Hi, Pls find attached the Labour laws for reference. Thanks Nilesh.
From India, Pune
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13From India, Pune
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Thank you... this helps me build my knowledge of the laws from different countries as an educator, consultant and auditor... very very helpful. Adrian Varna, Bulgaria.
From Bulgaria, Varna
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Dear Nilesh,
Your effort really needs appreciation.
I was going through the ESIC Act, I found following things which needs to be updated.
1. Dependants' Benefit(DB)
The dependants' benefit is payable to the dependants as per Section 52 of the Act read with provision of 6(A) of Section 2 in cases where an IP dies as result of EI. The age of dependants, has to be determined either by production of
Documentary evidence as specified in Regulation 80(2) or
Age certified by Medical Officer In charge of Government Hospital or Dispensary.
The minimum rate of DB w.e.f 1.1.90 is Rs.14/- per day and these rates of the DB are increased from time to time. The latest enhancement is with effect from 01.08.2002
2. Funeral Expenses
An amount of Rs. 5000/ is payable to the dependents or to the person who performs last rites.
3. Rajiv Gandhi Shramik Kalyan Yojana - This scheme of Unemployment allowance was introduced w.e.f. 01-04-2005. An Insured Person who become unemployed after being insured three or more years, due to closure of factory/establishment, retrenchment or permanent invalidity are entitled to :-
Unemployment Allowance equal to 50% of wage for a maximum period of upto one year.
Medical care for self and family from ESI Hospitals/Dispensaries during the period IP receives unemployment allowance.
Vocational Training provided for upgrading skills - Expenditure on fee/travelling allowance borne by ESIC.
Kindly Check
Regards
Swetank
From India, Delhi
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Your effort really needs appreciation.
I was going through the ESIC Act, I found following things which needs to be updated.
1. Dependants' Benefit(DB)
The dependants' benefit is payable to the dependants as per Section 52 of the Act read with provision of 6(A) of Section 2 in cases where an IP dies as result of EI. The age of dependants, has to be determined either by production of
Documentary evidence as specified in Regulation 80(2) or
Age certified by Medical Officer In charge of Government Hospital or Dispensary.
The minimum rate of DB w.e.f 1.1.90 is Rs.14/- per day and these rates of the DB are increased from time to time. The latest enhancement is with effect from 01.08.2002
2. Funeral Expenses
An amount of Rs. 5000/ is payable to the dependents or to the person who performs last rites.
3. Rajiv Gandhi Shramik Kalyan Yojana - This scheme of Unemployment allowance was introduced w.e.f. 01-04-2005. An Insured Person who become unemployed after being insured three or more years, due to closure of factory/establishment, retrenchment or permanent invalidity are entitled to :-
Unemployment Allowance equal to 50% of wage for a maximum period of upto one year.
Medical care for self and family from ESI Hospitals/Dispensaries during the period IP receives unemployment allowance.
Vocational Training provided for upgrading skills - Expenditure on fee/travelling allowance borne by ESIC.
Kindly Check
Regards
Swetank
From India, Delhi
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Hi, thank you very much; it was really useful. I just want to clarify whether I am correct or not, as I found that certain amendments are not included in it, like the gratuity ceiling of 10 lakhs and the increase in funeral expenses in ESIC to 5000. Please guide me.
From India, Delhi
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From India, Delhi
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DEAR MR.NITESH, AT THE OUTSET THANKYOU FOR POSTING THE Labour laws for hr professionals. IT WILL BE HANDY AND ALSO USEFUL TO MANY , EVEN OTHER THAN HR PROFESSIONALS. THANKS GAJINDREN
From India, Bangalore
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From India, Bangalore
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DEAR MR.NITESH, AT THE OUTSET THANK YOU FOR POSTING THE Labour laws for hr professionals,IT WILL BE HANDY AND ALSO USEFUL TO MANY , EVEN OTHER THAN HR PROFESSIONALS. THANKS GAJINDREN
From India, Bangalore
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From India, Bangalore
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I am working for a manufacturing company since the last 2 years. One of our permanent workmen has submitted his date of birth year as 1957, and very recently we came to know from his PAN card that his date of birth year is 1952. When he joined our company, he submitted a false date of birth, which was not checked thoroughly by our HR department. We have issued him a show cause notice, but he could not provide actual proof of his date of birth. Can we terminate this worker for supplying us false information? He was actually supposed to retire in October 2010. Are we supposed to pay him retirement benefits even for the service rendered by him after his 58th year?
From India, Pune
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From India, Pune
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
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