Hi Can anyone summarize what are the provisions of Labor law that will be applicable for hospitals in tamilnadu
From India, Madras
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From India, Madras
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All labor laws which are applicable to shops and commercial establishments are also applicable to hospitals. As establishments, hospitals will be covered under the Tamil Nadu Shops and Commercial Establishments Act, which provides for registration and measures for the health, welfare, and security of employees employed. This Act regulates the working hours, weekly off, shift hours, leaves and holidays, and the procedure for taking disciplinary action against employees.
Apart from the above, hospitals are covered by the Employees Provident Fund and Miscellaneous Provisions Act, provided the hospital has at least 20 employees engaged either directly or indirectly. The provisions of the Employees State Insurance Act are also applicable to hospitals.
Minimum wages to be paid to different categories of employees in hospitals have been notified by the government, and the management is expected to follow it.
Employees are to be paid a salary at intervals of not more than one month, and the same should be in currency (not in kind, like rice, wheat, etc.), and the deductions permissible should not differ from the Payment of Wages Act.
Hospitals are covered by the Payment of Bonus Act and, subject to the applicability of infancy protection offered under the Act, employees whose salary does not exceed Rs 10,000 and who have worked at least 30 days in the financial year should be paid a bonus.
Employees who leave the establishment after completion of five years are to be paid Gratuity as per the provisions of the Payment of Gratuity Act.
Women employees who are not covered by ESI are to be given 84 days of leave with wages as maternity leave, and the other provisions of the Maternity Benefit Act apply to hospitals also.
If you engage employees through any contractor (e.g., for housekeeping, security, etc.) and if the number of employees so engaged is 20 or more, you have to take registration under the Contract Labor (Abolition and Regulation) Act.
Virtually, there is no law from which a hospital is exempted. The above-mentioned are the basic laws that are applicable to all establishments. I am not sure if I have missed out any Act.
Regards,
Madhu.T.K
From India, Kannur
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4490Apart from the above, hospitals are covered by the Employees Provident Fund and Miscellaneous Provisions Act, provided the hospital has at least 20 employees engaged either directly or indirectly. The provisions of the Employees State Insurance Act are also applicable to hospitals.
Minimum wages to be paid to different categories of employees in hospitals have been notified by the government, and the management is expected to follow it.
Employees are to be paid a salary at intervals of not more than one month, and the same should be in currency (not in kind, like rice, wheat, etc.), and the deductions permissible should not differ from the Payment of Wages Act.
Hospitals are covered by the Payment of Bonus Act and, subject to the applicability of infancy protection offered under the Act, employees whose salary does not exceed Rs 10,000 and who have worked at least 30 days in the financial year should be paid a bonus.
Employees who leave the establishment after completion of five years are to be paid Gratuity as per the provisions of the Payment of Gratuity Act.
Women employees who are not covered by ESI are to be given 84 days of leave with wages as maternity leave, and the other provisions of the Maternity Benefit Act apply to hospitals also.
If you engage employees through any contractor (e.g., for housekeeping, security, etc.) and if the number of employees so engaged is 20 or more, you have to take registration under the Contract Labor (Abolition and Regulation) Act.
Virtually, there is no law from which a hospital is exempted. The above-mentioned are the basic laws that are applicable to all establishments. I am not sure if I have missed out any Act.
Regards,
Madhu.T.K
From India, Kannur
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Tamil Nadu Rationalisation Of Forms And Reports Under Certain Labour Laws Rules, 2020.pdf