Dear Friends/Seniors
Following are the some queries which required your expert view/openion.
1.Is there any specification on the type of person can be hired on Contract?
2.Whether we can hire a Consultant on contract?
a.Upto what period hiring can be made on contract on our payroll?
b.If contract is getting extended after every prescribed period, then whether consultant’s tenure would result in employment?
i.If so, then the employment would be considered effective from which date i.e., from the start date of contract or is it applicable from any specific date e.g., after expiry of specified period which consider it is regular employment.
c.Whether Gratuity is applicable on Contract employees as well, if the tenure is extended for 5 years or beyond?
3.While a consultant is hired on Contract then whether he / she is to be covered under Provident Fund?
4.If not to be covered under then what formalities are required to be completed at our end so that we comply with norms?
5.If a person hired on contract was covered under PF in previous employment then whether it is mandatory to cover him/her in PF?
6.Normally, we hire resources on contract for need based project wherein duration of project is known in the beginning and it gets extended based on requirements?
7.We issue a separate letter of Contract to employees, which is termed as “Service Agreement” stating all conditions of association in that – whether there is any standard terms of contract or service agreement, which we have to use?
8.In case of any break is required before continuing the contract then what are the formalities?
9.We allocate
a.a separate resource code to employees hired on contract.
b.Official e-Mail id is given <………….@abcd.com>
c.Access rights for our shared portal for time sheet and leave
10.Payment is made based on Invoice raised by employee subject to TDS, ESI, etc. – is it the correct way?
11.We allow them 1 day leave (Common Leave) per month while they are on Contract.
12.Whether any Leave Encashment is to be made to them after their contract is over – although they are not entitled for Earned Leave as per terms.
13.In case, an individual claims that he was an employee since he/she got associated with company on Contract Mode
14.Whether # of hours of work / # of days worked in a month is important to determine whether the individual is to be considered as an employee or Contractual staff
15.Contract staff is availing all other benefits e.g., Company’s weekly off; Holidays; Get Togethers; Reimbursement of expenses, Visiting Cards (in specific cases only); if any;
16.Renewal of contract is based on inputs received from concerned Manager – whether contract to be renewed or not
17.At times, we have to hire a person at Senior Level (e.g., Delivery Manager having 20+ years of experience) to avail his/her services for one of the Business Units – whether contract can be for longer duration (e.g., 1 year / 2 year / 3 year / 4 year etc.) and when the individual is attending office regularly.
18.Formalities to be completed while an individual is hired on Contract
19.We are also deducted ESI for individual hired on Contract in case his/her Contract amount is less than Rs.15,000/= p.m.
Regards!!...Prakash Tiwari
Following are the some queries which required your expert view/openion.
1.Is there any specification on the type of person can be hired on Contract?
2.Whether we can hire a Consultant on contract?
a.Upto what period hiring can be made on contract on our payroll?
b.If contract is getting extended after every prescribed period, then whether consultant’s tenure would result in employment?
i.If so, then the employment would be considered effective from which date i.e., from the start date of contract or is it applicable from any specific date e.g., after expiry of specified period which consider it is regular employment.
c.Whether Gratuity is applicable on Contract employees as well, if the tenure is extended for 5 years or beyond?
3.While a consultant is hired on Contract then whether he / she is to be covered under Provident Fund?
4.If not to be covered under then what formalities are required to be completed at our end so that we comply with norms?
5.If a person hired on contract was covered under PF in previous employment then whether it is mandatory to cover him/her in PF?
6.Normally, we hire resources on contract for need based project wherein duration of project is known in the beginning and it gets extended based on requirements?
7.We issue a separate letter of Contract to employees, which is termed as “Service Agreement” stating all conditions of association in that – whether there is any standard terms of contract or service agreement, which we have to use?
8.In case of any break is required before continuing the contract then what are the formalities?
9.We allocate
a.a separate resource code to employees hired on contract.
b.Official e-Mail id is given <………….@abcd.com>
c.Access rights for our shared portal for time sheet and leave
10.Payment is made based on Invoice raised by employee subject to TDS, ESI, etc. – is it the correct way?
11.We allow them 1 day leave (Common Leave) per month while they are on Contract.
12.Whether any Leave Encashment is to be made to them after their contract is over – although they are not entitled for Earned Leave as per terms.
13.In case, an individual claims that he was an employee since he/she got associated with company on Contract Mode
14.Whether # of hours of work / # of days worked in a month is important to determine whether the individual is to be considered as an employee or Contractual staff
15.Contract staff is availing all other benefits e.g., Company’s weekly off; Holidays; Get Togethers; Reimbursement of expenses, Visiting Cards (in specific cases only); if any;
16.Renewal of contract is based on inputs received from concerned Manager – whether contract to be renewed or not
17.At times, we have to hire a person at Senior Level (e.g., Delivery Manager having 20+ years of experience) to avail his/her services for one of the Business Units – whether contract can be for longer duration (e.g., 1 year / 2 year / 3 year / 4 year etc.) and when the individual is attending office regularly.
18.Formalities to be completed while an individual is hired on Contract
19.We are also deducted ESI for individual hired on Contract in case his/her Contract amount is less than Rs.15,000/= p.m.
Regards!!...Prakash Tiwari