ESI E-Pehchan Card- Aadhar Based Pehchan Card

ESIC has come up with a notification on the topic, major highlights are as follows:

Implementation of Aadhaar based authentication of beneficiaries under ESI, Act

*      The Temporary Identity Certificate (TIC) has been renamed as e-Pehchan Card.

*  The Aadhaar based authentication of beneficiaries under ESI Act is in addition to the Biometric Pehchan Card based authentication.

*   If Aadhaar numbers are provided in the ESIC Database then Aadhaar will serve as Permanent Identity Card in lieu of Biometric Pehchan Card and the Insured Person will not be required to get enrolled for Biometric Pehchan Card.

*  In case Aadhaar number is not fed, then e-Pehchan Card will only be temporary and IP and his/her family will not be entitled for treatment beyond 30 days of registration. For getting medical treatment beyond 30 days either the Aadhaar no. of the IP and his/her family are to be entered in the ESIC Data Base or the IP has to get a Biometric Pehchan Card by visiting any Pehchan Camp.

*  In case the Aadhaar No. of the IP is not entered, then he will have to carry any Govt. issued Photo Identity Card along with e-Pehchan card for getting the treatment.  In case of family member, if the Aadhaar number is not entered, a Govt. issued Photo Identity Card will have to be produced for getting the treatment.

*   In case IP is not willing to share the Aadhaar number he may be advised to visit a Pehchan Camp.

to download the circular - CLICK HERE


- Shared by Manoj P V, +Manoj PV Manager - HR& IR , United Spirits Limited

ESI Act Amendment - Interest calculation for omitted wages -8th April 2016

ESI has made amendment on Interest calculation method on omitted wages. They have issued a circular regarding this on 08th April, 2016. ESIC has decided that the interest on ESI contribution payable on omitted wages, shall be calculated monthly wise.

Earlier to this, the Interest on omitted wages/left-out wages as reported by the Social Security Officer where the number of employees, employee-wise details of wages paid and period of engagement of such employees was not available, is to be claimed after allowing a grace period of 21 days from the date of demand letter/C-18 notice from the Regional/Sub-Regional Office.

From now onwards, the interest is payable on such omitted wages- from the actual due date of the ESI contribution.

Click here to download circular.

HR words of the day - Goldbricking and Cyberslacking

Goldbricking refers to the practice of passing something worthless off as something valuable, akin to coating a normal house brick with gold plating and passing it off as bullion. In an employment sense, employees that do less than they could while maintaining an air of being studios are said to be goldbricking. 

Although goldbricking refers to any inefficient, non-work activities passed off as work, nowadays it is commonly used to refer to employees using Internet to avoid work responsibilities. This behaviour is also called cyberslacking. 

Goldbricking is part of the wider bracket of counter productive work behaviour or behaviour that antithetical to overall aims and needs of an organisation. 

The etymology of the term comes from an incident in the late 1800 a gold brick was proven to be gold by cutting off one of the corners. After the payment was made, the buyer discovered that only the corners were gold and the rest of the brick was worthless. 

Have a great HR Day!.

- Shared by Haridas P A, +haridas pa 

No compassion for employee who has no will to work: Delhi HC

No compassion can be shown to a person who neither has the will to work, nor respect for the directions given by authorities, the Delhi High Court has observed while dismissing the plea of a temporary government employee against termination of her service.

The court noted that sufficient opportunity was given to the woman petitioner who appeared to be absenting from work at her “own whims and fancies” without bothering for the consequences.

“Further, no compassion can be shown to a person who has no will to work and no respect for the directions/warnings issued by authorities. It is absolutely clear that sufficient opportunity was given to the petitioner (woman) but she showed no improvement,” Justice V P Vaish said.

The court’s order came on a petition filed by the woman, appointed as a lower division clerk on temporary basis in a district court here in September 1992. Her service was terminated in 2002 under the Central Civil Services (Temporary Service) Rules, 1965.

She had approached the high court against the termination claiming that neither was any opportunity of show cause was given to her, nor any reasons for termination conveyed.

Counsel appearing for the office of District and Sessions Judge, the in charge of district court, opposed her plea saying the termination order was legal and valid, as she was a temporary employee and her service was not yet confirmed.

The lawyer also claimed that she was not performing her duties with due diligence as she had regularly absented, even when her leave applications were rejected.

While dismissing the petition, the court referred to the provision of Central Civil Services (Temporary Service) Rules, 1965 under which her service was terminated and observed that it “postulates that no enquiry is to be held prior to passing of termination order in case a temporary government servant is not found suitable for the job.”

“It is pertinent to mention here that even after issuance of repeated memos, the petitioner neither reported back to duty nor submitted any satisfactory explanation for her absence which shows that she was absolutely incorrigible and did not mend her ways despite repeated warnings,” it said.

“In these circumstances, any employer would have taken the same action because it was absolutely clear that the petitioner was not interested in her job. If the petitioner has been terminated, she is to blame herself,” it said.

- source: The Hindu Newspaper, 21 April 2016

Contract workers may soon get Rs 10,000 as monthly minimum wage

The Centre will issue an executive order to ensure contract workers get a minimum wage of Rs 10,000 per month, Union Minister of State for Labour and Employment Bandaru Dattatreya said.

"It is the endeavour of the Central government to make reforms in labour laws and to proceed from minimum wage to universal wage. Because the Opposition is not cooperating in the Parliament, we will do it through an executive order," Dattatreya told reporters here.

"Because the Parliament is not functioning properly, we don't want to wait and we want to go ahead with some executive orders for the welfare of the workers," he said.

He said the government has decided to make changes to rule 25 of the Contract Labour (Regulation and Abolition) Central Rules and every contract worker will be entitled to get Rs 10,000 per month.

"We have framed this rule and sent to the Law Ministry (for approval) and shortly a notification will come and after this all the state governments will implement this decision," he said.

Dattatreya said the Supreme Court had given a direction, keeping in view of Consumer Price Index and variation DA, to increase the minimum wage. "In view of the apex court order, we are enhancing it first to Rs 10,000 and then we want to go for universal minimum wage," the minister said.

All contractors must register with the Labour Ministry, he said, adding in Telangana and Andhra Pradesh over one lakh sanitation workers (those who get Rs 8,500 per month) will benefit, besides crores of workers elsewhere, by the minimum wage rule.

Shared by - Sony Paul Peter, +Sony Palachodan 

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