Need some help getting clarity on the following:
- Performance management for contract workforce: Can the principal employer communicate to contract workforce on KPIs, weekly performance on these KPIs and overall performance (above average/ avg/ below average)
- Discipline: Can the principal employer communicate to contract workforce on disciplinary issues (absenteeism, lateness), warn them, and tell them possible repercussions?
- Assessments: Can the principal employer ask the contract workforce to take assessments such as personality tests or work and values tests?
From India, New Delhi
The very purpose of engaging a contractor workmen is nullified. When 'Supervision and Control' if exercised by the 'Principal Employer', then the claim for permanency for the contract workmen on the Principle Employer is more supportive / in favour.
From India, Madras
The principal employer should ask the Contractor to communicate/implement the intended actions and totally avoid coming directly into picture to pre-empt any possible claim by the contract employees for taking on company's roll.
From India, Mumbai
Contract alloted for specific work is to be considered for its performance and completion and terms thereof defined and escalted to contractor,However there should not be any direct involvement or ineraction with contract workers.The appropriate reports can be taken from contrator on performance and progress under terms of contract.
From India, Vadodara
You can do all the above if you are the pay master, if not then refrain from doing. Your act of this nature will give an understanding that contract is SHAM.
From India, Mumbai
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