Please provide Leave rules under Contract Labour (Regulation & Abolition) Act, 1970 and Contract Labour (Regulation & Abolition) Central Rules, 1971. - CiteHR
Umakanthan53
Labour Law & Hr Consultant
R.N.Khola
Labour Laws & Ir
Natraj@sakthimanagement.com
Head - Outsourcing
Suresh2511
Labour Consultant

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Dear sir,
Please provide Leave rules under Contract Labour (Regulation & Abolition) Act, 1970 and Contract Labour (Regulation & Abolition) Central Rules, 1971.
Thanks with Regards
T.Thirumurugan

Dear Member,
Please see that we do not have any Leave provision/rules under Contract Labour (Regulation & Abolition) Act, 1970 and Contract Labour (Regulation & Abolition) Central Rules, 1971.
R N KHOLA

Dear Mr Thirumurugan
As contract workman is also worker as per Factories Act, you will have to extend leave benefits as per Factories Act.
N Nataraajhan, Sakthi Management Services (Hp : + 91 94835 17402 ; E-mail : )

In most of the project sites the contract workmen are getting 1.5 day leave per month 18 days per year. However, as per the provisions of Factories Act they are eligible for maximum 15 days per annum. (365-52wo-4NH=309 maximum working days /20 = 15 days). 1 day leave for every 20 days of working.
(wo = Weekly off, NH = National Holidays)
Regards,
Suresh

Dear Thirumurugan,
I would like to join the discussion following the correct but comprehensive replies of the learned friends above in order to jointly understand the legal import behind their answers.
If we critically analyse the regulating aspect of the CLRA Act, 1970, we will come to know that no separate conditions of employment like working hours, rest intervals, leave and holidays etc., have been specifically laid down. A little deeper analysis furthermore would certainly reveal the reasons for such conspicuous omission.
Contract labor being a form of indirect labor has been in vogue in almost all the industries like manufacturing, service providing, commerce etc., because of the ease of hiring and firing in tune with market fluctuations. Therefore, it is practically impossible to precisely lay down specific conditions of service to contract labor. As a result, the common and basic service conditions of employment like working hours, leave and holidays, minimum wages etc., applicable to the employees of the establishments to which the contract labor's services are lent, also equally hold good. That's why the provisions of the EC Act,1923, PW Act, 1936, ESIAct, 1948, MW Act, 1948, EPF Act, 1952, MB Act, 1961 etc., are made applicable to contract labor engaged in such establishments to which they are applicable.
Just like any liquid deriving its shape by the shape of its container, the contract labor get their service conditions then and there according to the type of the establishment to which they are deputed by the contractor.

The common and basic service conditions of employment like working hours, leave and holidays, minimum wages etc., applicable to the employees of the establishments to which the contract labor's services are taken.
The conditions of services shall be applicable as per type of establishments. All establishments have governed under different act & rules (Factory,Mines, Shops & commercial establishments and B&OCW.

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