Esic Limit is raised up to Rs. 21k and Esic Authorities asking for suggestions / comments suppose employers are not in favour of this change what action Esic Corpration will take ???
From India, Mumbai
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From India, Mumbai
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Not only the employer but more than 50% employees are also not in favour, since the ESI subscribe from the CTC.
From India, Bahadurgarh
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From India, Bahadurgarh
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Implementing Effective ESI Strategies in the Workplace
1. Educate or conduct bulk training sessions about the importance of ESI, its benefits, and a comparison with other private medical insurances. I shared this information with non-ESI employees for knowledge sharing.
2. Assist employees in obtaining benefits from ESI.
3. Contact ESI to conduct a camp in your office. If the employee strength exceeds 50, they will come. They can also conduct a session for your employees to explain the benefits of ESI.
4. Encourage employees to see the benefits for themselves. Focusing on employer contributions won't help convince them.
After implementing these steps, many non-ESI employees have expressed their willingness to join ESI. This latest news will bring them joy. Of course, some employees may not like it as they never use ESI or other medical insurances.
Please don't worry about the company, as they will show these extra expenditures as statutory expenses in their balance sheet, reducing their tax payable.
Small companies can adjust their salary structure by adding components like washing allowances, which are exempted in ESI.
You can also inform the employer that they are exempt from the Maternity Benefit Act and Employee Compensation Act for employees covered under the ESI Act.
For employees taking maternity leave, they can receive their salary from ESI, and the employer will not pay the salary for that period.
Additionally, if an employee has an accident during employment hours (from leaving home in the morning to returning home in the evening), all expenses and compensation will be covered by ESI.
Regards
From India, Chennai
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1031. Educate or conduct bulk training sessions about the importance of ESI, its benefits, and a comparison with other private medical insurances. I shared this information with non-ESI employees for knowledge sharing.
2. Assist employees in obtaining benefits from ESI.
3. Contact ESI to conduct a camp in your office. If the employee strength exceeds 50, they will come. They can also conduct a session for your employees to explain the benefits of ESI.
4. Encourage employees to see the benefits for themselves. Focusing on employer contributions won't help convince them.
After implementing these steps, many non-ESI employees have expressed their willingness to join ESI. This latest news will bring them joy. Of course, some employees may not like it as they never use ESI or other medical insurances.
Please don't worry about the company, as they will show these extra expenditures as statutory expenses in their balance sheet, reducing their tax payable.
Small companies can adjust their salary structure by adding components like washing allowances, which are exempted in ESI.
You can also inform the employer that they are exempt from the Maternity Benefit Act and Employee Compensation Act for employees covered under the ESI Act.
For employees taking maternity leave, they can receive their salary from ESI, and the employer will not pay the salary for that period.
Additionally, if an employee has an accident during employment hours (from leaving home in the morning to returning home in the evening), all expenses and compensation will be covered by ESI.
Regards
From India, Chennai
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Employee Benefits.doc