A young man of 27 years has become completely paralyzed or disabled due to an injury to his backbone during work hours at the company.
Compensation and ESI Coverage
In this case, did the company provide compensation to him? Is ESI coverage included in the documents? An ACC report has also been submitted to the ESI board, but the contribution is zero.
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Compensation and ESI Coverage
In this case, did the company provide compensation to him? Is ESI coverage included in the documents? An ACC report has also been submitted to the ESI board, but the contribution is zero.
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Your question is not clear, especially the last sentence, "But contribute is zero." Also, you have said that "Acc report..." and I believe that "Acc" means Accident Report. As far as possible, avoid such abbreviations in a professional forum like this.
Employer Liability Under ESI Coverage
Coming to the query, I would say that if the employee is covered under ESI, the employer has no liability to pay any compensation directly to the injured employee. Instead, the ESI Corporation will pay compensation and a monthly pension as admissible. The employer's liability is limited to providing first aid, taking the injured to the hospital, and submitting an accident report.
From India, Kannur
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4526Employer Liability Under ESI Coverage
Coming to the query, I would say that if the employee is covered under ESI, the employer has no liability to pay any compensation directly to the injured employee. Instead, the ESI Corporation will pay compensation and a monthly pension as admissible. The employer's liability is limited to providing first aid, taking the injured to the hospital, and submitting an accident report.
From India, Kannur
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The employee is eligible for total compensation from the company under the EC Act. The total disability is due to an injury sustained while at work. The company becomes liable as it is outside the ESI scope due to non-payment.
Further, the company management should consider offering employment to the kin of the injured employee, in addition to compensation, on humanitarian grounds.
There should not be any problem with payment because the company generally keeps an insurance policy, other than ESI, to take care of employees not under the ESI canopy.
From India, Mumbai
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Further, the company management should consider offering employment to the kin of the injured employee, in addition to compensation, on humanitarian grounds.
There should not be any problem with payment because the company generally keeps an insurance policy, other than ESI, to take care of employees not under the ESI canopy.
From India, Mumbai
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