Dear Seniors,
The Persons with Disabilities ( Equal Opportunities, Protection of Rights & Full Participation) Act 1995 with reference to section 47.
Can you please clarify below queries:-
1) Is this Act Applies to Privately Held Companies also?
2) If yes, in case of Permanent Total disability of person who has received compensation under WC Act is eligible to continue in service?
3) If the employee is 100% incapacitated then is it mandatory to offer compassionate appointment to his relative/ family member?
Thanks in anticipation.....!!!
From India, Pune
The Persons with Disabilities ( Equal Opportunities, Protection of Rights & Full Participation) Act 1995 with reference to section 47.
Can you please clarify below queries:-
1) Is this Act Applies to Privately Held Companies also?
2) If yes, in case of Permanent Total disability of person who has received compensation under WC Act is eligible to continue in service?
3) If the employee is 100% incapacitated then is it mandatory to offer compassionate appointment to his relative/ family member?
Thanks in anticipation.....!!!
From India, Pune
Section 47 says that there should not be any discrimination in government employment. That means it has nothing to do with employment in private sector.
Once compensation under Workmen's Compensation Act is paid, there is no question of reemployment to a totally disabled person.
Compassionate appointment is governed by the company's policy and it is not compulsory that a private firm should give compassionate employment.
Regards,
Madhu.T.K
From India, Kannur
Once compensation under Workmen's Compensation Act is paid, there is no question of reemployment to a totally disabled person.
Compassionate appointment is governed by the company's policy and it is not compulsory that a private firm should give compassionate employment.
Regards,
Madhu.T.K
From India, Kannur
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#Subject List: compassionate appointment compensation act wc act City-India-Pune Country-India disabled person
Equal Remuneration Act 1976.pdf
Equal Remuneration Act 1976.doc
