i just want to know why the company hire contatual labour give me sufficient reply
From India, Gurgaon
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From India, Gurgaon
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When the economy was not healthy, globalization was imminent, and the Indian labor laws were rigid, they denied the kind of flexibility in employment levels. It was virtually unthinkable to bring in the kind of labor reforms to suit the needs of the industry facing global competition. The law "The Contract Labour (Regulation and Abolition) Act 1972" came in.
This act, to a large extent, offered the industry the flexibility they needed. If compliance under the act was in place, the employer could reduce or increase labor strength to suit business exigencies. While technically the employer can engage "contract labor" for any and all operations, the government reserved for itself the right to abolish the system of engaging "contract labor" under the act by following the process provided in the substantive act under Sec. 10. The criteria under this provision include issues like if in other similar industries such work is ordinarily through contract labor or by own labor. There are some more arbitrary criteria also included. But the government can abolish the engagement of contract labor in any establishment, trade, or area after conducting an inquiry contemplated under the act and after giving the employer an opportunity to be heard!
The main difference between the two systems is that while the employer has to pay "negotiated wages" to workmen on his rolls, he is required to pay only the statutory Minimum Wages under the Minimum Wages Act-applicable schedule. The other main difference is the employer is free to reduce or increase the strength of contract labor virtually at will! Just consider the cost-saving and the all-too-valuable flexibility!
I trust your need is satisfactorily answered!
Regards,
Samvedan
December 12, 2010
From India, Pune
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321This act, to a large extent, offered the industry the flexibility they needed. If compliance under the act was in place, the employer could reduce or increase labor strength to suit business exigencies. While technically the employer can engage "contract labor" for any and all operations, the government reserved for itself the right to abolish the system of engaging "contract labor" under the act by following the process provided in the substantive act under Sec. 10. The criteria under this provision include issues like if in other similar industries such work is ordinarily through contract labor or by own labor. There are some more arbitrary criteria also included. But the government can abolish the engagement of contract labor in any establishment, trade, or area after conducting an inquiry contemplated under the act and after giving the employer an opportunity to be heard!
The main difference between the two systems is that while the employer has to pay "negotiated wages" to workmen on his rolls, he is required to pay only the statutory Minimum Wages under the Minimum Wages Act-applicable schedule. The other main difference is the employer is free to reduce or increase the strength of contract labor virtually at will! Just consider the cost-saving and the all-too-valuable flexibility!
I trust your need is satisfactorily answered!
Regards,
Samvedan
December 12, 2010
From India, Pune
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Understanding Contractual Labor
It's good to keep an eagerness to learn. As shared by Samvedan, that's exactly how 'Contractual labour' works. He is a very senior person and is well respected by the industry for the contributions made by him. He has been a mentor to many like me. Hence, I request you to learn from him; it's your chance to clear your doubts.
For eager learners like us, he is a Guru and guides us on every area that we request him.
Regards,
(Cite Contribution)
From India, Mumbai
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It's good to keep an eagerness to learn. As shared by Samvedan, that's exactly how 'Contractual labour' works. He is a very senior person and is well respected by the industry for the contributions made by him. He has been a mentor to many like me. Hence, I request you to learn from him; it's your chance to clear your doubts.
For eager learners like us, he is a Guru and guides us on every area that we request him.
Regards,
(Cite Contribution)
From India, Mumbai
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Dear Samvedan, minimum wages do not deal with the class of employment—regular, permanent, temporary, casual, contract, or badli. It states that in industries and locations under its schedule, an employer cannot pay less than minimum wages.
I have personally worked in a factory where there was a contractor union; the contract workers were paid as per the Tripartite Agreement, which was much higher than the minimum wages. Looking at it from a different angle, the contract workers are permanent workers of the contractor.
Dear Kavita, employing contract employees (both blue and white-collar) in place of permanent labor usually occurs in the following cases:
1. Job/work of a temporary nature.
2. Jobs of non-core areas like the canteen, sweepers, gardeners, loading, unloading.
3. Jobs that require special expertise and are not profitable investments both in terms of financials and manpower development: security, IT support, cash delivery, logistic support, maintenance, transportation.
4. Jobs that require unskilled manpower, and the scope of growth from these positions is least likely possible: unskilled workers like helpers, office boys, peons.
5. Manpower restructuring and modifications: transition period, closure.
Regards,
SC
From India, Thane
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I have personally worked in a factory where there was a contractor union; the contract workers were paid as per the Tripartite Agreement, which was much higher than the minimum wages. Looking at it from a different angle, the contract workers are permanent workers of the contractor.
Dear Kavita, employing contract employees (both blue and white-collar) in place of permanent labor usually occurs in the following cases:
1. Job/work of a temporary nature.
2. Jobs of non-core areas like the canteen, sweepers, gardeners, loading, unloading.
3. Jobs that require special expertise and are not profitable investments both in terms of financials and manpower development: security, IT support, cash delivery, logistic support, maintenance, transportation.
4. Jobs that require unskilled manpower, and the scope of growth from these positions is least likely possible: unskilled workers like helpers, office boys, peons.
5. Manpower restructuring and modifications: transition period, closure.
Regards,
SC
From India, Thane
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Experts/Consultants work on a contractual basis with many reputable multinational companies, and their payment is often two to three times higher than that of permanent employees in the same position. This is not a coincidence. Personally, I am aware of many manufacturing and operating companies in industries such as Oil & Gas that adhere to this practice based on the nature of their projects and work. Furthermore, one cannot expect highly qualified and experienced professionals to work for minimum wages.
From United States, Milpitas
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From United States, Milpitas
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As per my knowledge, permanent labor is bound by both the Workmen Compensation Act and the Industrial Dispute Act, whereas the Act applicable to contract labor is only the Contract Labor (Regulation and Abolition) Act, 1970. I think this is the main reason to hire contract labor in the organization.
Regards,
Bhuwan Singh Bisht Kashipur - Uttarakhand
From India, Kashipur
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Regards,
Bhuwan Singh Bisht Kashipur - Uttarakhand
From India, Kashipur
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Because they want to save costs by not providing all the facilities given to permanent employees, and also in case the company is under loss, they can dismiss the contract employees. The company will not have more burden, etc.
From India, Bangalore
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From India, Bangalore
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Understanding Contract Labor Employment
I request you to refer to The Contract Labor Act (1970) for further clarification. The government has made all the provisions for the benefit of contract labor. Employment of contract labor is dependent on the type of industry as well. For example, in an infrastructure company, contractual laborers are employed for a particular project in a specific demography. There would be no use in keeping the laborers after the project is over.
Regards,
Rahul Chhabra
From India, Delhi
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I request you to refer to The Contract Labor Act (1970) for further clarification. The government has made all the provisions for the benefit of contract labor. Employment of contract labor is dependent on the type of industry as well. For example, in an infrastructure company, contractual laborers are employed for a particular project in a specific demography. There would be no use in keeping the laborers after the project is over.
Regards,
Rahul Chhabra
From India, Delhi
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Reasons for Hiring Contractual Labor
- The reason is economics and pure business sense. The cost of contract employees is less compared to regular employees.
- Contract labor also offers flexibility and maneuverability in business operations.
- At times, contract labor is easier to manage compared to regular employees.
From India, Pune
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- The reason is economics and pure business sense. The cost of contract employees is less compared to regular employees.
- Contract labor also offers flexibility and maneuverability in business operations.
- At times, contract labor is easier to manage compared to regular employees.
From India, Pune
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Dear All,
With reference to the post on Contract Labour Deployment, the portion of the Maharashtra Government Draft Labour Policy 2010 on Contract Labour is very impressive. It reads like this:
Contract Labour
The issue of contract labour is one on which employers and unions are strongly divided. Employers see contract labour as an essential component of labour market flexibility that will contribute to economic efficiency and competitiveness. Trade unions see contract labour as a form of exploitation and a means to deny workers permanent jobs.
Contract labour must be distinguished from outsourcing of tasks to particular entities for cleaning and security services, computer technology expertise, and consultancy services. These are commercial contracts for service between the user and service provider and fall outside the scope of labour legislation. The provider entity, however, is an employer and thus is required to comply with all appropriate labour laws.
Outsourcing and commercial contracts are not the real issue. The real issue is the employment of labour, under contract, for specific durations or specific tasks as a means of cost-cutting, or to provide flexibility, or as a substitute for jobs that would normally be regular and permanent.
The Department of Labour proposes to facilitate discussions with the social partners on the issue of contract labour with a view to deciding on a model that provides both fairness and flexibility. This may involve some discussion on possible amendments of existing laws, for example, preventing employers from using lower-cost contract labour as a substitute for permanent workers, and by paying a loading to contract workers to compensate for their loss of benefits including leave and access to social security. It might also consider whether the current system of contracting agents as the employers of contract workers, as distinct from the direct employment of such workers by the principal employer, is in the best interests of workers and employers.
The productivity of contract workers is also an issue for tripartite discussions. The Department of Labour, through discussions with social partners as mentioned above, would like to evolve models and/or structures through which a win-win situation can be developed, both for the employers and the workers in a globalized scenario. The win-win situation could be developed if the employer is given flexibility to engage labour and the labour is ensured protection of rights. One such proposal could also be to engage contract labour with a loading factor as a premium for flexibility.
It is also suggested that in order to develop a long-term solution on contract labour and develop models to meet the twin concerns of flexibility to industry and fairness to labour, it may be necessary to go through a transition phase. The first step could be to study the present labour laws and their actual implementation to identify what is incentivizing contract labour and disguised employment. It would also be necessary to define fairness in terms of "equal treatment." What is "equal treatment" would also have to be agreed upon more specifically between all social partners in a clear-cut manner.
Further, there would be a need to work out solutions along with changes in law if required, which would further the objective to reach towards the end goal of increased productivity in a situation of 'flexibility' and 'fairness' as defined by 'equal treatment.'
The policy itself may answer many of the viewers' questions on the need for deploying contract labour. But to see that the above policy is translated into State or Central Government amendments to CLRA, viewers of CITEHR need to respond to this policy note as we can condense them and make it part of a representation which we can submit to the Secretary of the Labour Department of the Maharashtra Government.
With Regards,
Advocates & Notaries & Legal Consultants
E-mail: [Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy Reasons]
More at https://www.citehr.com/285737-legal-...#ixzz190eowRll
From India, Bangalore
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With reference to the post on Contract Labour Deployment, the portion of the Maharashtra Government Draft Labour Policy 2010 on Contract Labour is very impressive. It reads like this:
Contract Labour
The issue of contract labour is one on which employers and unions are strongly divided. Employers see contract labour as an essential component of labour market flexibility that will contribute to economic efficiency and competitiveness. Trade unions see contract labour as a form of exploitation and a means to deny workers permanent jobs.
Contract labour must be distinguished from outsourcing of tasks to particular entities for cleaning and security services, computer technology expertise, and consultancy services. These are commercial contracts for service between the user and service provider and fall outside the scope of labour legislation. The provider entity, however, is an employer and thus is required to comply with all appropriate labour laws.
Outsourcing and commercial contracts are not the real issue. The real issue is the employment of labour, under contract, for specific durations or specific tasks as a means of cost-cutting, or to provide flexibility, or as a substitute for jobs that would normally be regular and permanent.
The Department of Labour proposes to facilitate discussions with the social partners on the issue of contract labour with a view to deciding on a model that provides both fairness and flexibility. This may involve some discussion on possible amendments of existing laws, for example, preventing employers from using lower-cost contract labour as a substitute for permanent workers, and by paying a loading to contract workers to compensate for their loss of benefits including leave and access to social security. It might also consider whether the current system of contracting agents as the employers of contract workers, as distinct from the direct employment of such workers by the principal employer, is in the best interests of workers and employers.
The productivity of contract workers is also an issue for tripartite discussions. The Department of Labour, through discussions with social partners as mentioned above, would like to evolve models and/or structures through which a win-win situation can be developed, both for the employers and the workers in a globalized scenario. The win-win situation could be developed if the employer is given flexibility to engage labour and the labour is ensured protection of rights. One such proposal could also be to engage contract labour with a loading factor as a premium for flexibility.
It is also suggested that in order to develop a long-term solution on contract labour and develop models to meet the twin concerns of flexibility to industry and fairness to labour, it may be necessary to go through a transition phase. The first step could be to study the present labour laws and their actual implementation to identify what is incentivizing contract labour and disguised employment. It would also be necessary to define fairness in terms of "equal treatment." What is "equal treatment" would also have to be agreed upon more specifically between all social partners in a clear-cut manner.
Further, there would be a need to work out solutions along with changes in law if required, which would further the objective to reach towards the end goal of increased productivity in a situation of 'flexibility' and 'fairness' as defined by 'equal treatment.'
The policy itself may answer many of the viewers' questions on the need for deploying contract labour. But to see that the above policy is translated into State or Central Government amendments to CLRA, viewers of CITEHR need to respond to this policy note as we can condense them and make it part of a representation which we can submit to the Secretary of the Labour Department of the Maharashtra Government.
With Regards,
Advocates & Notaries & Legal Consultants
E-mail: [Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy Reasons]
More at https://www.citehr.com/285737-legal-...#ixzz190eowRll
From India, Bangalore
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I would like to highlight two points from the post of M/s V S Rajan & Associates.
Employment of Labor Under Contract
The real issue is the employment of labor under contract for specific durations or specific tasks as a means of cost-cutting, to provide flexibility, or as a substitute for jobs that would normally be regular and permanent.
Preventing the Use of Contract Labor as a Substitute
Preventing employers from using lower-cost contract labor as a substitute for permanent workers, thereby denying them permanent employment.
From India, Pune
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Employment of Labor Under Contract
The real issue is the employment of labor under contract for specific durations or specific tasks as a means of cost-cutting, to provide flexibility, or as a substitute for jobs that would normally be regular and permanent.
Preventing the Use of Contract Labor as a Substitute
Preventing employers from using lower-cost contract labor as a substitute for permanent workers, thereby denying them permanent employment.
From India, Pune
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