Riteshmaity
Labour Law Advocate
CelsiusHR
Hr Manager
PUL HRMS
Development Of Hrms For Smes
+5 Others

Thread Started by #celsiusHR

We are a pharmaceutical company, our 90% staff is field oriented, they can not avail the benefits of ESCI, We think ESIC is a useless thing and money (employee share and employer share) is wasting on ESIC, We are going to purchase group Insurance (Accidental) policy for our employees. Can we stop deducting or paying ESIC now. I know this is a silly question. But you all are my seniors, who can clear the point.
18th April 2016 From India, Ghaziabad
""We think ESIC is a useless thing"" Why this thought process?
Any GOI scheme has babugiri involved,but it has been and will be a life saver for employees covered under it.
You can add to the welfare measures,but basic welfare schemes of GOI cannot be over looked.
18th April 2016 From India, Pune
An Individual perception cannot be yardstick of measuring usefulness of social welfare schemes of GOI.
Although, the group policy will be easy to implement, will it provide benefits to employees at par with ESIC? Just check case of Maternity Benefit.
Secondly, the ESIC membership is a portable. New employee to your organization can be existing member of ESIC in earlier organization. One cannot form policies in isolation for such GoI schemes.
18th April 2016 From India, undefined
There may be two ways of understanding the question - Ignorance on ESIC or Intellegence to evade from ESIC.
However, Group insurance/Accidental benefit may cover the IP/insured person during any eventuality occur, but ESIC covers basket of benefits (6). Its not only beneficial to the IP but also the entire family during various urgencies.
There may be sporadic cases of non-responsiveness by ESIC/team, but that can't generalised by taking yourself risk and giving risk to your employees while not covering under ESIC.
Its all about how well you are aware in obtaining the services under ESIC, instead evading.
18th April 2016 From India, Mumbai
Hi, We are paying almost 3 lakh every month to esic. We are receiving about 20k benefits in return to our employees. That does not mean the ESIC is useless. We are using it less. Never pay an IP for his sick leaves. Do not give advance for any medical emergencies or needs. In turn teach them about ESIC benefits. you have 90+ field staff. I made a road show for the same cause for 400+ staff across 28 locations. Now no employee will come and ask for a sick leave / medical assistance or salary advance for medical emergencies. Please remember increasing the limit from 15000 to 25000 in on anvil and may get approved anytime. So start encouraging them to utilize ESIC.
For more clarity and details reach me at tqmmohan@gmail.com
18th April 2016 From India, Chennai
#celsiusHR I'm agree with you, If we talking about of ESIC; its much more in cost in compare of a policy and benefits are Nil. here the region:
#1. you want normal or mid level treatment, you should ready to spend your at least 4 days-
Day 1. Get Approval from ESIC dispensary
Day 2. Go to ESIC hosiptal and wait for Doctor (9:00 am to 12:00pm Only
Day 3. Test as Doctor recommendation (9 to 12)
Day 4. Meet again Doctor With test Report
This is not end it may be take your week
In case of a normal employee who want benefits from ESIC is cheated by Govt. cause he lost his Daily Wages and performance in Company chart. hence there is loss of lots of many wast in ESIC by Employer and Employee and ESIC Build there hospital Building and dispensary not their services.
19th April 2016 From India, Delhi
#Anonymous
Celsius HR,

Your statement stems from the fact that you have not understood the numerous benefits of ESIC. Not even insurance companies cover areas which ESI does. It's been a boon to the Indian industry, where most workers are from the lower middle class. I will just give you an example of one of our experiences. One of our sales officers met with an accident on his bike on a Sunday, when he and his wife were returning from a movie in Shimoga. They were very seriously injured and some kind hearted souls rushed them to the nearest nursing home. After first aid, they were rushed to the government hospital. The doctors were treating them. His kidney was damaged and his wife's skull was broken. The moment they knew the person was covered under ESI, the doctors of the Goverment hospital themselves contacted the local ESI doctor and asked him to come over for a meeting. They explained the complications of the case and the local ESI doctor referred them to the referral hospitals in Bangalore. The husband was admitted in St. John's and the wife in Nimhans. These were the referral hospitals of ESI. The best hospitals of the country are enumerated as referral hospitals of ESI. The bills were sent to ESI for payment. ESI had to shell out close to Rs. 65 lakhs for both of them and they paid it directly to the hospital long after the discharge. An allowance was also paid to the caretaker which was reimbursed through the company. If, the same treatment would have been provided by themselves or an insurance company, the bill would have been over 2 crores. And the mindset of corporate hospitals to charge excessively, when insurance is covered by a private nsurance company. Unwanted tests being prescribed by the doctors to suck the entitlements out of the policy.

ESI scheme is one of the most wonderful social security schemes for the employees. White collared employees have a mindset where they do not want to go to the government hospital. Ask your workers. They will vouch by ESI and its benefits. Let me also assure you that there is no red tapism at ESI hospitals, just like what happens in Goverment hospitals. If there would be red tapism, the unions would take care of it. And the ESI staff know about the consequences if unions intervene. ESI hospitals are easy to deal with.

I would suggest to meet up with a senior IR manager of a factory and request him to give you an orientation of the benefits of the ESI scheme. Many people think it's just maternity related and maybe death benefit or funeral benefit. It's not so. It's a state insurance for employees with some amazing benefits which no private insurance companies can afford to offer for the minuscule amount that is paid as premium.
19th April 2016 From Indonesia, Jakarta
ESI Act is a social welfare act. If you are covered under this act, then you have to comply it. There is NO escape. And "once covered is always covered" under ESI Act.
Check www.labourlawhub.com for further information.
20th April 2016 From India, Kolkata
As the "anonymous member" stated above,eSIC has been a life saver for many people.
One of my guards also was saved from penury by ESIC paying the treatment cost.The sum was over 2 lakh rupees.
Babugiri is an universal phenomena in our nation and no change in their attitude is happening and they hold up national progress.
But that is a different topic.
ESIC any way is government legislated and industry has to comply.
Discussing the pros and cons of ESIC when it is compulsory is of little use.
Probably those who have different views on ESIC may write to ESIC as a feedback.
20th April 2016 From India, Pune
Hi. Celsius HR It would be very helpful if you can elaborate that "our 90% staff is field oriented, they can not avail the benefits of ESCI". As I understand the ESIC card is valid throughout India
20th April 2016 From Sri Lanka , Wattala
Hi! Celcius HR,
Our learned members of the forum have already given there opinion.which I fully endorse!
One of our workers from my Belgaum Factory even underwent knee replacement surgery, free of cost ..This is a very expensive procedure otherwise!
As Mr.Nathrao suggested, instead of avoiding, why not create awareness on the benefits of ESIC and encourage your members to use it effectively?
Please contact your local ESIC office, who will send their representatives to your premises and conduct a camp, where they would educate your members on benefits of ESIC and provide a list of their hospitals as well as private hospitals who are also providing the ESIC benefits.
regards
Vineeta
20th April 2016 From India, Mumbai
Can some one explain me the role of HR in getting the ESI benefit to the employee. As of now, I will be issuing the temporary identity certificate to the employee given by the ESI consultant. And the employee has to go to the nearest ESI dispensary and office and get it registered. Because of this process , no one is availing the benefits of ESI. Can someone tell , what are the process in getting the ESI card to the employee and then they can avail the benefits of ESI.
20th April 2016 From India, Chennai
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