We have employed contractual agencies for housekeeping and security services wherein we are paying them minimum wages, PF, and ESI timely. However, we have not been paying them bonuses or leave encashment. Despite this, we have never been approached by a labor officer as we have good relations with them. I would like to know what the extra cost would be if we provide contract labor with bonuses and leave encashment.
The organization's financial status is not very sound at the moment. Is there any possible way we can avoid paying these benefits to contract labor within the rules by making some modifications to their contract letter or salary breakdown? If not, what could be the financial and legal ramifications for us in case of non-compliance with these benefits?
Kindly advise.
Thanks and Regards,
C.M. Mohla
From India, Delhi
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15The organization's financial status is not very sound at the moment. Is there any possible way we can avoid paying these benefits to contract labor within the rules by making some modifications to their contract letter or salary breakdown? If not, what could be the financial and legal ramifications for us in case of non-compliance with these benefits?
Kindly advise.
Thanks and Regards,
C.M. Mohla
From India, Delhi
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You have not mentioned in your query what the terms and conditions were provided by the contracting agencies, who are the employers for the workers engaged. The number of workers normally engaged on any particular day has also not been mentioned. With the available information, I would like to suggest the following:
Primarily, it is the responsibility of the contracting agency to comply with all applicable labor laws. As the principal employer, you have to ensure compliance.
Lastly, please do not compromise on labor law compliance due to the company's poor financial health. There are other legal ways to reduce costs.
With kind regards,
Vinay
From India
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Primarily, it is the responsibility of the contracting agency to comply with all applicable labor laws. As the principal employer, you have to ensure compliance.
Lastly, please do not compromise on labor law compliance due to the company's poor financial health. There are other legal ways to reduce costs.
With kind regards,
Vinay
From India
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Dear Vinay, we are not paying contractors bonus & leave encashment amount.Kindly highlight what would be the ramification for the same. Thanks & Regards C.M.Mohla
From India, Delhi
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From India, Delhi
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Though it's a matter of debate, both components are the responsibility of contractors, not yours as the principal employer.
Bonus Payment Considerations
As far as the bonus is concerned, you can make it a monthly component in their existing CTC as an "advance statutory bonus" by cutting down any other component and reconciling the same at the end of the year. Prepare all other documents in accordance with the Bonus Act.
Leave Encashment Responsibility
Leave encashment is not a regular payment; it has to be paid at the time of leaving the service. It is the responsibility of the contractor itself; you are nowhere responsible for the same.
From India, Delhi
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Bonus Payment Considerations
As far as the bonus is concerned, you can make it a monthly component in their existing CTC as an "advance statutory bonus" by cutting down any other component and reconciling the same at the end of the year. Prepare all other documents in accordance with the Bonus Act.
Leave Encashment Responsibility
Leave encashment is not a regular payment; it has to be paid at the time of leaving the service. It is the responsibility of the contractor itself; you are nowhere responsible for the same.
From India, Delhi
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Dear Essykkr, we are paying minimum wages + overtime (in proportion to wages for extra hours limited to three) + PF + admin charges + ESI + service charges. Kindly advise if there is any scope for a bonus that we can include here.
Thanks & Regards,
C.M. Mohla
From India, Delhi
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Thanks & Regards,
C.M. Mohla
From India, Delhi
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