Dear Friends,
How to control daily Contract labour attendance. Since my industry is fully manufactruring unit which is connected with packing unit, so most of the daily labour we have given it for a Contractor who is supplying the daily wage workmen. But while put the bill it is very diffecult to check it. Even though we are getting the sings in a regiester from the department heads after allocation of jobs. So how to simplyfy the system ? Any one is having any formates for easy going on this process please supply.
Regards,
PBS KUMAR
From India, Kakinada
590How to control daily Contract labour attendance. Since my industry is fully manufactruring unit which is connected with packing unit, so most of the daily labour we have given it for a Contractor who is supplying the daily wage workmen. But while put the bill it is very diffecult to check it. Even though we are getting the sings in a regiester from the department heads after allocation of jobs. So how to simplyfy the system ? Any one is having any formates for easy going on this process please supply.
Regards,
PBS KUMAR
From India, Kakinada
Dear PBS,
Pl never use such titles like 'help me'. Always use the title related to your subject, like in this mail "how to administer the contract labour".
Pl tell me, are you awarding manpower contract? if yes, you are in real trouble. Pl access the job, and issue job contract (manpower should be the responsibility of the contractor).
O.K, you still want to control the contractor's manpower. As per the act, you should not have any direct control over contractual manpower, contractor's supervisor should be there for their administration. But, at the same time you can check their entry in the factory for security reasons. you can issue some pass/identity card etc to contractor, and can keep the check on the nos.
I have tried to guide you in brief. This whole issue is very complex, it requires the complete understanding of your organisation's management ethics, manufacturing process, and the knowledge of contract labour laws specific to your industry. Pl study the issue, and can take the help of any consultant, who deals in such issue.
Regards,
Sammer
From India, Calcutta
Pl never use such titles like 'help me'. Always use the title related to your subject, like in this mail "how to administer the contract labour".
Pl tell me, are you awarding manpower contract? if yes, you are in real trouble. Pl access the job, and issue job contract (manpower should be the responsibility of the contractor).
O.K, you still want to control the contractor's manpower. As per the act, you should not have any direct control over contractual manpower, contractor's supervisor should be there for their administration. But, at the same time you can check their entry in the factory for security reasons. you can issue some pass/identity card etc to contractor, and can keep the check on the nos.
I have tried to guide you in brief. This whole issue is very complex, it requires the complete understanding of your organisation's management ethics, manufacturing process, and the knowledge of contract labour laws specific to your industry. Pl study the issue, and can take the help of any consultant, who deals in such issue.
Regards,
Sammer
From India, Calcutta
Dear Sameer,
No problem..
Mr. Kumar can apply your advice in their unit to have better control by taking prior necessary approval from the concerned. It can be worked out.
Good Advice. Keep it up.
Regards,
Prasad.
From India, Bangalore
No problem..
Mr. Kumar can apply your advice in their unit to have better control by taking prior necessary approval from the concerned. It can be worked out.
Good Advice. Keep it up.
Regards,
Prasad.
From India, Bangalore
Dear Mr. Prasad ji, Presently I am applying this attached formate. Suggest me can we modified from this. Regards, PBS KUMAR
From India, Kakinada
From India, Kakinada
Hi
As far as contract labour is concerned please see to that the attendance is entered in a plain paper by the security ( if it is feasible dept wise /unit wise)and send the same to HR who will make approriate entries in the contract attendance sepeartely maintained for that purpose. the reason why iam asking you to make plain paper entries is that to avoid permanancy status. remeber the confirmation of permanant status act. Where if a worker whether under contract or under any terms and conditions worked for more than 480 days he becomes permanant employee. Never and ever use biometrics or any other mode of registering the attendance. The attendance of the contract workers should be maintained with utmost confidence.
But security should be very vigilent enough to make precise entries which should be counter signed by the dept heads in whicxh the contract workers are being emoployed.
Ofcourse the more contract workers you employ the more headache you will encounter viz fictitious entries, bribing the security or the HR dept.etc .
We have to be very cautiuous.
Thnaks and kind regrds
From India, Madras
As far as contract labour is concerned please see to that the attendance is entered in a plain paper by the security ( if it is feasible dept wise /unit wise)and send the same to HR who will make approriate entries in the contract attendance sepeartely maintained for that purpose. the reason why iam asking you to make plain paper entries is that to avoid permanancy status. remeber the confirmation of permanant status act. Where if a worker whether under contract or under any terms and conditions worked for more than 480 days he becomes permanant employee. Never and ever use biometrics or any other mode of registering the attendance. The attendance of the contract workers should be maintained with utmost confidence.
But security should be very vigilent enough to make precise entries which should be counter signed by the dept heads in whicxh the contract workers are being emoployed.
Ofcourse the more contract workers you employ the more headache you will encounter viz fictitious entries, bribing the security or the HR dept.etc .
We have to be very cautiuous.
Thnaks and kind regrds
From India, Madras
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