1.
Employees’ Compensation (Amendment) Act 2017: What is it?
It provides more rights to employees and safeguards their
interests.
The
Employees’ Compensation (Amendment) Act, 2017, introduced in the Lok Sabha in
August, 2016 received the President’s approval last week. The amendment is to
the Employees’ Compensation Act, 1923.
The
details of the amended bill are as follows:
1.
It is the employer’s responsibility and duty to inform an employee of his
rights. According to the Act, “Every employer shall immediately at the time of
employment of an employee, inform the employee of his rights to compensation
under this Act, in writing as well as through electronic means, in English or
Hindi or in the official language of the area of employment, as may be
understood by the employee.
2.
Failure to do so will make the employer liable to penalty. The Bill penalises
an employer if he fails to inform his employee of his right to compensation. As
per the amendment, the penalty amount has been increased from a maximum of Rs.
5000 to a definite penalty of Rs. 50,000 which may be further extended to Rs. 1
lakh.
3.
As per the amended act, appeals can be made against orders related to
compensation, distribution of compensation, award of penalty or interest, only
if the amount in dispute is at least Rs 10,000. The same has been revised from
the earlier minimum amount of Rs 300.
4.
Any dispute related to an employee’s compensation will be heard by a
commissioner who will have the powers of a civil court. Appeals from the
commissioner’s order, related to a substantial question of law, will lie before
the High Court.
5.
In a further amendment, the Act has scrapped the rule as per which the employer
could temporarily withhold any payments towards the employee in case the former
had appealed against a commissioner’s order.
2.
IIM Bangalore & AonHewitt launch ‘Next
Generation CHROs’, a specialised course on HRM.
The
10-day programme aims to prepare the CHROs with the pros and cons as well as
the entire business structure of the organisation.
Corporate–educational
institute partnerships are always considered to be beneficial for the
fraternity and businesses at large. IIM Bangalore and HR consulting firm, Aon
Hewitt, have collaborated to launch a specialised programme on human resource
management. The objective of this programme is to train HR leaders to drive
business outcomes.
The corporate
educational programme, called ‘Next Generation CHROs’, will be launched in
June.
As the workplace is
at the threshold of another big shift, the HR function, especially the chief
human resources officer (CHRO), should be prepared to manage this change. This
10-day programme aims to make the CHROs aware of the pros and cons as well as
the entire business structure of the organisation.
The course will
impart complete business knowledge to the CHROs to be able to manage their
tasks. This will further help them voice their opinion to senior management and
contribute towards the growth of the organisation.
3.
PeopleStrong Alt to
take Uniglobe ATB’s HR to cloud
The main areas of work will include leave and attendance
management, onboarding, travel and payroll.
Uniglobe ATB, the
provider of travel management services, with an employee base of 750 employees,
has hired PeopleStrong Alt, a born-on-cloud HR SaaS technology.
PeopleStrong Alt will
help the company take its HR to the cloud. The key areas will include leave and
attendance management, onboarding, travel and payroll.
Uniglobe was scouting
for a scalable product, which could keep up with its pace of growth and at the
same time deliver exceptional mobile-based experience to its workforce.
Using PeopleStrong’s
true-blue HR SaaS technology, designed ‘For HR, By HR’, and powered by a
comprehensive HR mobile app, the company hopes to be able to deliver a unified
experience to all its users.
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