Bijay_majumdar
Freelancer In Hr &indirect Taxes For
Nathrao
Insolvency N Gst Professional
Suresh2511
Labour Consultant
Mike_odong
Logs Manager
+1 Other

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Namaskar,
We have engaged new security agency for round the clock security for the office. As per the contract three security guards engaged and monthly payment to the agency includes reliever guard charges also. In compliance to labour laws, weekly off will be given to each security guard and those days Reliever will be given duty. As per the above practice, the reliever is getting 12 days payment only.
But the contractor is proposing to give equal duty (22/23 days duty) all the four security guards saying no guard will come for relieving duty which is 12 days only.
Can we accept the contractor proposal or any other solution to meet this situation. I request you all to offer a solution....

Contractor has a practical point.
Work out how many duties are there in a month and accordingly hire guards.
See the cost effectiveness and decide.
Security is a must.

Prepare duty roaster for security guards as 3/2/1 i.e. guard who is deputed in 3rd shift will perform his duty in 2nd shift next week after weekly off. The 4th guard will perform his duty in general shift for first 3 days and keep him in shift from 4th day onward during weekly offs of other guards and utilise him as a reliever during the absence/leave period of other guards. This will help you to resolve your problem partially. You can also reduce the relieving charges of other guards.
Find attached duty roaster for your ready reference and easy understanding.


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File Type: docx Security Guard Duty Roaster.docx (15.5 KB, 592 views)

In a month there are 26 or 27 working days.accordingly 04 or 05 weekly off falls.
The agency ask for relieving charges against weekly,if it is so then,he accepts to provide reliever against weekly off.If he quote rate excluding weekly off,then
For weekly offs additional charges will be applicable.
For 03 gds on board,with relieving charges included in the rate,contractor has to arrange for relieving and for short fall of remaining days of the 4th guard,it is contractors obligation to manage from his other sites.Or accept the agreement as per statutory requirement that is excluding weekly off. and pay for additional work days.

Dear Friend,
As per the law one can not put one beyond 8 hrs of duty. If engaged to be paid @double the rate for the hour of work as over time. There is limit for over time as such one can not go beyond.
There extra 33% is considered aginst reliever/replacement of actual requirement. Therfore to manage 1 post 3 persons are required plus one as reliever, so total count is 4. Out of 365 days, avialble working days is 290.
# Weekly off-day :52
# NH & FH :08
# Earned Leave :15
As per above calculation, each guard are having 75 days of leave by statute. Thereby 225 off days is available for the reliever to work. The contractor is guarding and providing security to your premises & assets. You are liable for being the principal employer for any non-compliance done by the contractor. Where from the contractor will pay unless you reimburse the cost. You need to calculate vey minutely and cost to be add in contractors rate so that he can man the post round the clock for safety & security.

Dear All , I have 3 guards guarding one of our residences, can you help me with a day & night Shift roster template to complete the task
Mike

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