Her ek mukam se aage kadam badha ki jio.

er

Me with my younger brother.

He is my younger brother Mr. Kumar Priyadarshi. He is Scientist at D.R.D.O Dehradun.

Enhancement in the scale of cash benefits under ESI Scheme

Effective 1.12.2007, the beneficiaries under the ESI Scheme would get their cash benefits at enhanced rates, following amendments to the ESI (Central) Rules 1950 already notified. (Notification published, vide No.477, Part-II, Section 3, Sub section (i) Dt.31.10.2007)
Accordingly, the Sickness Benefit hitherto paid at 100% of the Standard Benefit rate would be payable at 120%. The Disablement (both temporary and permanent) Benefit and the Dependants Benefit hitherto paid at 140% of the Standard Benefit rate, would be payable at 150%. In the case of PDB, the rate will be determined with reference to the percentage of the loss of earning capacity as decided by the designated Medical Board on the enhanced TDB rate (150%).
In the case of Dependent Benefit, the full rate of benefit (i.e. 150% of Standard Benefit Rate) will apportioned among the dependent claimants.


In the case of Dependent Benefit, the full rate of benefit (i.e. 150% of Standard Benefit Rate) will apportioned among the dependent claimants.
Please consider a case of employee with Average Daily Wages of Rs.239.44 for the current contribution period.
For this case,
Standard Benefit Rate will be
Rs.140/-
Sickness Benefit will be
Rs.168/-
Temporary Disablement Benefit will be
Rs.210/-
Full Rate for PDB / DB
Permanent Disablement will be
4200 Ps
(Assuming 20% loss of earning capacity as fixed by Medical Board)
Dependants Benefit will be
Rs.210/-
Full rate - Sharable among dependents

Enhancement in the wage ceiling for coverage under the ESI Act, for an employee under disability

Amendment of Rule 50, Rule 54 and insertion of Rule 51A of the ESI (Central) Rules, 1950
The wage ceiling for coverage under the ESI Act , of an employee with disability (under Equal Opportunities Protection of Rights and Full Participation Act 1995, )and (National Trust for Welfare of Persons with Autism, Cerebral Palsy, Mental Retardation and Multiple Disabilities Act, 1999) has been fixed at Rs.25,000/- per month, effective 1.4.2008.
The Central Government, by a Gazette notification on 31.03.2008 has amended Rule 50 and Inserted New Rule 51 A (1) and (2) and Rule 54 of the ESI (Central) Rules, 1950, enabling the enhancement of the wage ceiling from the 1st April 2008. In consequence, those disabled employees in the coverable factories and establishments drawing monthly wages up to and including Rs.25,000/-, will be covered under the ESI Act. The respective employers shall not be required to pay employer’s share of contribution up to a maximum period of three years from the date of commencement of the contribution period.
In order to cater to the additional coverage of employees under higher wage groups (arising on account of this new wage ceiling for the special category), fifty seven more slabs of cash benefit rate, have been introduced from 1st April 2008, providing for a minimum rate of Rs.200 per day and a maximum rate of Rs.480/- per day depending on the average daily wage earned by an employee under the special category.
Medical facilities to the prospective beneficiaries will be available from 1st April 2008. Affected employers under the ESI Scheme are to draw a list of new entrants in prescribed format and send it in quadruplicate along with their declaration forms (Form-1) to the respective Branch Office of the ESI Corporation.

Statuatorycompliance and labour laws.

Hi Friends,
Thanks for positive and warm response for my recently opened blog http://www.statuatorycompliance.blogspot.com/ . I request you all for sending me suggestion and the required area which should be rectified . yours comment will be always taken as first priority basis and it will guide me also. As I want to inform you all that this is my first blog, i don't have much exposure in blogging ,so if there is any need of correction in the specific,Plz let me Know.
Thanks and Regards
Satyam mishra.

Bihar: Court orders to lodge FIR against Ramvilas Paswan for

A local court today ordered to lodge an FIR against LJP supremo and former Union Minister Ramvilas Paswan for his alleged derogatory remarks against JD (U) MP Ramsunder Das.Chief Judicial Magistrate Prem Ranjan Mishra, taking cognizance of a petition filed against Mr Paswan by the state secretary of JD(U) minority cell Mohammad Nayeem, ordered police superintendent of Vaishali district to lodge an FIR against the LJP president under sections 323, 307, 504, 510 and 500.In his petition, the JD(U) leader alleged that Mr Paswan, during a meeting of LJP and RJD workers in Hajipur on June 7, had dubbed Mr Das as 'impotent' and equated him with Shikhandi, a character mentioned in Mahabharata, a Hindu epic. ‘The people of Hajipur have elected Mr Das as their MP who can not stand firmly on his own,’ Mr Nayeem quoted Mr Paswan as having said in the meeting on June 7. Moreover, Mr Paswan had also used other derogatory remarks against Mr Das, he further alleged.

Effect of competition on Human Resource Management

As a result of domestic and international competition, human resource management is being given a key role. Some of the effects in HRM are highlighted below:·
With manpower costs going up, and the need to bring product prices down to meet competition, manpower productivity has become a central issue in organizations. HR professionals will have to play a crucial role to fulfill this need.
· Another area of intervention would be in the case of joint ventures where professionals will have to predict and manage culture-fir policies. Companies are focusing on people with right profiles as also those who are capable.
· There is increasing emphasis on training and retraining to tap talent.
· Companies are showing increasing willingness to retain talent and redeploys manpower necessary.
· In some industry, India employees are being sought after abroad. This coupled with competition for employees among Indian companies, has led to an alarming attrition rate for some companies. To meet ambitious career aspirations and salary expectations, HR department are usually industry wise benchmarking for salary revisions.
· Employee compensation is being linked and programmers are becoming more focused, responsive and are also constantly reviewed against the external environment.
· Globalization has resulted in an influx of foreign managers to India.
· Corporate restructuring and redefining of roles are areas also focus

UGC NET Previous year question for code 55.HR/IR/LABOUR WELFARE.

1. What are the prime factors of organisational change? Briefly Discuss the Rationale and natural systems of models of organisational analysis.
2. Identify the skills required by manager in managing change.discuss how can a manager scan the sorrounding business environment and moniters external drivers of change. Explain with examples.
3. What is job evalution? List out the objective of job evaluation. Describe briefly the methods of job evaluation.s
4. What is motivation? Discuss the maslows and McClland,s theories of motivation and their relavance in present day context.
5. Describe the various role in Group process and discuss how group effectivness can be increased.
6. Explain the concept of career paths.Briefly discuss various career problems faced by the professionals in their career,with suitable examples.
7. Discusss various objectives of performance appraisal. Briefly discuss various methods of performance appraisal.
9. Discuss the rationale and objective of Orientation. What are the essential content of orientation and how is it evaluated? Explain with suitable examples.
10. Describe various models of change,which focus on the individuals and teams with few examples.
11. Why do group get formed ? What are the stages of group development? Wxplain with suitable examples.
12. Explain the concept of career. Describe various strategies for career development.
13. What are human resource development ? Discuss brifly the various strategies of HRD.
14. Critically evaluate the group based approach to change.
15. Describe Johri Window and Transactional Analysis models in enhancing interpersonnel relations.
16. Describe and differentiate between functional and disfunctional conflict and discuss and comment on pareeksmodels of conflict management.
17. Differentiate between personnel Management and Human Resource management.

Previous year Question for UGC NET Paper (!!! )HRM/PERSONNELMANAGEMENT/LABOUR WELFARE.Code 55 (Industrial Relation)..

1- What is industrial relation. Discus the marxist and Gandhian approach to industrial relation.
2. Define and describe grievance. Briefly discuss approaches to Grievance Resolution.
3. What is Trade union under the Trade union act,1926. Explain the procedure for registration and immunities granted to a Trade union under the act.
4.Discuss briefly the various provissions led down under the industrial Dispute Act 1947 for settlement of industrial disputes.
5. Discuss the various approaches to industrial relations and there relavance.
6. Describe the concept and process of collective barganing.Describe the emerging trends of collective bargaining,with few examples.
7. Outline the objective of industrial relation. Briefly explain Dunlop,s approach to Industrial Relation.
8. Briefly discuss the structure of IndianTrade Union.
9. Define the concept of conciliation and explain the process of conciliation in an industrial Dispute.
10. What is Trade Union under the Trade union act,1926? Discuss in brief the provissions of Genral Fund and Political Fund under the Act.

I never like to be in limit ,I always try to cross the every border of limit .