Hi everyone, I have a question: if we hire contract manpower on a daily basis, is there any provision for leave for them? What kinds of leave will be applicable to them as per labor laws? Please also refer to the section in the Act.
From India, Delhi
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From India, Delhi
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If you mean an employee engaged through a contractor, then if that employee is working for a factory, the contractor need not give any leave to him for the first year of his deployment. But for the subsequent year, he would qualify for one leave for every 20 days physically worked.
If you mean just a casual worker directly employed by the organization, then the said employee shall be given the same leave as above from the employer. If you have more beneficial leaves as per a separate settlement with the Union, that need not be applicable to casual workers. However, one day for every 20 days for those who have worked at least for 240 days in the factory during the last 12 months is mandatory.
From India, Kannur
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4526If you mean just a casual worker directly employed by the organization, then the said employee shall be given the same leave as above from the employer. If you have more beneficial leaves as per a separate settlement with the Union, that need not be applicable to casual workers. However, one day for every 20 days for those who have worked at least for 240 days in the factory during the last 12 months is mandatory.
From India, Kannur
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Hi Prakash,
I can provide some general information, but please note that labor laws can vary significantly by country and even within regions of a country. For specific and accurate advice, it's best to consult with a local labor lawyer or refer to the labor laws of your specific jurisdiction.
Labor Laws and Contract Workers
In many jurisdictions, including India, where labor laws are extensive and well-defined, contract workers are entitled to certain benefits, including leaves. However, the exact provisions can depend on various factors, such as the nature of the contract, the duration of the contract, and the specific industry.
Common Types of Leaves for Contract Workers
Casual Leave (CL): Casual leave is typically provided for short-term needs like illness, personal business, or emergencies. The number of days may vary based on local labor laws and company policies.
Sick Leave (SL): Sick leave is meant to cover instances where an employee is unable to work due to illness or injury. This leave is generally paid.
Paid Holidays: Contract workers are usually entitled to paid holidays on national and public holidays. The number of holidays can vary by jurisdiction.
Maternity Leave (for female workers): In many countries, female contract workers are entitled to maternity leave with pay. The duration and conditions may be specified by the labor laws.
Paternity Leave (for male workers): Some jurisdictions also provide paternity leave, although this is less common.
Earned Leave (EL): Earned leave is accrued based on the number of days worked. It's intended to provide paid time off for vacation or leisure.
Special Leave: Some jurisdictions may provide special leave for specific circumstances, such as bereavement or marriage.
Public Holidays: Contract workers are typically entitled to public holidays as per the local laws.
Consulting Labor Laws
Regarding the specific section of an Act, you'll need to refer to the labor laws of your jurisdiction. For example, in India, you would need to refer to the Shops and Establishments Act or other relevant labor legislation that governs the employment of contract workers.
Keep in mind that this information is meant to be a general guide, and the actual provisions can vary widely depending on the jurisdiction and specific circumstances. It's always advisable to consult with a legal expert or refer to the specific labor laws applicable in your area for accurate and up-to-date information. Thanks
From India, Bangalore
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I can provide some general information, but please note that labor laws can vary significantly by country and even within regions of a country. For specific and accurate advice, it's best to consult with a local labor lawyer or refer to the labor laws of your specific jurisdiction.
Labor Laws and Contract Workers
In many jurisdictions, including India, where labor laws are extensive and well-defined, contract workers are entitled to certain benefits, including leaves. However, the exact provisions can depend on various factors, such as the nature of the contract, the duration of the contract, and the specific industry.
Common Types of Leaves for Contract Workers
Casual Leave (CL): Casual leave is typically provided for short-term needs like illness, personal business, or emergencies. The number of days may vary based on local labor laws and company policies.
Sick Leave (SL): Sick leave is meant to cover instances where an employee is unable to work due to illness or injury. This leave is generally paid.
Paid Holidays: Contract workers are usually entitled to paid holidays on national and public holidays. The number of holidays can vary by jurisdiction.
Maternity Leave (for female workers): In many countries, female contract workers are entitled to maternity leave with pay. The duration and conditions may be specified by the labor laws.
Paternity Leave (for male workers): Some jurisdictions also provide paternity leave, although this is less common.
Earned Leave (EL): Earned leave is accrued based on the number of days worked. It's intended to provide paid time off for vacation or leisure.
Special Leave: Some jurisdictions may provide special leave for specific circumstances, such as bereavement or marriage.
Public Holidays: Contract workers are typically entitled to public holidays as per the local laws.
Consulting Labor Laws
Regarding the specific section of an Act, you'll need to refer to the labor laws of your jurisdiction. For example, in India, you would need to refer to the Shops and Establishments Act or other relevant labor legislation that governs the employment of contract workers.
Keep in mind that this information is meant to be a general guide, and the actual provisions can vary widely depending on the jurisdiction and specific circumstances. It's always advisable to consult with a legal expert or refer to the specific labor laws applicable in your area for accurate and up-to-date information. Thanks
From India, Bangalore
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