ESIC Hikes Wage Ceiling To Rs. 21,000/-
Aiming
to make its health Insurance more inclusive, the Employees State Insurance
Corporation (ESIC) has decided to raise the monthly wage threshold to Rs.
21,000/- in view of price rise and salary hike. Now, workers drawing a monthly
salary of up to Rs 21,000 will be entitled to treatment during cases of
sickness, maternity, disability and death due to injury during work.
to make its health Insurance more inclusive, the Employees State Insurance
Corporation (ESIC) has decided to raise the monthly wage threshold to Rs.
21,000/- in view of price rise and salary hike. Now, workers drawing a monthly
salary of up to Rs 21,000 will be entitled to treatment during cases of
sickness, maternity, disability and death due to injury during work.
Raising
the wage ceiling from the existing Rs 15,000/- per month will help ESIC add 5
million workers. The move is expected to bring in 20 million individuals
(assuming a family of 4) under the health Insurance net.
the wage ceiling from the existing Rs 15,000/- per month will help ESIC add 5
million workers. The move is expected to bring in 20 million individuals
(assuming a family of 4) under the health Insurance net.
Recently,
the government hiked the minimum wage for unskilled non-farm workers by 42 per
cent to Rs. 350/- per day, from the existing Rs. 246/-. ESIC raised its wage
ceiling by 40 per cent, considering the increase in minimum wages by the
government.
the government hiked the minimum wage for unskilled non-farm workers by 42 per
cent to Rs. 350/- per day, from the existing Rs. 246/-. ESIC raised its wage
ceiling by 40 per cent, considering the increase in minimum wages by the
government.
ESIC
has not only increased the wage limit, but allowed insured persons to opt for
continuing the cover even if their salary breaches the ceiling. An employer has
to contribute 4.75 per cent of a worker’s salary towards ESIC as contribution
while for workers; it stands at 1.75 per cent.
has not only increased the wage limit, but allowed insured persons to opt for
continuing the cover even if their salary breaches the ceiling. An employer has
to contribute 4.75 per cent of a worker’s salary towards ESIC as contribution
while for workers; it stands at 1.75 per cent.
The
decisions will come into effect from October 1, 2016
Maternity Benefit (Amendment) Bill 2016 (MB Bill)
The
Maternity Benefit (Amendment) Bill 2016 to amend the Maternity Benefit Act 1961
(MB Act) was passed in the Rajya Sabha on 11th August 2016. Subject
to approval by the Lok Sabha and Presidential assent, the MB Bill is all set to
be a statute on and from the date that it is notified in the Official Gazette.
Post the recently concluded monsoon session of the Parliament, the MB Bill
is now expected to be introduced in the Lok Sabha only in the upcoming
winter session (usually, held during November-December), unless the proposed
amendments to the MB Act are introduced by way of an ordinance in
accordance with Article 123 (1) of the Constitution of India any time sooner.
Maternity Benefit (Amendment) Bill 2016 to amend the Maternity Benefit Act 1961
(MB Act) was passed in the Rajya Sabha on 11th August 2016. Subject
to approval by the Lok Sabha and Presidential assent, the MB Bill is all set to
be a statute on and from the date that it is notified in the Official Gazette.
Post the recently concluded monsoon session of the Parliament, the MB Bill
is now expected to be introduced in the Lok Sabha only in the upcoming
winter session (usually, held during November-December), unless the proposed
amendments to the MB Act are introduced by way of an ordinance in
accordance with Article 123 (1) of the Constitution of India any time sooner.
The
MB Act regulates the employment of women employees in factories, mines and shops
or establishments for certain periods before and after childbirth and provides
for post – partum care and other related benefits.
MB Act regulates the employment of women employees in factories, mines and shops
or establishments for certain periods before and after childbirth and provides
for post – partum care and other related benefits.
Some Of The Highlights Of The MB Bill Are As
Follows:
Follows:
- Increased Paid Maternity Leave: The MB Bill seeks to increase the duration of maternity
leave available for women employees from the existing 12 weeks to 26
weeks. Earlier, under the MB Act this benefit could be availed by an
employee starting upto 6 weeks before the expected delivery date and extending
upto 6 weeks after the childbirth. This has now been increased to 8 weeks
before the expected date of delivery and remaining 18 weeks to be availed post
childbirth. For women who have 2 or more children, the duration of maternity
leave shall continue to be 12 weeks (i.e. 6 weeks pre and 6 weeks post
expected-delivery date). - Maternity leave for adoptive and commissioning
mothers: Keeping in line with the
times, the MB Bill progressively seeks to extend certain benefits under the MB
Act to adoptive mothers as well. The MB Bill provides that every woman employee
who adopts a child shall be entitled to 12 weeks of maternity leave, from the
date of adoption. - Work from Home option: The MB Bill has also introduced an enabling provision
relating to “work from home” for women employees, which
may be exercised after the expiry of the 26 week period. Depending upon the
nature of work, women employees may be able to avail this benefit on terms that
are mutually agreed with the employer. Though not a statutory entitlement, it
provides an encouraging tool to employers to adopt flexibility in the way women
employees could function without disrupting the much needed care for their
ward. - Crèche facility: The MB Bill seeks to make crèche facility mandatory
for every establishment employing 50 or more women employees. Women employees
would be permitted to visit the crèche 4 times during the course of the day. - Employee awareness: The
MB Bill makes it mandatory for employers to educate women employees about the
maternity benefits available to them at the time of their appointment.
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