Pls find below is the updated ESIC Tie Up Hospital list ( Super Speciality) (Gujarat/Punjab/Chandigarh/Goa)
Amendments in Madhya Pradesh Shop & Establishment Act
As per the notification dated 8th March 2022 Madhya Pradesh Government has amended the following changes in regards to Restaurant & Eating house an exemption of the following conditions under Section 14- Sub Section (1)
- Every Employee shall be given one holiday in a week.
- No employee shall be called for work for more than 48 hours in a week
It will be applicable to the whole state of Madhya Pradesh
Declaration of additional Public Holiday in Uttarpradesh on 19th Mar 2022 on account of Holi
Government of Uttar Pradesh vide notification No.2022-39(2)/12 has declared public holiday on account of Holi celebrating on 19th March 2022 (Saturday) along with the previous holiday declared on 18th March 2022. Therefore, 19th March 2022 has also been declared as a public holiday on account of Holi along with 18th March 2022.
Punjab grants exemption to S&E from the condition of employment of women
The Governor of Punjab vide notification dated 3rd March 2022 formulates a scheme for the shops and establishments in the state by which exemption from Section 30 (conditions of employment of women) of the Punjab Shops and Commercial Establishment Act 1958 is granted. The exemption will be given on a case-to-case basis on receipt of applications from the establishments on the following terms and conditions:-
- The Establishment must be registered/ renewed under the Punjab Shops and Commercial
- Establishment Act, 1958.
- The total no. of hours of work of an employee in the establishment shall not exceed nine hours on any one day and 48 hours in a week.
- The spread over inclusive of interval for rest in the establishment shall not exceed twelve hours on any one day.
- The total no. of hours of overtime work shall not exceed fifty in any one quarter and the person employed for over time shall be paid remuneration at double the rate of normal wages payable to him calculated by the hour.
- The Management will ensure –
- Protection of women from Sexual Harassment at workplace.
- Adequate Security and proper Transport facility to the women workers including women employees of contractors during the evening/night shifts. Ln case the management is not providing transport facility or security through employees directly recruited by him and proposes to provide through service providers then the Management shall execute the Security and Transport Facility Contract with an appropriately licensed/registered Security Agency.
- Women employees will board the vehicle in the presence of security guards on duty.
- Security ln-charge/Management have maintained the Boarding Register or computerized record consisting of the Date, Name of the Model & Manufacturer of the Vehicle, Vehicle Registration No., Name of the Driver, Address of the Driver, Phone/ Contact No. Of the Driver and Time of Pickup of women employees from the residence to establishment and vice versa.
- Attendance Register of the security guard is maintained by the security in-charge/management.
- Transport vehicle in-charge /security in-charge/management maintains a movement register.
- No employee of any establishment shall knowingly employ a woman and no woman shall engage in employment in any establishment during six weeks following the day of her confinement or miscarriage.
- Vehicle does not have black or tinted glasses and also ensure that there are no curtains in the vehicle and occupants of vehicle are clearly visible from all sides.
- Emergency call nos. Are prominently displayed inside the vehicle.
- Driver will not pick up any women employee first for workplace and will not drop her last at home/ her accommodation.
- Driver will not leave the dropping point before the women employee enters into her accommodation.
- There is an annual self defense workshop/training for women employees.
- In the night shift, minimum of five women employees shall be employed.
- The manager of the establishment will be required to abide by the provisions of Sexual Harassment of Women at Work Place (Prevention, prohibition and Redressal) Act. 2013
Karnataka Minimum Wages for the Period 1st Apr 2022 to 31st Mar 2023
Karnataka Government has amended the Minimum Wages for various schedules for the period 1st Apr 2022 to 31st Mar 2023
Himachal Pradesh Contact labor act Amendment
The Government of Himachal Pradesh on February 02, 2022, has issued the Contract Labour (Regulation and Abolition) Himachal Pradesh Amendment Act, 2020 to amend the Contract Labour (Regulation and Abolition) Act, 1970, its applicability to Himachal Pradesh.
The following amendments have been made:
• In section 1, which specifies short title and commencement, sub-section (4) which specifies applicability, the threshold limit which was 20 or more employees earlier has been revised to 30 or more employees.
West Bengal Minimum Wages Hike from 1st Jan 2022 to 30th June 2022
The government of West Bengal as per notification No.15/703/Stat/2RW/29/2016/LCS/JLC, has released the minimum rates of wages effective from 1st January 2022 to 30th June 2022
Maharashtra Minimum Wages 1st Jan 2022 to 30th June 2022
Maharashtra Minimum wages have been revised from 1st Jan 2022 to 30th June 2022 necessary notification of the same is listed below
THE JHARKHAND STATE EMPLOYMENT OF LOCAL CANDIDATES IN PRIVATE SECTOR ACT, 2021
(1) This Act may be called “The Jharkhand State Employment of Local Candidates in Private Sector Act, 2021”.
(2) It extends to the whole of the State of Jharkhand. This Act applies to such Shops, Establishments, Mines, Enterprises, Industries, Companies, Societies, Trusts, Limited Liability Partnership Firms, Partnership Firm and any person employing ten or more persons in the private sector and an entity, as may be notified by the Government, from time to time
Highlights of the act .
- Compulsory registration
Every employer shall, register such employees receiving gross monthly salary or wages not more than Rs. 40,000/- (Forty Thousand Rupees) or as the limit notified by the Government, from time to time, on the designated portal, within three months of coming into force of this Act Provided that once designated portal is developed and notified, no person shall be employed or engaged by any employer unless the registration process of all such employees is completed on the designated portal. - Explanation– For the purpose of section 3 and section 4 of this Act, process of registration on designated portal shall be such as may be prescribed under the rules notified by the Government, from time to time.
- Recruitment of local candidates
(i) Every employer shall fill up seventy-five percent of the total existing vacancies on the date of notification of this Act and subsequent thereto by local candidates with respect to such posts where the gross monthly salary or wages are not more than Rs. 40,000/-(Forty Thousand Rupees) or as the limit notified by the Government, from time to time.
(ii) During the process of employment of Local Candidates attention will be given to the representation of the displaced due to the establishment of the concerned institution,Local Candidates of the concerned district and all classes of the society.
(iii) Provided that no local candidate shall be eligible to avail the benefits under this Act unless he/she registers himself/herself on the designated portal. - Exemption
(1) The employer may claim exemption from section 4, where adequate number of local candidates of the desired skill, qualification or proficiency are not available by applying to the Designated Officer in such form and manner as may be prescribed.
(2) An inquiry committee will be constituted under the chairmanship of the Designated Officer consisting of:-
(i) Member of Legislative Assembly (MLA) of that area, where the concerned institution is established or his nominated representative.
(ii) Deputy Development Commissioner (DDC).
(iii) Circle Officer (CO) of the Circle where the institution is established.
(iv) Labour Superintendent of the concerned district.
(v) District Employment Officer of the concerned district.
(3) On the basis of the inquiry report of the district level inquiry committee and after valuating the attempt made by the employer to recruit local candidates of the desired skill, qualification or proficiency the Designated Officer may either accept or reject the claim of the employer or direct the employer to train & employ local candid ate in such manner as may be prescribed from time to time. Every order made by the Designated Officer under this sub-section, shall be placed on the designated portal of the Government
General penalty
Save as otherwise expressly provided in this Act, if there is any contravention by the employer of the provisions of this Act or rules made there under or of any order in writing given under this Act,he shall be liable to a penalty which shall not be less than ten thousand rupees, which may extended up to fifty thousand rupees, and if the contravention continues even after the order of penalty, then further penalty shall be imposed which shall be one thousand rupees for each day till the time contravention is so continued.