Dear Folks
Have few queries about contract labour. Would like to have answers for those. Your quick response will be highly appreciated.
1. What are the differences between contract labour and outsourcing? Which is better option and why?
2. Is Contract labour Act applicable when jobs and services are outsourced?
3. What are the non-perennial and non-permanent jobs which can be assigned to contract labour?
4. Can we have permanent employees and contract labour working side by side on the same job?
5. What is the best ratio between permanent and contact labour? Can we engage 100% contract labour?
6. Can we have different wages and other terms for permanent employees and contract labour doing the same or similar job?
7. Can we transfer casuals/temporaries on the rolls of contractor?
8. Application and implication of P.F., ESI, Bonus, Gratuity and other statutory benefits to contract labour, casuals etc. and how to ensure compliance?
9. How to ensure submission of PF and ESI returns by the contractor?
10. How to get a new PF code number from PF authorities?
11. Security, Housekeeping, Drivers, Canteen, Horticulture etc. on contract/voucher payment. Sustainability? Is there any Case laws?
12. Liability of principal employer for injury, illness, disability, death etc.
13. Can and should the employer have a say in the number and selection of contract labour?
14. Who is to take disciplinary action against contract labour? Under what rules? Are standing orders applicable to contract labour?
15. Is it necessary and desirable to issue employment card/gate pass/identity card to contract labour? If so under whose authority/signature? Safeguards?
16. Each contractor engaging less than 20 but together they engage more than 20. Will the provisions of registration, licensing and other statutory provisions apply?
17. Statutory requirements and precautions in awarding contract for safeguarding managements interests.
18. If License not renewed but contractor continues to work – legal implications including permanency?
19. Contractor changing but contract labour not changing – implications, precautions required?
20. Contract terminated due to unsatisfactory performance of the contractor, contractor leaves – can contract labour claim permanency? What should employer do?
21. Contract labour terminated through a settlement. Should principal employer be a party?
22. When contractor runs away leaving his workforce and supervisor, how to manage work and labour and who is to handle pending conciliation reference?
23. What to do if the contractor refuses to pay the labour?
24. What are the action required to be taken by the management after abolition of contract labour?
25. Can management challenge the decision of appropriate Govt. regarding abolition of jobs?
26. Should contractor and contract labour be rotated? Why? How often?
27. How to reduce number of contract labour?
28. Contract labour demanding permanency – How to handle?
29. Contract labour demanding similar benefits as permanent employees. Is the claim legally valid?
30. Is Pension Scheme also applicable to contract labour?
31. Is Minimum Wages Act applicable to contract labour?
32. What is the liability of Principal Employer in the case of sub-contracting?
33. What are the implications of Supreme Court Judgment in the SAIL case reversing earlier Air India Judgment?
34. Implications and liabilities of temporary/casual/probationer employees/trainees? Is there any maximum duration?
35. What is the relevance of 180/240 days & what are the Implication of breaks?
Regards
Anthony
Have few queries about contract labour. Would like to have answers for those. Your quick response will be highly appreciated.
1. What are the differences between contract labour and outsourcing? Which is better option and why?
2. Is Contract labour Act applicable when jobs and services are outsourced?
3. What are the non-perennial and non-permanent jobs which can be assigned to contract labour?
4. Can we have permanent employees and contract labour working side by side on the same job?
5. What is the best ratio between permanent and contact labour? Can we engage 100% contract labour?
6. Can we have different wages and other terms for permanent employees and contract labour doing the same or similar job?
7. Can we transfer casuals/temporaries on the rolls of contractor?
8. Application and implication of P.F., ESI, Bonus, Gratuity and other statutory benefits to contract labour, casuals etc. and how to ensure compliance?
9. How to ensure submission of PF and ESI returns by the contractor?
10. How to get a new PF code number from PF authorities?
11. Security, Housekeeping, Drivers, Canteen, Horticulture etc. on contract/voucher payment. Sustainability? Is there any Case laws?
12. Liability of principal employer for injury, illness, disability, death etc.
13. Can and should the employer have a say in the number and selection of contract labour?
14. Who is to take disciplinary action against contract labour? Under what rules? Are standing orders applicable to contract labour?
15. Is it necessary and desirable to issue employment card/gate pass/identity card to contract labour? If so under whose authority/signature? Safeguards?
16. Each contractor engaging less than 20 but together they engage more than 20. Will the provisions of registration, licensing and other statutory provisions apply?
17. Statutory requirements and precautions in awarding contract for safeguarding managements interests.
18. If License not renewed but contractor continues to work – legal implications including permanency?
19. Contractor changing but contract labour not changing – implications, precautions required?
20. Contract terminated due to unsatisfactory performance of the contractor, contractor leaves – can contract labour claim permanency? What should employer do?
21. Contract labour terminated through a settlement. Should principal employer be a party?
22. When contractor runs away leaving his workforce and supervisor, how to manage work and labour and who is to handle pending conciliation reference?
23. What to do if the contractor refuses to pay the labour?
24. What are the action required to be taken by the management after abolition of contract labour?
25. Can management challenge the decision of appropriate Govt. regarding abolition of jobs?
26. Should contractor and contract labour be rotated? Why? How often?
27. How to reduce number of contract labour?
28. Contract labour demanding permanency – How to handle?
29. Contract labour demanding similar benefits as permanent employees. Is the claim legally valid?
30. Is Pension Scheme also applicable to contract labour?
31. Is Minimum Wages Act applicable to contract labour?
32. What is the liability of Principal Employer in the case of sub-contracting?
33. What are the implications of Supreme Court Judgment in the SAIL case reversing earlier Air India Judgment?
34. Implications and liabilities of temporary/casual/probationer employees/trainees? Is there any maximum duration?
35. What is the relevance of 180/240 days & what are the Implication of breaks?
Regards
Anthony