the need to expand
This document discusses the scope, objectives, and principles of labor welfare. It defines labor welfare as voluntary efforts by employers to provide better employment conditions and improve workers' standard of living. The objectives of labor welfare are to enable workers to live richer lives, contribute to productivity and efficiency, enhance living standards, and foster development among the workforce. Key principles discussed include social responsibility, democratic values, adequate wages, efficiency, co-responsibility, and coordination of welfare efforts.
Social security aims to provide protection against various life risks like old age, unemployment, sickness, work injury, maternity or loss of breadwinner. The document discusses India's large unorganized workforce which accounts for about 93% of total employment. It outlines various social security laws in India like Employees' Provident Fund, Employees' State Insurance Scheme, and Maternity Benefit Act that provide benefits like income security, health security, and maternity benefits. However, it notes that comprehensive, universal, and integrated social security is still needed to better cover the large unorganized workforce in India.
Living wages - compensation management - Manu Melwin Joymanumelwin
Living wages has been defined differently by different people in different countries. The best definition is given by Justice Higgins which reads "Living wage is a wage sufficient to ensure the workman food, shelter, clothing, frugal comfort, provision for evil days etc. as regard for the skill of an artisan, if he is one".
differences and similarities between casework and counseling.pptxshanmughavadivu2
This document summarizes the key similarities and differences between social casework and counseling. Both originated to provide advice and train volunteers to help individuals become independent by finding solutions to problems with guidance. Their main objectives and clientele are similar, in helping clients solve problems themselves. The most important similarity is that both rely on the relationship between the counselor/caseworker and client to be effective. However, casework involves more concrete help and focuses on activity, while counseling emphasizes problem realization and can be done without an agency. Casework follows an 8-step process while counseling uses a 6-step process.
Labour welfare officers are appointed under the Factories Act of 1948 to act as advisors, counselors, and mediators between management and labour in factories employing 500 or more workers. Their duties include assisting management with labour welfare policies, ensuring compliance with labour laws, counseling workers, resolving disputes, administering wages, and maintaining good relations between workers and management. They also liaise between workers, management, and external agencies to promote harmonious industrial relations and enforce various acts. Their counseling role is especially important today to help workers manage stress, depression, and anxiety arising from workplace and personal issues.
Wage policy in india - compensation management - Manu Melwin Joymanumelwin
A national wage policy aims at establishing wages at the highest possible level, which the economic conditions of the country permit and ensuring that the wage earner gets a fair share of the increased prosperity of the country as a whole resulting from the economic development.
This document provides an overview of India's social security schemes. It discusses the types of social security programs in India, including contributory schemes, welfare schemes, social assistance programs, and promotional schemes. It also separately examines social security for organized and unorganized sector workers. The major schemes discussed are the Employees' Provident Fund, Employees' State Insurance, National Social Assistance Program, Mahatma Gandhi National Rural Employment Guarantee Act, and Targeted Public Distribution System.
This document discusses social security in India. It begins by defining social security and explaining why it is needed. It then describes how social security works, providing cash or in-kind benefits for needs like healthcare. The document notes that Germany started the first social security scheme in 1883. In India, the joint family system traditionally provided social security, but this has declined with urbanization. The document outlines key social security laws in India like ESI, EPF, and maternity benefits acts. However, coverage remains low as 92% of Indian workers are in the informal sector without these protections. It concludes by noting India's social security system differs significantly from developed nations due to its large informal workforce.
This document discusses the scope, objectives, and principles of labor welfare. It defines labor welfare as voluntary efforts by employers to provide better employment conditions and improve workers' standard of living. The objectives of labor welfare are to enable workers to live richer lives, contribute to productivity and efficiency, enhance living standards, and foster development among the workforce. Key principles discussed include social responsibility, democratic values, adequate wages, efficiency, co-responsibility, and coordination of welfare efforts.
Social security aims to provide protection against various life risks like old age, unemployment, sickness, work injury, maternity or loss of breadwinner. The document discusses India's large unorganized workforce which accounts for about 93% of total employment. It outlines various social security laws in India like Employees' Provident Fund, Employees' State Insurance Scheme, and Maternity Benefit Act that provide benefits like income security, health security, and maternity benefits. However, it notes that comprehensive, universal, and integrated social security is still needed to better cover the large unorganized workforce in India.
Living wages - compensation management - Manu Melwin Joymanumelwin
Living wages has been defined differently by different people in different countries. The best definition is given by Justice Higgins which reads "Living wage is a wage sufficient to ensure the workman food, shelter, clothing, frugal comfort, provision for evil days etc. as regard for the skill of an artisan, if he is one".
differences and similarities between casework and counseling.pptxshanmughavadivu2
This document summarizes the key similarities and differences between social casework and counseling. Both originated to provide advice and train volunteers to help individuals become independent by finding solutions to problems with guidance. Their main objectives and clientele are similar, in helping clients solve problems themselves. The most important similarity is that both rely on the relationship between the counselor/caseworker and client to be effective. However, casework involves more concrete help and focuses on activity, while counseling emphasizes problem realization and can be done without an agency. Casework follows an 8-step process while counseling uses a 6-step process.
Labour welfare officers are appointed under the Factories Act of 1948 to act as advisors, counselors, and mediators between management and labour in factories employing 500 or more workers. Their duties include assisting management with labour welfare policies, ensuring compliance with labour laws, counseling workers, resolving disputes, administering wages, and maintaining good relations between workers and management. They also liaise between workers, management, and external agencies to promote harmonious industrial relations and enforce various acts. Their counseling role is especially important today to help workers manage stress, depression, and anxiety arising from workplace and personal issues.
Wage policy in india - compensation management - Manu Melwin Joymanumelwin
A national wage policy aims at establishing wages at the highest possible level, which the economic conditions of the country permit and ensuring that the wage earner gets a fair share of the increased prosperity of the country as a whole resulting from the economic development.
This document provides an overview of India's social security schemes. It discusses the types of social security programs in India, including contributory schemes, welfare schemes, social assistance programs, and promotional schemes. It also separately examines social security for organized and unorganized sector workers. The major schemes discussed are the Employees' Provident Fund, Employees' State Insurance, National Social Assistance Program, Mahatma Gandhi National Rural Employment Guarantee Act, and Targeted Public Distribution System.
This document discusses social security in India. It begins by defining social security and explaining why it is needed. It then describes how social security works, providing cash or in-kind benefits for needs like healthcare. The document notes that Germany started the first social security scheme in 1883. In India, the joint family system traditionally provided social security, but this has declined with urbanization. The document outlines key social security laws in India like ESI, EPF, and maternity benefits acts. However, coverage remains low as 92% of Indian workers are in the informal sector without these protections. It concludes by noting India's social security system differs significantly from developed nations due to its large informal workforce.
The document discusses India's social security system. It defines social security and outlines its key features and objectives. It describes several acts that provide social security benefits like compensation for work-related injuries, medical benefits, maternity benefits, gratuity payments, and pension schemes. However, it notes that social security mostly covers organized sector workers and there is a need for effective implementation. The Unorganized Sector Workers' Social Security Act of 2005 was introduced to extend benefits to informal sector workers as well.
The document summarizes the key mechanisms for settling industrial disputes in India:
1) Conciliation involves a third party trying to persuade two disputing parties to come to an agreement through informal discussions.
2) If conciliation fails, the dispute can be referred to arbitration, where an arbitrator appointed by the parties makes a binding decision.
3) If arbitration fails, adjudication is the final mechanism, where a government body like a Labor Court, Industrial Tribunal, or National Tribunal makes a binding decision. These tribunals have settled over 90% of industrial disputes annually in India.
Presentation on "social Group Work in Community setting" by the student of De...NILAMBAR MANDAL
Presentation on "social Group Work in Community setting" by the student of Department of Social Work, Rajiv Gandhi National Institute of Youth development (An Institute of National Importance by the act of Parliament)
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.
Mutual aid and charity have long been part of societies around the world. In India, concepts like daya, dana, and bhiksha formed the traditional social welfare system based on self-sacrifice and consideration for others. Over time, kings, religions, and the British administration took on limited social welfare roles. After Independence, the government realized it could not handle social problems alone, so it partnered with voluntary organizations and established the Central Social Welfare Board. This marked the beginning of a formal social welfare administration system in India.
Designing and Administering The Benefits by MahnoorMah Noor
This document provides an overview of employee benefits, including legally required benefits, health insurance, retirement plans, insurance, paid time off, and employee services. It discusses designing an effective benefits strategy by determining the benefits mix, amount, and flexibility. The benefits package should align with compensation strategy and consider total compensation, organizational objectives, and workforce characteristics. Benefits are administered by HR with support from managers. Flexible benefits plans allow employees to choose options that fit their needs. Challenges include adverse selection and employees making poor choices. Effective communication of benefits is also important.
This document summarizes key aspects of social security schemes in India. It defines social security as protection provided by society against economic and social distress from loss of income. The document outlines the historical development of social security laws in India and other countries. It describes different types of social security schemes like social insurance, assistance, and defense that provide cash benefits, healthcare and other assistance. Specific social security laws and schemes implemented in India for organized and unorganized sectors are summarized. Problems in implementing social security schemes and efforts to expand coverage are also mentioned.
The document discusses social security and welfare schemes in India. It provides details about various social security laws like Employees' State Insurance Act, Employees' Provident Funds & Miscellaneous Provisions Act, and Payment of Gratuity Act. It also summarizes BHEL's social security and labor welfare schemes like Group Insurance Scheme and Provident Fund. BHEL effectively implements these schemes to provide compensation and benefits to employees.
The document discusses workers' education at different levels in India. It was defined as education designed to give workers a better understanding of their status, problems, rights and responsibilities. There are three levels - national, regional, and unit. At the national level, education officers are trained. At the regional level, worker-teachers are trained and conduct programs. At the unit level, worker-teachers educate rank-and-file workers. The content includes subjects like trade unions, industry, family, and citizenship. Techniques include lectures, discussions, study groups, and educational visits. The objective is to make workers efficient, disciplined union members and intelligent citizens.
This document discusses social security schemes in India, including for organized and unorganized sectors. It provides 3 key points:
1) Social security schemes aim to provide protection to individuals and families against economic and social distress from situations like sickness, maternity, employment injury, unemployment, old age, and death. They traditionally were the responsibility of families but formal social security emerged with industrialization.
2) Schemes for organized sector workers include ESIS, EPF, EDLI, and CGHS which provide benefits like health insurance, pension, and gratuity. Schemes for unorganized sector workers include NSAP, MGNREGA, RSBY, APY and provide social assistance, employment, and insurance.
The role of the labour welfare officer evolved in 1931 from a royal commission to protect workers. The officer aims to eliminate jobbery and indebtedness, develop and improve labour administration, and serve as a liaison between workers and the state labour commission.
Factory and mines acts from 1948 and 1952 require factories with 500+ workers to have one welfare officer, and those with 2500+ to have additional officers. The duties of a labour welfare officer include supervising health, safety and welfare programs; advising managers on policies and statutory obligations; and liaising between workers, management, and inspectors to enforce acts and resolve disputes. Counselling workers on workplace stress has also become an important role of the labour welfare officer.
This document discusses labour welfare, including its concepts, objectives, and scope. Labour welfare aims to promote employees' physical, social, psychological, and overall well-being in order to improve their standard of living. It has evolved from early concepts like treating labour as a commodity or machinery to more modern views like a partnership or social welfare. The objectives of labour welfare are to increase productivity, improve loyalty, attract workers, and reduce union influence. Its scope encompasses working conditions, health facilities, general welfare programs, economic benefits, and labour relations programs.
This document outlines the key concepts of industrial relations including definitions, parties involved, approaches, and causes of poor relations. It discusses the importance of industrial relations for uninterrupted production and high morale. The three main approaches - unitary, pluralistic, and Marxist - are described along with their underlying assumptions. A case study of labor issues and lack of union rights at Maruti Suzuki India's Manesar plant is also summarized.
The document discusses the concept of labour welfare in India. It provides a history of labour welfare from the pre-independence period through present day. Key aspects covered include statutory and non-statutory welfare services within and outside establishments, the objectives and philosophy of labour welfare, social security programs, and the roles of government agencies and private organizations in promoting worker welfare.
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.
Compensation Management importance and factors influencing compensationalisdq550
Compensation is what employees receive in exchange for their work, including both monetary and non-monetary benefits. It is important for both motivating employees and reducing costs for organizations. Many factors influence compensation, including external factors like the labor market, cost of living, unions, and laws, as well as internal factors like the organization's compensation policies, ability to pay, job analyses, and individual employee performance. Effective compensation systems can help organizations attract, retain, and motivate talented staff.
The document summarizes key aspects of several Indian labor laws:
1) The Minimum Wages Act establishes minimum wage rates to prevent exploitation and applies to permanent, contract, and casual workers.
2) The Payment of Wages Act regulates wage payment, deductions, and timing to ensure timely and full payment.
3) The Equal Remuneration Act provides for equal pay for equal work between men and women to prevent gender-based discrimination.
4) The Employee State Insurance Act and Employees' Provident Fund Act establish social security schemes administered by autonomous bodies that provide medical, pension and other benefits funded by mandatory employer and employee contributions.
This document discusses compensation management and wage determination. It covers topics such as objectives of compensation, types of compensation (base compensation like wages and salaries vs. supplementary compensation like benefits), factors that influence wages, and methods of wage fixation. The key methods of wage fixation discussed are collective bargaining, wage boards, job evaluation, pay commissions, and arbitration/adjudication.
The document discusses the duties and responsibilities of a Labour Welfare Officer according to the Factories Act of 1948 in India. A Labour Welfare Officer acts as an advisor to both management and workers, helping to resolve disputes and improve workplace conditions. Their key duties include supervising health, safety and welfare programs; advising managers on compliance with labour laws and developing training programs; liaising with workers, management, and external agencies; and providing counselling to employees.
The document discusses India's social security system. It defines social security and outlines its key features and objectives. It describes several acts that provide social security benefits like compensation for work-related injuries, medical benefits, maternity benefits, gratuity payments, and pension schemes. However, it notes that social security mostly covers organized sector workers and there is a need for effective implementation. The Unorganized Sector Workers' Social Security Act of 2005 was introduced to extend benefits to informal sector workers as well.
The document summarizes the key mechanisms for settling industrial disputes in India:
1) Conciliation involves a third party trying to persuade two disputing parties to come to an agreement through informal discussions.
2) If conciliation fails, the dispute can be referred to arbitration, where an arbitrator appointed by the parties makes a binding decision.
3) If arbitration fails, adjudication is the final mechanism, where a government body like a Labor Court, Industrial Tribunal, or National Tribunal makes a binding decision. These tribunals have settled over 90% of industrial disputes annually in India.
Presentation on "social Group Work in Community setting" by the student of De...NILAMBAR MANDAL
Presentation on "social Group Work in Community setting" by the student of Department of Social Work, Rajiv Gandhi National Institute of Youth development (An Institute of National Importance by the act of Parliament)
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.
Mutual aid and charity have long been part of societies around the world. In India, concepts like daya, dana, and bhiksha formed the traditional social welfare system based on self-sacrifice and consideration for others. Over time, kings, religions, and the British administration took on limited social welfare roles. After Independence, the government realized it could not handle social problems alone, so it partnered with voluntary organizations and established the Central Social Welfare Board. This marked the beginning of a formal social welfare administration system in India.
Designing and Administering The Benefits by MahnoorMah Noor
This document provides an overview of employee benefits, including legally required benefits, health insurance, retirement plans, insurance, paid time off, and employee services. It discusses designing an effective benefits strategy by determining the benefits mix, amount, and flexibility. The benefits package should align with compensation strategy and consider total compensation, organizational objectives, and workforce characteristics. Benefits are administered by HR with support from managers. Flexible benefits plans allow employees to choose options that fit their needs. Challenges include adverse selection and employees making poor choices. Effective communication of benefits is also important.
This document summarizes key aspects of social security schemes in India. It defines social security as protection provided by society against economic and social distress from loss of income. The document outlines the historical development of social security laws in India and other countries. It describes different types of social security schemes like social insurance, assistance, and defense that provide cash benefits, healthcare and other assistance. Specific social security laws and schemes implemented in India for organized and unorganized sectors are summarized. Problems in implementing social security schemes and efforts to expand coverage are also mentioned.
The document discusses social security and welfare schemes in India. It provides details about various social security laws like Employees' State Insurance Act, Employees' Provident Funds & Miscellaneous Provisions Act, and Payment of Gratuity Act. It also summarizes BHEL's social security and labor welfare schemes like Group Insurance Scheme and Provident Fund. BHEL effectively implements these schemes to provide compensation and benefits to employees.
The document discusses workers' education at different levels in India. It was defined as education designed to give workers a better understanding of their status, problems, rights and responsibilities. There are three levels - national, regional, and unit. At the national level, education officers are trained. At the regional level, worker-teachers are trained and conduct programs. At the unit level, worker-teachers educate rank-and-file workers. The content includes subjects like trade unions, industry, family, and citizenship. Techniques include lectures, discussions, study groups, and educational visits. The objective is to make workers efficient, disciplined union members and intelligent citizens.
This document discusses social security schemes in India, including for organized and unorganized sectors. It provides 3 key points:
1) Social security schemes aim to provide protection to individuals and families against economic and social distress from situations like sickness, maternity, employment injury, unemployment, old age, and death. They traditionally were the responsibility of families but formal social security emerged with industrialization.
2) Schemes for organized sector workers include ESIS, EPF, EDLI, and CGHS which provide benefits like health insurance, pension, and gratuity. Schemes for unorganized sector workers include NSAP, MGNREGA, RSBY, APY and provide social assistance, employment, and insurance.
The role of the labour welfare officer evolved in 1931 from a royal commission to protect workers. The officer aims to eliminate jobbery and indebtedness, develop and improve labour administration, and serve as a liaison between workers and the state labour commission.
Factory and mines acts from 1948 and 1952 require factories with 500+ workers to have one welfare officer, and those with 2500+ to have additional officers. The duties of a labour welfare officer include supervising health, safety and welfare programs; advising managers on policies and statutory obligations; and liaising between workers, management, and inspectors to enforce acts and resolve disputes. Counselling workers on workplace stress has also become an important role of the labour welfare officer.
This document discusses labour welfare, including its concepts, objectives, and scope. Labour welfare aims to promote employees' physical, social, psychological, and overall well-being in order to improve their standard of living. It has evolved from early concepts like treating labour as a commodity or machinery to more modern views like a partnership or social welfare. The objectives of labour welfare are to increase productivity, improve loyalty, attract workers, and reduce union influence. Its scope encompasses working conditions, health facilities, general welfare programs, economic benefits, and labour relations programs.
This document outlines the key concepts of industrial relations including definitions, parties involved, approaches, and causes of poor relations. It discusses the importance of industrial relations for uninterrupted production and high morale. The three main approaches - unitary, pluralistic, and Marxist - are described along with their underlying assumptions. A case study of labor issues and lack of union rights at Maruti Suzuki India's Manesar plant is also summarized.
The document discusses the concept of labour welfare in India. It provides a history of labour welfare from the pre-independence period through present day. Key aspects covered include statutory and non-statutory welfare services within and outside establishments, the objectives and philosophy of labour welfare, social security programs, and the roles of government agencies and private organizations in promoting worker welfare.
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.
Compensation Management importance and factors influencing compensationalisdq550
Compensation is what employees receive in exchange for their work, including both monetary and non-monetary benefits. It is important for both motivating employees and reducing costs for organizations. Many factors influence compensation, including external factors like the labor market, cost of living, unions, and laws, as well as internal factors like the organization's compensation policies, ability to pay, job analyses, and individual employee performance. Effective compensation systems can help organizations attract, retain, and motivate talented staff.
The document summarizes key aspects of several Indian labor laws:
1) The Minimum Wages Act establishes minimum wage rates to prevent exploitation and applies to permanent, contract, and casual workers.
2) The Payment of Wages Act regulates wage payment, deductions, and timing to ensure timely and full payment.
3) The Equal Remuneration Act provides for equal pay for equal work between men and women to prevent gender-based discrimination.
4) The Employee State Insurance Act and Employees' Provident Fund Act establish social security schemes administered by autonomous bodies that provide medical, pension and other benefits funded by mandatory employer and employee contributions.
This document discusses compensation management and wage determination. It covers topics such as objectives of compensation, types of compensation (base compensation like wages and salaries vs. supplementary compensation like benefits), factors that influence wages, and methods of wage fixation. The key methods of wage fixation discussed are collective bargaining, wage boards, job evaluation, pay commissions, and arbitration/adjudication.
The document discusses the duties and responsibilities of a Labour Welfare Officer according to the Factories Act of 1948 in India. A Labour Welfare Officer acts as an advisor to both management and workers, helping to resolve disputes and improve workplace conditions. Their key duties include supervising health, safety and welfare programs; advising managers on compliance with labour laws and developing training programs; liaising with workers, management, and external agencies; and providing counselling to employees.
O documento fornece instruções sobre como acessar e usar uma plataforma de videoconferência chamada iFreex, incluindo como baixar o aplicativo, entrar em uma sala com seu login e senha existentes, configurar permissões de câmera e áudio, e participar de uma sala.
La Web 1.0 se refiere al estado inicial de la World Wide Web y se caracterizaba por páginas estáticas y contenido creado por los diseñadores de la página. La Web 2.0 introdujo sitios web dinámicos donde los usuarios podían interactuar y colaborar para generar contenido, y se caracterizaba por blogs, redes sociales y contenido creado por los usuarios. Algunas tecnologías clave de la Web 2.0 incluyen AJAX, APIs REST, y el uso de etiquetas para organizar contenido.
The document discusses business, financial and personal finance news. It covers topics related to the economy, markets, companies and managing personal finances. The news aims to keep readers informed about trends in business and finance that may impact their investments or personal financial situation.
ANATOMIA DE MI PLE ANA MARIA ALARCON LOPEZanaalarcon26
El documento habla sobre el Entorno Personal de Aprendizaje (PLE), el cual se refiere a una forma de aprender de manera informal en la red utilizando diferentes servicios y herramientas seleccionados por el usuario. El PLE surge de la necesidad del alumno o individuo de estar actualizado permanentemente y se centra más en el aprendizaje informal. Incluir las propuestas formativas en los PLE de los alumnos mejora las posibilidades de aprendizaje y amplía los recursos y momentos de enseñanza.
DreamOrbit is an innovation driven software product engineering company that helps enterprises and software companies build innovative, cross-platform, cloud-based solutions. They collaborate with customers to design and develop robust software quickly while ensuring quality. DreamOrbit offers services including product engineering, big data analytics, enterprise mobility, and cloud strategy. They have over 200 developers and professionals with experience in technologies like .NET, mobility, open source, and data analytics. DreamOrbit aims to seamlessly extend customers' businesses and development teams with a flexible engagement model and talented team.
Celam presidencia directivos y miembrosportaliglesia
Este documento presenta la estructura actual del Consejo Episcopal Latinoamericano (CELAM), incluyendo los departamentos, presidentes, secretarios ejecutivos y miembros. El CELAM está compuesto por varios departamentos como Comunión Eclesial y Diálogo, Misión y Espiritualidad, Vocaciones y Ministerios, Familia y Vida, Cultura y Educación, Justicia y Solidaridad, y Comunicación y Prensa. También presenta información sobre el Centro Bíblico Pastoral para América Latina y el Comité Económic
The document outlines the key aspects of conducting an energy audit for an industrial establishment. It defines an energy audit as the first step in an energy management program to identify conservation opportunities. The summary includes identifying major energy uses, opportunities for savings, conducting a cost-benefit analysis of opportunities, and developing an action plan to prioritize implementation. The overall goal of an energy audit is to assess current energy usage and efficiency to guide improvements that reduce costs.
Este documento presenta un resumen sobre los conceptos básicos de los radicales. Explica que un radical es una expresión con el símbolo raíz que puede dar un número entero o no. Define los elementos de un radical como el índice, el radicando y el símbolo de raíz. Además, resume dos leyes de los radicales y explica cómo simplificar un radical mediante la descomposición en factores del radicando y la aplicación de la primera ley de radicales. Por último, proporciona un ejemplo para ilustrar el proceso de simplificación.
El documento resume un parcial de sociología sobre el levantamiento de 1829 en la provincia de Buenos Aires. Explica que hubo cambios en la estructura productiva que llevaron a la escasez de trabajo y tierra, lo que motivó la protesta de las clases bajas. Se mencionan diferentes teorías sobre las causas del levantamiento, pero la autora del parcial, Pilar González Bernardo, sostiene que fue el resultado de varias revueltas locales coordinadas por la situación, y que aunque Rosas se convirtió en líder,
Este documento describe los virus de computadora, incluyendo su objetivo de dañar sistemas operativos sin el permiso del usuario, cómo reemplazan archivos ejecutables con código malicioso y pueden destruir datos de forma intencional o no. También explica cómo los virus se propagan a través de redes o por acciones del usuario, y los problemas que causan como pérdida de productividad o daños a datos.
The document discusses the role of field marketing in driving incremental business revenue. In the past, field marketing fulfilled one-off customer requests manually, but now uses the Marketo platform to mobilize the sales force and automate the fulfillment of common requests. Examples are given of successful marketing campaigns run through Marketo that have resulted in significant influenced opportunity revenue in various regions. The document outlines the process for sales to work with field marketing to develop and deploy new promotions using Marketo.
The document defines social security as protection provided by society against economic and social distress from loss of income due to sickness, maternity, employment injury, unemployment, old age and death. The purposes of social security include maintaining living standards during contingencies and providing medical care and income security. Social security approaches include social assistance (non-contributory benefits for vulnerable groups) and social insurance (contributory benefits combining contributions from beneficiaries, employers and the state). Major social security schemes in India are Employees' State Insurance (healthcare and income support), Employees' Provident Fund (pensions and savings), Workmen's Compensation (work injury benefits), Maternity Benefit Act, and Payment of Gratuity Act.
The document discusses social security in India. It defines social security according to the ILO and outlines its key purposes. Social security in India includes preventive, promotional, and protective schemes. Major protective schemes discussed are Employees' State Insurance (ESI), Employees' Provident Fund (EPF), Workmen's Compensation, Payment of Gratuity, and Maternity Benefit. ESI provides healthcare and income support in cases like sickness, injury, unemployment, etc. EPF provides retirement benefits. The document also briefly outlines other schemes like CGHS and those under the National Social Assistance Programme.
Labour welfare in India aims to improve conditions for workers beyond just wages. It addresses physiological, social, esteem, monetary and other needs. Key labour laws establish social security programs like Employees' State Insurance (ESI) for healthcare, Employees' Provident Fund for retirement benefits, Workmen's Compensation for workplace injuries, Maternity Benefit for parental leave, and Payment of Gratuity for severance pay. These organized sector programs are administered through autonomous bodies and help protect workers' livelihoods during periods of illness, unemployment or old age. However, challenges remain in expanding coverage and improving implementation quality given India's large unorganized sector workforce.
Labour welfare in India aims to improve conditions for workers beyond wages alone. It addresses physiological, social, esteem, monetary and other needs. Key labour laws establish social security programs like Employees' State Insurance (ESI) for healthcare, Employees' Provident Fund for post-retirement benefits, Workmen's Compensation for workplace injuries, Payment of Gratuity for retirement lump sums, and Maternity Benefit for paid leave. These organized sector programs are administered through autonomous bodies but face issues like healthcare quality and infrastructure gaps. Labour welfare is important in India due to lack of unions, illiteracy, poverty, and industrial backwardness.
The document summarizes the Employees' State Insurance (ESI) scheme in India. The key points are:
1) The ESI scheme provides social insurance benefits like sickness, maternity, disability and death benefits to employees earning 21,000 rupees or less per month.
2) Employers contribute 3.25% of salaries while employees contribute 0.75% towards medical care, cash benefits and other services provided through ESI hospitals, dispensaries and panel clinics across India.
3) Benefits include comprehensive medical care, cash benefits for sickness, maternity and disablement, dependents' benefits and funeral expenses. Insured persons and their families are entitled to these benefits by presenting their
The document discusses social security in India. It outlines that India traditionally had a joint family system that provided social security. Formal social security systems were later established through various acts to provide benefits like healthcare, income support, insurance etc. to organized sector workers. Approximately 82% of India's workforce is in the unorganized sector which lacks social security. Several schemes have been implemented to extend some social security to this sector.
Eliott Dear Lawyer is explaining the Role of Employee Benefits. Eliott Dear is a regarded legal advisor in New York. He has over ten years of involvement with his legitimate work.
This document discusses health insurance options in India, including social health insurance schemes like ESIS and CGHS, voluntary private health insurance, and community-based health insurance (CHI). It notes that while social health insurance covers only a small portion of the population, voluntary insurance plans are often unaffordable for the poor. CHI has potential to improve access and reduce costs for vulnerable groups, but faces challenges in India due to poverty, illiteracy, and lack of institutional support. The government has launched various initiatives over the years, including state-run insurance programs and public-private partnerships, to expand coverage.
The document discusses social security in India, including its aims and types. It outlines key social security acts and schemes to provide financial security, healthcare, and income replacement to organized and unorganized workers. The major schemes discussed are social insurance programs like Employee Provident Fund and Employee State Insurance, as well as social assistance programs like National Old Age Pension Scheme and National Family Benefit Scheme that provide benefits to those in need. Public initiatives by non-profits to provide social security to vulnerable groups are also summarized.
The employees state insurance act,1948
Social insurance of india
The Adakar plan- Workmen’s State Insurance Bill, 1946
A social welfare legislation with the objective of providing benefits to employees- sickness, maternity and employment injury.
Act tries to attain socio-economic justice enshrined in DPSP under part IV of the constitution
Social security schemes in india mrigeshKumar Mrigesh
The document provides an overview of social security schemes in India, including social insurance schemes like Employee's State Insurance (ESI), Employee's Provident Fund (EPF), Central Government Health Scheme (CGHS), and Workmen's Compensation Act as well as social assistance schemes. Key details are provided on eligibility, benefits, and funding for major schemes like ESI, EPF, and Pradhan Mantri Jan Dhan Yojana. The document also briefly outlines some schemes targeted towards specific populations such as ex-servicemen and artisans.
This document discusses various health insurance schemes in India. It begins by outlining the objectives and definitions related to health insurance. There are four main types of schemes: mandatory, employer-based, voluntary private schemes. The two largest mandatory schemes are the Employees' State Insurance Scheme (ESIS) and the Central Government Health Scheme (CGHS). ESIS provides coverage to industrial workers through contributions from employers and employees. CGHS covers central government employees and their families through medical facilities. Issues with the schemes include low quality of care, lack of awareness, and poor rural penetration. The role of nurses includes educating people about the schemes and advocating for patients.
social Insurance concept and its applicationShreyasVyas9
The document discusses social security in India, beginning with definitions and the need for social security. It outlines key milestones in social security in India such as legislation passed to protect workers. Social security is provided through both organized sector schemes that cover formal workers as well as unorganized sector schemes that target informal workers. Major organized sector schemes include ESI, EPF, and gratuity funds, while unorganized sector schemes include pension, health insurance, and employment guarantee programs. The document provides details on eligibility and benefits of these various social security programs in India.
The document proposes solutions to address the lack of social welfare and protections for informal sector workers in India. It suggests establishing organizations at the central, state, and district levels to coordinate efforts to provide financial support through loans and insurance, improve access to education and healthcare, ensure adequate wages, and collect funds from workers, private firms, and the government to support the proposed programs. The solutions aim to improve living standards and working conditions for the large informal workforce in India through coordinated action across multiple levels of government and society.
The document summarizes the key aspects of the Employee's State Insurance Act 1948 in India. It provides social security benefits like sickness, maternity, disability benefits to workers in the organized sector through contributions from employers and employees. The ESI scheme covers factories with 10 or more power-using workers or 20 or more non-power using workers. Employees earning up to Rs. 7500 per month are eligible. It benefits both employees through cash and medical benefits and employers by absolving them of liability for workers' healthcare and compensation.
The document provides an overview of the Employees' State Insurance Act (ESI Act) of 1948 in India. The ESI Act was enacted to provide social security to factory workers in the form of health insurance and cash benefits for sickness, maternity, disability, and death due to employment. Key aspects of the ESI scheme discussed include administration, financing through employee and employer contributions, medical benefits including inpatient and outpatient care, sickness and maternity benefits, disablement and dependent benefits, and funeral expenses. The ESI scheme aims to alleviate the economic and physical suffering of insured industrial workers.
The document discusses health insurance in India. It covers the importance of health insurance, different types of health insurance including social (ESI, CGHS), private (Mediclaim), and community-based (RSBY) insurance. It outlines some of the key features of these insurance schemes including their benefits, contributions, and issues faced. It also discusses the roles of regulatory bodies like IRDA that oversees the insurance sector in India. In summary, the document provides an overview of the health insurance landscape in India, the different public and private options available, and some challenges faced by these schemes.
Why We Need of Social Security
Most of the rural and informal sector workers in the world do not have any social security measures.
In India almost 90% of families earn their livelihood from the unorganized sector.
Needs that necessitates social security :
Physical risks: Sickness, old age, maternity, accidents, death.
Economic risks : Unemployment
Economic burden of larger family
1. Social Security
and
Social Security Schemes in India
Presenter
Dr. Mitasha Singh
Junior resident
Dptt of Community Medicicne
DRPGMC, Kangra at Tanda
Himachal Pradesh
2. Social Security
• It represents basically a system of protection of individuals
who are in need of such protection by the State as an agent of
the society.
• Who provides protection- the society to its members
• How- through a series of public measures
• When- against the economic and social distress
• Situations- stoppage or substantial reduction of earnings resulting from
sickness, maternity, employment injury, occupational diseases,
unemployment, invalidity, old age and death.
3. Background
• Traditionally responsibility of the family/community
in general.
• Gradual industrialization/urbanization, break up of
the joint family set up and weakening of family
bondage
• Need based formal security- social security
4. Health insurance coverage
India
• Planning commission 2008: 11% of the country’s
populations
• DLHS-3: 5 % households
• Health insurance is the one of the measures of social
security by which members of the community are
assured benefits of both maintenance of health and
medical care when they fall sick.
Vishwanathan,1996
5. Type of coverage of health scheme/health
insurance
0
20
40
60
80
100
120
NFHS-3 DLHS-3
26.5
17
20.5 39.2
27.9
6.7
Others
Private HI
Med reimbursement
Mediclaim
CBHI
CGHS
ESIS
7. Average premium and claim paid per
policy- trend
0
5000
10000
15000
20000
25000
claim paid per policy in
Rs.
premium per policy in Rs.
Source: Insurance Information Bureau, (http://iib.gov.in/IRDA/healthpub/Health_0910.pdf)
8. Top 5 disease wise number of claims and
average amount of claim paid in 2009-10
0
200000
400000
600000
800000
1000000
1200000
Number
of claims
circulatory
ds
eye ds
urology ds
digestive
ds
infectious
ds
0
50000
100000
150000
200000
average
claims
paid in
Rs.
nervous
system ds
injury
neoplasm
arthropat
hies
circulator
y ds
Source: Insurance Information Bureau, (http://iib.gov.in/IRDA/healthpub/Health_0910.pdf)
9. Health Insurance Coverage in top 5 states,
DLHS-3 (2007-08)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Others
Private HI
Medical reimbursement
Mediclaim
CBHI
CGHS
ESIS
12.1% 12% 10.2% 6.3% 6.2%
10. Health Insurance Coverage in India across the
wealth quintile groups, NFHS-3 (2005-06)
0 5 10 15 20 25
percentage of HH covered by
health insurance scheme among
wealth quintiles
poorest
second
middle
richer
richest
11.
12. Why Do We Need Social Security?
• Protects not just the subscriber but also his/her entire
family by giving benefit packages in financial
security and health care.
• acts as a facilitator - helps people to plan their own future
through insurance and assistance.
• a worker/employee- a source of Social Security protection
for himself and his family.
• an employer- responsible for providing adequate social
security coverage to all your workers.
13. Elements of Social security
• two basic elements-
• provision of a ‘ minimum living to those who
are deprived of the same’ and
• ‘selective redistribution of income’ to a target
group to reduce inequalities
14. Advantages and Disadvantages
• Negative effects- discourages people from working and saving
• reduce international competitiveness and employment creation, and
• encourages people to withdraw from the labour market prematurely.
• Positive Economic Effects- help to make people capable of earning
an income and to increase their productive potential;
• help to maintain effective demand at the national level; and
• help create conditions in which a market economy can flourish, by
encouraging workers to accept innovation and change.
15. Existing Frame Work Of Social Security
Schemes- Organized sector
• defined as workers who are having a direct
regular employer-employee relationship within a
organization.
• Out of total workforce of 46.5 crore, 6% is in the organized
sector (NSSO 2009-10)
16. • Includes establishments which are covered by the
Factories Act, 1948,
• the Shops and Commercial Establishments Acts of
State Governments,
• the Industrial Employment Standing Orders Act,
1946.
17. • Workmen’s Compensation Act, 1923 –
• disablement due to employment injury and death due to
employment injury.
• Benefit- for disablement is Rs.5.48 lakhs and for death is Rs. 4.56
lakhs.
• In case of temporary disablement monthly payments are made @
50% of wages upto 5 years.
• Limitations- not provide real social security.
• In our social conditions there is a tendency to spend the
money immediately even on non-essential items.
18. • Central Government Health Scheme, 1954-
• Ministry of Health and Family Welfare
• Applicable to-all central government employees (both working and
retired), and their families, and other representatives associated with the
central government.
• Benefits- comprehensive health care
• Contribution- financed mainly with Central Government tax revenues
• Beneficiaries contribute a share of their wages- 5% of the total expenditure
19. • Maternity Benefit Act, 1961-
• Applicable to- every establishment being a factory, plantation
or mine and to every shop or establishment in which 10 or
more persons are employed.
• Benefit- female workers- paid holidays not exceeding 12
weeks in the case of maternity and
• during this period they are eligible to receive full wages.
• In the case of miscarriage, maternity leave is available for a
period not exceeding six weeks.
• provision for sick leave for a period not exceeding one month
in case of sickness arising out of maternity
20. • Payment of Gratuity Act, 1972
• Applicable to- factories, mines, oil fields, plantations, ports,
railway companies, and to shops and establishment employing ten or
more persons.
• Benefit- Gratuity is payable @ 15 day' wages for every completed
year of service subject to monetary ceiling of Rs.3.50 lakh.
• In case of seasonal establishments gratuity is payable @ 7 day’s
wages.
• Payable under situations- of superannuation, retirement,
resignation, death or disablement
• due to accident or disease subject to completion of 5 years continuous
service
21. • Employees’ State Insurance
Scheme, 1948
• Applies to non-seasonal power using factories
employing 10 or more persons and
• non-power using factories and certain other
specified establishments employing 20 or more
persons for wages.
22. • Beneficiaries- Employees drawing wages up to Rs. 15000/- a month
• for permanently disabled employees wage ceiling is Rs. 25000/- per
month.
• Contribution- employees @ 1.75% of their wages, while the employers
contribute @ 4.75% of the wages of insurable workers.
• State governments contribute a minimum of 1/8th share of the expenditure
on medical care in their respective States.
23. • The ESI Scheme provides following benefits to the Insured
Persons:-
• Sickness benefit
• Medical benefit
• Maternity benefit
• Disablement benefit
• Dependent benefit
• Other Benefits-
(a) Confinement Expenses
(b) Funeral Expenses
(c) Vocational Rehabilitation
(d) Physical Rehabilitation
(e) Unemployment Allowances (Rajiv Gandhi Shramik Kalyan Yojana)
24. • The Employees’ Provident
Fund,1952-
• meant for security of workers after their retirement
• Applicable to- institution of provident fund for the
employees of factories and other establishments.
• Beneficiaries- restricted to employees drawing pay plus
dearness allowance not exceeding Rs.6, 500/- per month.
• Contribution- Employer:1.67-3.67% of wages and
Employee:10-12% of their wages
25. • The Employees’ Deposit Linked Insurance
Scheme, 1976-
• Applicable to- the employees who have been enrolled to the
membership of Employees Provident Fund Scheme, 1952
• Benefit- The Scheme provides for payment of assurance benefit,
upon death of the member while in service.
• Contribution- from the employer of the establishment @ 0.50% of
the wages of the employees
26. • The Employees’ Pension Scheme, 1995-
• Beneficiaries- Members on attaining the age of 58 years and having
rendered minimum ten years’ contributory service
• Benefits to the members and their families-
• Monthly member pension, Disablement pension, Widow / widower pension,
Children pension, Orphan pension, Disabled Children / Orphan Pension,
Nominee pension, Pension to dependent parents, Withdrawal benefit
• Contribution- The Scheme is financed by diverting employers share of PF
contribution @ 8.33% of wage to the pension fund.
• The Central govt. also contributes to the pension fund @ 1.16% of the wage.
27. Unorganized sector
• consist of those working in the unorganised enterprises or
households, excluding regular workers with social security
benefits, and the workers in the formal sector without any
employment/ social security benefits provided by the
employers
• Four categories:
• Occupation
• Nature of employment
• Specially distressed categories
• Service categories
28. • The existing social security arrangements in the unorganised
sector can be broadly classified into four groups as follows:
• Centrally funded social assistance programmes;
• Social insurance schemes;
• Social assistance through welfare funds of Central and State Governments;
and
• Public initiatives.
29. Centrally Funded Social Assistance
Programmes
• schemes for both rural and urban areas under the
• National Social Assistance Programme (NSAP)
• which has three components viz., National Old Age
Pension Scheme (NOAPS),
• Indira Gandhi National Widow Pension Scheme (IGNWPS),
• National Family Benefit Scheme (NFBS) &
• National Maternity Benefit Scheme (NMBS).
30. • NOAPS-
• Beneficiaries- destitute old age persons having little or no
regular means of subsistence from his/her own source of
income or
• through financial support from the family members or other
sources
• Benefit- eligible to get old age pension @Rs.75 per month.
31. • NFBS-
• In case of natural or accidental death
• Beneficiaries- family members in case of death of a primary
bread winner member of the household (BPL), in age group of
18 to 65
• Benefit- a sum of Rs.10,000/- is paid to the family of the
deceased
32. • NMBS-
• Benefit- cash assistance of Rs.500
• Beneficiaries- provided to the women of household below
poverty line and 19 years of age and above, upto the first two
live births.
33. • Employment Assurance Scheme (EAS),
1993 –
• Benefit- creates additional wage employment opportunities
• at the time of acute shortage of wage employment through
manual work
• Funding- centrally sponsored scheme
• cost sharing basis between the centre and states in the ratio of
75:25.
34. Social Insurance Schemes for
unorganized sector
• Operated through the LIC such as Social Security Group Insurance Scheme
• Beneficiaries- All persons in the age group of 18 to 60 years belonging
to the 24 approved occupation groups
• Contribution- The premium Rs.10 per thousand sum assured, of which
50% - Social Security Fund and rest 50%- beneficiaries or the nodal
agency.
• Benefit- payment of Rs.25,000 in case of death or permanent total
disability or loss of limbs and Rs.12,500 in case of loss of one eye or one
limb in an accident.
35. • Krishi Shramik Samajik Suraksha Yojana,
2001-
• Beneficiaries- 20,000 agricultural labourers (18-50 years age)from
each of the selected 50 blocks/districts, taking at least one from each state
over a period of three years.
• Benefits- life-cum-accident insurance, money-back and the
superannuation benefits.
36. National pension scheme, 2004
• Under Pension fund regulatory development authority
• for all citizens (18-60 years) of the country including the
unorganised sector workers on voluntary basis.
• the subscriber has to open an account with his/her nodal office
and get a Permanent Retirement Account Number (PRAN).
• Fund management fee are 0.0102% for Government
employees and 0.25% of the invested amount for private
sector.
37. Mahatma Gandhi National Rural
Employment scheme(MGNREGA),2005
• Under labour law
• Guarantees right to work
• Benefit-
• livelihood security in rural areas
• by providing at least 100 days of wage employment in a financial year to
every household
• whose adult members volunteer to do unskilled manual work.
• Implemented by gram panchayats
38. • Aam Aadmi Bima Yojana, 2007 (Ministry of
Finance)-
• Beneficiaries- provides death and disability cover to rural landless
households between age 18-59 years
• head of the family or one earning member in the family will be
insured.
• Benefit- insurance cover of Rs.30,000 in case of natural death;
• Rs.75,000 in case of death due to accident or total permanent disability
• Rs 37,500 in case of partial permanent disability
• scholarship upto a maximum of two children of beneficiary studying in 9th
to 12th Standard at the rate of Rs.300/- per quarter per child.
39. Rashtriya Swasthya Bima Yojana, 2007
(Ministry of Labour & Employment )
• Beneficiaries- for BPL families ( a unit of five) in Unorganized Sector
• Benefits- smart card based cashless health insurance cover of Rs.30,000
per family per annum
• Coverage of all pre-existing diseases.
• Coverage of hospitalization expenses, including maternity benefit
• Payment of transportation cost of Rs.100/per visit
• Contribution- state government pays 25% of the pemium while the rest
75% is paid by the Central Government
40. • RSBY has been extended to
• building and other construction workers registered under the Building and
other Construction Workers (Regulation of Employment and Condition of
Service) Act, 1996 and
• street vendors,
• beedi workers,
•
• domestic workers and
• MGNREGA beneficiaries who have worked for more than 15 days during
the preceding financial year and
• domestic workers
41. Indira Gandhi National Old Age Pension
Scheme(OGAOAPS), 2007
(Ministry of Rural Development for old age
protection )
• Beneficiaries- all citizens above the age of 60 years and living BPL.
• Benefit-
• Rs 550/- P.M. ( 60yrs to 79 yrs)
• (Central Share=200/- + State Share =350/-)
• Rs 1000/- P.M. ( 80 yrs and above)
• Central Share=500/- + State Share =500/-
42. New Initiative
• Convergence of three major Social Security Schemes for
Unorganized Workers
• on a single smart card platform based on a single unified data
base.
• Rashtriya Swasthya Bima Yojana (RSBY), Aam Aadmi Bima
Yojana (AABY) and Indira Gandhi Old Age Pension Scheme
(IGNOPAS)
• implemented on pilot basis in 20 districts across the country
43. Swavalamban, 2010
• co-contributory pension scheme
• to lower the cost of operations of the New Pension Scheme by
central government
• Contribution- The Government of India contributes a sum of
Rs.1,000/- to each eligible NPS subscribers who contributes a
minimum of Rs.1,000/- and maximum of Rs.12,000/- per
annum
• Limitation- Coverage under Swavalamban Scheme is
inadequate mainly due to lack of guaranteed pension benefits
at the age of 60.
44. Atal Pension Yojana (APY), 2015
• Unorganised sector- National Pension System (NPS).
• Beneficiaries- 18-40 years with bank account
• Benefit- Pension: Rs. 1000 to Rs. 5000
• Contribution- Government co-contribute 50% of the total contribution
or Rs. 1000 per annum, whichever is lower, to eligible subscribers
45. Welfare Funds
• through the Ministry of Labour
• Five Welfare Funds
• Beedi workers, Limestone & Dolomite Mine workers, Iron
ore, Chrome ore & Manganese ore Mine workers, Mica Mine
workers & Cine workers.
• welfare amenities to the workers- in the field of health care,
housing, educational assistance for children, drinking water
supply etc.
46. New schemes
• Pradhan Mantri Suraksha Bima Yojana
(PMSBY), 2015-
• Accident insurance scheme
• Benefit- Accidental death and disability cover on account of an accident
• One year cover, renewable from year to year
• Offered through- Public Sector General Insurance companies in tie up
with Banks
• Beneficiaries- 18-70 years age, savings account holder in
participating bank
47. Table of benefits Sum insured
a. On death 2 lakhs
b. Total and irrecoverable loss
of both eyes/ loss of use of
both hands /feet/ loss of
sight of one eye and loss of
use of hand/foot
2 lakhs
c. Total and irrecoverable loss
of sight of one eye or loss
of use of one hand/ foot
1 lakh
• Premium payable is Rs 12/- per annum per member, deducted
from account holders’ savings bank account.
48. • Pradhan Mantri Jeevan Jyoti Bima Yojana,
2015-
• life insurance cover for death due to any reason
• Offered through: LIC and other Life Insurance companies in tie ups
with Banks for this purpose
• Scope: All savings bank account holders in the age 18 to 50 years in
participating banks will be entitled to join.
• Benefits: Rs.2 lakhs is payable on member’s death due to any reason
• Premium: Rs.330/- per annum per member
49. • Pradhan Mantri Jan Dhan Yojana, 2014-
• National Mission for Financial Inclusion to ensure access to financial
services
• Ministry of Finance
• Account can be opened in any bank branch or Business Correspondent
(Bank Mitr) outlet.
• PMJDY accounts are being opened with Zero balance
• Benefits- Interest on deposit.
• Accidental insurance cover of Rs.1.00 lac
• Life insurance cover of Rs.30,000/-
• Easy Transfer of money across India
• Access to Pension, insurance products.
• Accidental Insurance Cover, Overdraft facility upto Rs.5000/- is available in only
one account per household, preferably lady of the household.
50. Social Security for Persons with
Disabilities in India
• census 2011: population of disabled is 2.68 crore.
• For organized sector- disability pension under the
Employees’ provident Funds and Miscellaneous Provisions
Act 1952,
• medical and maternity benefits under Employees’ State
Insurance Act 1948,
• benefits under the Workmen’s Compensation Act 1923
• Limitation- They are operative only in the case of disability
during the course of employment.
51. • Indira Gandhi National Disability Pension
Scheme, 2009-
• Directorate of Social Security and Disability
• Beneficiary- The age must be between 18-79 years.
• Must belong to a household below the poverty line.
• Must be suffering from multiple or severe disabilities.
• Disability certificate mandatory
• Benefits- Rs.300 per month to the beneficiary
• The Gram Panchayats / Municipalities identify the beneficiaries under the
scheme.
• Contribution- central Share=300/- + State Share =450/-
52. State Government schemes
• State Pension Schemes (100%)
• Old age pension scheme-
• Benefit- Rs 550/- pm (60-79 year) Rs 1000/- pm(>80 year)
• Beneficiary- Age>60 year
• Income not> 35000 per annum
• No income criteria for >80
• Disability Relief Allowance-
• Benefit- Rs 550/- P.M.(to 40%-69% disability) Rs 750/- P.M.(to 70%-& above )
• Beneficiary- Disability 40% to 69% , Family income should not exceed
35,000/- per annum, disability 70% or above there is no income criteria
53. • Widow Pension Scheme
• Benefit- Rs 550/- pm
• Beneficiary- Family income should not exceed 35,000/- per annum.
• Rehabilitation Allowance to lepers
• Benefit- Rs 550/- P.M.
• Beneficiary- Patients of Leprosy under treatment with Health & Family Welfare
Department , Should not be employees of Govt./Semi Govt./Boards/Corporations
etc.
54. • Central + State Pension Schemes
• Indira Gandhi National Old Age Pension Scheme
(IGNOAPS)
• Indira Gandhi National Widow Pension Scheme
(IGNWPS)
• Benefit- Rs 550/- P.M.
• Contribution- Central Share=300/- + State Share =250/-
• Beneficiary- Age 40-79 years, Applicant should be a member of BPL
• Indira Gandhi National Disabled pension Scheme
(IGNDPS)
55. • Annapurna Scheme-
• Benefit- 10 kg food grains through F&S Department
• Beneficiary- Applicant should be a member of BPL family and should not getting
Old age Pension,
• Age 65 years and above
• Central assistance (100%)
56. • State Disability Pension
• Department of Social Justice and Empowerment of Himachal
Pradesh.
• Benefit- Himachal Pradesh Social Security Pension in the form of Rs 400/pm
• Beneficiary- Person with 40 % of disability and above
• Annual income of the adult with disability from all sources should not be
more than Rs 9000/- or family income including all sources shouldn’t be
more than Rs 15000/-
• Disability certificate
57. • Integrated Scheme for Persons with
Disabilities-
• Marriage grant for persons with disability
• Disability between 40% - 74% -- Rs. 8000 , Disability 75% & above --
Rs.15000
• Early detection of disabilities is provided through regular screening of
children.
Social Security Benefits in India are Need-based i.e. the component of social assistance is more important in the publicly-managed schemes- In the Indian context, Social Security is a comprehensive approach designed to prevent deprivation, assure the individual of a basic minimum income for himself and his dependents and to protect the individual from any uncertainties.
have access to insurance policies
the health insurance coverage is enjoyed mainly by a section of economically better off households, and majority of poor in India cannot afford it.
Social Security Laws in India at present can be broadly divided into two categories,
the contributory and the non-contributory. contributory laws are those which provide for financing of the social security programmes by contributions paid by workers and employers and in some cases supplemented by contributions/grants from the Government
oldest of the social security legislations intended for the welfare of workers.
M.C.H. Services v Specialists consultation facilities both at dispensary, polyclinic and hospital v level including X-Ray, ECG and Laboratory Examinations. v Hospitalization. v Organization for the purchase, storage, distribution and supply of medicines v and other requirements. v Health Education to beneficiaries.
provision for pre-natal confinement and post-natal care free of charge failing which employer is liable to pay medical bonus of Rs.250/-.
Gratuity- sum of money customarily tendered in addition to basic price, to certain service sector workers for services performed or anticipated
Superannuation- type of retirement plan set up by a company for the benefit of its employees.
The basic rate of provident fund contribution is 10% of basic wage/salary and the higher rate is 12%.
The employees are not required to make any contribution
; linked to the average balance in the provident fund account of the deceased member
the pension scheme is compulsory for all members of the family pension scheme, 1971.
for creation of infrastructure by the rural poor living below the poverty line.
is an Act of Parliament concerning Indian labour law that sets the minimum wages that must be paid to skilled and unskilled labours.
important and comprehensive scheme
Lack of awareness, problems in constituting workers into groups to take advantage of the scheme, non-availability of incentives to the agencies at the grass root level to organize the workers etc. are some of the reasons of low coverage under the scheme
Government of India has approved a proposal for
The scheme is likely to benefit around 70 Lakh workers from the unorganized sector by the year 2016-17
Banking/ Savings & Deposit Accounts, Remittance, Credit, Insurance, Pension in an affordable manner.
There are no programmes for old age and survivor benefits in the case of the disabled who cannot be employed or the disabled person who are not employed even after crossing the employable age.
This is a joint contribution of both state as well as Indira Gandhi National Disability Pension scheme.