Hello,
Prima facie the CLRA is applicable.
I will state in brief as under:
1) CLRA applies if an organization engages, in the aggregate, labour through contractors, in excess of 20 on any day in past 12 months, the organization is required to REGISTER itself with the Labour Dept of your area as PRINCIPAL EMPLOYER.
2) If any single contractor provides to the organization labour in excess of 20, such a contractor is required to obtain a LICENCE from the Labour Dept of the area.
3) While the procedure and forms are provided in the CLRA itself, it must be remembered that various obligations stipulated under the Act are to adhered to, and while each year the RC (Registration Certificate) issued by the Labour Dept. needs to submitted to the authorities for any changes that may have occurred in the strength of labour through contractor and the Contractor, regardless, is obliged to RENEW the LICENSE from the authorities.
4) The registration fee and the License fee is linked to the number of labour engaged through Contractors and the strength of contract labour provided by each licensed contractor respectively.
5) Apart from other applicable labour laws, it is necessary that the contractor labour is paid applicable Statutory Minimum Wage applicable to your industry and the area where the industry is situated.
There are many more aspects concerning the subject but about that a little later.
Basically you must obtain a copy of the Bare Act, study the same so that you are equipped to deal with authorities effectively and professionally!
If you wish to raise more issues on this or any other labour matter, please feel free to take contact. I will assist as much as I can. Don't be guided by the hearsay!
I suppose for the time being this should suffice.
Welcome to the profession.
Cheers
sincerely
samvedan
June 25, 2014
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