Aniket Pathak
Sr. Executive Hr
Nagarkar Vinayak L
Hr-consultant
+2 Others

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Want to keep workers on contract with company payroll without making them permanent. Please suggest me suitable acts and formats.
Dear Umesh,
What do you derive by such act? You want to play with the future of workers who have prospective chances of getting regularized. It appears from your post like that, isn't it?
Initially understand the fact that contract workers cannot be on company payroll.
Contract labor are guided under Contract Labour Regulation Act.
No formats are available for having contract labor on company pay roll.

Dear Umesh, As suggested by Venkata Vamsi Krishna, you can’t keep contract workers on company payroll. Ie. workers need to be on company payroll or they will be on 3rd party payroll.
Dear colleague,
You need to explain what is the purpose behind this proposal?
You can either have workers on contract basis or on company's roll but not on both simultaneously.
Regards,
Vinayak Nagarkar
HR-Consultant

Dear colleague,
You can not put workmen on contact basis in core and conteneous nature activities of the factory for end number of period.
You spell out the requirement as easy as purchase of potato.
This topic needs details explanation i.e. where/why/ on what activities workmen will be put from your end to have a suggestion by the learned mebers of the community.

Dear colleague,
Despite exposure in engaging Contract labour in core processes by way of potential dispute, many companies are engaging them unabatedly in the absence of prohibitory orders from the government.
Regards,
Vinayak Nagarkar
HR-Consultant

I am really surprised to see that, instead of Managing human resources some people still believe in their exploitation forgetting the primary objective of this "Contract Labour (Regulation and Abolition) Act, 1970".
Anyways, You raised this question in HR fraternity seeking for help also its the decision of management to make. Surely It is not legal which please note.
This is how it goes, Some companies do agreements with multiple labour contractors and they keep shuffling the contract workers on their rolls without actually moving or disturbing the actual work. This shuffling is done only for the records principle employers however remains the same.
Giving a break of 1 or 2 months in between can also be done before shifting the worker from one roll to another.
some companies also create such labour contractor (hope you understand what i mean). As for the nature of contractual work it should be temporary.

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