A STUDY ON THE AWARENESS AND EFFECTIVE UTILISATION OF

EMPLOYEE STATE INSURANCE BENEFIT

Submitted in partial fulfilment of the requirements for

Master of Business Administration (MBA)

Guru Gobind Singh Indraprastha University

New Delhi

By

Durgavati Kumari
Roll no.: 10718403921
Batch 2021-2023

Under the supervision of

Dr. Babita Bhati

ARMY INSTITUTE OF MANAGEMENT AND TECHNOLOGY,

PLOT NO. M-1, POCKET P-5, GREATER NOIDA -2013

1
 ACKNOWLEDGEMENT

I would want to express my sincere appreciation you everyone who made this possible study
feasible. I want to start by expressing my gratitude to the Army Institute of Management and
Technology's supportive personnel and teachers. Each worthwhile study needs to have a
critical review and feedback a procedure that was used by my faculty advisor, Dr. Babita
Bhati. I'm grateful to my professors and the industry consultant for giving up their precious
time to thoroughly discussing and critiquing this study and for clarifying the definitions of
various terms and how to approach problem-solving and theoretical debates. My profound
gratitude goes out to my family, institute, and anybody else who helped or inspired me.

Durgavati Kumari
Jan 2023

2
 CERTIFICATE OF ORIGINALITY

I, Durgavati Kumar, Roll No10718403921 of MBA 2020-2022, a full-time Bonafide student

of the Second year of the Master of Business Administration (MBA) Programme of Army
Institute of Management & Technology, Greater Noida. By signing, I attest to having
completed this project under the supervision of Dr. Babita Bhati, and the report I presented
in partial fulfilment of the program's requirements is a wholly unique creation. The work “A
STUDY ON THE AWARENESS AND UTILIZATION EMPLOYEE STATE INSURANCE
BENEFIT” has not been submitted anywhere else at any time, and it is not based on or a
reproduction of any existing work by another person, or on any prior work completed at any
other time or for any other reason.

Durgavati Kumari Dr. Babita Bhati

Date: Jan 2023 Date: Jan 2023

3
 COMPLETION CERTIFICATE

I Dr. Babita Bhati faculty Mentor of Ms. Durgavati Kumari certifies that Durgavati
Kumari of MBA 2021-2023 Batch completed the STR under my direction, and the report is
comprehensive in every way. I also confirm the receiving a hard bound copy of the STR to be
submitted to the Programme coordinator.

Dr. Babita Bhati

Date: Jan, 2023

4
CONTENTS
Certificate ………………………………………………………………….4

Executive Summary ………………………………………………………..6

Introduction…………………………………………………………………7

Social security laws in India………………………………………………..10

Employees' state insurance…………………………………………………11

Employees' state insurance corporation…………………………………….13

Employees' state insurance act, 1948………………………………………14

Coverage – areas, organizations and employees……………………………17

ESI scheme at a glance – Madhya Pradesh…………………………………21

Registration ……………………………………………………...................22

Benefits for employees ……………………………………………………..23

New initiatives – awareness…………………………………………………27

Esic – 2.0: reform initiatives of ESIC ………………………………………30

Esic grievance redressal ………………………………………………..…...32

Employees' insurance courts………………………………………………...33

Company Profile……………………………………………………….........36

Research Methodology……………………………………………………...37

Data Analysis and Interpretation……………………………………………39

5
Finding, Suggestions & Conclusion………………………………………...46

Recommendation………………………………………………………..…..47

Annexure……………………………………………………………..……..49

EXECUTIVE SUMMARY

MBA Circular and in order to gain practical knowledge in the field of management, we are
required to submit a project report on “A Study on the awareness and utilization of ESI
benefit” with reference to “Vinosha Portfolio Pvt. Ltd.”, Jabalpur, MP.

The main project report is to learn about the various technologies used in human resource
management.

Various concepts have been featured in this project, effects and implications regarding ESI
Act benefits for employees in Vinosha Portfolio Private Limited.

Percentage methods, graphs, and pie charts are the instruments utilised for analysis and
interpretation.

The Suggestion made from the staff where mostly implemented whenever they were
applicable.

The project report we completed improved our understanding of the ESI Act and the different
advantages that employees might receive.

6
 INTRODUCTION

Social Security

A very small portion of India's workforce is covered by a very minimal social security
system. Indians have always turned to their in the event of illness or other bad luck. However,
family ties are looser and family are much they used to be as a result of migration,
urbanisation, and greater social mobility. State or commercial insurance providers haven't
quite stepped up to close this gap as of now.

The Employees Provident Fund Organization (EPFO) and the Employees State Insurance
Corporation are India's (ESIC). The EPFO manages an insurance programme a provident
fund, commonly a pension plan. All of these are designed to provide benefits for old age,
disability, and support in the event that the major earner passes away for EPFO members and
their families.

The ESIC, covers low-wage workers and offers them access to social security and basic
healthcare programmes. The coverage, which factory workers, expanded to encompass larger
segments of the population, members in hospitals or educational institutions.

What is Social Security?

7
 Any legal actions to protect a person's or family's income or to supply income when all or
a portion of one's sources of income are interrupted or lost, or when one must incur
unusually high expenses (e.g., in bringing up children or paying for health care).
 Those who experience disease, disability, unemployment, crop failure, the death of a
spouse, maternity, parental responsibility for young children, or retirement from
employment may be eligible for cash benefits from social security.
 Benefits from social security may be given in cash or kind for medical needs,
rehabilitation, domestic assistance while illness at home, legal aid, or funeral expenses.
 It serves as a facilitator by assisting with planning and providing insurance.

History of Social security

 Germany nation social security system (1883).
 Each person employed in a particular trade (for example, blacksmiths, painters, weavers,
etc.) was compelled to make regular contributions.
 This fund was used to pay for the food, lodging, medical care, and burial costs of
senior and disabled members.
 in the USA in 1935.
Difference between Organized and Unorganized Sectors

Organized sector
 Includes principally those businesses that are governed by the of 1946, the Shops and
Commercial Establishments Acts of the State Governments, and the Factories Act of
1948, among other laws.
 Under the aforementioned laws, this sector already receives social security payments.
 Examples: employees of Union and State Government, Army, Navy, Air-force,
Multinational companies, Infosys, TCS and so on.

Unorganized sector

 The unorganised sector is not subject to labour laws. These jobs are seasonal and transient
in nature.
 Because of the temporary nature of employment and frequent labour mobility, bargaining
strength is minimal.
 Illustrations of Disorganized sector; landless agricultural labourers, forest workers, rural
artisans, street vendors, hawkers, cobblers, construction workers etc.

8
Social security in India is managed by the federal and state governments. It is divided into
three categories and comprises of a variety of statutory insurances and social grant
programmes. Employer- and joint-paid are followed by non-contributory and taxpayer-
funded.

Thanks to the 2020 Social Security Code, the system has since been become universal.
These offer Indians sufficient social safety in a range of situations. India's social security
system is recognised most generous in the world among developing countries.

Both the official budget of India's Central Government and the budgets of the institutions
responsible for managing social security both include sizeable expenditures on social
security and welfare. Governments at the state and local levels are also involved in
developing and implementing social security programmes. Additionally, several state
governments operate supplementary, separate welfare metric systems.

The unique identifier (Aadhar) that each Indian possesses is used by the Indian
government to deliver social programmes. There are two types of social protection
programmes in India: social aid and needed social security contributory programmes,
which are frequently connected to employment (in the form of welfare payments in cash
or kind funded by taxes).

The Indian Labor Code contains a section titled "Code on Social Security, 2020" that
addresses the social security of employees. It outlines the guidelines for medical
insurance and benefits, sick pay and leave, unemployment benefits, and paid parental
leave. It also covers provident funds and retirement pensions. The Employees' Provident
Fund Organization is one of the biggest social security programmes backed by and
provides life, disability, retirement, and sick pay benefits. In addition to providing health
insurance and unemployment payments, the Employees' State Insurance programme also
provides sick leave.

Another choice is the National Pension System, which is gaining popularity. They payroll
deductions. However, of 2013 ensures food security for all Indians and is funded by
regular taxes. With the adoption of code by the Indian Parliament, the disjointed social
security system was universalized and resembled systems of developed countries more.

9
 Employees' Provident Funds

It is, 2020's most prominent social security organisation, providing social safety to the vast
majority of employees. It oversees three employee and worker social security programmes in
India. Such a retirement strategy is referred to as provident finance. All private and self-
employed people are required to contribute under the Employees' Provident Funds and
Miscellaneous Provisions Act of 1952 (civil servants are covered by the Civil Servant's
Pension System).

Under this statute, the employee is required to donate 12% of his or her monthly salary, the
employer is required to match that amount, required to contribute 1%, for a total contribution
of 25% of the employee's gross pay. The payments support a pension plan, a mandated
provident fund, as well as disability and life insurance.

Employees pay a full 12% of their salary into the Employees' Provident Fund Scheme (EPF),
and the employer contributes 12% of the employee's salary, of which 3.67% goes into the
Employees' Provident Fund, 8.33% into the Employees' Pension Scheme (EPS), 1% goes to
the government, and 0.5% goes into Employees' Deposit-Linked Insurance (EDLI). When the
employee reaches the legal retirement age, they are allowed to take both the amount
contributed to the provident fund and any interest that has accumulated.

In the event of death or injury sustained at work, the dependent or disabled employee receives
a monthly pension for the remainder of their lives. The pension plans post-retirement years,
the employees would get at least a minimal pension. Currently, the retirement age for all
EPFO-affected businesses is 60 years old. In general, the approach is to pay the worker 50%
of their prior earnings.

10
SOCIAL SECURITY LAWS IN INDIA
Employees‟ State Insurance Act, 1948 (ESI Act)
 provides medical treatment for workers and their families in factories and other
establishments with at least 10 employees.
 During sickness and maternity
 following death or permanent disability, a monthly pension

Employees‟ Provident Funds Act, 1952

 Asures terminal benefits to the provident fund, superannuation pension, and family pension
while on duty and applies to certain designated factories

Workman’s Compensation Act, 1923

 Mandates the provision of compensation to the worker or his family that work-related
injuries result in death or incapacity.

Maternity Benefit Act, 1961

 Guarantees 12 weeks of pay during pregnancy and other associated circumstances, as paid
leave.

Payment of Gratuity Act, 1972

 Gives organisations with a minimum of 10 employees 15 days of pay for each year of
service.

11
EMPLOYEES' STATE INSURANCE (ESI)

It is, 2020's most prominent social security organisation, providing social safety to the vast
majority of employees. It oversees three employee and worker social security programmes in
India. Such a retirement strategy is referred to as provident finance. All private and self-
employed people are required to contribute under the Employees' Provident Funds and
Miscellaneous Provisions Act of 1952 (civil servants are covered by the Civil Servant's
Pension System).

Under this statute, the employee is required to donate 12% of his or her monthly salary, the
employer is required to match that amount, required to contribute 1%, for a total contribution
of 25% of the employee's gross pay. The payments support a pension plan, a mandated
provident fund, as well as disability and life insurance.

Employees pay a full 12% of their salary into the Employees' Provident Fund Scheme (EPF),
and the employer contributes 12% of the employee's salary, of which 3.67% goes into the
Employees' Provident Fund, 8.33% into the Employees' Pension Scheme (EPS), 1% goes to
the government, and 0.5% goes into Employees' Deposit-Linked Insurance (EDLI). When the
employee reaches the legal retirement age, they are allowed to take both the amount
contributed to the provident fund and any interest that has accumulated.

In the event of death or injury sustained at work, the dependent or disabled employee receives
a monthly pension for the remainder of their lives. The pension plans post-retirement years,
the employees would get at least a minimal pension. Currently, the retirement age for all
EPFO-affected businesses is 60 years old. In general, the approach is to pay the worker 50%
of their prior earnings.

12
EMPLOYEES' STATE INSURANCE CORPORATION (ESIC)

13
 The Indian Labor Code contains a section titled "Code on Social Security, 2020" that
addresses the social security of employees. It outlines the guidelines for medical
insurance and benefits, sick pay and leave, unemployment benefits, and paid parental
leave. It also covers provident funds and retirement pensions. The Employees' Provident
Fund Organization is one of the biggest social security programmes backed by and
provides life, disability, retirement, and sick pay benefits. In addition to providing health
insurance and unemployment payments, the Employees' State Insurance programme also
provides sick leave.

ESIC LOGO
The ESIC emblem, a lit lamp, perfectly captures the essence of the programme, bringing
hope and light into the lives of many worker families and they in need both physically and
financially.
ESIC has prospered over its 61-year history, and the Corporation owes this success, above
all, to the devotion, perseverance, and dedication of people like Prof. Adarkar and Dr. Katial.

EMPLOYEES' ACT, 1948

The Employees' passed in 1948, envisioned a comprehensive, need-based social insurance
programme to safeguard workers' interests in the event of sickness, pregnancy, temporary or
permanent physical disability, or death resulting from an occupational injury that reduced
one's ability to earn a living. The Act also ensures that employees' and their immediate
dependents' medical treatment will be of a reasonable standard.

The Central Government established the ESI Corporation to oversee the Scheme after the ESI
Act was enacted. On February 24, 1952, the Scheme was first put into effect in additionally,
the Act released employers from their responsibilities under the and the Maternity of 1961.

14
APPLICABILITY OF THE ESI ACT

The following types of factories and establishments the ESI Act of 1948 in the implemented
areas: - Non-seasonal factories using power and employing ten (10).

Non-seasonal, non-power-using factories and businesses twenty (20) employees.

The may be extended to different sorts of establishments, whether they are industrial,
commercial, agricultural, or of another kind by the State or Central.
under Section 1(5) of the Act to certain particular groups of vehicles transportation
undertakings facilities, etc. that employ.

ORGANISATION
validly created corporate body, administers the programme ESI Act's provisions (ESIC). Its
members represent the businesses, labour unions, the parliamentary branch of government.
Director General serves as the Corporation's main executive, the Union Minister of Labor
serves as the organization's chairman.

An elected Standing Committee overseeing periodically checking on the status of the

execution of various decisions, policies, etc. The Corporation receives guidance on issues
pertaining to plan from the, a statutory agency.

INFRASTRUCTURE

15
With complete healthcare for beneficiaries and their families, in addition to sufficient
financial compensation for loss wages or earning capacity when experiencing physical pain
due to sickness or employment injury, including commuting accidents or unemployment, an
ESI Scheme. unique social security programme that ensures a fair deal for covered members.
Any premises or precincts with ten or more employees are subject to the ESI Act, 1948.
Additionally, this social security coverage is available to employees who receive monthly
salaries of up to Rs. 21,000 (excluding of overtime).

ESIC has a well-organized procedure for resolving the complaints of its beneficiaries. All
parties involved are asked to take note of the following information in this regard.

Among the top 20 Ministries with the most complaints, the Ministry of Labour &
Employment (MOLE) is one. The MOLE places great importance on the resolution of
complaints, which is why it established a Nodal Public Grievance Cell in the Ministry to
handle, forward, and coordinate action on public complaints at the Ministry level.

The complaints are routinely evaluated by the Ministry's top level of Secretary/Additional
Secretary (L&E). Anyone who has a complaint about the Ministry or any of its organisations
may submit it to the Ministry physically or online through the CPGRAMS Portal by
providing all necessary information. Instead, they might send their complaint in writing to the
Ministry through the Public Grievance Officer.

The Nodal Public Grievance Officer is an officer at the Director level who is in charge of
monitoring all public grievances at the Ministry level. The Nodal Public Grievance Officer is
directly responsible to a Director level officer who oversees the PG Cell. Similar to this, each
of the Ministry's various organisations, including the EPFO, ESIC, the Chief Labour
Commissioner (Central) Organization, etc., has a Nodal Grievance Redressal Officer at the
headquarters level who can be contacted by resentful parties at the addresses and phone
numbers listed on the website of the appropriate organisation

NEW AMENDMENT

16
With complete healthcare for beneficiaries and their families, in addition to sufficient
financial compensation for loss wages or earning capacity when experiencing physical pain
due to sickness or employment injury, including commuting accidents or unemployment, an
ESI Scheme. unique social security programme that ensures a fair deal for covered members.
Any premises or precincts with ten or more employees are subject to the ESI Act, 1948.
Additionally, this social security coverage is available to employees who receive monthly
salaries of up to Rs. 21,000 (excluding of overtime).

ESIC has a well-organized procedure for resolving the complaints of its beneficiaries. All
parties involved are asked to take note of the following information in this regard.

Among the top 20 Ministries with the most complaints, the Ministry of Labour &
Employment (MOLE) is one. The MOLE places great importance on the resolution of
complaints, which is why it established a Nodal Public Grievance Cell in the Ministry to
handle, forward, and coordinate action on public complaints at the Ministry level.

The complaints are routinely evaluated by the Ministry's top level of Secretary/Additional
Secretary (L&E). Anyone who has a complaint about the Ministry or any of its organisations
may submit it to the Ministry physically or online through the CPGRAMS Portal by
providing all necessary information. Instead, they might send their complaint in writing to the
Ministry through the Public Grievance Officer.

The Nodal Public Grievance Officer is an officer at the Director level who is in charge of
monitoring all public grievances at the Ministry level. The Nodal Public Grievance Officer is
directly responsible to a Director level officer who oversees the PG Cell. Similar to this, each
of the Ministry's various organisations, including the EPFO, ESIC, the Chief Labour
Commissioner (Central) Organization, etc., has a Nodal Grievance Redressal Officer at the
headquarters level who can be contacted by resentful parties at the addresses and phone
numbers listed on the website of the appropriate organisation

COVERAGE

AREAS, ORGANIZATIONS AND EMPLOYEES COVERAGE

In India, stages based on geographic region. Except for states like different locations
throughout a number of States and Union Territories in India. UT - Chandigarh and Delhi

17
Coverage (As on 31st March, 2020)
Number of Insured People 3.41 Crores
Number of Workers 3.09 Crores
Number of Beneficiaries Overall 13.24 Crores
No. of Insured women 62.65 Lacs
No. of Employers, etc. 12.36 Lacs

COVERAGE OF FACTORIES
In locations has effect, the to all using power that employ 10 or more people as well as
factories not using electricity that pay wages to at least 20 people day.

ADMINISTRATION

With complete healthcare for beneficiaries and their families, in addition to sufficient
financial compensation for loss wages or earning capacity when experiencing physical pain
due to sickness or employment injury, including commuting accidents or unemployment, an
ESI Scheme. unique social security programme that ensures a fair deal for covered members.

18
Any premises or precincts with ten or more employees are subject to the ESI Act, 1948.
Additionally, this social security coverage is available to employees who receive monthly
salaries of up to Rs. 21,000 (excluding of overtime).

ESIC has a well-organized procedure for resolving the complaints of its beneficiaries. All
parties involved are asked to take note of the following information in this regard.

Among the top 20 Ministries with the most complaints, the Ministry of Labour &
Employment (MOLE) is one. The MOLE places great importance on the resolution of
complaints, which is why it established a Nodal Public Grievance Cell in the Ministry to
handle, forward, and coordinate action on public complaints at the Ministry level.

The complaints are routinely evaluated by the Ministry's top level of Secretary/Additional
Secretary (L&E). Anyone who has a complaint about the Ministry or any of its organisations
may submit it to the Ministry physically or online through the CPGRAMS Portal by
providing all necessary information. Instead, they might send their complaint in writing to the
Ministry through the Public Grievance Officer.

The Nodal Public Grievance Officer is an officer at the Director level who is in charge of
monitoring all public grievances at the Ministry level. The Nodal Public Grievance Officer is
directly responsible to a Director level officer who oversees the PG Cell. Similar to this, each
of the Ministry's various organisations, including the EPFO, ESIC, the Chief Labour
Commissioner (Central) Organization, etc., has a Nodal Grievance Redressal Officer at the
headquarters level who can be contacted by resentful parties at the addresses and phone
numbers listed on the website of the appropriate organisation

19
FINANCE

With complete healthcare for beneficiaries and their families, in addition to sufficient
financial compensation for loss wages or earning capacity when experiencing physical pain
due to sickness or employment injury, including commuting accidents or unemployment, an
ESI Scheme. unique social security programme that ensures a fair deal for covered members.
Any premises or precincts with ten or more employees are subject to the ESI Act, 1948.
Additionally, this social security coverage is available to employees who receive monthly
salaries of up to Rs. 21,000 (excluding of overtime).

ESIC has a well-organized procedure for resolving the complaints of its beneficiaries. All
parties involved are asked to take note of the following information in this regard.

Among the top 20 Ministries with the most complaints, the Ministry of Labour &
Employment (MOLE) is one. The MOLE places great importance on the resolution of
complaints, which is why it established a Nodal Public Grievance Cell in the Ministry to
handle, forward, and coordinate action on public complaints at the Ministry level.

CONTRIBUTION
With complete healthcare for beneficiaries and their families, in addition to sufficient
financial compensation for loss wages or earning capacity when experiencing physical pain
due to sickness or employment injury, including commuting accidents or unemployment, an
ESI Scheme. unique social security programme that ensures a fair deal for covered members.
Any premises or precincts with ten or more employees are subject to the ESI Act, 1948.
Additionally, this social security coverage is available to employees who receive monthly
salaries of up to Rs. 21,000 (excluding of overtime).

Collection of Contribution
Among the top 20 Ministries with the most complaints, the Ministry of Labour &
Employment (MOLE) is one. The MOLE places great importance on the resolution of
complaints, which is why it established a Nodal Public Grievance Cell in the Ministry to
handle, forward, and coordinate action on public complaints at the Ministry level.

Contribution Period and Benefit Period

Each contribution period lasts for two months, and there are two matching benefit periods
that last for two months as well.

contributing time frame Period for Corresponding Cash Benefits

Contribution Timeframe
Cash Benefit Period

20
 1st April to 30th Sept. 1st January to 30th June of the next year.
1st Oct to 31st March July 1 to December 31 of the year after.

ESI SCHEME AT A GLANCE

MADHYA PRADESH

 REGIONAL OFFICE 01

 SUB REGIONAL OFFICES 01

 NUMBER OF EMPLOYEES 9,53,610

 NUMBER OF INSURED PERSONS 10,46,240

 NUMBER OF HOSPITALS 08

 NUMBER OF DISPENSARIES 44 REGISTRATION

21
Entities Covered Under ESI Act

 Shops
 Eateries or Inns
 Cinemas
 Transport Establishments
 Private Industries

Documents Required for Registration

 A enlistment certificate received under

 Manufacturing Plants Act
 Shops and Foundation Act
 Certificate of Enrolment in case of Company
 Organisation Deeds in case of a Partnership
 Notice of Affiliation and Articles of Affiliation of the Company
 A list of all the workers working within the Establishments
 A cancelled cheque of the Bank Account of the Company
 List of the Executives of the Company
 List of Shareholders of the Company

22
BENEFITS FOR EMPLOYEES

Employees working for different businesses across India are now eligible for six different
social security benefits under Section 46 of the ESIC Act. The following are the six social
security benefits provided for the wellbeing of the employees:

 Sickness Benefit
 Medical Benefit
 Maternity Benefit
 Disablement Benefit
 Dependants' Benefit
 Retirement Benefit And some Other Benefits

23
Medical Benefit

ESIC offers ESI beneficiaries medical care based on need. providing individual medical
treatment has no upper limit. At addition, insured people and their spouses may receive
medical care as available in ESI Dispensaries/Hospitals by paying Rs 120.
From the moment he starts working for an insurer given complete medical care. There is no
cap on how much can be spent on an insured person's or his family member's medical care.
Rs. 120, medical care is also made available to retired and permanently disabled insured
people and their spouses. According to Section 56 (1) of the ESI Act of 1948.

Sickness Benefit
certified sickness for a maximum of 91 days per year, insured workers are entitled to a
sickness The covered worker must pay into the system within a 6-month contribution period
in order the sickness benefit.
chronic diseases, the SB is prolonged for up to two years at an enhanced rate of 80% of
salaries under the Extended Sickness Benefit (ESB).
Enhanced Sickness Benefit:and 14 days, respectively, insured people undergoing sterilisation
are eligible.

Maternity Benefit
According to medical recommendation, maternity benefits for confinement or pregnancy are
payable for three months full wage, subject to contribution for 70 days in the year prior. For
cases of confinement and cases of miscarriage, provided at a rate equal to 100% of pay.

Disablement Benefit
A fixed percentage of an employee's income is withheld each month for ESI contributions if
his or her pay falls within this cap. In addition to the employee's contribution, the employer
also makes a predetermined sum (a fixed percentage of the employee's monthly pay) to the
plan.

Dependants' Benefit
When a deceased insured person's death is caused by an industrial hazard or an employment
injury, DB pays their dependents a monthly payment equal to 90% of their earnings. Subject
to certain restrictions, this is payable to the widow for the rest of her natural life or until she
marries again, dependent parents and children 25. Long-term benefits like Dependents
Benefits and Permanent Disablement accounts of the recipients through the ECS System
user-friendly.

24
Retirement Benefit
A fixed percentage of an employee's income is withheld each month for ESI contributions if
his or her pay falls within this cap. In addition to the employee's contribution, the employer
also makes a predetermined sum (a fixed percentage of the employee's monthly pay) to the
plan.

passes away, his or her portion of the made. She may also by making additional payments of
Rs. 120/- (Rs. 120 only) per year for a further period.

Other Benefits
Funeral Expenses
beginning an insurable job, Rs. 10,000 dependents or who conducts final rites.

Confinement Expenses
somewhere where the essential medical facilities the ESI Scheme are not accessible, in
regard to his wife.

ASSISTANCE BASED ON NEED

The programme also offers insured workers several other need-based benefits.

Vocational Rehabilitation: In physical disability brought on by a work injury, is provided,

with the longer the training lasts, the larger of the real amount charged or Rs. 123 per day.

Physical Rehabilitation:physical disability brought on by a workplace injury.

25
Old Age Medical Care: For insured individuals who are those who leave their jobs owing to
handicap, a contribution of Rs. 120 is required each year.

Rajiv Gandhi Shramik Kalyan Yojana: benefit was started on April 1, 2005. entitled to the
following benefits if they lose their job after three or more a factory or establishment closing,
a layoff, or a permanent disability:-
 50% of your salary as an unemployment benefit year.

 Medical treatment from ESI Hospitals/Dispensaries for the patient and receiving
unemployment benefits.

Vocational training is offered to update skills; ESIC is responsible for paying the fees and
travel expenses.

NEW INITIATIVES – AWARENESS

 In all ESIC Hospitals, dial 1800 11 3839 for 24 hour medical assistance.

In order to respond to calls from Insured Persons seek counsel and guidance Hospitals, the
ESI Corporation has established.

Redressal of public grievances

The Public has been established by the at all levels, including the corporate office, regional,
sub-regional, divisional, branch, and hospital facilities. taken steps to ensure the swift
resolution and satisfaction issues. The Toll-Free Helpline Number 1800-11-2526 has also

26
been activated at the headquarters office. the following support in ESIC RO/SRO to serve
neighbourhood stakeholders.

Suvidha Samagam

A fixed percentage of an employee's income is withheld each month for ESI contributions if
his or her pay falls within this cap. In addition to the employee's contribution, the employer
also makes a predetermined sum (a fixed percentage of the employee's monthly pay) to the
plan.

Increasing the exemption threshold

additionally chosen to increase the exemption threshold from paying employee contributions
f earnings up to from the previous.

Permanent Disability Benefit and Dependent Benefit Rates Improvement

According to a notification dated 12.05.2015, "The increasing Disablement Dependants'

owing to inflation."

Happy workers make for a happy employer

 Unless otherwise required by contract, covering the costs care to employees and their
dependents in kind or in the form of a, for actual out-of grant, or any other limited-scope
medical insurance policy.

 Additionally, employers are immune from Compensation Act's application ESI Scheme.

 liability during periods of physical hardship for employees, such as sickness, work-related
injury, or physical disability resulting in lost Corporation is now responsible for for
insured employees.

27
 Any amount paid as a contribution under the ESI Act is subtracted from income as
defined by the Income Tax Act.

Employment has created a New Inspection Policy that is integrated with the and aligns
with the DGMS and the EPF Act. By streamlining company regulations and adding
accountability and transparency to labour inspection, it hopes to achieve its goals.

Fast and efficient Services

 Project „Panchdeep‟: ESIC has started its IT Project to processes, improve operational
efficiency, and provide Persons.
„Panchdeep‟.

 Employer Portal under „Panchdeep‟: makes it possible to conduct a going to an ESIC

office, which saves time and eliminates the tediousness of ordinary paperwork.
Registrations for are completed online. Employers can submit monthly contributions,
produce Temporary Identity Cards, and make thanks to the platform.

 IP Portal under 'Panchdeep': Insured Persons (IPs) can check contributions paid/payable
by employers, family details, entitlement to various benefits and status of claims.

 Pehchan Card for IP: The photograph of the Insured Persons (IPs) and their family
members are clicked during registration. Their fingerprints are also scanned for Pehchan
Card. Two sets of Pehchan Card (one for the IP, another for his/her family members) are
provided for swift and convenient delivery of services.

28
 e-Biz Platform: To encourage ease of doing business, ESIC organisation to combine e-
Biz site of Department of Industrial Policy and Promotion of DIPP).

 Online payment of ESI The payment portal of opened on April 1st, 2015, making it
simpler for employers to contribute.

ESIC – 2.0: REFORM INITIATIVES OF ESIC

On August 20, 2015, at in New Delhi, the Honourable announced the Agenda, also known as
"ESIC-2.0," with the goal of speeding the extension of ESIC's coverage salient features of
ESIC 2.0 are: -

 Launching the ESIC Program in Andaman & Nicobar Island, Mizoram, Manipur, and
Arunachal Pradesh.

 Scheme now being used in industrial and commercial clusters. The goal now all 393 of
the districts that have these clusters.

 All construction employees will be protected.

 Launching a health programme for a particular class of unorganised workers, such as

rickshaw pullers and auto rickshaw drivers, in a particular urban or metropolitan area.

 Gradually converting dispensaries into six-bed hospitals.

 Providing suitable various hospital levels.

29
 Offering services at various hospital levels.

 Offering dialysis services through PPP Mode Hospitals.

 Providing all pathology resources on-site at the hospital, either upgrading.

 Monitoring every woman and newborn kid ensure safe delivery and a 100%
immunisation rate.

 hospital with higher-level child care services State.

 To begin establishing every State as a subsidiary of ESI Corporation.

A fixed percentage of an employee's income is withheld each month for ESI contributions if
his or her pay falls within this cap. In addition to the employee's contribution, the employer
also makes a predetermined sum (a fixed percentage of the employee's monthly pay) to the
plan.

 Another project has established a 24-hour medical helpline at 1800 11 3839, where IP can
speak with a doctor immediately in an emergency. This hotline will be toll-free and offer
local languages as well.

 As part of the Hon. Prime Minister's Swachh Bharat initiative, and in addition to the
ongoing cleanliness campaign being undertaken in all Abhiyan Indradhanush“and that
specific colours of bed sheets based on the VIBGYOR the week

Day Colour of Bed sheet

 Sunday Violet
 Monday Indigo

30
 Tuesday Blue
 Wednesday Green
 Thursday Yellow

 Friday Orange

 Saturday Red

31
of 1948 led to the creation of a state-run organisation. The main is to offer social security to
the vast majority of the workers, who work in organised sectors. Workers making Rs 25,00

can receive a variety of benefits through the ESIC, which serves as an insurance agency. The
ESI's distinguishing characteristic is that its advantages are accessible the covered employee's
family members as well.

The plan, for instance, gives the insured more access to medical treatment and his or her
family that ill, hurt, crippled, or dies tragically at work. Simply said, registered under this
programme can access financial and medical support when they need it most.

When facing difficult circumstances, such as losing a job or receiving no pay, financial aid
serves as a replacement for income. In contrast, medical support enables workers to access
quality healthcare at reputable facilities

It is a self-supporting plan. In other words, both contribute the price of the premiums. The
contributions are often taken employee's monthly pay check.

The primary goal is to offer recipients financial and medical help while they are unable to
work due to things like illness, work-related injuries, pregnancy, etc.

Similar to an insurance business, the ESIC operates. The employee pays them money of
premiums (also contributed by the employer). The employee can then take use of the
program's various benefits for both themselves members. Both the employee and the
employer contribute to the ESI, just like the provident fund.

32
Eligibility

Consequently, of 1948, a worker is qualified for ESI coverage if their monthly wage is equal
to or less than to Rs. 21,000. plan, employees in workplaces with ten or more employees who
earn up benefits for health are available 21,000 per month.

A fixed percentage of an employee's income is withheld each month for ESI contributions if
his or her pay falls within this cap. In addition to the employee's contribution, the employer
also makes a predetermined sum (a fixed percentage of the employee's monthly pay) to the
plan.

A worker is exempt from ESI contribution requirements if their daily salary is Rs. 137 or less.
He or she is still qualified to get the medical benefits, though, because still making
contributions to the plan.

As was already indicated, ESI is a self-financing programme. parts to the contributions:

Employee involvement

Contribution

contributions decreased in a press notice issued by the Indian government on June 13, 2019.
These are the updated prices, which took effect on July 2, 2019.

Percentage of
Previous Revised
Contributions
Employer 4.75% 3.25%
Employee 1.75% 0.75%

33
 Al employees are required to sign up for the ESI programme. The ESI plan workplaces with
10 or more employees, not just factories. It contains:

 Eateries and lodging.

 Stores and other business spaces
 Film theatres.
 Newspapers that are not classified as factories.
 Road transportation companies, etc.
 Institutions of higher learning that are privately funded and controlled by
organisations, trustees, and individuals.
 Medical facilities include pathology labs, nursing homes, privately operated hospitals,
and diagnostic centres.

Each state has a different requirement for how many workers must be present for an
establishment to be

 Jammu & Kashmir, Ladakh, Himachal Pradesh, Madhya Pradesh, Maharashtra,

Manipur, Meghalaya, Mizoram, Nagaland, Sikkim, Tamil Nadu, Uttar Pradesh,
Arunachal Pradesh, Assam, Goa, Chandigarh, Diu and Daman, Dadra and Nagar
Haveli, Andaman and Nicobar, and Lakshadweep are among the states and UTs
where the minimum.
 In states and UTs including Jharkhand, Kerala, Orissa, Pondicherry, Punjab,
Rajasthan, Tripura, Delhi, Karnataka, West Bengal, Andhra Pradesh, Telangana,
Bihar, Chhattisgarh, Gujarat, Haryana, and Uttarakhand, the minimum staffing
requirement of 10 employees applies.

Is registering through the ESI Act a requirement for all employers?

Yes. The 1948 The ESI Act requires everything industries and businesses with ten or
more employees register. In the first 15 days after the program's launch, employers must
sign up.

When the required minimum is reached in terms of employees, can a firm leave the ESI
programme?

Not at all. Once an employer registers for the ESI Act, the employer remains covered by
the law. This applies regardless of:

The workforce size is less than the permitted maximum.

The factory's or establishment's nature has changed.

34
35
ESIC GRIEVANCE REDRESSAL

Since the ESIC programme is a multi-disciplinary, service-focused social security

programme for employees, it is projected that 3.5 lakh participants visit the service centres on
a daily basis, either for medical attention or to get monetary benefits.
There is a lot of potential for the beneficiaries of this programme to be the target of any
illegal, unintentional, or malicious harassment in such a highly participatory and dynamic
system.
In order to prevent future incidents, ESIC Corporation has established the following detailed
mechanism for swiftly resolving public complaints and concerns at various levels:-

 Branch Office Level Manager, Branch Office Manager

 Dispensary Level IMO In charge.

 Hospital Level Medical Superintendent/Deputy Medical Superintendent

 Public Grievance Officer at Regional Level Regional Director ESIC.

 ESI Corporation's Director of Public Grievances can be reached at Kotla Road, New
Delhi, 110002. Tel No.: (011) 23239424/23234092

The ESIC has taken various remedial measures for ensuring timely redressal of grievances to
the recipients of this scheme. In keeping with Regulation 10 and 10A of ESI (General)
Regulations 1950, Local Committees and Regional Board representing employers, employees
and Scheme administrators have been constituted under ESIC Scheme.

36
With complete healthcare for beneficiaries and their families, in addition to sufficient
financial compensation for loss wages or earning capacity when experiencing physical pain
due to sickness or employment injury, including commuting accidents or unemployment, an
ESI Scheme. unique social security programme that ensures a fair deal for covered members.
Any premises or precincts with ten or more employees are subject to the ESI Act, 1948.
Additionally, this social security coverage is available to employees who receive monthly
salaries of up to Rs. 21,000 (excluding of overtime).

ESIC has a well-organized procedure for resolving the complaints of its beneficiaries. All
parties involved are asked to take note of the following information in this regard.

Among the top 20 Ministries with the most complaints, the Ministry of Labour &
Employment (MOLE) is one. The MOLE places great importance on the resolution of
complaints, which is why it established a Nodal Public Grievance Cell in the Ministry to
handle, forward, and coordinate action on public complaints at the Ministry level.

The complaints are routinely evaluated by the Ministry's top level of Secretary/Additional
Secretary (L&E). Anyone who has a complaint about the Ministry or any of its organisations
may submit it to the Ministry physically or online through the CPGRAMS Portal by
providing all necessary information. Instead, they might send their complaint in writing to the
Ministry through the Public Grievance Officer.

The Nodal Public Grievance Officer is an officer at the Director level who is in charge of
monitoring all public grievances at the Ministry level. The Nodal Public Grievance Officer is
directly responsible to a Director level officer who oversees the PG Cell. Similar to this, each
of the Ministry's various organisations, including the EPFO, ESIC, the Chief Labour
Commissioner (Central) Organization, etc., has a Nodal Grievance Redressal Officer at the
headquarters level who can be contacted by resentful parties at the addresses and phone
numbers listed on the website of the appropriate organisation.

37
EMPLOYEES' INSURANCE COURTS

Under Section 74 of the ESIC Act, the State Government shall constitute an EI (Employees‟
Insurance) Court for local areas by public announcement in the official journal. Any person
who is or has been a judicial officer or is a legal practitioner of five years‟ standing shall be
qualified to be a Judge of the Employees‟ Insurance Court.
Under Section 54A(2) of the Act, the Employees‟ Insurance (EI) Court can decide to appeal
against the decision of Medical Board/Medical Appeal Tribunal, in case of any shortfalls.

The insured person or the Corporation can file an Appeal under Section 54A of the Act and
Rule 20B of ESI (Central) Rules, 1950 to the Employees‟ Insurance (EI) Court by presenting
an application within three within months of the communication date of the decision of the
Medical Board/Special Medical Board or to the insured individual or the ESI Corporation, as
applicable, Medical Appeal Tribunal.

The Employees‟ Insurance (EI) Court may entertain application after the stipulated period of
three months, upon concluding that the applicant had sufficient and valid reasons for not
presenting the application within the said period. The State Government's Regulations in
Regard to form and procedures being adhered to in presenting an application to Employees‟
Insurance (EI) Court shall be relevant to the applications presented for the above purpose.

If a major question of legal interpretation is involved, an appeal against an Employees

Insurance (EI) Court decision may be referred to the High Court pursuant to Section 82 of the
Act, and the appeal's time limit is sixty days.

38
 a. For the local region that may be indicated in the announcement, the State
Administration shall establish an Employees' Insurance Court by publication of a
notice in the official gazette.

b. The State Government may determine how many judges to have on the court.

c. Anyone who is or has served as a judicial official or who it has been practising
attorney for five years is eligible the purpose of a judge in the Employees Insurance
Court.

d. The State Government may select one court to serve two or more localities, or it may
appoint two or more courts to serve one locality.

e. The State Government may specify how business is distributed among Courts
established to serve the same location through a general or specific order.

The IP or Corporation may submit a request to the Employees' Insurance Court to file an
appeal in accordance with Section 54A of the Act and Rule 20B of the ESI (Central) Rules,
1950, within three months of the date that the decision of the Medical Board/Special Medical
Board or Medical Appeal Tribunal was communicated to the IP or the Corporation

If the EI Court determines that the applicant had a legitimate reason to miss the three-month
deadline, it may consider the case after that point.

The rules established government regarding the required format and process used when
presenting an application to the Employment Insurance the application submitted for the
aforementioned purpose.

If, pursuant to Section 82 of the Act, a material issue of law's interpretation is raised, an
appeal against an EI Court's judgement may be made to the High Court, and the appeal's time
limit is sixty days.

39
 Role of ESIC in Servicing Employers

ESIC contributes significantly to servicing the employers of factories, commercial

establishments, shops etc. This is done with a view contributes significantly to employer’s
responsibility pertaining to the healthcare issues concerning their organizational employees
and in turn the issues regarding employees‟ welfare is assumed by ESIC.

 To establish a purposeful, accommodating, and fruitful working relationship with the

employers.

 Ask for their active participation in the scheme's progress as a confidence-boosting

measure.

 Offer the employers the support they need to carry out their legitimate responsibilities
under the ESIC Act.

 Make all Forms and proformae that without any problems.

 on the part of ESIC does not reduce a factory's or business's productivity.

 the proper level in the event of any uncertainty, problem, or misunderstanding.

 To make sure that any correspondence coming from the employer is answered promptly
and impartially.

 To make sure that no ESIC permission to view the business location or the documents is
unnecessarily harassing an employer.

40
Literature Review

Alan M.Saks (2022) According subject, A fixed percentage of an employee's income is

withheld each month for ESI contributions if his or her pay falls within this cap. In addition
to the employee's contribution, the employer also makes a predetermined sum (a fixed
percentage of the employee's monthly pay) to the plan.

Adduri Naveen & Sudhamsetti Naveen (2018) Conducted On The Topic An Empirical Study
On Employee’s Satisfaction Towards Esi Act 1948. The Main Objectives Were To Know
About Satisfaction From Various Employees Towards Medicines In Esi Hospitals.

Asha G (2019) The main findings of on the satisfaction levels of employees using the Esi
services offered by Esi Corporation. The study examined and in Kerala.

Deblina Mitra (2019) Studies The Effectiveness Of Medical Benefits Under Organized Sector
In Kolkata. The Study's Objectives Are To Find Out If There Is Any Difference In
Respondents Of Different Ages, Monthly Incomes, And Educational Levels With Regard To
Regarding Medical Benefits Under To Study The Medical Benefits Received By The Insured
Persons.

Dr. Umesh Maiya (2020) Studied on Nurse’s Attitude Toward An investigation into a few
Udupi district. a satisfactory level of satisfaction with the Esi Scheme. There is no
significance to the relationship between level of satisfaction and specific demographic
characteristics.

C.A Parri And D Ranjithkumar (2022) Conducted A Study On Employees Problems In

Utilizing Esi Benefits As A Special Reference To Erode District Of Tamil Nadu. In The
Study Main Focus Were Given The Problems In Utilization Of Esi Benefits And Awareness
Of Benefits.

Dr Nagaraju Battu (2021) Conducted Study on Empirical Study on Esi Benefits. Employer
Perception Regarding Specific Andhra Pradesh Coast Establishments. The goal of the study
is to understand employer perceptions of employees' state insurance benefits in a sample of
study establishments in coastal Andhra Pradesh.

41
Weiting Tao Yeunjae Lee Ruoyu SunJo-YunLiMuHe(2022) This study advances a fixed
effect model method that connects leaders' motivational communication—specifically,
direction-giving, empathetic, and meaning-making language— by linking theoretical ideas
from various disciplines, including public relations, organisational communication,
psychology, and management, to employees' organisational participation during times of
crisis. The model takes into account employees' psychological needs satisfaction and their
subsequent crisis coping mechanisms in order to explain the process underlying the effects of
leader communication on employee engagement.

Dr. Jayaprakash K,Dr. Raju Hg, Dr. Thanuja R(2020) Conducted Study On Employees State
Insurance (E.S.I) The Main Focus Of Study Were On Overall Working Of The Scheme And
Utilization Of Benefits Provided By Scheme.

Peikai LiaJian-MinSunbToon W.Tarisa LuXingb Maria C.W.Peeter (2021) Follower

engagement is one crucial organisational consequence that is typically linked to leadership.
Relationships between servant, ethical, and transactional leadership and subordinate
engagement are less likely to vary among national cultural attributes. More than 200 articles
have been written on the topic of leadership-employee engagement, however due to a heavy
reliance on cross-sectional designs and unobserved heterogeneity biases, it has been
challenging to make any firm conclusions about causality.

Iverson and Roy (1994, as cited in Griffeth & Gaertner, 2001: 1019) Dr. Jayaprakash K,Dr.
Raju Hg, Dr. Thanuja R(2020) Conducted Study On Employees State Insurance (E.S.I) The
Main Focus Of Study Were On Overall Working Of The Scheme And Utilization Of Benefits
Provided By Scheme.

Investing in staff development and training is another essential workplace incentive. 100 non-
academic employees of the in Nigeria provided data for Aibievi's (2014) study, which
examined the effect study discovered a substantial link trained employees were shown to be
more devoted to their jobs than non-trained employees; and training could boost productivity.

COMPANY PROFILE

42
 Vinosha Portfolio is a AI based HR consulting firm. The company uses the updated
HR technologies i.e. artificial intelligence & Machine learning. AI in HR opens the door to
limitless opportunities, AI with automation enable machines to sense, understand, learn and
act – either independently or with human assistance.

With the use of an omni-channel recruitment strategy, this concept aids a candidate's reach.
Among the ways that White Force can assist in programmes, and applicant sourcing.
Services Offered

Temporary Staffing
The Temporary Staffing business division of Vinosha Portfolio offers flexible and cost-
effective solution and address the headcount needs and limitations of a client squarely.

Recruitment Solutions
The Recruitment Solutions that is offered by Vinosha Portfolio helps recruiters with the non-
core process in recruitment

High End Solution

This business vertical takes care of COO/ CEO/ CFO level hiring. We have an exclusive and
experienced team dedicated for the top-level hiring.

Facility Management Services

The Campus Hiring is a cutting-edge portal where colleges and companies come together for
the common purpose of recruitment of students.

43
Vinosha portfolio

On February 6, 2014, Vinosha Portfolio Private Limited, a non-governmental organisation,

was founded. It is a privately held, unlisted company and is categorised as a "company
limited by shares."

The company has 1.0 lakh rupees in authorised capital and 1.0 lakh rupees in fully paid-up
capital. On September 30, 2017, Vinosha Portfolio Private Limited held (AGM). According
to the Affairs, the company last updated its financial (MCA).

Since the past nine years, Vinosha Portfolio Private Limited has focused mostly on the
business of providing business services. CHETNA and ABHISHEK SRIVASTAVA are the
current board members and directors.

Jabalpur Registrar Office is where the company is registered. 51 GROUND FLOOR

SANDESH PUR, PITAMPURA MP is Vinosha Portfolio Private Limited's registered address
in Jabalpur, MP 482001 IN.

Vinosha Portfolio Private Limited's recorded took place on November 30, 2021.
Additionally, according to our records, the latest balance sheet was created for the time frame

44
Assisted by our partners, we organise and manage foreign projects, import and export items,
and establish business flows. Thanks to our network, we are able to seamlessly our successful
experience. We can respond to the demands of industries searching for a new market thanks
to our wide range of expertise.

 Attempting to satisfy the customers' diverse and growing needs.

 Delivering dependable services and high-quality goods while purchasing from
reputable producers.
 Being the customers' preferred supplier and meeting their quality expectations with
our products.
 Utilising the creative energies of all of our employees via collaboration, development,
and an open working environment.
 Being the market leader in sectors that you protect.
 Providing customers with current information on trends in industry dynamics.
 We are a skilled marketing that reach your sales, market knowledge, and customer
service objectives.

We can use both regular and preferred stocks in our strategy. Blue-chip produced favourable
outcomes as income or growth equities for a sufficient amount of time to be recognised as
reliable investments. They might not increase in value as quickly as growth stocks or pay as
well at one point in time as income stocks, but they can be relied upon to maintain stable
growth or steady income. They consist of the shares of firms in the food and beverage,
pharmaceutical, and utilities industries. Contrarily, cyclical stocks go up and down with the
economy. They include the stock of companies in sectors including aviation, chemicals,
house construction, and steel producers.
Young businesses with cutting-edge technologies and established businesses with fresh
executive skills both provide equities that are considered speculative.

45
46
47
Our intelligent human network partners you in achieving your financial goals
Over 15% of all retail order volumes in India are made each day by millions of
Vinosha Portfolio customers who trade and invest in:
 Prospects and Options
 Shares and IPOs
 derivatives of commodities
 Mutual funds with no middlemen
 monetary derivatives
 DSC and DMT

48
Sampling method

Probability Sampling -
It involves random sampling allowing for making stiff statistical inferences of the whole
group.

Non- probability sampling –

It involves random selection based on convenience based or other criteria and allow easily
collect data.

Probability-
 Simple random sampling
 Systematic sample
 Stratified Sample
 Cluster sample

Non – Probability-
 Convenience sampling
 Purposive sample
 Snowball sample
 Quota Sample

The sampling which this report is non- probability convenience sampling.

49
RESEARCH METHODOLOGY

Title
 A study on awareness about ESI act benefits of with the special reference Vinosha
Portfolio Private Limited

Need of the Study

 To be aware of the significance of employee state insurance.
 To examine the employee's maturity level toward the Employee State Insurance policy.
 To research the specific perks that employees in an organisation use.
 The priority established by organisational norms and regulations.

Objectives
 To comprehend the degree of familiarity with the Employee State Insurance (ESI) policy.
 beneficiary employee's degree of satisfaction with the Employee State Insurance (ESI)
policy
 To gauge how much the ESI policy is being used.

RESEARCH DESIGN
 Sampling unit/frame: Employees in Vinosha Portfolio Private Limited
 Sampling Size: 100 Respondents
 Sources of Data: primary
 Primary Data: The employees created and filled out the questionnaire.
 Secondary Data: from a sources, including articles, research papers, and online journals.

50
Age of the respondent

Age No of Respondent Percentage

18-25 35 35%

25-35 26 26%

35-45 17 17%

Above 45 22 22%

Age Group of Respondents

40
35
35
30
26
25 22
20 17
15
10
5
0
18-25 years 25-35 years 35-45 years Above 45 years

No of Respondents

 data above, the responders were under the age of 30.

 This age group participates more actively in answering questions.
 Even young workers benefits of ESI, which is greatly appreciated as emergencies.

51
Time served by the respondent

Service Period No of Respondent Percentage

Less than 1 year 9 9%

1-3 year 28 28%

3-5 year 25 25%

Above 5 year 38 38%

 The aforementioned data reveals that the majority of the employees have been with the
company for a considerable amount of time.
 This aids in learning more about the ESI benefits that the company offers.

52
Understanding

 The aforementioned statistics demonstrates advantages offered and which people

routinely use in their daily lives.

53
 This demonstrates that the organization's HR team did a commendable job of educating
employees

Benefits availed by the respondents

 The information above demonstrates that more employees took advantage of well-known
perks than obscure ones, such as funeral and dependent benefits.

54
 Compliance team organisation has done a commendable job in assisting employees
availing their benefit

Source of information on the advantages of ESI

No
Sources Percentage

14 14%

Employers 44 44%

Co-workers 26 26%

Print/Digital media 7 7%

Others 9 9%

 reaffirms the initiatives and measures of ESI and the organisation making employee
aware and avail the benefits.

55
 Employees getting aware are a good sign as people in non-
government institutions feels that these facilities are only meant for government servants.

Satisfaction with the assistance provided by HR and Compliance team

Percentage

33 33%

40

20

 The aforementioned statistics demonstrates employees are HR and Compliance staff's

assistance in obtaining ESI benefits.

56
 This reaffirms the proper communication and coordination between ESI, Compliance
staff and Employees

An opinion regarding the benefit claim process

Feedback

Complex 25 25%

Simple 75 75%

 According to the research, most employees think the process is straightforward.

57
FINDINGS SUGGESTIONS AND CONCLUSIONS

FINDINGS
 The many benefits offered by employees.
 The majority of workers are well-aware of the maternity benefits offered by the social
 Some employees don't know about the Dependents perks.
 The procedures for claiming the various ESI benefits the employees.
 Employees are pleased with the assistance employer while collecting benefits. Employee
productivity is increased overall by the organisation thanks benefit.

SUGGESTIONS
 Every employee needs to be informed of all the benefits offered by ESI.
 The employer should set up a free medical camp.
Monthly sessions for counselling and information on various programmes and policies

58
RECOMMENDATIONS

Assisted by our partners, we organise and manage foreign projects, import and export items,
and establish business flows. Thanks to our network, we are able to seamlessly our successful
experience. We can respond to the demands of industries searching for a new market thanks
to our wide range of expertise.

 Attempting to satisfy the customers' diverse and growing needs.

 Delivering dependable services and high-quality goods while purchasing from
reputable producers.
 Being the customers' preferred supplier and meeting their quality expectations with
our products.
 Utilising the creative energies of all of our employees via collaboration, development,
and an open working environment.
 Being the market leader in sectors that you protect.
 Providing customers with current information on trends in industry dynamics.
 We are a skilled marketing that reach your sales, market knowledge, and customer
service objectives.

We can use both regular and preferred stocks in our strategy. Blue-chip produced favourable
outcomes as income or growth equities for a sufficient amount of time to be recognised as
reliable investments. They might not increase in value as quickly as growth stocks or pay as
well at one point in time as income stocks, but they can be relied upon to maintain stable
growth or steady income. They consist of the shares of firms in the food and beverage,
pharmaceutical, and utilities industries. Contrarily, cyclical stocks go up and down with the
economy. They include the stock of companies in sectors including aviation, chemicals,
house construction, and steel producers.
Young businesses with cutting-edge technologies and established businesses with fresh
executive skills both provide equities that are considered speculative.

59
CONCLUSION
 ESIC has been crucial in helping organised sector receive social security. It is exigencies
related to health, maternity, disablement, death and employment. The corporation thus
extends complete social security cover and their family members. However, ESI's
performance falls short of what industries might reasonably expect.

ANNEXURE
BIBLIOGRAPHY

 www.esic.in

 https://www.white-force.com

 https://en.wikipedia.org/wiki/Social_security_in_India

 journalofbusiness.org

 revistageintec.net

 https://assets.publishing.service.gov

 web.p.ebscohost.com

 indianjournals.com

 https://indiankanoon.org

 https://www.esic.gov.in/

 www.slideshare.net

60
 COMPENSATION MANAGEMENT BY 19E31E0026 Yr-2021 SUBMITTED TO
JNTU

 Effective Utilization at ESI Benefits at Hero MotoCorp Ltd By 177Z1E0016 2019, JNTU

 www.advancedjournal.com

 www.researchgate.net

 Garden City College MBA Report Submitted to Bangalore University by - 16RSCMD046

SHILPASASI

 Thesis submitted to shodhganga - shodhganga.inflibnet.ac.in

 globaljournals.org

QUESTIONNAIRE

 Name ………………………

 Age
 18 – 25
 25 – 35
 35 – 45
 45 and above

 Period of the Service

 Less than 1 year
 1 – 3 years
 3 – 5 years
 More than 5 years

 Are you aware of all the benefits under Social Security Scheme (Please Tick)

61
 Fully Aware Partially Not

 Did you get any such benefit in your organization (Please Tick)

Yes No


 Employers
 Co-workers
 Print/Digital media
 Others

 Satisfaction with the assistance provided by HR and

Compliance team
 Very Satisfied
 Satisfied
 Neutral
 Dissatisfied

 Complex
 Simple

62