I completely agree, The number of days worked whether 240 or not, is not so much material for Prohibition and Abolition of Contract Labours under CL(R&A) Act, what is material i.e direct supervison and control by the Principal Employer, or whether the contract is sham or camoflage and the real primary control is with Principal Employer.
Yes after that, other relevant facts and circumstances has to be taken into consideration , like number days etc etc, but its will be treated as secondry evidence, not primary evidence.Once it is proved, in that case, appropriate govt can direct of absorption of such workers by Principal Employer.
The Contractor's Worker has right make Union, there is nothing in Law or Trade Union Act which bar them.
In fact i would suggest that there should be union for contractual workers also, because such workers are always seen as inferior to regular workers, even paid less then regular workers, for similar kind of work.
being union they should be able to bargain better.
Regards
Yes after that, other relevant facts and circumstances has to be taken into consideration , like number days etc etc, but its will be treated as secondry evidence, not primary evidence.Once it is proved, in that case, appropriate govt can direct of absorption of such workers by Principal Employer.
The Contractor's Worker has right make Union, there is nothing in Law or Trade Union Act which bar them.
In fact i would suggest that there should be union for contractual workers also, because such workers are always seen as inferior to regular workers, even paid less then regular workers, for similar kind of work.
being union they should be able to bargain better.
Regards