Decision taken by ESIC Hqrs. was only after all paper regarding myself were given by SRO, Surat as reference. They have now accepted the decision and It will be helpful to them for further case. Now I will approach my employer.
Rahim Pardewala

From India, Ahmedabad
Sir, I am attaching the letter received from SRO, Surat Rahim Pardewala
From India, Ahmedabad

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Sir, I feel it very encouraging that you are pursuing your case. Hope, in the end, you will get your entitlement as per law and procedure laid down in the Act.
From India, Noida
Now I feel very sorry for the ESIC, who's senior person are not ready to accept the reply of ESIC Hrq. In my case, my employer approach two of ESIC Regional office i.e. Jaipur and Udaipur, with the Reply of ESIC Hrq. for my disability benefit. But the Director's reply so softly that this benefit is only for New Employee. So Sad. Request to all seniors to please guide me further.

From India, Ahmedabad
Is WC mandatory in ESI implementation area?
From India, Kair
WC? Is it Workmen Compensation? And is it mandatory in ESI implemented AREA? If you mean to ask whether the provisions of Workmen Compensation Act will be applicable to employees covered under ESI Act, then the answer is that in respect of employees covered under ESI schemes, the provisions of Employees Compensation Act will not be applicable but the ESI Corporation will take care of the employer's liability.
From India, Kannur
1. Sir, the name of WC i.e. the Workmen's Compensation Act has been changed to the Employees' Compensation Act. Hope, you will refer relevant Act as amended.
2. Employees' Compensation Act is applicable to all type of industries/factories as defined in the said Act. However, the scope of coverage of ESI Act, 1948 is restricted to the implemented areas and in said units is applicable in respect of the employees who fall within coverage limit of wage ceiling ( which is presently Rs. 21000/- per month).
3. In a factories /establishments which are covered under both i.e. under Employees' Compensation Act as well as under ESI Act, 1948, injured employees can claim compensation (Permanent Disablement or Temporary Disablement Benefit) only under provisions of ESI Act, 1948. However, in case the injured employee is not covered under ESI Act, 1948, principal employer is liable under the Employees' Compensation Act.

From India, Noida
Today I was reading through this old thread interestingly and sudden got disturb by the post # 15 by our annonymous friend. This post is not pertaining to current discussion in progress in this thread.
When this forum administration is very expert in deleting the posts, why such posts are not being deleted?
Nearly 200 posts of mine are deleted in the past though they were relavant & valuable, surprisingly.

From India, Mumbai
Dear Friends,
In fact, I'm confused now due to so many things in my mind.
I feel we are making mistake somewhere in understanding the issue.
I think, there are two issues over here. One is pension to disable person (employment injury) and another is an incentive to employer for employing disable person.
It came to my reading recently if I'm not wrong, that the salary ceiling of Rs. 25000 is now gone away for availing the incentive. I tried googling but enable to find out.
Need some study in this matter. In the meantime some throw some light in this regard, it will be better.

From India, Mumbai
Dear All , how to write a letter to ESI office regarding we already paid the monthy contribution under coverage for ESI act in the following Establishment code .kindly sent format Regards, jegan
From India, Chennai

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