Dear All,
Please share your opinion on the following HR query.
One of our employees met with an accident recently & suffered a foot sprain on duty, in this event he expects certain benefits. However our management decided to give him paid leaves on his absence dates & nothing other than that.
However my query is that
1) for a foot sprain is the employee eligible for any benefits,
2) if yes then what other benefits can be given to him.
From India, Mumbai
Please share your opinion on the following HR query.
One of our employees met with an accident recently & suffered a foot sprain on duty, in this event he expects certain benefits. However our management decided to give him paid leaves on his absence dates & nothing other than that.
However my query is that
1) for a foot sprain is the employee eligible for any benefits,
2) if yes then what other benefits can be given to him.
From India, Mumbai
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
+3 Others
Dear Friend,
If the employee is partially or taotally diabled then only he is eligible for compensation, for sprain and all he is eligible for reimbursement of medical expenses and leave with pay for those days the doctor has advised.
Regards - kamesh
From India, Hyderabad
186If the employee is partially or taotally diabled then only he is eligible for compensation, for sprain and all he is eligible for reimbursement of medical expenses and leave with pay for those days the doctor has advised.
Regards - kamesh
From India, Hyderabad
Hi,
First of all you ask your employee to visit ESIC & get a treatment from doctor. Based on doctors decision only we can know whether it really got foot sprained or fractured or something else. Without consulting an ESIC doctor how can help him.
In ESIC he is only eligible to get paid his salary for the reason under sickness benefit & not morethan that.
The sickness benefit also varies depending upon the reason such as for accident situation it is 90% benefit u can claim. where as for other sickness we can claim 50-60% benefit only.
Right now this category comes under 50% benefit only.
Regards,
Vinay Kumar.
From India, Hyderabad
First of all you ask your employee to visit ESIC & get a treatment from doctor. Based on doctors decision only we can know whether it really got foot sprained or fractured or something else. Without consulting an ESIC doctor how can help him.
In ESIC he is only eligible to get paid his salary for the reason under sickness benefit & not morethan that.
The sickness benefit also varies depending upon the reason such as for accident situation it is 90% benefit u can claim. where as for other sickness we can claim 50-60% benefit only.
Right now this category comes under 50% benefit only.
Regards,
Vinay Kumar.
From India, Hyderabad
Dear Mr. Vinay, Thank you for your reply...but the employee who met with the accident does not fall under ESIC..he is one of the senior supervisor, therefore what do we do in that case?
From India, Mumbai
From India, Mumbai
Since he is not covered under the ESI Scheme, he would be covered unde the Employees' Compensation Act 1923, provided the employee -Sr. supervisor comes under the Schedule 2 of the Act. As the injured has only sprained himself, the liability is only for payment of half monthly compensation, if his period of disability exceeds 3 days. You are already paying him full wages there is nothing more to be done but he is deemed to be on duty for the disability period. KK Nair
From India, Bhopal
From India, Bhopal
Hi
One is seeing what compensation/monetary support you can give to the injured person,which is also required.
But don't get lost in only 'what do we have to give him?'.
A lot of times the care and emotional support you give when someone is going thru an injury - however small it is, there is always a shock after an accident - allowing him to take his 'earned' leave is normal. Are you willing to give him longer leave (even if it is without pay) if he needs it? How else are you supporting him - dont' treat him like a liability. That itself will go a long way. It is support in difficult times that creates bonding in the minds of people.
From India, Bangalore
One is seeing what compensation/monetary support you can give to the injured person,which is also required.
But don't get lost in only 'what do we have to give him?'.
A lot of times the care and emotional support you give when someone is going thru an injury - however small it is, there is always a shock after an accident - allowing him to take his 'earned' leave is normal. Are you willing to give him longer leave (even if it is without pay) if he needs it? How else are you supporting him - dont' treat him like a liability. That itself will go a long way. It is support in difficult times that creates bonding in the minds of people.
From India, Bangalore
Hi,
If the employee is not covered under ESIC then how can u help him.
There is no way of helping him.
Just ask him to take rest & the days which he was absented should be treated as present.
When your area is covered under ESIC then there is a no point of Workmens Compensation.
Regards,
Vinay Kumar.
From India, Hyderabad
If the employee is not covered under ESIC then how can u help him.
There is no way of helping him.
Just ask him to take rest & the days which he was absented should be treated as present.
When your area is covered under ESIC then there is a no point of Workmens Compensation.
Regards,
Vinay Kumar.
From India, Hyderabad
What about the mediclaim and other health insurance, if we can we need to explore those possibility, and try to help him out
From India, Madras
From India, Madras
Hi,
If there is any Medclaim policy covered then employee should immediately send to hospital & treatment should be availed as per coverage.
I hope treatment charges & bed charges(if admitted), doctor fees excluding medicines the person can avail.
Regards,
Vinay Kumar.
From India, Hyderabad
If there is any Medclaim policy covered then employee should immediately send to hospital & treatment should be availed as per coverage.
I hope treatment charges & bed charges(if admitted), doctor fees excluding medicines the person can avail.
Regards,
Vinay Kumar.
From India, Hyderabad
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