Hi, Pls find attached the Labour laws for reference. Thanks Nilesh.
From India, Pune
Acknowledge(4)
Amend(0)
13From India, Pune
Acknowledge(4)Amend(0)
Thank you... this helps me build my knowledge of the laws from different countries as an educator, consultant and auditor... very very helpful. Adrian Varna, Bulgaria.
From Bulgaria, Varna
Acknowledge(0)Amend(0)
From Bulgaria, Varna
Acknowledge(0)Amend(0)
Dear Nilesh, Your effort really needs appreciation. I was going through the ESIC Act and found the following things that need to be updated.
Dependants' Benefit (DB)
The dependants' benefit is payable to the dependants as per Section 52 of the Act, read with the provision of 6(A) of Section 2, in cases where an IP dies as a result of EI. The age of dependants has to be determined either by the production of documentary evidence as specified in Regulation 80(2) or by age certified by the Medical Officer in charge of a 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.
Funeral Expenses
An amount of Rs. 5000/- is payable to the dependents or to the person who performs the last rites.
Rajiv Gandhi Shramik Kalyan Yojana
This scheme of Unemployment Allowance was introduced w.e.f. 01-04-2005. An Insured Person who becomes unemployed after being insured for three or more years, due to the closure of a factory/establishment, retrenchment, or permanent invalidity, is entitled to:
- Unemployment Allowance equal to 50% of wage for a maximum period of up to 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
From India, Delhi
Acknowledge(0)Amend(0)
Dependants' Benefit (DB)
The dependants' benefit is payable to the dependants as per Section 52 of the Act, read with the provision of 6(A) of Section 2, in cases where an IP dies as a result of EI. The age of dependants has to be determined either by the production of documentary evidence as specified in Regulation 80(2) or by age certified by the Medical Officer in charge of a 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.
Funeral Expenses
An amount of Rs. 5000/- is payable to the dependents or to the person who performs the last rites.
Rajiv Gandhi Shramik Kalyan Yojana
This scheme of Unemployment Allowance was introduced w.e.f. 01-04-2005. An Insured Person who becomes unemployed after being insured for three or more years, due to the closure of a factory/establishment, retrenchment, or permanent invalidity, is entitled to:
- Unemployment Allowance equal to 50% of wage for a maximum period of up to 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
From India, Delhi
Acknowledge(0)Amend(0)
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.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
DEAR MR.NITESH, AT THE OUTSET THANKYOU FOR POSTING THE Labour laws for hr professionals. IT WILL BE HANDY AND ALSO USEFUL TO MANY , EVEN OTHER THAN HR PROFESSIONALS. THANKS GAJINDREN
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
DEAR MR.NITESH, AT THE OUTSET THANK YOU FOR POSTING THE Labour laws for hr professionals,IT WILL BE HANDY AND ALSO USEFUL TO MANY , EVEN OTHER THAN HR PROFESSIONALS. THANKS GAJINDREN
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
I have been working for a manufacturing company for the past two years. One of our permanent workers submitted his date of birth as 1957. Very recently, we discovered from his PAN card that his actual date of birth is 1952. When he joined our company, he submitted a false date of birth, which was not thoroughly checked 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 false information? He was supposed to retire in October 2010. Are we required to pay him retirement benefits for the service rendered after his 58th year?
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Labour Laws _Exemption..._ Act 1988.pdf
Bombay & Gujarat shops & estt.act. Labour Laws.doc