(MENAFN- The Peninsula) The Ministry of Labour and Social Affairs is getting tough with companies and may force them to comply with the provisions of the labour law on making medical facilities available to workers in camps.
The labour law specifies that based on the number of workers (over 500), companies must have on its payroll a doctor. Firms with 100 to 500 workers must employ a full-time qualified nurse to take care of medical emergencies in their lodgings. Companies with workers from five to 25 must have first aid materials and basic medicines at their lodgings, as per the law.
However, Al Sharq, quoting the ministry sources, said that companies with more than 100 workers will be required to have a tie-up with a doctor.
Companies with up to 100 workers and less must employ a nurse full-time and must have first aid materials with stocks of basic medicines ready at their labor lodgings to take care of emergencies.
The labour law covers all private sector companies that must fulfill the above conditions but so far the provisions are not strictly enforced. It is likely companies not complying with the above provisions of the labor law may find it hard to conduct their transactions with the labour ministry and get their licences renewed.
Companies need to get their commercial licence renewed periodically and must deal with the labour ministry on a regular basis to get worker visas, among other things.
Companies have also been asked to periodically provide, through an application on the website of the ministry or in CDs, all the necessary details regarding their employees.
These details must include workers' names as they appear in their ID cards, their salary and annual allowances or perks in Qatari currency, their qualifications and the exact nature of their work.
A company should save the file on the ministry's website citing its permanent commercial registration (CR) number as the title, or save the details in a CD and cite its CR number.
Companies not providing these details to the ministry could face a ban and may also be fined as per the provisions of Article 144 of the Labour law (number 14 of 2004).
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