Human Resources Management
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I am service as legal executive in IT company- we appoint data entry operators and even scaning aoperators on day bassis on cunsultancy and even for a particular project for short time.
I wish to know whether PF or EsIC is applicable on them. Under PF act, pf is applicable on the firm having more than 20 employess. we have maximum people serving under the consultancy agreement and even job work.
Is there in any way to avoid PF and ESIC applicablity as they are not the regular employee it is realy impossible /cumbersome to take them as regular employee.
Secondly, as the payment is very less - these employees even do not allow us to deduct the PF.

In your case, contribution towards PF and ESI is a must.
Hiring and not contributing towards ESI and PF is unethical practice. But Advice is always an advice whether negative or positive. Thus I am answering.
You may hire employees through a Contractor and none of these Contractors should have more than 20 employees and issuing Contractor a Form 5 under Contract Labour (Regulation & Abolition Act).
warm regards,
Umesh Chaudhary

Hi All,
Do we deduct PF and ESI from the temporary employees and casual employees pay and I have another doubt, do they have any leave eligibility like CL and any other leaves by which their pay cannot become LOP/LWP.
I think the classifications are:
1. Permanent.
2. Probationers.
3. Temporary.
4. Casual.
5. Badli.
6. Trainee/Apprentice/Learner
Tell me whether those above highlighted in bold (classifications of employee) have any kind of leave eligibility like Cl or any other leaves, because we have planned to recruit temporary staffs and their pay is fixed on the daily basis, so let me know.

Hi All, And tell me also about the Week-off for them (temporary staffs and casual staffs). Regards, Jaanu
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