Thread Started by #Anonymous

r/sir
i am working as senior a/cs supervisor in the sirsa milk producer union ltd , sirsa from last 17 years continues on contract basis through contractor. We are 330 contractual worker and 48 regulars employees. There are 90 post vacant since long time almost 10 years for regular employees. But they still not fillup. Every year contractor has been change through tender. But we almost 30 workers who continuesly working from last 15 years or above. When we start this job we almost 25 to 30 & now 40 to 45 years old. We are doing same job compare to regulars work at same place. but our salary is less then regular employee. They getting casual leave, encashment of leave, gratuity & other benefits but there is no provision for contractual employee about such these benefits .our unit is covered as factory act 1948 & gratuity act 1972.

So my question is that's where we can claim permanent job and all above said benefits and salary given to regulars employee and if yes then how if they board/management don't agree.
17th August 2016 From India, Mumbai
r/sir

i am working as senior a/cs supervisor in the sirsa milk producer union ltd , sirsa from last 17 years continues on contract basis through contractor. We are 330 contractual worker and 48 regulars employees. There are 90 post vacant since long time almost 10 years for regular employees. But they still not fillup. Every year contractor has been change through tender. But we almost 30 workers who continuesly working from last 15 years or above. When we start this job we almost 25 to 30 & now 40 to 45 years old. We are doing same job compare to regulars work at same place. but our salary is less then regular employee. They getting casual leave, encashment of leave, gratuity & other benefits but there is no provision for contractual employee about such these benefits .our unit is covered as factory act 1948 & gratuity act 1972.

So my question is that's where we can claim permanent job and all above said benefits and salary given to regulars employee and if yes then how if they board/management don't agree.
4th April 2017 From India, Mumbai
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