Wednesday 15 March 2023

Medical Bonus under Maternity Benefit Act

 

Under the Maternity Benefit Act in India, eligible female employees are entitled to receive a medical bonus as a form of financial assistance during their pregnancy. The medical bonus is paid in addition to the regular maternity benefit and is designed to help cover the costs of medical expenses related to the pregnancy.

Specifically, the Maternity Benefit Act provides for the payment of a medical bonus equivalent to 3,500 Indian rupees (as of 2021) to female employees who have worked for their employer for at least 80 days in the 12 months preceding the date of delivery. The medical bonus is payable regardless of whether the female employee has taken maternity leave or not.

The medical bonus is intended to help offset the cost of prenatal and postnatal medical expenses, including doctor consultations, diagnostic tests, and medications. It is a one-time payment that is made along with the regular maternity benefit amount.

Overall, the medical bonus provision under the Maternity Benefit Act is an important social security benefit that helps to support the health and wellbeing of female employees during their pregnancy. By providing financial assistance to cover medical expenses, the medical bonus helps to ensure that female employees are able to access necessary healthcare services and maintain their health and the health of their unborn child.


Namo…..

Regards,

Girish Jayram Vivalkar



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Information and applicability on Payment of Gratuity Act

 

The Payment of Gratuity Act is a labour law in India that provides for the payment of gratuity to employees who have worked continuously for at least five years in an organization with 10 or more employees. Gratuity is a lump sum amount paid to employees as a token of appreciation for their long-term service and is typically paid at the time of retirement, resignation, or death.

Under the Payment of Gratuity Act, eligible employees are entitled to receive a gratuity amount that is equivalent to 15 days' salary for each completed year of service, subject to a maximum of 20 lakhs (as of 2021). The Act also specifies certain conditions for the payment of gratuity, such as the requirement for the employer to establish a gratuity fund or obtain a gratuity insurance policy for the benefit of its employees.

The Act also provides for the nomination of a beneficiary by the employee to whom the gratuity amount would be paid in the event of the employee's death before the gratuity is received.

The Payment of Gratuity Act is an important labour law in India as it provides a valuable social security benefit to employees who have worked for a significant period of time in an organization. It incentivizes long-term employment and helps to ensure that employees are recognized and rewarded for their loyalty and commitment to their organization.





Namo…..

Regards,

Girish Jayram Vivalkar



IMPORTANT:

Information in this blog is being provided as-is without any warranty/guarantee of any kind.

This blog is intended to provide information only. If you are seeking advice on any matters relating to information on this blog, you should – where appropriate – contact us directly at girishvivalkar979@gmail.com with your specific query or seek advice from qualified professional people.

We encourage you to take steps to obtain the most up-to-date information and to confirm the accuracy and reliability of any information on this blog in general by directly communicating with us.


Disclaimer - IMPORTANT
Privacy Policy:-

We do not share personal information with third-parties nor do we store information we collect about your visit to this blog for use other than to analyze content performance through the use of cookies (see below), which you can turn off at anytime by modifying your Internet browser’s settings. We are not responsible for the republishing of the content found on this blog on other web sites or media without our permission.

Terms and Conditions:-

All content provided on this blog is for information purpose only. The owner of this blog makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this blog site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.

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Brief information on four new labour codes of India

 

Much awaited and yet to get implemented in Indian labour law context are four new labour codes, which consolidate and amend several labour laws that were in place for decades. The four codes are:

  1. Code on Wages, 2019: This code combines four existing laws related to the payment of wages and benefits to workers. It aims to provide a universal minimum wage to all workers, including those in the unorganized sector. The code also introduces a statutory concept of "floor wage" that provides a benchmark minimum wage for all workers.
  2. Code on Occupational Safety, Health and Working Conditions, 2020: This code replaces 13 existing laws related to the working conditions of workers. It aims to provide a safe and healthy work environment for all workers and ensures that they are provided with basic amenities such as restrooms, canteens, and first aid facilities. The code also covers aspects such as working hours, leave, and overtime provisions.
  3. Code on Industrial Relations, 2020: This code consolidates three existing laws related to industrial disputes, trade unions, and conditions of employment. It provides for the formation of a two-tier industrial dispute resolution mechanism at the national and state level. The code also allows employers to hire workers on fixed-term contracts and provides for the recognition of trade unions at the workplace.
  4. Code on Social Security, 2020: This code consolidates nine existing laws related to social security, including the Employees' Provident Funds and Miscellaneous Provisions Act, the Maternity Benefit Act, and the Payment of Gratuity Act. It aims to provide social security benefits such as health insurance, old-age pension, and disability benefits to all workers, including those in the unorganized sector.

Overall, these four labour codes aim to simplify and streamline India's labour laws and improve working conditions for workers. However, their implementation has been met with some criticism and opposition from trade unions, who argue that the codes do not adequately protect the rights of workers and may lead to the erosion of existing benefits and protections.

In conclusion, the four labour codes represent a significant change in India's labour laws and have the potential to improve the lives of millions of workers. However, their success will depend on their effective implementation and enforcement, and their ability to balance the interests of workers and employers.





Namo…..

Regards,

Girish Jayram Vivalkar



IMPORTANT:

Information in this blog is being provided as-is without any warranty/guarantee of any kind.

This blog is intended to provide information only. If you are seeking advice on any matters relating to information on this blog, you should – where appropriate – contact us directly at girishvivalkar979@gmail.com with your specific query or seek advice from qualified professional people.

We encourage you to take steps to obtain the most up-to-date information and to confirm the accuracy and reliability of any information on this blog in general by directly communicating with us.


Disclaimer - IMPORTANT
Privacy Policy:-

We do not share personal information with third-parties nor do we store information we collect about your visit to this blog for use other than to analyze content performance through the use of cookies (see below), which you can turn off at anytime by modifying your Internet browser’s settings. We are not responsible for the republishing of the content found on this blog on other web sites or media without our permission.

Terms and Conditions:-

All content provided on this blog is for information purpose only. The owner of this blog makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this blog site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.

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Tuesday 31 August 2021

Draft of Maharashtra Code on Social Security Rules 2021

Dear All,


Please find below information regarding Draft of Maharashtra Code on  Social Security Rules 2021.


If you find this notification useful then kindly re-share with your professional circle


PLEASE DO CHECK THE AUTHENTICITY OF BELOW NOTIFICATION BEFORE IMPLEMENTING.





































































































Namo…..

Regards,

Girish Jayram Vivalkar



IMPORTANT:

Information in this blog is being provided as-is without any warranty/guarantee of any kind.

This blog is intended to provide information only. If you are seeking advice on any matters relating to information on this blog, you should – where appropriate – contact us directly at girishvivalkar979@gmail.com with your specific query or seek advice from qualified professional people.

We encourage you to take steps to obtain the most up-to-date information and to confirm the accuracy and reliability of any information on this blog in general by directly communicating with us.


Disclaimer - IMPORTANT
Privacy Policy:-

We do not share personal information with third-parties nor do we store information we collect about your visit to this blog for use other than to analyze content performance through the use of cookies (see below), which you can turn off at anytime by modifying your Internet browser’s settings. We are not responsible for the republishing of the content found on this blog on other web sites or media without our permission.

Terms and Conditions:-

All content provided on this blog is for information purpose only. The owner of this blog makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this blog site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.

Blog Comments Policy:-

The owner of this blog reserves the right to edit or delete any comments submitted to this blog without notice. The owner of this blog is not responsible or liable for any comments made by others on this blog.


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I hope the above Disclaimer will give you my concern for your privacy and security and would like to inform that this blog is only founded for the purpose of information purpose only.

Medical Bonus under Maternity Benefit Act

  Under the Maternity Benefit Act in India, eligible female employees are entitled to receive a medical bonus as a form of financial assista...