Industrial Relations And Labour Laws
General Manager, Corporate Hr
Hr, Ir, Law, Disc. Matters
If you are giving the new work (painting etc) to a contractor who is expected to engage less than 20 workers, then you need not include the same in the contract registration. Similarly, you need not issue form V to such contractor who seldom requires any licence since the number of workmen going to be engaged by him is less than 20.
I was having the impression that contract labour registration certificate and licence are issued by Labour Department (either Central or State) and not by Inspector of Factories and Boilers. The former are the appropriate authorities under Contract Labour (Regulation and Abolition) Act, I presume. Please correct, if I am wrong.
25th September 2013 From India, Kannur
#AnonymousDear Karthik Solai,
We introduce ourselves as Aparajitha Corporate Services Limited - The Emerging Leader in HR KPO Services. We also thank you for giving us the opportunity to explore the possibility of partnering with you through our services.
Aparajitha is a leading end to end HR Solutions Company with a focus on Compliance Audit, Compliance Management, Contract Labour Regulation, Flexi Staffing & Payroll services. With a national presence covering 30 states and distinguished list of clients across all segments, we have the expertise in labour laws of various states. Throughout our history, progress has largely been based on the diffusion of good or good enough ideas accompanied with the emergence of innovations. We constantly strive to develop the excellent and organizationally specific next practices that give our Client unique advantages for the future.
We would like to highlight our presence in Samsung India Electronics, Bharti Airtel, Bajaj Allianz, Birla Sunlife, Glaxo, Hindustan Unilever, ING, ITC, Madura Garments, Marks & Spencers, Nokia, Reliance ADAG, TATA, Titan, TVS, Uninor VF Arvind, Arvind brands, etc.
For further assistance please contact us. We are here to help you out..
Aparajitha Corporate Services (P) Ltd,
21/36, YRK Towers, Dk Samy Koil Street,
Alandur, Guindy, Chennai 600 016
C. Rajesh Marketing Head / R. Girish- Marketing- Mgr
Mob : +91 99949 39987 / +91 99524 06408,
Direct : 044 42100869
Web : Aparajitha Corporate Services
25th September 2013 From India, Madras
27th September 2013 From India, Bhopal
@ Karthik, in addition to what @madhu, @mnsahu and @kknair have contributed, please note that the initial onus still lies on the Principal Employer and further in the event of sanction of prosecution by the appropriate authorities, then the manager or occupier can avoid being penalized if they are able to clearly establish that they had delegated the power and authority to some other competent person employed by them for this purpose. - hope this clarifies.
5th October 2013 From India, Bangalore
Thank you for your valuable question Am not much knowledge though hv exp in HR as most of the genius has replied
If yr workmen are below 20 and you are engaging them for 1 or 2 days work you can amend the existing agreement accordingly with the employees risk coverage by way of workmen loss policy with the insurance company this is also one way of employee welfare as well as you can safeguard the employer
17th April 2014 From India, Chennai