I represent Hr desk in manufacturing company. Several times we come across leaves-related matters where employees go on ESIC leave. for a long period. generally, ESIC leaves can be taken only for 21 days ( not sure). but employees go on leave for months together on sick leave. this has become a tendency. Productivity of particular department will go down in such situation, and demand for more employment will arise. HR will have its own constraints for recruiting people again. How and what action can be taken in such a case. Please enlighten me on this matter. And also would like to know How a company contract works? From where will i get complete info about it.
Regards
From India, Kochi
Regards
From India, Kochi
Dear Manisha, ESIC leave must be supported with the certificate from ESIC doctors that particular emp needs rest for one month.....neither those absenteesm considered as LWP.
From India, Aurangabad
4From India, Aurangabad
i agree the certificate will be there. but. in case it is exceeding 1 month. and if more number of employees go on such leave for longer time at time , then whta stand we H people should take so that productivity will not be disturbed. manisha
From India, Kochi
From India, Kochi
If you have evidences to prove that workers are availing sickness benefits/ leave erroneously, you can report it to the ESIC. Under Section 91 B of the ESI Act, any employee found misusing the benefits will be fined by the Corporation. Even if you do not have any proof to say that employees take leave with out any valid reason, if you report that the number of man days lost due to sickness is very high, the matter will be taken up by the Corporation in spirit. But it should not strike back because the company will become responsible for excessive incidence of sickness if they are satisfied that the excessive incidence of sickness is due to unhygienic conditions of work (u/s 69 of the ESI Act) Regards, Madhu.T.K
From India, Kannur
From India, Kannur
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Bombay Anand Bhavan Restaurant-vs- ESIC SC 2-09-2009.pdf
ESIC Amendment.doc