Understanding Labor Laws: How Do They Impact HR Professionals in Real-World Scenarios?

Please find attached the labor laws for reference.

Thanks,
Nilesh.

Thank you. This helps me build my knowledge of the laws from different countries as an educator, consultant, and auditor. Very, very helpful.

Regards, Adrian Varna, Bulgaria.

Dear Nilesh,

Your effort really needs appreciation.

I was going through the ESIC Act, I found following things which needs to be updated.

1. Dependants' Benefit(DB)





The dependants' benefit is payable to the dependants as per Section 52 of the Act read with provision of 6(A) of Section 2 in cases where an IP dies as result of EI. The age of dependants, has to be determined either by production of

Documentary evidence as specified in Regulation 80(2) or

Age certified by Medical Officer In charge of Government Hospital or Dispensary.

The minimum rate of DB w.e.f 1.1.90 is Rs.14/- per day and these rates of the DB are increased from time to time. The latest enhancement is with effect from 01.08.2002

2. Funeral Expenses

An amount of Rs. 5000/ is payable to the dependents or to the person who performs last rites.

3. Rajiv Gandhi Shramik Kalyan Yojana - This scheme of Unemployment allowance was introduced w.e.f. 01-04-2005. An Insured Person who become unemployed after being insured three or more years, due to closure of factory/establishment, retrenchment or permanent invalidity are entitled to :-

Unemployment Allowance equal to 50% of wage for a maximum period of upto one year.

Medical care for self and family from ESI Hospitals/Dispensaries during the period IP receives unemployment allowance.

Vocational Training provided for upgrading skills - Expenditure on fee/travelling allowance borne by ESIC.

Kindly Check

Regards

Swetank

Hi, thank you very much; it was really useful. I just want to clarify whether I am correct or not, as I found that certain amendments are not included in it, like the gratuity ceiling of 10 lakhs and the increase in funeral expenses in ESIC to 5000. Please guide me.

Thank you for posting the labor laws for HR professionals. It will be handy and also useful to many, even beyond HR professionals.

Regards,
Gajindren

[QUOTE=gajindren;1458997]

At the outset, thank you for posting the labor laws for HR professionals. It will be handy and also useful to many, even those other than HR professionals.

Thanks,
Gajindren

I am working for a manufacturing company since the last 2 years. One of our permanent workmen has submitted his date of birth year as 1957, and very recently we came to know from his PAN card that his date of birth year is 1952. When he joined our company, he submitted a false date of birth, which was not checked thoroughly by our HR department. We have issued him a show cause notice, but he could not provide actual proof of his date of birth. Can we terminate this worker for supplying us false information? He was actually supposed to retire in October 2010. Are we supposed to pay him retirement benefits even for the service rendered by him after his 58th year?

Could you help me with what registers need to be maintained in the factory? Also, if any inspectors come, what books do we need to show them? Please let me know if you need further assistance.