Vietnam Manpower
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Sr.hr Executive
+12 Others

Thread Started by #pbskumar2006

Dear Friends, Please see the attachment for Labour supply (Manpower) contract agreement format, between employer and labour supply contractor. May be useful for everyone. Regards, PBS KUMAR
28th April 2008 From India, Kakinada

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File Type: doc LABOUR CONTRACT AGREEMENT.doc (21.5 KB, 38300 views)

Hi, Would you have similar format for white collar jobs? Also, would you know if this agreement needs to made on a stamp paper? If yes, what is the denomination? regards
9th May 2008 From India, New Delhi
Dear Sir's,
This is Sri.
I need to know the terms and conditions or Agreement between a Person and a Company for Manpower supply(Both Technical and Non-Technical).
Please send me the neccessary Documentation or Format in Legal.
Kindly do the needfull.
Thanks and Regards.
24th June 2008 From India, Hyderabad
for u r referance i am sending man power supply contract agreement format thanks Chowdary
25th June 2008 From India, Hyderabad

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File Type: doc MEMORANDUM.doc (55.5 KB, 11634 views)

Hi sir,
Dis is Nirav,i hav started my new consultant and recruitement firm.can u help me with the tie-up agreement/letter.Which wil b required will contacting the company.Response from you will be highly apprecited.
Nirav Doshi

13th February 2010 From India, Mumbai
Can u give me a sample form for a contract between a labour and man power supply demanding no return of money if he unlikes the job, etc...
6th September 2010 From Kuwait, Hawalli
Hi All If any Manpower supply for tailors to manufaturing garment industries.please give the address and contact name and no’s we required very urgently
1st December 2010 From India, Bangalore
Hi I need 2 designer tailors for my home based boutique in banglore n mysore. plz help me Urgently.... contact me on 09740902499.
11th December 2012 From India, Mysore
is it possible to make an agreement to/for supply of labour in the independent india ? we can higher the skill of the person for particular work/ job. discuss please. adta
11th January 2013 From India, Mehsana
hello everybody,
Could anybody suggest me about how to approach companies for recruitment.
and paper work including legality for making tie up with companies..
please provide me with few formats for agreement papers.
Ankit Singh
0522 4080135
Rennissance Placement Services
22nd May 2013 From India, Lucknow
HR Guru Associates are organzing a two-day workshop on Managing Contract Labour on 5-6 September 2014 at New Delhi. Faculty: Mr. M.R. Gera. For more details, please visit : www.hrguruassociates.com
19th August 2014 From India, New Delhi
Dear All,
I am Training & placement officer of an Engineering College.. I have strong lesion with industries.
now i am planning to sign a memorandum of understanding with industries for Training & Placements.
so, kindly help me to provide a sample of MOU between industries and engineering college.
12th June 2015 From India, Chandigarh
Dear friends,
If you need labor resource from Vietnam, please tell me your detail requirement.
All information you can contact via:
Vietnam Manpower JSC - http://vnmanpower.com
Moblie: (+84) 949594116
Tel: (84-4) 73033699 or Fax: (84-4) 73030333
Email: lana@vnmanpower.com
Best regards,
13th June 2015 From Vietnam, Hanoi
HI... Everyone!!!
greetings of the day!!!
i am Head- Training & Placement Officer of an reputed engineering college. i have strong liaison with top industries. so, i wan to sign a memorandum of understanding (MOU) between my college & some top industries for Training & Placement association.
so, please help me and suggest me appropriate format for MOU between an engineering college & company for placements tie-ups.
Yashpal Sharma
phone: 9805092578
16th October 2015 From India, Chandigarh
I Am Yashpal Sharma Training & Placement Officer of an engineering college. we have strong liaison with top industries. so, we are planning to sign a MOU (memorandum of understanding) for the purpose of campus placement tie-ups.
so, please suggest me a format for this MOU.
yashpal sharma

19th October 2015 From India, Chandigarh
hi, my name is raj kumar, i have a mane power company thhat is name is raj corporate solution private limited. i want give all over india supply manpower if any one need manpower please contact us. E-Mail.ID is- rajcorporatesolutionpvtltd@gmail.com
please give us a service.
18th April 2016 From India, Delhi
Sir i need a manpower supply labour contract pls give me procedure
9th December 2016 From India, Ahmedabad
Download sample manpower supply contract agreement of a security services company word document @ Manpower Supply Contract Agreement Format For Download
13th March 2017 From India, Hyderabad
want to start a new housekeeping and manpower agency please give suggestion to license process
19th March 2017 From India, Mumbai
want to start a new housekeeping and manpower agency please give suggestion to license process Regard’s Hasmukh Patel +91-7021-883-242 Mumbai
19th March 2017 From India, Mumbai
This is a happy to announce you we are started to housekeeping and manpower service at mumbai area any one need to service we are here to help you please fulfill your query to us and contact me at +91-7021883242
Thanks and regards
Hasmukh Patel
PMS India
28th March 2017 From India, Mumbai
Hi i wants to start housekeeping cleaning service. i am working in hospitality service can you help me out. Regards Chandrakant
25th May 2017 From India, Thane
Hi I'm the manpower provider for event industry and want to have contract with my clients . please help me agreement format.
2nd April 2018 From India, Delhi
Can Work Order be treated as a contract or it would be necessary to execute a contract with the Contractor prior to placement of work order.
9th July 2018 From India, Kolkata
Will there be any irregularity, if a Contractor is engaged with having less than the minimum numbers of workers required to obtain a labour license?
9th July 2018 From India, Kolkata
I need a sample agreement with the Contractors for supply of manpower for civil/electrical maintenance works,security and house keeping jobs by an electrical company engaged in transmission works.
9th July 2018 From India, Kolkata
The Payment of Bonus (Amendment) Act, 2015
On 31 December 2015 the President gave his assent to certain amendments to the Payment of Bonus Act, 1965. The amendments have increased the wage threshold for determining applicability of the Act from INR 10,000 to INR 21,000 per month. Additionally, the wage ceiling for calculation of bonus has been increased from INR 3500 to INR 7000 per month.
The Payment of Bonus Act, 1965 (Bonus Act) has been recently amended to bring about certain key changes (the Amendments).
(a) Revision of wage threshold for eligibility: The wage threshold for determining eligibility of employees has been revised from INR 10,000 to INR 21,000 per month, covering a larger pool of employees.
(b) Change in the wage ceiling used for calculation of bonus: Previously the maximum bonus payable was 20% of INR 3500 per month. The minimum bonus payment was also capped at 8.33% of INR 3500 per month or INR 100, whichever is higher. The calculation ceiling of INR 3500 has now been doubled to INR 7000 per month "or the minimum wage for the scheduled employment, as fixed by the appropriate Government" (whichever is higher). Therefore, the cost associated with bonus payments could double (or be greater still, depending on applicable minimum wages), based on the organization's performance.
(c) Retrospective Effect: The amendment has been brought into effect from 1 April 2014.
The Bonus Act applies to every factory and every establishment that employs 20 or more persons, and unlike other performance linked incentives offered by companies, the bonus payable under this law is not linked to the performance of the employee. All employees earning up to the wage threshold (increased to INR 21,000 by the Amendments), and who have worked in the establishment for not less than 30 working days in the year are eligible to receive this statutory bonus. Therefore, the Amendments could have a significant financial bearing for establishments, especially those in the medium and small scale sectors. We have analyzed the Amendments in some more detail below.
Impact of the Amendments and potential challenges
(a) INR 10,000 to INR 21,000: As with many other labour statutes, the Bonus Act also contains a separate definition of 'wages'. Broadly, 'salary or wage' under the Bonus Act includes all guaranteed components of an employee's salary (not just the basic salary) and specifically excludes certain allowances and concessions. Salary structures adopted by organizations these days can be fairly complex, with multiple allowances and incentives built into the compensation structure. With the increase in the wage threshold, employers would have to undertake a more detailed assessment to determine which components of their existing salary structure would fall with the definition of 'wages' under the Bonus Act, and accordingly determine which employees are eligible to receive the statutory bonus.
(b) Reference to minimum wages under the Minimum Wages Act (MW Act): The insertion of a reference to the minimum wage under the MW Act to calculate bonus payments has created an additional challenge for companies. The appropriate Governments (i.e. State Governments) fix different minimum wages for various scheduled employments. Further, even within a particular scheduled employment, different minimum wages are notified for different categories of employees. Thus, employers would have to carry out an assessment of the applicable wage rates for different categories of employees in order to calculate the statutory bonus payable. This issue would be even more significant for employers having offices in multiple States since the minimum wages for the same scheduled employment also vary from one State to another, and the variation can sometimes be quite significant. For instance, the monthly minimum wage for a skilled employee in a shop or commercial establishment in Delhi is INR 11,154 while the monthly minimum wage for a skilled employee in a shop or commercial establishment in Maharashtra is INR 8,440.
Another consequence of including this reference to minimum wages is that it creates an additional level of unpredictability in the calculation of the bonus amount. A lot of companies (especially MNCs) currently follow a practice of calculating the maximum statutory bonus (i.e. 20% of INR 3,500) and paying this to employees on a monthly basis through the year. However, since there is now a reference to the minimum wages under the MW Act and since the minimum wages are updated on a periodic basis (i.e. once or twice a year), there would be an increased variability in the bonus amount, and it would therefore be difficult for employers to predict the maximum bonus payable under the Bonus Act.
(c) Complexities in paying the bonus retrospectively: Under the Bonus Act, an employer is required to pay bonus within 8 months from the close of the accounting year. Employers in India usually follow a financial year from 1 April to 31 March and close their books of accounts accordingly. Therefore, most companies would have already determined the allocable surplus for the financial year 2014 - 15 (i.e. 1 April 2014 to 31 March 2015) and distributed bonus to eligible employees. Since the Amendments are retrospective, it would impact the distribution of bonus in relation to the financial year 2014 - 15 as well. The allocable surplus would need to be re-assessed to account for the increased pool of covered employees and the bonus eligibility re-determined based on the revised calculation ceilings and available surplus. This would then have to be redistributed among this larger pool of employees, which may result in various outcomes - (i) companies could now be required to pay an additional bonus to employees who have already been paid, if the bonus amount that was paid earlier is lower than the bonus payable after the Amendments; or (ii) if the bonus already paid was higher than the bonus payable after the Amendments, there may even be a reduction of bonus entitlement for some individuals (either in terms of the amount payable or in the context of percentage of bonus received), to accommodate bonus payments to the newly covered staff using the allocable surplus.
Therefore, there would be an increase in the financial burden and greater accounting complexities for employers, and in some cases, there may also be issues around recovery of amounts from employees.
It is therefore critical that the government issues clarifications, further amendments or exemptions to ease the operational complexities with the retrospective amendments. The requirement to consider the minimum wages under the MW Act while calculating bonus will create uncertainty and disparity around bonus payments, which was best avoided at this stage. We have been working with various industry associations to approach the government to offer solutions in relation to the financial and operational hardships that companies will face due to the Amendments. However, at present, the obligation to pay statutory bonus in accordance with the amended eligibility threshold and wage ceiling in relation to financial year 2014 - 15 continues to exist.
31st July 2018 From India, New Delhi
Could some one suggest the prescribed format of EMPLOYMENT CARD or APPOINTMENT LETTER format for a contract worker as laid down in AP Labor Department?
Thanks in advance.
12th September 2018 From India, Eluru
Hi we are GPH Consultancy, Pvt. Ltd, We are supply manpower Industry and also provide the Placement.
4th February 2019 From India, Mumbai
Hi, please share contract staffing agreement format please.
Is there any specific conditions for supplying labour class.
What are the charges that we can ask for.
18th March 2019 From India , Delhi
(1) Hello every one you need a manpower services please contact with 4gs India biggest
manpower supplier company.
(2) This company specialist in security guard & Housekeeping services providing.
(3) Our company also proving blue caller services like (1)Manger (2)Accountant
Our contact details - 9868457686,9971202912
23rd April 2019 From India, New Delhi
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