I have a small business with fewer than 10 employees. A lady who joined us three months ago needs maternity leave. Since the MB Act of 1961 applies to establishments with more than 10 employees, what leave policies should I implement for my organization? What do you think would be sufficient?
From Canada, Vancouver
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From Canada, Vancouver
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Dear Colleague,
It is highly appreciable that you have good intentions as you are exploring how to help your employees, even though you are not covered by the threshold number of the Act and other labor laws. The Government fixed certain numbers of employees under each and every labor law with an intention not to hamper the establishments' growth and progress by way of inspections, administration, licensing, and so on.
As a role model employer, voluntary extension of certain good welfare provisions mentioned in the law like Maternity Leave, Casual Leave, or Emergency Leave, and a Weekly Off system are good and will create a positive work environment. Even though this will incur a small cost, the impact it creates in the minds of employees will be significant, and in the long run, it will benefit the business too. You may consider covering your employees under a good Mediclaim Policy to take care of such medical expenses.
If your business and financial position are not viable, then look for good Mediclaim Insurance Coverage for your employees, as well as implement a Weekly Off and Emergency Casual Leave/Medical Leave system for your employees.
Once again, our sincere appreciation.
Thanks,
Dr. P. Sivakumar
Doctor Siva Global HR
Tamil Nadu
From India, Chennai
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321It is highly appreciable that you have good intentions as you are exploring how to help your employees, even though you are not covered by the threshold number of the Act and other labor laws. The Government fixed certain numbers of employees under each and every labor law with an intention not to hamper the establishments' growth and progress by way of inspections, administration, licensing, and so on.
As a role model employer, voluntary extension of certain good welfare provisions mentioned in the law like Maternity Leave, Casual Leave, or Emergency Leave, and a Weekly Off system are good and will create a positive work environment. Even though this will incur a small cost, the impact it creates in the minds of employees will be significant, and in the long run, it will benefit the business too. You may consider covering your employees under a good Mediclaim Policy to take care of such medical expenses.
If your business and financial position are not viable, then look for good Mediclaim Insurance Coverage for your employees, as well as implement a Weekly Off and Emergency Casual Leave/Medical Leave system for your employees.
Once again, our sincere appreciation.
Thanks,
Dr. P. Sivakumar
Doctor Siva Global HR
Tamil Nadu
From India, Chennai
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The intention is appreciated, but before granting certain privileges, please remember that in India, it is very easy to make the privileges the rights of employees. Therefore, my advice is that if a particular law is not applicable to you, then never bring it to your organization but wait for the date of application to come. Otherwise, for each and every issue, the demand will come from the employees and you will be in trouble then. Ignore if not acceptable! A word from a person who has been in the HR field for the last three decades!
From India, Kannur
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From India, Kannur
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Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf