Industrial Relations And Labour Laws
Agm - Hro, Compensation & Benefit Mgt,
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Waken Facility Services Private Limited is a company committed to the advancement of HR solutions to growing companies. A venture of the Waken Group (Waken Facility Services Private Limited ), Waken Facility Services Private Limited has operations currently in 8 locations across the country offering
• Temp Staffing Solutions
• Skilled and Unskilled Labor
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Waken Facility Services Private Limited specializes in providing quality manpower solutions in Power Plant, Steel Plant , Construction, Oil& Gas , Engineering , Printing , Production and Information Technology .
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Waken Facility Services Private Limited
Near to Bsnl Training center ranchi Jharkhand
Mobile Number .-+919608888077 , +919570160284
Phone Number : - +0651 - 3190004
Website : - Waken Facility Services Private Limited
22nd August 2012 From India
You may empanel with a third-party (agency/consultancy) & recruit through them.
You may also recruit them as part-time staff or seasonal staff.
You may recruit them as contract staff under your payroll itself as 'Fixed Term Appointment' where your mode of payment is similar to a consolidated salary with Basic & Hra only.
23rd August 2012 From India, Calcutta
I have seen different views on the subject. Please first keep in mind if your 5000 is not less than minimum wages. However, you engage them but if they are not getting minimum wages you are legally and morally wrong. Also by avoiding their statutory benefits you are again doing wrong with them. If their work is part time you can engage them as part time workmen but if it is truly part-time. Please understand that while taking work full time and paying less is morally and ethically wrong as in such case you are only coercing them. They are the one who earn you profits.
Professionally speaking i will not advice you to get into this as you might end up getting in to trouble with just one complaint to Labour Department and/or various Authorities. Also see denying only ESIC itself, which is other applicable on them in any case, may lend you in deep trouble if one inspection happens. Also this will deny the employee such a health benefit which otherwise he should get. Hence rather then promoting such things we as HR fraternity should condemn such arrangements which are anti-employee.
Hope you all consider this view.
23rd August 2012 From India, New Delhi
Hire as inturns thru institutions or hire as an apprentiee.
would like to understand why your company do away from certain welfare acts which protect employee and employer from certain risks. Minimum Wages Act will make to pay wages as per act. the amount of wages you proposed is much below the wages defined under MWA. If one do not follow the basic rules of the coverage of acts, the risk is unimginable. however, as a HR guy , you should convey your peace of mind to the managerment, leave the rest.
23rd August 2012 From India, Hyderabad
Recruiting people as a consultant is quite problem. The organisation will pay them a Professional fees to the consultant and for the same the organisation is suppose to deduct TDS as 2% or 10% as applicable. And the company has to issue Form 16A for the same every quarter by filing the 26Q.
If you recruit them as a contract employee even then also the principle employer is liable to pay ESI and PF for the employees deployed. You can even recruit them as a trainee and pay them stipend for the probation period (training period) alone and also you cant keep them as trainee for a long period of employment.
The above said is as per knowledge if anything wrong kindly advice me.
23rd August 2012 From India, Madras
23rd August 2012 From India, Kannur