Unit 4 Employee's Compensation Act, 1923 Explained | Rules, Calculation & Benefits скачать в хорошем качестве

Unit 4 Employee's Compensation Act, 1923 Explained | Rules, Calculation & Benefits

Welcome to our complete guide on the Employee's Compensation Act, 1923! Did you know that employers are legally obligated to financially protect their employees in case of workplace accidents? Originally known as the Workmen's Compensation Act, this crucial Indian labour law ensures that workers and their families are not left financially vulnerable if an injury, disability, or death occurs on the job. In this video, we break down the complex legal jargon into simple, easy-to-understand language. Whether you are an HR professional, a law student, an employer, or an employee wanting to know your rights, this video is for you! 📌 What You Will Learn in This Video: 1. What is the Employee's Compensation Act, 1923? It is a social security law that makes employers liable to pay compensation to their employees for injuries, occupational diseases, or death arising out of and in the course of employment. It operates on a "no-fault" liability principle, meaning the employee does not need to prove the employer was negligent to get compensated. 2. Who is Covered? The act applies to a wide range of workers, including those in factories, mines, plantations, construction, and railway servants. Thanks to the 2009 amendment, the term "workman" was changed to "employee" to be more inclusive and gender-neutral. 3. When is the Employer NOT Liable? An employer does not have to pay compensation if: The disablement lasts for less than 3 days. The employee was under the influence of alcohol or drugs at the time of the accident. The employee willfully disobeyed safety orders or removed safety guards designed to protect them. 4. How is Compensation Calculated? Compensation depends on the worker's age and monthly salary. For Death: 50% of the monthly wage multiplied by a relevant age factor (or a minimum of ₹1,20,000). For Permanent Total Disablement: 60% of the monthly wage multiplied by the relevant age factor (or a minimum of ₹1,40,000). Important Update: As of January 2020, the maximum monthly wage ceiling considered for calculating this compensation was increased from ₹8,000 to ₹15,000. 5. The "Notional Extension" Theory We also explain the "Theory of Notional Extension." This means that in certain circumstances, employers are even liable for accidents that happen while the employee is commuting to or from work, especially if the employer provides the transport. 💡 Recent Amendments to Know: The law was heavily amended in 2017, making it mandatory for employers to inform employees of their compensation rights in writing or electronically at the time of joining. Fines for failing to comply with the act have also been drastically increased from ₹5,000 to between ₹50,000 and ₹1,00,000. If you found this video helpful, please give it a THUMBS UP, SHARE it with your colleagues and friends, and SUBSCRIBE for more simplified labour law content! Disclaimer: This video is for educational and informational purposes only and does not constitute legal advice. Please consult an advocate or legal expert for specific workplace issues.