Hi Folks,
I am working with a pharma retail company and most of our employees are covered under ESI and PF act. But, some of our competitor companies are not giving ESi benefits but are giving Mediclaim to their employees who\'s CTC is 8000. My question is whether is this the right procedure according to the ESI act because as per my knowledge employees with less that 15000 ctc should be covered under the ESI actand not mediclaim?
Please give ur valuable inputs at the earliest.
Regards,
SS
From India, Hyderabad
I am working with a pharma retail company and most of our employees are covered under ESI and PF act. But, some of our competitor companies are not giving ESi benefits but are giving Mediclaim to their employees who\'s CTC is 8000. My question is whether is this the right procedure according to the ESI act because as per my knowledge employees with less that 15000 ctc should be covered under the ESI actand not mediclaim?
Please give ur valuable inputs at the earliest.
Regards,
SS
From India, Hyderabad
You are right , if any employee is getting Rs.15000/- as CTC . then he should be covered under E.S.I. Act. But, some of your competitor companies are not giving E.S.I. this not right. They should follow the rule and regulation under E.S.I. Act
From India, Faridabad
6From India, Faridabad
Dear
As per the ESI act if someone is getting 15k gross(not CTC as mentioned by you) than he should be covered under ESI act.So ESI deduction to be made and deposited.Mediclaim is not at all substitute of ESIC as it is a social security legislation and giving sickness benefit is one one of them.
From India, Delhi
As per the ESI act if someone is getting 15k gross(not CTC as mentioned by you) than he should be covered under ESI act.So ESI deduction to be made and deposited.Mediclaim is not at all substitute of ESIC as it is a social security legislation and giving sickness benefit is one one of them.
From India, Delhi
Sir(s),
If any of organisation(factory. shop etc.) is not complying with the statutory liabilities under any labour laws including ESI Act, 1948 then they may be doing at their own risk and responsibility. Under various such laws including ESI Act, 1948 there are provisions of prosecution, levy of interest and damages.
Further, the benefits under mediclaim policies are limited to agreement of policy, whereas the medical benefit under ESI Act has no cap and further cash benefits as well as medical facilities to family members are also available under said Act.
From India, Noida
If any of organisation(factory. shop etc.) is not complying with the statutory liabilities under any labour laws including ESI Act, 1948 then they may be doing at their own risk and responsibility. Under various such laws including ESI Act, 1948 there are provisions of prosecution, levy of interest and damages.
Further, the benefits under mediclaim policies are limited to agreement of policy, whereas the medical benefit under ESI Act has no cap and further cash benefits as well as medical facilities to family members are also available under said Act.
From India, Noida
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