Labour Laws For Hr Professionals. - Doc Download

Hi, Pls find attached the Labour laws for reference. Thanks Nilesh.
20th February 2011 From India, Pune

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LABOUR LAWS FOR HR PROFESSIONALS.doc (305.0 KB, 7633 views)

Dear Nilesh
Thanks for this useful attachment, its easy to understand.
Jagjeet Singh
For ESIC & PF FORMAT IN EXCEL ( Click Here ---> : https://www.citehr.com/268358-files-link.html
21st February 2011 From India, Bhatinda

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.
21st February 2011 From Bulgaria, Varna

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
21st February 2011 From India, Delhi

Hi All of You dignitaries,
I am doing as a consultant recruiter I want to aspire new heights in HR which is better to do either M.A Psychology or PG Diploma in Industrial relations.Plz make my future bright with your sound advice.
Regards
Manikyam
Consultant- Recruiter.
21st February 2011 From India, Hyderabad

Hi,
Thanks a lot really useful..
Just want to clarify whether I am correct or not as I found that certain amendments are not included in it like gratuity ceiling 10 lakhs and funeral expenses in ESIC has been raised to 5000.
Pls guide me out....
21st February 2011 From India, Delhi

Mr. Nilesh, You have given the formation is super and no body think that within this view we can get all these acts with interpreted manner. thanks alot. Adi
21st February 2011 From Bahrain

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
21st February 2011 From India, Bangalore

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
21st February 2011 From India, Bangalore

I am working for manufacturing company since last 2 years. One of our permanent workman 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 has joined our company he has submitted false date of birth which was not checked thoroughtly by our HR depat. Now we had issued him show cause but he could not reply about actual proof about his date of birth.
Can we terminate this worker for supplying us false information ? He was to actually retire in October 2010. Are we supposed to pay him retiral benefits even for the service rendered by him after his 58th year ?
22nd February 2011 From India, Pune