HR Compliance For Education Industry

Hi!
We are a start up chain of educational institutes. Having started a year back, we now have 17 centers spread across Maharashtra and 67 employees.
Can you please help me understand what are the statutory requirements we have to adhere to.
We currently do not have any PF / Gratuity etc put in place.
Your help is highly appreciated.
Thanks & Regards
Ujjwal

I understand that your chain of institutions are not aided by Govt but is purely self financed private educational institutions. If so, each centre should have separate registrations as per the State Shops and Commercial Establishments Act under the relevant Labour Offices. If you disburse salary centralised from one place, you can have a centralised PF registration. Your establishment will also be covered by ESI Act for which the main office shall have to obtain registration and the centres will have to take sub codes based on this registration. More over, your establishment will be covered by all other Labour Acts like, Payment of Wages Act (which provides for payment of salaries within a specified time), Payment of Gratuity Act (provides for payment of gratuity to those who leave the organisation after serving for 5 years), Maternity Benefit Act( provides for granting leave with salary for 12 weeks etc to women employees for delivery), Industrial Disputes Act (provides for settlement of disputes), etc.

To start with registration under the Shops Act, Employees Provident Fund and Misc. provisions Act and ESI Act are to be carried out. Besides you have to obtain license to run a business of profession from the Municipal Corporations/ Panchayats following the Municipalities Act also.

Madhu.T.K

Thanks Madhu. Ours is a chain of PreSchools which is currently not regualated. Does Shops and Establishment Act and other things apply to it currently?

dear mr raut,
Preschools are not governed by Maharashtra Private schools act, nor there is any other legislation governing them to my knowledge. However there is one in the offing. Till such time, shop and commercial establishments act will apply as the definition of commercial establishment is very wide and covers practically all ventures. So hours of work of the employees, leaves holidays, salary so also as per section 38-B the standing orders act apply mututatis mutandis (as it is) so also the payment of wages act, employees compensation act, and maternity benefit act shall be applicable.