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Tajsateesh
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Pooja.saumya.singh@gmail.com
Hr Executive(trainee)

Dear seniors, I want to know more welfare schemes for the employees which will beneficial to both employees and also to the organisation. Rgards, pooja
5th October 2013 From India, Mumbai
Dear Seniors, please suugest me the worthfull employees welfare scheme. Regads, Pooja
5th October 2013 From India, Mumbai
Pooja, can you be a little more specific ?
The topic of welfare schemes is vast.
It fills up whole books, so you have to be a little more specific of what you need to know.
Incidentally, hope you have done a "Research" using the options on this site. There is already a lot of info on welfare schemes on citehr.
check out this link : employees welfare scheme
if you are more specific, members on this forum will give you a more effective answer
5th October 2013 From India, Mumbai
Dear Pooja,
As there are number of welfare schemes, it is better you ask for specific. However, I furnish hereunder
some of the schemes.
1. Medical Benefit. 2. Common transport 3. Canteen facility 4. Family Planning Incentive.
5. Birthday gifts 6. Production Incentive. 7. Holiday package for completing 5 years successful service.
8. House hold articles like TV/Refrigerator/Grinders/Sofas/furniture etc. if the employee stays for continuously
for 5 years and after gifting the articles also he should stay for 5 more years. If he leaves company, proportion deduction like 1/5, 2/5, 3/5, 4/5,
5th October 2013 From India, Visakhapatnam
Just to be clear
In case a worker has been given a TV and leaves within 5 years, you want a proportionate deduction as recovery from him. it would be 1/5th of cost for first year or 4/5 of cost ?
Also, generally this would be costing more than a months salary (or am i looking at urban prices and factory worker is happy with a lower cost tv). If he leaves without notice, how much can you deduct from his salary (without running foul of POWA, etc). you can not deduct against his PF, Gratuity. Can you deduct against his retrenchment compensation ? Is that allowed ? If you can only deduct against outstanding salary will that be enough ?
(Note, i am asking these because i dont know the answer. They are not questioning your suggestion of giving household items as welfare / benefits)

5th October 2013 From India, Mumbai
Respected Sir/Mam,
thanks to my seniors.........I wanted to ask you about one of the welfare scheme which is providing education loan to the employee's children.could you please tell me how to provide education loan to employees and at what percentage so that it will be beneficial to both employees and employer.
Regads,
pooja
5th October 2013 From India, Mumbai
Hello Pooja,
Further to the comments & suggestions of other members, pl give more details about your Organization--which sector, employee strength, location(s), etc. The more info you give, the better & more focused the responses.
But like other members suggested, FIRST do a Research in this Forum.
You started this thread by asking a GENERAL query about Welfare schemes & now are asking about Education Loan scheme--you could have asked this in the first instance itself I guess. Do you already have one in-place or do you want to introduce it in your company?
Rgds,
TS
5th October 2013 From India, Hyderabad
Hi Pooja,

It's good that you started thinking of welfare schm. for your colleagues. Precisely re: Education loans to your employees' children I have to suggest these:

I'm not sure what is the financial standing of your employer- if you can afford, loans for Dip/degree and above courses can be paid either interest free or soft loans with nominal interest repayable in EMI commencing from as and when the wards are gainfully employed. May be if wish to ensure regular repayment suitable conditions could be included in the T & C backed by certain surities. If otherwise -

1) If you all covered under EPF the scheme itself provide for part-final withdrawal (non-refundable) upto certain limit for education of their wards

2) All most all banks provide education loan for all courses from PUC above including courses in abroad. Sometimes the applicant may face hurdles while satisfying banks' requirements. This could be overcome by the employer standing as guarantor appropriately, after all banks are commercial entity and their foremost goal is to keep NPAs within permissible limits and hence the employer should facilitate quick sanction of loans.

3) There are employees Unions and Co-op societies which also provide edu.loans from out of their funds, especially for books, hostel fees etc.

4) Employers can evolve some scheme/tie-ups with edu.institutions for easily obtaining free seats for deserving wards/toppers by chalking out plans for mutual benefit like providing internship, free training etc.

And you can go on like this.
6th October 2013 From India, Bangalore
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