Thanks to Benerji sir and KK sir for yr tips in dealing the issue.
From United States, Cambridge
Suresh Rathi

There are categories in Min Wages, as we all know.
If an outsourced employee has gained expertise, you may consider upgrading his category as per the Min Wages.
But it is recommended to be based on your information and not as part of negotiation.

From India, Delhi

Yes. The minimum wages based on industry have 4 or 5 categories. You may evolve a method for evaluation of skill of these contract workers and upgrade them to the higher category. It will enable to retain the skill and satisfy the worker too. This will work like an incentive for others to upgrade their skill to meet the criteria in order to get higher income.
Further this will avoid adhoc payments or benefits in non statutory names. I believe this will be a safe way in the eyes of law and solve your problem too. Recognition of skill and upgrading wage rate may not create any issue, unless you deviate the prescribed norms.

From India, Hyderabad
Sudakar as you said:
One contractor is engaging labour since last 10 years and some of these labourers are working since last 10 years.

What could be inferred that Work, worker and work place is same.

In this regard please check Rule position of AP State Minimum Wages Rules .

If nature of work is changing their categories will also change. Regarding payment over and above Minimum Wages, it all depends on position of Contract Labour Union at your plant.

You have to deal this situation tactfully as your actions will have impact in coming time also.
Saswata has explained it very nicely follow his advise.

From India, Calcutta

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