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ESI General (Amendment) Regulations 2013

Please find attached ESI (General) (Amendment) Regulations 2013 which have been made effective from 1.6.2013.

The amendment provides for:

a) Now insured person who has been awarded permanent disablement benefit at a rate not exceeding Rs.10 per day (increased from Rs.5 per day earlier) can apply for commutation of permanent disablement benefit as per Regulation 76B.

b) New Regulation 110 has been inserted providing for online system of functioning including digital signatures.

Please find below the Gazetted copy.

Click Here To Download ESI General Amdmt Regulations 2013

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Posted by admin - October 14, 2013 at 10:29 AM

Categories: Acts, Labour Laws   Tags:

General Premedical Test Policy

Here is the General Premedical Test Policy.

Supervisors are advised that any person who may require assistance in understanding any aspect of this document, particularly for language or literacy reasons, can be referred to the OH&S Unit in Human Resources.

1. Overview
2. Scope
3. Policy
4. Responsibilities



To safeguard both itself and any potential staff member, the University reserves the right to require a potential staff member to undergo a pre-employment medical examination as a condition of appointment. This Policy and associated procedure set details of the University’s requirement for pre-employment medicals.


This Policy applies to all prospective staff members employed by the University of Adelaide, with the exception of:

(i) casual academic and general staff;
(ii) visiting academic staff;
(iii) honorary academic staff.


3.1 The University reserves the right to require any successful applicant for a position in the University to undergo a medical examination to determine fitness for work.

3.2 All offers of appointment shall be made subject to satisfactory completion of a pre-employment medical examination, if such an examination is deemed necessary by the University.

3.3 The purpose of the pre-employment medical examination shall be to verify that the prospective member of staff is physically fit to perform the inherent duties of the position for which he or she has applied, and to help guard against work-related illness and injury occurring subsequent to the person’s employment in the University.

3.4 Where required, the pre-employment medical is to be conducted by a registered medical practitioner of the applicant’s choice.

3.5 The decision to require an applicant to undergo a medical examination as a condition of appointment will take into account the inherent duties of the position for which the applicant has applied, the occupational hazards identified for the position and the applicant’s personal health declaration in relation to the position.

3.6 A successful applicant who is required to undergo a pre-employment medical examination may not commence duty with the University until he or she has received confirmation from the University stating that he or she is fit to take up the appointment.

3.7 All medical information obtained as part of this process is confidential and shall remain the property of Human Resources.


4.1 Human Resources

Human Resources shall be responsible for the following:

(i) determining those successful applicants who are required to undergo a pre-employment medical as a condition of appointment, in accordance with guidelines developed by the General Manager, Human Resources;

(ii) communicating to applicants the requirements of this Policy and associated procedure;

(iii) confidentially storing any documentation associated with this Policy.

4.2 Area Managers

Area Managers are responsible for the following:

(i) developing the Duty Statement for vacant general staff positions;

(ii) determining potential occupational hazards for the position to be filled;

(iii) identifying those positions for which a pre-employment medical is required;

(iv) ensuring that no applicant commences an appointment until his or her appointment has been confirmed.

Area Managers may delegate the above authorities to Heads of Department.


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Posted by admin - October 10, 2012 at 1:46 PM

Categories: HR Policies   Tags:

Procedure of the Activities of Human Resource Department

A) Activities Handled at a glance.


i)Service File (Employee’s file)




v) Resignation


B) Detailed procedure of the activities handled alongwith documentation involved:


  1. i. Service File:

Curriculam Vitae

Proof of Educational Qualification (Marksheets and Certificates)

Senior secondary certificate/ marksheet

Higher secondary certificate/ marksheet

Graduation marksheet

Post Graduation marksheet

Professional qualification / marksheet

Copy of appointment letter.

Detail sheet in original (annexure  to interview call letter)

Two recent passport size photographs

Experience certificate/s

Relieving letter if possible

Promotion letter

Increment letter

Renewal letter


ii) Recruitment


Obtaining approval from competent authority – COO

Releasing an advertisement for recruitments.

Receiving applications.

Scanning / Scrutinizing the applications on the basis of criteria mentioned

Shortlisting the candidates

Sending the interview call letters

Sending invitation letter to panel members

To obtain confirmation calls and mails from respective candidates

Conduction of interview and selection of candidate/s, verification of  concerned certificates

Sending the appointment letter/s (in duplicate)

Receiving the acceptance copy duly signed



To get the details of a training program.

To assess the need for providing the training of that particular program.

Getting it discussed with competent authority and obtaining the approval of CEO (via note)

Sending suitable candidate / s concerned in that particular stream or area for the program.



One month prior notice is to be given.

Obtaining the approval from competent authority – COO (via note) and getting the acceptance.

Handling over the all relevant document to the person concerned duly acknowledged.

Clearance or recovery of dues if any related to company.

Issue of experience certificate and relieving letter.


Sanction of Leave

Balance of leave is to be checked before applying.

Applying for the leave in the prescribed format and getting it signed by the recommending official.

Forwarding the same to the to COO for sanction.

Submitting the same to HRD.

Accordingly updations to be made


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Posted by admin - November 23, 2011 at 10:09 PM

Categories: HR, HR Policies   Tags: , , ,

List of Holiday in Kerala 2012

Prepared the holidays list of Kerala in 2012. Please find attached.


Click Here to Download List of Holiday in Kerala 2012

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Posted by admin - November 23, 2011 at 9:59 PM

Categories: HR   Tags: ,

List of Central Government of India Holidays – 2012

List of Central Government of India Holidays – 2012


Click Here to Download List of Central Government of India Holidays – 2012

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Posted by admin - November 23, 2011 at 9:55 PM

Categories: HR   Tags:

Indian Holiday List 2012

In general, List of Holidays will be prepared on the basis of concerned State Govt Holiday Notification. Some organisation will finalise the list of holidays in consultations with their Unions. However, a minimum of four National Holidays viz., Republic Day, May Day, Gandhi Jayanthi, Independance Day are mandatory. Other festival holidays are as per the industry norms.

Click Here to download Holiday_list_2012

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Posted by admin - November 23, 2011 at 9:50 PM

Categories: HR   Tags: