Good Morning To All, My self NALLARI. Recently I have joined the new company as an HR EXECUTIVE. In this company, we deal with contract labor workers. I am new in this field. Please help me with this. What are the acts we need to follow? What are the forms we need to follow? Please help me with this.
From India, Hyderabad
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Drsivaglobalhr
Doctor Siva Global Hr
Srivastavacmlal
Master Consultant
THARUN TEJA 3933
Hr Executive
Aussiejohn
Workplace Assessment And Training

Dear Collegue,
Broadly for the Contract Labour you engage, you need to maintain the registers / follow the provisions of different labour Laws listed below. Kindly have a look in the respective Rules, to know more about the Registers / Forms to be maintained/ Used.

For Contract Labour:
The Contract Labour (R&A) Act,
The Payment of Wages Act,
The Minimum Wages Act,
The National and Festival Holidays Act,
The Interstate Migrant Labour Act,
The Payment of Subsistence Allowance Act
The Labour Welfare Fund Act
The Provident Fund Act ( Digital)
The ESI Act ( Digital)
The Payment of Gratuity Act as and when become applicable
The Payment of Bonus Act

Rest of the documents which are needs to be maintained as a Principal Employer are to be maintained by your organization in addition to this. ( Example - Registers under Factories Act if you are a Factory / Registers under Shops Act if you are a Shop etc)

From India, Chennai
Please also use the search facility here at CiteHR to find all the previous posts on contract labour laws. It is a regularly discussed subject.

The search facility is at the top of the page next to the CiteHR logo.

From Australia, Melbourne
Dear CiteHR member Tharun Teja/Nallari,

First of all my best wishes to you for joining a new establishment.

Your query has been broadly answered by our senior expert contributor Dr P. Sivakumar. I shall with his kind permission like to add that it is not clear from your query as to whether your company also takes the contracts for different types of works. However it is relevant to mention that if you engage/employ female workers/laborers then additional laws applicable to women are also applicable such as given hereunder:

1. Maternity Benefit Act 1961
2. Provisions related to mothers in Food Security Act 2013
3. Sexual Harassment of Women At Workplace (PPR) Act 2013
4. Equal Remuneration Act 1976
5. Workmen Compensation Act 1923.

Hop this adequately answers your query. I shall be thankful to correction if I have missed something in my comment.

With due regards to seniors and all members,

Chandra Mani Lal Srivastava
Master Consultant 9315516083
Contract Management, Tender, Works & Service Matters Legal Expert

New Delhi/08.02.2022/04:10 pm

From India, New Delhi

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