Dinesh Divekar
Business Mentor, Consultant And Trainer
Madhu.T.K
Industrial Relations And Labour Laws
Shivraj_08
Administration
+3 Others


Hi All Friends & Seniors

hope all of u r fine

I am working in autobile M.N.C which is producing head lamp Taile lamp for two & four wheelers, my problem is that we are using around 500 to 600 casual worker each day (they are working only for 180 days) we r paying almost best wages amongst all surrounded copanies around 6000 rs averagely also we r providing bus facility free

manpower is stayble, we r maintaining there attendance, there paysheet, putting preasure on contractors for P. f , p.t etc.we r paying them in cheque, after complition of six month we r giving them clearence everything is fine BUt my problem is that they are not maintaining disipline in the factory

means they are not following rules like tobaco policy, mobile policy, trying to make bogus punching, splilting on the walls & gangways, writing on toilet walls leaving the working position before 15 to 20 minutes, making noise, sitting outside canteen after finishing of lunch time etc ...

i have personally speak with lot of them by all way even i punish some worker, discontinue some worker trying to teach them giving them awarness, but it is not possible to rich upto everyone

i hope you understand my problem & will guide me on this

Thanks

Sachin
9922953450
15th November 2009 From India, Mumbai
Sachin,
I can understand your Situation.
We normally engage the casual workers through the External Firms.
If there are any diciplinary issue as you mentioned, the same will be communicated to them during the communication meeting.
I suggest you to put some sign boards to create awarness among them and place some split toons as per the act. Take photograph, display it in the notice board and during communication meeting which will make them to think.
Regards
Senthilkumar.S
15th November 2009 From United States, Racine
Dear Sachin,

First and foremost Sachin, you need to work on your English. Your post hardly justifies language of HR professional.

Coming to your query - I feel that they do not have motivation to grow. They could be feeling that they are stagnated in their career. Give them some option to grow. Today probably, they don't have answer - why should I change? Career goal is the answer for this. Make a career goal for them.

Secondly, what steps you have taken to separate sheeps from the goats? Weed out these bad elements first. Start with negative discipline and move towards positive discipline.

By the way, why your management is interested to keep so many casual workers? Please make it a point, even though the workers are permanent, their commitment could be casual. Obviously, casual workers will show casual commitment. Commitment is a two-way street. Management needs to be committed towards their staff as well. Mere fulfilling statutory obligations will not elicit the total commitment from the casual staffs.

Possibly to stave-off unionisation, your management might have thought to keep such large casual workforce but has anyone measured the cost of their casual commitment? Take this as challenge and prove to the management how much revenue loss is happening because of their non-commitment.

Thanks,

Dinesh V Divekar





15th November 2009 From India, Bangalore
try to arrange a seminar sort of gathering for all these workers and try to talk to them firstly on a humantarian ground, then shift the second phase intimating them that these are the company policies and in the final phase of the seminar, pass this msge thru their minds that if this time anyone found violating the rules, then only action will be TERMINATION WITHOUT NOTICE. simulatenously b prepared to keeep a close watch on everyones activities and terminating this way 2-3 employees(those are the main ones) may show some improvement.
15th November 2009 From India, Ahmadabad
Dear Sachin
You have to do so much ground work to stop all these activiites.
I think the root cause is you are confirming any casual employees.
First of all recruit those people who have some financial crisis & make good relations with contractors because they will ready to work as per their contractors says.
Confirm some employees who are performing really well it is also a good motivating factor for others.
As per tobaco & mobile please ask security person to check all casual on the entry gate.
To stop bogus punching, try to keep a security guard at the time of Punch IN & OUT & also you can use CCTV for the same.
You can also keep a security guard in canteen.
Try these this things this will help you to sort out the issue.
15th November 2009 From India, Ludhiana
These outsourced employees are expected to work according to the policies of the principal employer, no doubt of it. Being the principal employer you have the right to instruct them not to smoke or use mobile phone or to maintain discipline of the company. If they do not come to your expectation, ask the contractor to change them or explore the possibility of changing the contractor himself.
Regards,
Madhu.T.K
15th November 2009 From India, Kannur
I agree with Madhu, this is the contractor's problem to resolve. Put pressure on the contractor to get its staff to adhere to company policy on smoking, vandalism of toilets etc.
Peer pressure and the threat of financial loss may be the answer. If your company policies are not adhered to, tell the contractor that every worker will incur a cut in their wages to clean the walls, toilets etc. If all workers are 'at risk' of having some of their salary held back then they may put pressure on their peers to stop the unwanted behaviour.
16th November 2009 From India, Kochi
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