Facing Contract Labor Challenges in Punjab: How Can I Ensure Fair Practices and Transparency?

All seniors, please guide.

Hey,

I'm with an MNC in Punjab and focusing on contract labor issues there. Loads of discrepancies were observed, some of which are:

1. The security takes attendance at the gate and is taken only once during the whole day. Additions and deletions to the list are made by security upon requests from the contractors. There is no transparency, and due to this, stealing things has become common on the premises. How do I curb this?

2. The contract labor (almost 90%) has been working in the factory for more than 5 years and is paid overtime at a single rate. They are entitled to only minimum wages barring a few (who get more than the minimum). How do I get management to see their bad condition?

3. Some of the contract workers are given only Rs 80 per day including overtime, but in registers, the same wage is shown as minimum, so that management cannot come to know of it. How do I ensure that this does not happen?

Hey seniors, please help me out. 😢

I have been given charge to deal with these issues.

Dear all,

First of all, maintain all the attendance and other records at your end. Secondly, talk to the contractor about all these issues and ask him for clarification on the differences. Also, go through the contract labor agreement that this vendor had with your company. From this, you will gain clarity. Once you gather this information, let us know the status, and we will advise you on the next steps. Additionally, acquiring a good labor law manual will be helpful for you.

Best wishes,
EAFIL

Thank you for replying, dear!!

I have already talked to the contractors for clarification, but what they say is that the workers lie. However, I have proofs which I will submit to the management later.

Is there a mechanism by which records of attendance can be taken care of? The workers come in shifts 24 hours, and it is not possible to keep track of attendance this way.

Waiting earnestly for your reply :)

Is the question you are asking just hypothetical or actual? The reason I am asking is this: I noticed that you joined the list just four days ago and were previously an HR student in Pune. However, you now claim to be working for an MNC in Punjab and have already been entrusted with a very sensitive and perhaps dangerous issue.

In any case, my suggestion is this: whatever actions you take regarding the manipulations involved, do so carefully and tactfully. Wherever there is a chance for somebody's malpractices to be exposed, serious danger lurks! 😈

R. Ramamurthy

Hello,

Ask him to submit PF and ESI challans for the employees at your end. Also, ask him to provide you with all forms like 3A, 6A, etc., which you can verify and get their respective numbers, etc.

Secondly, make it compulsory for him to pay salary in your presence. Ask him to get the payroll signed by a staff member of the company.

I think your problem would be somewhat solved. But note that you will have to be vigilant always.

Shakunt Apte

Dear Ramamurthy,

I never said that I am working for the company. I'm a student with previous work experience and I have my summers (training) at the MNC in Punjab. (I don't think I need to clarify this, but since you have posted this in the forum.)

Thanks for the reply.

Hey Shakunt,

Thank you a lot for the lovely piece of guidance. I will surely do that. Can you please let me know what forms 3A and 6A are meant for?

Cheers!!
Cheenu :D

Hi,

I am a new member. My name is Surender Singh. You can create a salary card for each employee, including their name, Employee ID, ESI & PF number, days worked, department, and each card should be signed by the HR person when employees enter at the gate based on casual requests from the department. At the end of the month, you can calculate and compare the data based on the manpower request from the department and attendance cards, and then create the salary cards to be signed by the relevant employees. Since the salary of almost all employees is the same (except for a few which can be managed manually), you can calculate the total days based on attendance cards signed by the HR person and the manpower request.

Additionally, the salary must be distributed in the presence of an HR person. This system has been successfully used in my previous organization.

Thank you,
Surender Singh

Hi Surender,

Thank you a lot, dear! 😊 Your suggestion is too good, and I think it will solve my problems! Do you have some suggestions relating to overtime and the weekly day off? Keep posting!!

Cheenu