Warning: preg_replace(): Empty regular expression in [path]/showthread.php on line 2381

Warning: preg_replace(): Empty regular expression in [path]/showthread.php on line 2381

Warning: preg_replace(): Empty regular expression in [path]/showthread.php on line 2381
Separation From Organization Due To Death - CiteHR

No Tags Found!

SH

Shai89308

Executive Hr

AS

Ammu Shanvi

Human Resource

GS

G SHASHI KRISHNA

Senior Manager - Hr

AH

Aizant HR

Human Resources

MA

MARSHAL

Safety Officer

AK

Anish Katoch

Hr Executive

PR

PranjalR

Hr Recruiter

AP

Alka Pal

Hr Executive

Karthikeyan8195

Management Consultant

MK

Mohit Kumar Puri

Head Marketing

AU

Austex

Accounts Manager


Anjali.Sharma89
Hi I need to make a policy draft for separation from organization due of death..please suggest what all points should be covered. Anjali
From India, Delhi
bhardwaj_ch1
73

See, on the natural and un natural death of employee on pay roll, you can put provisions of;
eligible PF and EDLI benefits, gratuity benefits, if ESIC covered then ESIC benefits else, Medical Insurance benefits, Superannuation, P L enchantment if any balance, and any other welfare benefits if organization wants to give like one day salary of employees on volunteer base.
To make this policy for dead employee, its only make when company is willing to give excluding legal benefits, else not required.

From India, Ahmadabad
S D Patil
30

Sub:Seperation from organisation due to Death
In addition to whatever specified by earlier member, you can include Pension benefit, as per Act 1995,Gratuity benefit as per act 1972 or if your company has made Group Gratuity Trust with LIC then that benefit will be calculated as if the employee has completed 58/60 yrs,, , Ex-gratia if any by company or welfare fund if any maintained by organisation, etc. Based on management policy you can include fund for the purpose.
Regards
S D Patil

From India, Kolhapur
Dinesh Divekar
7736

Dear Anjali,
This is in addition to what other senior members have said.
First and foremost "death" of employee is not a separation.
You need to investigate the death of employee. Is it attributable to the employer? If yes, then the compensation will be higher.
For this better to conduct the enquiry. As a part of enquiry, let the a some employee be detailed to do his/her final clearance. Let deceased employee's family surrender company's assets. Based on this enquiry office can give report what is outstanding against him/her. whether to do 'write off" action or initiate recovery for the non-return of company's assets is call of the management.
Depending on the designation, you need to find out whether the deceased employee is eligible for compensation under "Workers Compensation Act". For this it is better to approach some labour lawyer. You may visit the labour office to get first hand information.
Ok...
Dinesh V Divekar

From India, Bangalore
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.




About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2025 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.