INDEX

SR NO. TOPIC PAGE NO.

Chapter-I Introduction 6

Chapter-II Literature Review 10

Chapter-III Research and Methodology 14

Chapter-IV Theoretical Aspects 17

Chapter-V Data Analysis 29

Chapter-VI Findings 48

Chapter-VII Conclusion and Suggestions 50

Chapter-VIII Bibliography 53

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 CHAPTER - I

INTRODUCTION

Page no 2
INTRODUCTION

Benefits to employee is a broad concept referring of the state of living of an individual or a group
in desirable relationship with total environment, ecological economic & social. The concept of
employee welfares is one of the origin. It has developed with the increasing social & economic
problem of our complex industry society. So Employee Benefits includes both the social &
economical problem of the weaker section of society like prevention of destitution and poverty.
The object of employee benefit is to promote economic development by increasing production
and productivity and through equitable distribution. Employee Benefit is a part of social welfare
conceptually and operationally. It covers a broad field and connotes a state of wellbeing
happiness, satisfaction, conversion and development of human resources.

Employee benefits (also called fringe benefits, perquisites, or perks) include various types of
non-wage compensation provided to employees in addition to their normal wages or salaries. In
instances where an employee exchanges (cash) wages for some other form of benefit is generally
referred to as a 'salary packaging' or 'salary exchange' arrangement. In most countries, most kinds
of employee benefits are taxable to at least some degree.

Examples of these benefits include: housing (employer-provided or employer-paid), group

insurance (health, dental, life etc.), disability income protection, retirement
benefits, daycare, tuition reimbursement, sick leave, vacation (paid and non-paid), social
security, profit sharing, employer student loan contributions, and other specialized benefits.

The purpose of employee benefits is to increase the economic security of staff members, and in
doing so, improve worker retention across the organization. As such, it is one component
of reward management.

Mr. M. Moorthy has defined Employee Benefit as a state of living in desirable relation to the
total environment, animate or inmate. Employee Benefit implies the setting up of minimum
desirable standards and the provision of facilities like health, food, clothing, housing, medical
education, insurance, job security and so on. Such facilities enable the worker and his family to
lead a good work life, family life and social life. Employee Benefit also operates to neutralize the
harmful effects of large scale Industrialization and Urbanization.

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The Oxford Dictionary define Employee Benefit as "Efforts to make life worth living for
workmen." The Employee Benefit investigation committee includes under labour
activities "Anything done for the intellectual, physical, moral, and economic betterment of the
workers whether by the employer, by the government or by the other agencies over and above
what is laid down by labour what is normally expected as part of the contractual benefits for
which the workers may have bargained.”

BENEFITS THAT CAN BE OFFERED

 Statutory benefits: These include paid vacation, holidays and overtime, and Canada
Pension Plan (CPP), Employment Insurance (EI) and Worker's Compensation (WCB)
premiums. As these are required by BC and/or federal employment standards, most
employees will take them for granted. However, they do present a real cost to employers,
which must be factored in when designing a compensation package.
 Private insured benefits: Many employers choose to bear the additional costs of life or
accident insurance, short- or long-term disability pay, extended health care (prescription
drugs), dental and optical care, and other health-related services.
 Other common benefits: Employees may also be looking for company to contribute to
retirement pensions, employee assistance programs (counselling), and tuition
reimbursement for career development courses.
 In many cases, employers are expected to bear some, if not all, of these program costs.
Depending on what benefits other employers are offering, if we do not offer the same or
better, we will differentiate your organization for the wrong reasons.

 “Fringe” benefits: To really set company apart, think about giving employees a fitness
reimbursement covering transit costs, or providing job sharing or flex-time arrangements
Companycan be creative to get the most mileage out of fringe benefits. Restaurants,
events/attractions organizations and accommodation properties can easily provide free or
discounted services to employees and their families and friends. Purchase discounts are an easily
administered benefit, and are a smart marketing tool as well. Unique benefits help company
value your employees, yet remain affordable options for small businesses.

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WHO SHOULD GET BENEFITS

Most employers grant benefits only to full-time staff, those who work 32 hours or more per
week. Granting benefits to part-time staff will really set company apart. It sounds more costly,
but we cannot forget that turnover costs money too.

WHAT THIS WILL COST

Company needs to determine what benefits to offer, which of employees will receive them, and
how to actually administer companybenefit plans. It is probably best to consult with a
professional firm, as they can help company customize a plan that meets objectives and budget.
A third-party provider will help manage day-to-day details and process any claims.

Providing employee benefits is a complex issue, but the payoff to business will be great. The
more company know about what you can afford to offer employees, the better it will be able to
design compensation packages that attract good workers.

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 CHAPTER - II

LITERATURE REVIEW

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LITERATURE REVIEW

During the 20th century, employers increased the economic security of employees by providing,
in exchange for labor, benefits in addition to direct compensation. Apart from direct
compensation, benefits encompass all other inducements and services provided by an employer
to employees. Like other HRM policies, employer-sponsored benefits have been shaped by
social, cultural, and legislative forces. Similarly, statutory benefits that federal and state
governments require employers to provide to employees (e.g., workers' compensation insurance),
are not addressed given the significant variation in legislation, cost-containment strategies, and
implementation approaches across states. Most industrialized nations assure the welfare of
citizens through government-sponsored systems that provide for the health and safety of citizens,
protecting them from consequences of economic fluctuations.

A system of welfare capitalism emerged whereby employers, rather than the government, played
a primary role in assuring the health and welfare of employees and their families. Welfare
capitalism encompassed a wide range of private, firm-level social and benefit policies, including
employee representation, recreation, stock ownership, and benefits relating to retirement,
sickness, paid time off, and unemployment. Accordingly, relatively few workers were provided
employer-sponsored benefits in addition to direct compensation. One dimension related to
benefit level, reflecting the value of benefit plans (e.g., levels of coverage, financial payments
provided). The new dimension related to benefit system satisfaction which reflected employee
perceptions of the system used to deliver such benefits. Whereas the benefit level dimension
focused on the specifications of the benefit plans, the system dimension reflected the employee's
perceptions of how benefits were administered. Given that perceptions of other HRM practices
may be influenced by both the content of the HRM practice and administration/ delivery of the
practice, the Williams et al. (2002) perspective may be expanded to compare with other HRM
practices. For example, older employees likely experienced or observed the period when career-
long employment and cradle-to-grave benefits were provided by employers. As such, and given
that they may have extensive service with an employer, they may prefer benefits in which the
employer shoulders the risk of economic fluctuations and provides packages with defined
benefits. In contrast, given that during their formative years members of Generation X and Y
witnessed the dismantling of internal labor markets, job security and lifelong benefits, these

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individuals may not expect—or even be willing to trust—employers to provide for their
economic and health security. As such, these employees may prefer benefit programs in which
employers define contributions and clarify which risks they will and will not bear. Given that
today's employers are populated by individuals who grew up in different times and have different
expectations of employers (up to four different generations may work side by side), the potential
effectiveness of a “one size fits all” benefits approach is strained.

Employer-sponsored pension plans play a number of important roles for both employers and
employees. While employers provide pension plans for a variety of reasons, the overall goal of
organizations is to design compensation systems that are consistent with their human resource
policies.

The employer maintains a pension fund and holds the risk of investment and returns on that fund.
It also possesses the risk of paying out greater benefits if workers live longer than expected.
Overall, the examination of these individual differences could inform employers and assist them
in planning interventions to assist employees in preparing for retirement. For example, if locus of
control is found to be a strong predictor, employers could assess this and then provide training to
help orient individuals to be aware of their orientation and its possible impact on their
Retirement savings behavior.

Consistent with a strategic choice perspective, Goodstein (1994) found that organizations were
more likely to adopt work–family programs when there was a perceived benefit. He showed that
the amount of women in an establishment, and the number of unemployed women in an industry
group, were differentially related to the adoption of work–family programs, suggesting that
Organizations adopt these programs to attract and retain women. While institutional factors were
important, so too were technical factors, suggesting that organizations respond strategically to
institutional forces depending on their particular technical strengths and weaknesses.
Early health care plans emerged in the 1920s and were termed “sickness insurance” programs
given that they provided coverage only for hospitalizations. Due to outcomes of union
negotiations (and the interests of

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Nonunionized employers looking to avoid unionization), employer-sponsored sickness programs
became more prevalent in the1930s. By the 1950s, middle class families were accustomed to
sickness benefits being provided through employment relationships.
The potential for HRM research in employee benefits is extensive. Our discussion has been
limited to a handful of the most common or costly benefit programs. While other employer-
sponsored benefits exist (e.g., non-health insurance benefits, executivePerquisites, educational
tuition reimbursement), because of their salience, we feel that the areas and issues related to
health care, Retirement benefits, and work and family benefits offer HRM the greatest research
opportunities to contribute to management
“Employee Incentive Strategies and its Benefits to Standalone Restaurants in Pune” - Dhananjay
P. Kshirsagar*, Suraj Mhashilkar,Page No 3,
This paper describes the Employee incentives strategies adopted by Standalone restaurants
(existing more than 3 years) in Pune. Rewards & Incentives have benefits for both employees
and employers. It is believed that when recognized for performance and productivity, employees
have increased morale, job satisfaction and involvement in organizational functions. As a result,
employers experience greater efficiency and an increase in sales and productivity. Through
workplace rewards and incentives, employers and employees enjoy a positive and productive
work environment. This study emphasizes on whether Standalone restaurants in Pune do make
use of Incentive strategies and its benefits to the restaurant owner. Literature Review thus states
that no Review was made on Hospital Industry of Pune.
"The study of Welfare facilities & working conditions,"‚ Pune (Chakan Plant II) “D.B.Bagul,
Ph.D. Director, RJSPM, Institute of Computer and Management Research, Alandi‚ Pune .
Welfare facility & working condition is burning topic every organization; therefore to develop
my skills and gain knowledge about Welfare facility & working condition, I undertook a
research on "the Study of Welfare facilities & working conditions" at Auto line Industries Ltd
Pune. (Plant II) for the period of June & July 2014.As one knows that this is the important topic
from both i.e. Employee & Employer point of view. Research duration was 2 months, Research
title "The study of Welfare facilities & working conditions," done at the Auto line Industries.
Primary objective set for this is the study of welfare facilities & working conditions provided by
Auto line industries (Plant II) to their Employees. Research is carried out, Methods of data
collection is Primary & Secondary like taking feedback through Questionnaire, reading the

Page no 9
company manual, website etc. Research type is the Descriptive method, sample size 50, data
analyzed & presented in a Pie Chart & observation & findings are drawn from these only,
suggested the new techniques/ methods to improve the welfare satisfaction level among the
employees.

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 CHAPTER - III

RESEARCH AND METHODOLOGY

Page no 11
RESEARCH METHODOLOGY

Research in common parlance refers to a search for knowledge. Research is a ―a careful

investigation or inquiry especially through search for new facts in any branch of knowledge

Research management is, broadly, systematic activity directed towards investigating managerial
business problems and result in an invention or a discovery of management tools for problem
solving and decision-making

UNIVERSE OF SAMPLE

The universe of the study constitutes 3 Hospitals (Rao Nursing Home, Pawar Hospital, and
Shatayu Hospital) total permanent strength of 500 employees, in which Sample Concludes of
150 employees. Further the sample concludes 145 Nurses, 5 HR Representatives.

METHOD OF SELECTING REPRESENTATIVE SAMPLE

The selection of the representative sample is based on simple random sampling. Each department
represented each homogenous stratum. In each stratum representatives have been selected on
random sampling basis, keeping in view fair representation from various departments

METHOD OF DATA COLLECTION

There are 2 methods of data collection namely Primary and Secondary data, for this research
both the methods of data collection have been used

Primary data collection methods used was:

 Questionnaire
 Informal interviews with employees

On the other hand Secondary data collection was through website information and Rule Book of
Rao Nursing Home/,Shatayu Hospital , Pawar Hospital)

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QUICK VIEW OF RESEARCH METHODOLOGY:

1. Type of Study: Descriptive

2. Nature of Study: Quantitative

3. Type of Questionnaire: Structured

4. Type of analysis: Statistical analysis

5. Scale used: Nominal Scale

6. Research technique: Questionnaire Method

7. Population: Nurses from Hospitals

8. Sample element: Nurses and HR

9. Sample Size: 145Nurses, 5HR

10. Sample Procedure: Simple Random Sampling

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 CHAPTER - IV

THEORETICAL ASPECTS

Page no 14
THEORETICAL ASPECTS

GENERAL BENEFITS GIVEN TO EMPLOYEE / STATUTORY WELFARE SCHEMES:

 Canteen:-
A well-equipped hall with music for the employees has been provided where meal are
taken by employers.
 Tea Services:-
Free of cost tea are provided to employees.
 Washing Facilities:-
Washing facilities have been provided in the factory soaps and dusters.
 Rest Room:-
Rest room is provided to the workmen.
 Ambulance Room:-
First aid post is situated in the heart of factory which operates in all shifts and is attended
by the medical officer of the company.
 Medical Facilities:-
Medical facilities are provided to the employees like hospitals.
 Washrooms
 Spittoons
 Creches
 Uniform
 Extramural: - These are provided outside the organization like –
 Housing
 Education
 Child Welfare
 Leave travel facilities
 Interest free loan
 Lighting

Page no 15
NON STATUTORY BENEFITS:

 Personal Health Care

 Flexi-Time
 Employee Assistance
 List of Safety Equipment’s:-

 Mask
 Aprons
 Gloves
 Protecting Shoes
 Protecting Creams

MEDICAL FACILITIES TO NURSES FROM HOSPITAL INDUSTRY

ELIGIBILITY
Faculty/Staff members of the hospitals and their dependents are entitled to avail complete
Medical facilities including reimbursement appended to the statutes. Informations in this regard
is given in subsequent paragraphs Survey is been made from following hospitals:-
1) SHATAYU HOSPITAL & RESEARCH CENTRE.
2) PAWAR HOSPITAL.
3) RAO NURSING HOME

MEDICAL BOOKS
HOSPITAL Pune Administration Section has been issued medical record book to each individual
Faculty/staff members with an endorsement of their dependents as per the hospital policy.
All the staff members should update their details in the service book so as to enable to get the
correct information about their dependents.
It is MANDATORY to bring Medical Book to avail medical treatment/referral letters at the
Use Dispensary (EXCEPT in case of EMERGENCY).

Page no 16
To avail medical treatment at empanelled hospitals listed above, a formal referral letter issued
byDoctors at the hospitals dispensary is compulsory (Except in case of emergency).
Reimbursement of medical expenses is not admissible in case employee visits
empanelledHospitals directly without obtaining the referral letter from the hospitals doctor
except inCase of emergency”.

CLAIMS FOR PERMANENT STAFF

REIMBURSEMENT OF OPD CLAIMS

Reimbursement for OPD treatment, when referred to empanelled hospitals will be as follows.
 For OPD treatment in the empanelled hospitals, reimbursement will be done as per
CGHS rates. As per Minutes of meeting of Medical Committee held in February 2012:-
 Reimbursement of Medical expenses- The committee compared the rates of various
hospitals and recommended that the rates prescribed by Shatayu Hospital will be taken as
bench mark. Medical expenses are recommended to be reimbursed maximum as per the
rate list prescribed by Shatayu Hospital.
 Diagnostics & Medicines – Whenever the patient is referred to other than the empanelled
 Hospitals by empanelled hospitals where such facilities are not available the
reimbursement of such expenses will be restricted to maximum rates prescribed in
Shatayu Hospital after due verification by Hospitals Medical officer. Medicines
suggested by Medical officer are to be reimbursed as per actual.
 Patient should avail OPD facilities only in all the empanelled hospitals at regular OPD
timings ONLY (Except in EMERGENCY.)
 Use appropriate form for the medical reimbursement such as the cost of OPD
consultations,
 Radiological, pathological investigations, medicines etc.
 All medical claims should be submitted within 3 months after the treatment. Separate
claims
 Should be submitted for each patient. Cost of spectacles is not reimbursable. Medicines
and other Items, which are declared by the Govt. of India as inadmissible (Published in
the CGHS Rules) will not be reimbursed.

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REIMBURSEMENT OF INDOOR TREATMENT
When a patient is referred to empanel Hospitals for indoor treatment, accommodation should be
sought in the entitled class only. In case where higher class is availed, the reimbursement will be
restricted to the entitled class. In specific cases where the accommodation in the entitled class is
not available and the admission could not be postponed till the accommodation in the entitled
Class is available, without causing danger to the life of the patient in the next higher class of
Accommodation will be considered. Similarly, in cases where the condition of the patient is so
serious that accommodation in a special room / ICU becomes inevitable, such charges will be
reimbursed on the basis of the certificate issued to this effect by the concerned specialist/Hospital
authorities.
If investigations are advised repeatedly, Hospitals Medical Officer should be informed in
advance. Expensive investigation such as CT. Scan and MRI Scan, if advised have to be done in
the recognised Centres after taking reference letter from Hospitals Medical Officer, unless in
Emergency.
Reference from the selected hospital to any other non-empanelled hospital will not be
Considered for reimbursement (Except in EMERGENCY.)
This facility is for routine care. Emergency attendance rules are different from the above. In case
Of emergency rules mentioned in succeeding paragraph will be applicable.

MEDICAL ADVANCES
Staff/faculty members and their dependent family members are entitled to T.A. for travel
Undertaken to avail Medical Attendance including admission in a recognized hospital provided
the journey is undertaken under the written advice of I.M.O and the journey is undertaken
beyond 8 k.m. each way. T.A. for an escort will also be admissible in cases where it is certified
by the Authorised Medical Attendant (AMA) that the patient is not in a position to undertake the
journey of his/her own.
The T.A. will be regulated as the T.A. Rules laid down by the Govt. of India from time to time,
in addition to the provision contained in the Statue (Sch. AA). Medical T.A. claims should be
preferred in the T.A. claim form and certified and countersigned by the Hospitals Medical
Officer who referred the case to outside hospital/specialist.

Page no 18
Ambulance when available is provided to transfer the patients admitted to hospital Dispensary to
outside hospitals. The Medical Officers/Sisters on duty will prepare the ambulance slip giving
the particulars of the patients and the purpose of his/her visits etc.
However, patients who do not require ambulance but are sick enough not to travel by Public
Transport and are not entitled to avail Taxi-fare can claim for full reimbursement of Taxi-fare on
recommendation of the referring A.M.AI.M.O – Internal Medical Officer.
Facilities only for Permanent staffs
INTRA-OCULAR LENS IMPLANTATION
Reimbursement of the Cataract Surgery with Intra Ocular Lense (IOL) Implantation is limited to
Shatayu Hospital rates.

CARDIAC PROCEDURE (Non Surgical)

Any cardiac procedure advised by any of the empanelled Hospital Cardiologist during inpatient
treatment is reimbursed. However, as far as cardiac stents are concerned, cost of non-medicated
stent / stent to a maximum of Rs 40, 000/- is reimbursable.

PRE-NATAL, CONFINEMENT & POST-NATAL TREATMENT

Confinement of a lady staff member or the wife of a staff member in a empanelled hospital is
covered by the CGHS rules. Charges for pre-natal and post-natal treatment are also reimbursable,
if referred for specialized treatment by Hospitals Medical Officer.
Pre-natal patients should regularly visit the Hospitals Dispensary and contact Medical Officer
and Register for confinement. They must also obtain advice for Post-Natal treatment etc. from
the Internal Medical Officer. Proof of at least one such visit is necessary for reimbursement of
confinement and delivery charges.
Pre-natal patients are also allowed to choose any of the empanelled hospital for confinement on
their own and the reimbursement in such cases be made as per Shatayu Hospital.
Dental Treatment: Dental treatment at Empanelled/ Government hospitals is allowed if the
diagnosis of the physiological or other disability indicates that teeth are the real source of
disturbance. Treatment of major kind, viz., treatment of a jaw bone disease, wholesale removal
of teeth, surgical operations for removal of Odon tomes and impacted wisdom-tooth, etc., is
allowed. Treatment of gum boils, Pyorrhoea and Gingivitis is also allowed. Reimbursement is

Page no 19
Allowed for :
(a) Extraction, (b) Scaling and gum treatment, (c) Filling of teeth (excluding cost of denture) and
(d) Root Canal treatment
Dental treatment is allowed in a private recognized hospital if such treatment is not available In
the Empanelled/Government hospitals. Reimbursement for availing Treatment is not Admissible
even in emergent cases from a private dentist.

EMERGENCY TREATMENT
In emergency, treatment can be obtained from any recognized/private Hospital if there is no
Govt. hospital within a reasonable distance i.e., with in the radius of 5 kilo meters from the
Residence. The emergency treatment may be availed of only for a short spell of time (for which
3 days stay is considered as adequate time for further guidance) and the AMA may be consulted,
as soon as possible. However, in ordinary course OPD treatment is not considered as emergency
except accidental injuries.
Staff members and family away from Head Quarters on Vacation/Leave may avail of medical
attendance and treatment from a Govt. Municipal/State Aided Hospital/Health Centre, if there is
any of the above is available within a reasonable distance. In the absence of a Govt. Hospital,
illness that needs immediate attention and inpatient care could be availed at a Private/Medical
practitioner. A certificate detailing the ailment and the condition of the patient, when he/she
visited the doctor and the line of treatment followed may be obtained from the treating doctor.
When the official away from Headquarters and availed medical treatment at private hospital,
reimbursement will be restricted to CGHS rates after obtaining the certification from
I.M.O. Cases treated as OPD are not considered as emergency except in case of accidental
injuries.
The claim for inpatient emergency treatment may be forwarded to Administration directly with
an application detailing the circumstances under which the treatment was availed from the
private medical practitioner along with the certificate from the treating doctor showing the nature
of illness and the line of treatment followed. Such claims will be examined by the Medical
Officer/Medical Board, as the case may be.Functioning of Medical Board with respect to
Medical Claims

Page no 20
Medical Claims are recommended for reimbursement under one of the
followingCategories:
Category (1) -Officially referred to a empanelled Hospital (list of empanelled Hospital is given
on web-site)A Patient is considered officially referred if he/she has a reference slip signed by
I.M.O. If the reference is marked “Non- Entitled”, it is considered non-reimbursable.
Category (2) Patient treated for emergency condition.When a patient is admitted under
emergency condition, the claim is scrutinized for admissibility by the Medical committee.
(Outpatient treatment is not considered emergency except in cases of accidental injuries). There
are two possibilities.
(a) If the patient is admitted to a recognized hospital the claim qualifies for reimbursement at
Shatayu Hospital rate for all days of admission.
(b) If patient is admitted at a non-empanelled hospital, the claim is entitled for 3 days
Expenses/all days of ICU admission at the rate of Shatayu Hospital.
Category (3) the patient referred in life-threatening emergency at hospital. If a patient is referred
from HOSPITAL Dispensary in life-threatening emergency to any hospital, the claim is
reimbursed for 3 days/all days of ICU admission. If the patient is transferred out of the ICU of
referred hospital for any reason, the reimbursement will be as per the regular entitlement rules.
Category (4) Out of Station Treatment -
Reimbursement for In-patient treatment of patients who are out of station shall be as per
Category 3 above. Reimbursement for OPD treatment is limited to treatment availed from
Government hospital. In such cases, the I.M.O should be informed.
Category (5): Rules for Students for non-accidental injury cases are similar to Hospitals
Employees, EXCEPT:
Maximum reimbursement is Rs. 15,000/- (Rs. Fifteen thousand only)
All Government and empanelled hospitals are recognized for in-patient treatment on reference.
Out-station and emergency reimbursement rules do not apply to Students, except in accidental
injury cases where medical insurance is applicable.
Medical advance is not available and entire expenditure should be borne by Insurance Company
where insurance policy is taken.
Category (6). The medical claim is not recommended for reimbursement if –
There is no official reference in a non-emergency (OPD cases.)

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If patient goes to the Private clinic of doctor working in empanelled hospital.
A patient is treated for non-emergency condition at non-empanelled hospital.
CT Scan/MRI/other investigation is performed on OPD basis without reference from
HOSPITAL

When both husband and wife are employed.

 The spouse employed in a State Government, Defence / Railways or Corporation / Bodies
finance partly / wholly by the Central / State Government, local bodies and private
organization ,which provides medical services, may choose either the facilities under the
Central Government rules or facilities provided by the organization in which the spouse
is employed.
 Where both are Central Government servants, either of them may prefer claim for self
and eligible members of their family, according to his/her status.
 In both the types of cases, a joint declaration is required to be furnished as to who will be
preferring the claim. In the absence of joint declaration in the case coming under (b), the
concession is to be availed of by the wife and family members according to the status of
the husband. Declaration may be changed as oftentimes as the circumstances like
promotion, transfer, resignation, etc., require.
 If judicially separated, pending decision on guardianship, reimbursement for children
may be allowed to either spouse.
 If the spouse is in receipt of fixed medical allowance, the Government servant can avail
medical facilities under Medical Attendance Rules for himself and members of family
residing with him except for the spouse.
 When the spouse is employed in a private organization where the facility is not available
or when it is available for self only, a letter to this effect should be produced from the
employer of the spouse.

NOTE: Reimbursement is not admissible if the official avails the medical treatment
Without obtaining referral letter or other than empanelled hospitals unless it is an
Emergency.

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MEDICAL ATTENDANCE/ TREATMENT FOR LEARNING NURSES
 All learning nurses of the hospitals are entitled to free medical attendance and treatment
available at the hospitals Dispensary.
 Cost of medicine purchased from the market as well as Pathological / radiological
 Charges in empanelled hospital on the advice of I.M.O will be met from Insurance
Company.
 Treatment of chronic cases or prolonged illness requiring special medical treatment for a
long period will be responsibility of the parents/guardians of the Learning nurses.
NOTE:-
 Prolonged illness may be that which requires treatment in any of the empanelled hospital
for a period of more than 30 days.
 Any treatment taken outside the headquarters during vacation will be responsibility of the
parents. The Hospitals will not reimburse such expenditure.
 Medical facilities (HOSPITAL Dispensary OPD only) are extended to the spouse and
children of full time married research scholars on the basis of certification of dependency
issued by the Academics Department.
 QIP/ERP Research scholars are treated at par with the other Learning nurses of this
hospitals. They are entitled to medical attendance/treatment and reimbursement as other
Learning nurses.

The spouse and children of QIP/ERP scholars are treated as entitled person so far as the
Treatment/facilities available in the hospitals Dispensary. No reimbursement is admissible to
them.
The reimbursement of medical claims on account of accidents should be made from medical
Insurance for learning nurses through Dean (Learning nurses Affairs).
All the bills in respect of learning nurses would directly go to Insurance Company from
where the insurance is obtained for concerned student. Accounts Section would not admit
any bills in this regard.

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MEDICAL FACILITIES AND SCHEMES FOR OTHER EMPLOYEES

FOR PROJECT STAFF

Project staff and their dependents (Spouse and children) are extended OPD treatment from them
Hospitals Dispensary only.
FOR CONTRACT / TEMPORARY EMPLOYEES
Full time Contract and Temporary Employees (Faculty/Staff) who are appointed for duration of
one year or more are entitled for OPD Facility at Dispensary only for Self, Spouse and dependent
Children.
No IPD medical facilities at empanelled Hospitals are available to them. In case they obtain any
treatment from the empanelled hospitals total expenditure should be borne by the officials
themselves.
Use of Hospitals Ambulance
 Ambulance is provided for emergency transport and in-patients care only.
 Invalid patients on bed rest who need transfer in lying down position. (The decision
Will be taken by the Medical Officer on case to case basis).
Ambulance receipt is mandatory for availing ambulance facility from the campus. The
Receipt can be obtained from the Medical Officer/Nursing Staff.

REIMBURSEMENT OF THE COST OF ARTIFICIAL APPLIANCES

Reimbursement of the cost of Artificial Appliances, as approved by the Govt. of India, is
Admissible for purchase/replacement/repair and adjustment of the approved items of appliances.
Travelling Allowance to visit the approved Centres under the advice of the Medical Officer is
also reimbursable.
EPF

Employee’s Provident Fund (EPF) is a retirement benefit scheme that’s available to all salaried
employees. This fund is maintained and overseen by the Employees Provident Fund
Organization of India (EPFO) and any company with over 20 employees is required by law to
register with the EPFO.

Page no 24
 It’s a savings platform that helps employees save a fraction of their salary every month that can
be used in the event that you are rendered unable to work, or upon retirement.

Hospitals including Employee’s Provident Fund (EPF) scheme was specified in the notification
of Government of India, In the Ministry of Labour and Rehabilitation No. G.S.R 1082, Date the
29thSeptember 1973, come into force on the 31st August, 1973

GRATUTIY

A gratuity is a sum of money customarily given by a client or customer to a service worker, in

addition to the basic price. Tipping is commonly given to certain service sector workers for a
service performed or anticipated. Depending on the country or location

BONUS

Nursing Bonuses
Nursing’s big bonuses have been talked about for years. The industry features a fistful of various
bonuses that cover everything from referring a friend to finishing a job.

Popular nursing bonuses:

 Signing, or sign-on, bonus

 Completion bonus
 Referral/Recruitment bonus
 Annual performance bonus
SIGN-ON BONUS
Nursing sign-on bonuses are infamous for their value and controversy, particularly among staff
nurses. New grads, in hospitals starving for new nursing blood, can potentially earn an instant
few thousand dollars when they sign a permanent employment contract.

These types of incentives are intended as carrots to the rabbit and they’re extremely effective. If
you play your cards right you could land a permanent RN job at a hospital that’s giving you a
signing bonus, will give you annual bonuses, and offers all kinds of shift differentials to whet
your money-maker. Signing bonuses can be anywhere between $1,000 and many thousands of
dollars.

Page no 25
COMPLETION BONUS
Travel nurses are well-acquainted with the completion bonus. Usually a hospital will offer an
attractive bonus to travelers who meet all obligations associated with a travel assignment. This is
obvious incentive to keep a traveler on site and performing. Like signing bonuses, the
completion bonuses could run into the thousands of dollars depending upon how needy the
hospital and demanding the job or the area—think Wisconsin in the dead of winter….

REFERRAL/RECRUITMENT BONUS
It’s common for hospitals as well as recruiting companies to sometimes award smaller bonuses
to nurses for referring new recruits. Bonuses of this nature may be a few hundred dollars to a
$1,000 or more. Some nurses feel it courteous to split the bonus with the “friend” they
recommended in the first place, which makes it a win-win for everyone.

ANNUAL BONUSES
How do you think nursing staff should be rewarded for jobs well done? Some hospitals as part of
their benefits packages to nurses, build in an annual bonus as incentive. In most cases the bonus
increases annually to meet the nurse’s recurring commitment to her or his job. The purpose is to
provide monetary token of thanks and reward.

Page no 26
CHAPTER – IV

DATA ANALYSIS

Page no 27
Table no 1:

Availability of basic facilities provided to Nurses (water, electricity, washroom etc.)

Response Yes No

Percentage of Responses 100% 0%

Percentage of Responses
No
0%

Yes
No

Yes
100%

Figure no 1

Interpretation of result:

From the above chart one can conclude basic facilities are provided in all hospitals.

Page no 28
Table no 2:

Accommodation Available in all Hospital for Nurses?

Response Yes No

Percentage of Responses 62% 38%

Percenatge of Responses

No
38%

Yes
No
Yes
62%

Figure no 2

Interpretation of result:

From the above chart one can conclude almost all hospitals provide accommodation and hostel
facilities.

Page no 29
Table no 3:
Medical facility provided by Hospitals to Nurses?
Response Yes No

Percentage of Responses 75% 25%

Percentage of Responses
No
25%

Yes
No

Yes
75%

Figure no 3
Interpretation of result:

From the above chart one can conclude that Medical facilities are easily available in almost all hospitals.

Page no 30
Table no 4:
Travelling allowance given by Hospitals?
Response Yes No

Percentage of Responses 55% 45%

Percentage of Responses

No
45%
Yes
Yes
55% No

Figure no 4
Interpretation of result:

From the above chart one can conclude that 55% of Nurses receive Travelling allowance.

Page no 31
Table no 5:
Maternity Leaves provided to Nurses in Hospital?
Response Yes No

Percentage of Responses 100% 0%

Percentage of Responses
No
0%

Yes
No

Yes
100%

Figure no 5
Interpretation of result:

From the above chart one can conclude that every hospital do provide Maternity Leaves.

Page no 32
Table no6:
Nurses getting weekly off?
Response Yes No

Percentage of Responses 99% 1%

Percentage of Response

Yes No

Figure no 6
Interpretation of result:

From the above chart one can conclude that weekly off is mandatory expect for an emergency
situation.

Page no 33
Table no 7:
Is provident benefit provided to Nurses?
Response Yes No

Percentage of Responses 98% 2%

Percentage of Responses
No
2%

Yes
No

Yes
98%

Figure no 7

Interpretation of result:

From the above chart one can conclude 98% of nurses receive PF benefits, exceptions are for nurses
who resign without informing

Page no 34
Table no 8:
Do you get a Medical Books facility?
Response Yes No

Percentage of Responses 50% 50%

Percentage of Responses

Yes
No, 50% Yes, 50%
No

Figure no 8

Interpretation of result:

From the above chart one can conclude that medical books provided are neutral

Page no 35
Table no 9:

Are you happy with the extent of services provided by Hospital?

Response No Response Low Moderate Good High Total

Percentage of 13% 20% 17% 23% 27% 100

Responses

Percentage of Responses
No Response
13%
High
27%
No Response
Low
20% Low
Moderate
Good
High
Good
23% Moderate
17%

Figure no 9

Interpretation of result:

Hospitals provide huge extent of services

Page no 36
Table no 10:

Do nurses get Gratuity Benefit?

Response Yes No

Percentage of Responses 100% 0%

Percentage of Responses
No
0%

Yes
No

Yes
100%

Figure no 10

Interpretation of result:

Every nurse receive a gratuity benefit.

Page no 37
Table no 11:
Uniform provided to Nurses by Hospitals?
Response Yes No

Percentage of Responses 99% 1%

Percentage of Response

Yes No

Figure no 11
Interpretation of result:

From the above chart one can conclude that every nurse gets a uniform

Page no 38
Table no 12:

Bonus given by Hospitals?

Response Yes No

Percentage of Responses 98% 2%

Percentage of Responses
No
2%

Yes
No

Yes
98%

Figure no 12

Interpretation of result:

From the above chart one can conclude 98% of nurses receive Bonus throughout the year.

Page no 39
Table no 13.
Health checkup Facility provided to Nurses?

Response Yes No

Percentage of Responses 100% 0%

Percentage of Responses
No, 0%

Yes
No

Yes, 100%

Figure no 13

Interpretation of result:

From the above chart one can conclude thatall employees get Health checkup facility.

Page no 40
Table no 14:

Do Nurses get appraisal every year?

Response Yes No

Percentage of Responses 60% 40%

Percentage of Responses

No, 40%

Yes
No
Yes, 60%

Figure no 14

Interpretation of result:

From the above chart one can conclude that 60% nurses get appraisal throughout the year (Appraisal
depends upon growth of aperson).

Page no 41
Table no 15:

Does nurses get security against harassment?

Response Yes No

Percentage of Responses 70% 30%

Percentage of Responses

No, 30%

Yes
No

Yes, 70%

Figure no 15

Interpretation of result:

From the above chart one can conclude that 70% Nurses get security against Harassment.

Page no 42
Table no 16:

Upgrading knowledge with different technology provided by hospitals?

Response Yes No

Percentage of Responses 82% 18%

Percentage of Responses
No, 18%

Yes
No

Yes, 82%

Figure no 16

Interpretation of result:

From the above chart one can conclude that 80% Nurses get up gradation facility.

Page no 43
Table no 17:

Medical facility provided to Family Members of Nurses?

Response Yes No

Percentage of Responses 65% 35%

Percentage of Responses

No, 35%

Yes
No

Yes, 65%

Figure no 17

Interpretation of result:

From the above chart one can conclude that 65% Nurses families get Medical Facility.

Page no 44
Table no 18:

Overtime allowance provided to Nurses?

Response Yes No

Percentage of Responses 95% 5%

Percentage of Responses
No, 5%

Yes
No

Yes, 95%

Figure no 18

Interpretation of result:

From the above chart one can conclude that 95% Nurses get Overtime Benefit.

Page no 45
CHAPTER – VI

FINDINGS

Page no 46
FINDINGS

 Basic Facility provided to employees is complete 100%

 Accommodation given to nurses is with high response of 62 % whereas 38 % nurses have
accommodation issues.
 Travelling allowance given to nurses is approximate neutral 55 % of nurses gets Rs 8/
Km as Travelling Allowance.
 Every hospital provides Maternity Leave, Gratuity, Provident Fund, Uniform, weekly off,
Health Checkup, Overtime Allowance.
 50 % of nurses gets medical books from Hospitals.
 Approximate 60% of nurses gets appraisal every year. Appraisal varies as growth of
person depends upon individual contribution.
 70 % Nurses gets security against Harassment.
 82% of Nurses do get a benefit of up gradation of knowledge and Technology.
 35% Nurses do not get Medical Facility for Family Members.

Page no 47
 CHAPTER – VII

CONCLUSION AND SUGGESTION

Page no 48
CONCLUSION

Thus from the survey of dissertation report we have concluded following.

 All hospital provides basic facility, maternity leaves, weekly off, health checkup,
uniforms, gratuity and provident facility

 Approximate 62% of nurses get Accommodation provided by Hospitals.

 Travelling allowance given to nurses are 55%.

 Nurses with potential growth get appraisal every year.

 70% of Nurses get security against Harassment.

 Up gradation Facility, Over Time Allowance, Medical Facility to Family members of

Nurses are also a part of benefit which are provided to nurses from Hospital Industry.

Page no 49
SOME SUGGESTIONS ABOUT BENEFITS

 Medical Facility to Family members of Nurses should be provided in almost every

Hospital so that Nurses can be sustained in Hospital.
 In Aspect of providing Up gradation of knowledge and new technology seminar should
be conducted every second month.
 Accommodation for Nurses in Hospital seems to be a critical area during survey so that
can be looked after.

Page no 50
CHAPTER – VIII

BIBLIOGRAPHY

Page no 51
BIBLIOGRAPHY

1) “Toward a Model of Inclusive Excellence and Change in Postsecondary Institutions “ -

Williams et al. (2002)
http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.129.2597&rep=rep1&type=pdf
2) “Institutional Pressures and Strategic Responsiveness: Employer Involvement in Work-
Family Issues”-Goodstein (1994)
3) "The study of Welfare facilities & working conditions,"‚ Pune (Chakan Plant II)
“D.B.Bagul, Ph.D. Director
4) “Employee Incentive Strategies and its Benefits to Standalone Restaurants in Pune” -
Dhananjay P. Kshirsagar*, Suraj Mhashilkar,Page No 3,
http://www.publishingindia.com

5) Web Search

www.rao nursing home.com

www.shatayuhospital.com

http://pawarhospital.com/contact.php

www.Google.com

Page no 52
ANNEXURE

QUESTIONNAIRE

 Availability of basic facility Nurses?

o a) Yes b) No
 2) Accommodation Available in all Hospital for Nurses?

o a) Yes b) No
 3) Medical facility provided by Hospitals to Nurses?

o a) Yes b) No
 4) Travelling allowance given by Hospitals?

o a) Yes b) No
 5) Maternity Leaves provided to Nurses in Hospital?

o a) Yes b) No
 6) Nurses getting weekly off?

o a) Yes b) No
 7) Is provident benefit provided to Nurses?

o a) Yes b) No
 8) Do you Medical Books facility?

o a) Yes b) No
 9) Are you happy with the extent of services provided by Hospital?

o a) No b) Low c) Moderate d) Good e) High

Page no 53
 10) Do nurses get Gratuity Benefit?

o a) Yes b) No
 11) Uniform provided to Nurses by Hospitals?

o a) Yes b) No
 12) Bonus given by Hospitals?

o a) Yes b) No
 13) Health checkup Facility provided to Nurses?

o a) Yes b) No
 14) Do you get appraisal every year?

o a) Yes b) No
 15) Does nurses get security against harassment?

o a) Yes b) No

 16) Upgrading knowledge with different technology provided by hospitals?

o a) Yes b) No

 17) Medical facility provided to Family Members of Nurses?

o a) Yes b) No

 18) Overtime allowance provided to Nurses?

o a) Yes b) No

Page no 54