Dear Seniors,
Hai senior i am working as HR - Asst manager in reputed Construction company . My query is that while i am met an accident during duty hours, my left arm is broken and i went for treatment about 1 months and joined the duty on Feb2012. While checking pay slip 15 days payment deducted from the management. Please confirm if there is any clause to reimburse the LOP days.
Please confirm
Thanks & regards
Rajesh kanna
From India, Kannur
Hai senior i am working as HR - Asst manager in reputed Construction company . My query is that while i am met an accident during duty hours, my left arm is broken and i went for treatment about 1 months and joined the duty on Feb2012. While checking pay slip 15 days payment deducted from the management. Please confirm if there is any clause to reimburse the LOP days.
Please confirm
Thanks & regards
Rajesh kanna
From India, Kannur
Dear , If you are having GPA then you can claim the salary for the days lost by the insurance Company + Medical Expenses ( as per GPA policy)
From India, Pune
467From India, Pune
========
Dear friend,
You should have been covered under ESIC, am I correct, if so ESI should take care of your problem like salary during absence from duty after the on-site accident and recovery thereafter etc. I believe you R in Construction Industry which is under ESI. Verify this link for your reference-
https://www.citehr.com/20893-pf-esi-matters.html
kumar.s.
From India, Bangalore
Dear friend,
You should have been covered under ESIC, am I correct, if so ESI should take care of your problem like salary during absence from duty after the on-site accident and recovery thereafter etc. I believe you R in Construction Industry which is under ESI. Verify this link for your reference-
https://www.citehr.com/20893-pf-esi-matters.html
kumar.s.
From India, Bangalore
Dear All.
Normally all the companies are allowed the entire accident leave as on duty leave, if the accident occurred during the course of the employment and out of the employment.
However few cases are outstretched their absence beyond medical practitioner's advice. For such cases, only the period recommended by the doctors are treated as on duty leave and rest are as LOP.
Please check if there are policies on On duty rest and LOP in your company, before take the matter to you management.
S.Sethupathy,
Excellent HR Services.
From India, Coimbatore
Normally all the companies are allowed the entire accident leave as on duty leave, if the accident occurred during the course of the employment and out of the employment.
However few cases are outstretched their absence beyond medical practitioner's advice. For such cases, only the period recommended by the doctors are treated as on duty leave and rest are as LOP.
Please check if there are policies on On duty rest and LOP in your company, before take the matter to you management.
S.Sethupathy,
Excellent HR Services.
From India, Coimbatore
Are you covered under ESI and if yes then you will get from ESI/ as rightly mentioned by our firend you can get from GPA if covered.
If both are not there and if you met with the accident out of and in the due course of employment the management has to sanction leave with pay and also to bear the medical expenses.
Ex: an employee is working on a machine and due to some mechanical problem there is a failure of the machine which resulted in causing an injury to the employee. If the injury is due to the sheer negligance of the employee then he is not eligible for any benefit.
In your case how and why it is part & in due course of employment. If you can substantiate/ prove then you are eligible. If the management is not accepting then the authority will be local Assistant / Deputy commissioner of labour.
Regards - kamesh
From India, Hyderabad
If both are not there and if you met with the accident out of and in the due course of employment the management has to sanction leave with pay and also to bear the medical expenses.
Ex: an employee is working on a machine and due to some mechanical problem there is a failure of the machine which resulted in causing an injury to the employee. If the injury is due to the sheer negligance of the employee then he is not eligible for any benefit.
In your case how and why it is part & in due course of employment. If you can substantiate/ prove then you are eligible. If the management is not accepting then the authority will be local Assistant / Deputy commissioner of labour.
Regards - kamesh
From India, Hyderabad
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