Business Mentor, Consultant And Trainer
Industrial Relations And Labour Laws
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.
15th November 2009 From United States, Racine
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.
Dinesh V Divekar
15th November 2009 From India, Bangalore
15th November 2009 From India, Ahmadabad
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
15th November 2009 From India, Kannur
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