New HR in a Glass Unit: How Do I Start Creating Effective HR Policies?

I have recently joined a glass processing unit as the first HR person. I am a fresher with no work experience. In our company, there are 75 people employed on the company payroll and 40 from contract labor. We are not registered under the Contract Labor Act. My problem is that I am confused about where to initiate. I want to frame HR policies, and for that, I also need your help.

Regards,
Shirley

Steps to Ensure Compliance with the Contract Labor Act

The first and priority job is to register under the Contract Labor Act. Then, slowly and gradually, check whether the Appointment Letters of the employees are issued or not, etc.

Your state government has designated an officer of its labor department as the registering authority under the CLRA Act. Go to the nearest labor office to find the designated officer having jurisdiction over your area. You can take registration from him by submitting the prescribed form with the required fees, supporting documents, and information.

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Contract Labor Regulation and Abolition (CLRA) Act Applicability

Prima facie, the CLRA is applicable. I will state briefly as follows:

• CLRA applies if an organization engages, in the aggregate, labor through contractors, in excess of 20 on any day in the past 12 months. The organization is required to REGISTER itself with the Labor Department of your area as the PRINCIPAL EMPLOYER.

• If any single contractor provides to the organization labor in excess of 20, such a contractor is required to obtain a LICENSE from the Labor Department of the area.

• While the procedure and forms are provided in the CLRA itself, it must be remembered that various obligations stipulated under the Act are to be adhered to. Each year, the RC (Registration Certificate) issued by the Labor Department needs to be submitted to the authorities for any changes that may have occurred in the strength of labor through a contractor. The contractor, regardless, is obliged to RENEW the LICENSE from the authorities.

• The registration fee and the license fee are linked to the number of labor engaged through contractors and the strength of contract labor provided by each licensed contractor, respectively.

• Apart from other applicable labor laws, it is necessary that the contractor labor is paid the 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 and 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 labor matter, please feel free to contact me. I will assist as much as I can. Don't be guided by hearsay!

I suppose for the time being this should suffice. Welcome to the profession.

Cheers

Regards,
Samvedan
June 25, 2014

Thank you very much for providing me guidance regarding the registration of a company under the Contract Labor Act. I also need your help in framing HR policies. I have already drafted some basic policies for recruitment, working hours, and leave.

Additional HR Policies Needed

What other policies do I need to frame now? If anyone here has any ideas about HR policies required in the glass industry, please help me.

Regards.

On the right-hand side of this web page, you will find a few threads and policies. You can refer to those and make amendments as per your needs. Also, I am enclosing a policy herewith in case it is of any use to you.

Regards,

All the senior members above have provided you with proper and comprehensive guidelines for registering your establishment under the C.L.R.A. Act and drafting the HR policy for your company. Taking on this job for the first time, especially as the first person in the organization, will present you with numerous challenging opportunities. It is crucial that you not feel scared or hesitant to seek advice from others who have more experience. Experience is a personal journey that only occurs when you step out of your comfort zone. In addition to studying the Acts, I recommend exploring Cite HR and reviewing the responses related to the provisions of the Factories Act, ID Act, CLRA Act, EPF Act, ESI Act, EC Act, and similar legislation.

Kind regards

Under the Factories Act, Shop & Commercial Establishments Act, Professional Tax Act, CLRA Act, ISM Act, etc., you have to take separate registration subject to state rules.

Regards,
[Name Removed For Privacy Reasons]

I could only suggest—don't rush. Take time and understand the contribution of each and every existing department. A good part of HR work is done by the accounts and admin departments, so understand their contribution. Be patient and take initiative. Don't showcase your capability. Work with your people and grow with them. You will have all the answers at your doorstep.

Regards,
Shweta