As per CLRA or other applicable laws, is it allowable for the principal employer to give training to contract labour on:
1. Non-company-specific compliance-related topics (Example: Harassment)
2. General upskilling (Example: Java training)
3. Company-specific skills (Example: Company-specific processes, company-specific guidelines for customer service)
From India, Hyderabad
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1. Non-company-specific compliance-related topics (Example: Harassment)
2. General upskilling (Example: Java training)
3. Company-specific skills (Example: Company-specific processes, company-specific guidelines for customer service)
From India, Hyderabad
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Giving skills and required training like anti-harassment, safety, etc., does not amount to control, so there is no reason why it will be a problem for you at a later stage.
What is important to ensure:
1. There is no control exercised over the contract employee (insisting on passing certain skill tests is not control).
2. Leave, etc., is not decided by the principal employer.
3. No administrative work related to the contract worker is done by the principal employer other than security and quality control.
4. Distinction is made clear between the contract and direct employee, and that they do not do the same work.
From India, Mumbai
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2508What is important to ensure:
1. There is no control exercised over the contract employee (insisting on passing certain skill tests is not control).
2. Leave, etc., is not decided by the principal employer.
3. No administrative work related to the contract worker is done by the principal employer other than security and quality control.
4. Distinction is made clear between the contract and direct employee, and that they do not do the same work.
From India, Mumbai
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