Dear Friends, I am working in a garment manufacturing concern. We have salaried workers as well as piece-rate workers. In both cases, payment is made on a monthly basis. Please clarify whether we have to consider the minimum wage for piece-rate workers on a monthly basis or a daily basis.
In the first case: Monthly production * rate = payment OR Minimum Wage - whichever is higher.
In the second case: Payment based on monthly production is higher than the minimum wage, but during the month, on five different days, the minimum wage is lower. In this scenario, do we need to pay the minimum wage for these five days, even though the monthly payment is higher than the minimum wage?
Please provide clarification by quoting the relevant section/rules.
Thanks/Regards, Swarn Jeet Singh [Phone Number Removed For Privacy-Reasons]
From India, Delhi
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In the first case: Monthly production * rate = payment OR Minimum Wage - whichever is higher.
In the second case: Payment based on monthly production is higher than the minimum wage, but during the month, on five different days, the minimum wage is lower. In this scenario, do we need to pay the minimum wage for these five days, even though the monthly payment is higher than the minimum wage?
Please provide clarification by quoting the relevant section/rules.
Thanks/Regards, Swarn Jeet Singh [Phone Number Removed For Privacy-Reasons]
From India, Delhi
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Hi Swaren, as per my opinion, the details below will help you understand the calculation of the piece rate mechanism.
What is Piece Rate or Piece Wage System?
This system is also known as payment by results. When wages are paid based on the output of the workers without considering the time taken to perform the work, it is termed as piece wage. Under this system, workers are paid based on the quantity of work done, i.e., per unit of output, per article, per job, commodity, etc. For computing the total remuneration of workers, a predetermined rate per unit of output is multiplied by the total units produced. The rate is fixed with the help of time and motion studies. The formula for wage computation under this system is:
Wages = Number of units produced x Rate of wage per unit
For example, if a worker produces 8 units in one day and the rate of wages per unit is 10, the total wages for the day would be: 8 x Rs. 10 = Rs. 80.
Suitability of Piece Rate System
The piece rate system of payment of wages is considered suitable:
(i) Where the quantity of work done can be precisely measured and standardized.
(ii) Where the work is of repetitive nature.
(iii) Where it is possible to fix a fair and acceptable piece rate.
(iv) Where productivity is closely related to skill and effort.
(v) Where the quality of goods can be controlled.
(vi) Where time cards are maintained for ensuring regularity and punctuality of workers and uninterrupted flow of production.
(vii) Where materials, tools, and machines are readily available to cope with the possible increase in production.
Advantages
Important advantages of the piece rate system are:
- Fairness: Under this system, the reward is related to effort. Efficient workers are rewarded, and inefficient workers are penalized.
- Increase in productivity: More work is turned out in a shorter period. Since there is a direct incentive to work, there is always a tendency on the part of the worker to produce more by adopting correct procedures and techniques of production.
- Decreased cost of production: Increase in production results in lower costs due to the reduction in fixed cost and overhead cost per unit of production.
- Easy determination of quotation price: The employer is able to know the exact labor cost per unit. This will help to make quotations confidently and accurately.
- Less supervision: As compared with the time rate system, the supervision costs under this system are not high because the workers are paid based on performance. The very attraction of greater reward for greater effort drives them to work hard.
- Reduction of idle time: The quantum of idle time is minimized as workers know that they will not be paid for idle time. Thus, it persuades them not to waste their time.
- Minimization of loss due to breakage: The workers handle the machines, tools, and implements with great care, which helps in minimizing loss resulting from breakage. They know that breakage will reduce their output, resulting in reduced wages.
Disadvantages
Some important disadvantages of the system are given below:
(i) Difficulty in fixation of standard piece rate: Setting a standard rate involves a lot of difficulties, and a considerable amount of expenditure has to be incurred. If a high piece rate is established, it is very difficult to reduce it subsequently.
(ii) Ignores quality: As more output means more wages, workers are always in a hurry to produce more. This results in the production of substandard items, a high rate of rejection, and ultimately increased cost of production per unit.
(iii) Insecurity: The system does not provide a guarantee of minimum wages to the workers. They feel insecure since they would not get wages during periods when their efficiency may be reduced by factors beyond their control. Thus, at times, workers may earn even below the subsistence level.
(iv) Conflict: The system may lead to conflict between management and workers if the output is low due to some fault of the management, such as bad quality of raw material, frequent breakdowns of machinery, etc.
(v) Expensive control systems: Management is compelled to implement expensive control systems of supervision and inspection to maintain the quality of output.
(vi) Speeding: Workers may speed up the work to produce more, which can cause great injury to their health. Speeding also causes undue wastage of raw materials and wear and tear on machines.
(vii) Effect on production schedule: Workers may work at a high speed for a day, earn more wages, and then absent themselves for a few days, which may affect the uniform flow of production and disturb the production schedule.
(viii) Increased cost of production: Cost of production may increase due to more wastage of materials, high cost of supervision and inspection, and wear and tear of machines.
(ix) Frustration among less efficient workers: The system will frustrate less efficient workers, and their efficiency may further decrease because of discontentment.
Types of Piece Rate Systems
(a) Straight Piece Rate
This is the simplest and most common type of piece rate system. Each operation, job, or unit of production is termed as a piece. The wage rate fixed for each piece is called the piece rate. The worker is paid wages based on the work done, regardless of the time taken to perform the work. The wage of a worker is calculated by multiplying the number of units produced by the specified rate for each unit.
Wages = Number of units produced x Wage rate per unit
The piece rate is fixed with the help of a work study. Standard time for each unit is ascertained first. The piece rate is then calculated with reference to the hourly rate of wage. For example, if the hourly rate of wage is Rs. 10 and the standard time per unit is 90 minutes.
(b) Piece Rate with Graduated Time Rate
Under this system, workers are actually paid based on output, and if the piece rate wages fall below the time rate wages, the worker is paid on a time rate basis. The difference will be recovered from his wages when he earns more than the fixed wages. For example, in a manufacturing concern, the piece rate is Rs. 4 per unit, the time rate is Rs. 80 per day of 8 hours, and the daily fixed work is 20 units. If a worker manufactures 18 units in a day, he earns Rs. 72 (Rs. 4 x 18) on the basis of the piece rate. But he will get Rs. 80 as his time wages, which is Rs. 8 more than what he earns on a piece rate basis, and this amount of Rs. 8 paid to him in excess will be recovered from his wages whenever his piece rate wages exceed the time rate wages. But if the worker manufactures 22 units in a day, he will get Rs. 88 (Rs. 4 x 22) on a piece rate basis. This system has all the merits of both the time and piece rate systems and removes the demerits of both. However, it is a very complicated and difficult system for the workers to understand.
(c) Differential Piece Rate System
Under the differential piece rate system, the payment of wages is made to labor based on piece rates varying with the level of efficiency of workers. The system provides higher rewards to more efficient workers. Under this system, there is more than one piece rate to reward efficient workers and to encourage less efficient workers to improve. Payment at the normal piece rate is made for work performed with and up to the standard level of efficiency. Payment is made at a higher piece rate if the efficiency exceeds the standard. Higher piece rates are also applicable for still higher efficiency. The system motivates workers to increase productivity and earn higher wages. The system is complicated and expensive to operate and is difficult for the workers to understand.
Suitability—The system of piece wage rate is suitable in the following cases:
(1) Where the work is of standardized and repetitive character.
(2) Where there is an urgent need to increase production.
(3) Where units of output are measurable.
Taylor’s Differential Piece-Rate System
Definition: Taylor’s Differential Piece-Rate System was introduced by F.W. Taylor, who believed that workers should be paid based on their degree of efficiency. Under this method, with the help of Time and Motion Study, the standard time for the completion of a job is fixed, based on which the performance of the workers is evaluated. Taylor’s differential piece-rate system posits that the worker who exceeds the standard output within the stipulated time must be paid a high rate for high production. On the other hand, the worker is paid a low rate if he fails to reach the level of output within the standard time. Thus, there are two piece rates: one who reaches the standard output or exceeds it is paid 120 percent of the piece rate, while the one who fails to reach the standard level of output is paid 80 percent of the piece rate. The minimum wages of the worker are not guaranteed.
This system can be further understood through the example given below:
Standard Output = 200 units
Rate per unit = Rs 10 paise
Case (1): Output = 220 units
Earnings = 220 x (120/200) x 0.1 = Rs 13.20
Case (2): Output = 180 units
Earnings = 180 x (80/200) x 0.1 = Rs 7.20
It is clear from the above example that the worker is paid a higher rate (Rs 13.20) for high production (220 units) and a low rate (Rs 7.20) for low production (180 units). Thus, Taylor’s differential piece rate system works on the principle that the inefficient worker must be paid at a low piece rate for low production, leaving him with no other option but to leave the organization.
Merrick Differential Piece-Rate System
Definition: The Merrick Differential Piece-Rate System is a modification of Taylor’s differential piece-rate system in which three piece rates are used to distinguish between beginners, average workers, and superior workers, as opposed to two piece rates in Taylor’s system. The worker is paid the straight price rate up to 83% of the standard output, 10% above the normal rate for producing between 83%–100%, and 20% above the normal rate for producing more than 100% of the standard output. Here also, the minimum wages of the worker are not guaranteed.
The Merrick Differential Piece-Rate System can be illustrated by the example given below:
Standard Output = 200 units
Piece rate = 10 paise
Case (1): Output = 160 units
Efficiency = 160/200 x 100 = 80%
Since the efficiency is less than 83%, the worker is paid only the basic rate, i.e., 10 paise. Thus, earnings will be Rs 8 (80 x 0.1).
Case (2): Output = 180 units
Efficiency = 180/200 x 100 = 90%
As the efficiency is more than 83% but less than 100 percent, 10% above the normal rate is paid to the worker. Thus, Earnings = 90 x 110/100 x 0.1 = Rs 9.9
Case (3): Output = 220 units
Efficiency = 220/200 x 100 = 110%
As the efficiency is 110%, 20% above the normal rate is paid to the worker. Thus, Earnings = 110 x 120/100 x 0.1 = Rs 13.30
Note: Under the Merrick differential piece-rate system, workers are not penalized for producing below the standard output up to 83%.
From India, Pune
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176What is Piece Rate or Piece Wage System?
This system is also known as payment by results. When wages are paid based on the output of the workers without considering the time taken to perform the work, it is termed as piece wage. Under this system, workers are paid based on the quantity of work done, i.e., per unit of output, per article, per job, commodity, etc. For computing the total remuneration of workers, a predetermined rate per unit of output is multiplied by the total units produced. The rate is fixed with the help of time and motion studies. The formula for wage computation under this system is:
Wages = Number of units produced x Rate of wage per unit
For example, if a worker produces 8 units in one day and the rate of wages per unit is 10, the total wages for the day would be: 8 x Rs. 10 = Rs. 80.
Suitability of Piece Rate System
The piece rate system of payment of wages is considered suitable:
(i) Where the quantity of work done can be precisely measured and standardized.
(ii) Where the work is of repetitive nature.
(iii) Where it is possible to fix a fair and acceptable piece rate.
(iv) Where productivity is closely related to skill and effort.
(v) Where the quality of goods can be controlled.
(vi) Where time cards are maintained for ensuring regularity and punctuality of workers and uninterrupted flow of production.
(vii) Where materials, tools, and machines are readily available to cope with the possible increase in production.
Advantages
Important advantages of the piece rate system are:
- Fairness: Under this system, the reward is related to effort. Efficient workers are rewarded, and inefficient workers are penalized.
- Increase in productivity: More work is turned out in a shorter period. Since there is a direct incentive to work, there is always a tendency on the part of the worker to produce more by adopting correct procedures and techniques of production.
- Decreased cost of production: Increase in production results in lower costs due to the reduction in fixed cost and overhead cost per unit of production.
- Easy determination of quotation price: The employer is able to know the exact labor cost per unit. This will help to make quotations confidently and accurately.
- Less supervision: As compared with the time rate system, the supervision costs under this system are not high because the workers are paid based on performance. The very attraction of greater reward for greater effort drives them to work hard.
- Reduction of idle time: The quantum of idle time is minimized as workers know that they will not be paid for idle time. Thus, it persuades them not to waste their time.
- Minimization of loss due to breakage: The workers handle the machines, tools, and implements with great care, which helps in minimizing loss resulting from breakage. They know that breakage will reduce their output, resulting in reduced wages.
Disadvantages
Some important disadvantages of the system are given below:
(i) Difficulty in fixation of standard piece rate: Setting a standard rate involves a lot of difficulties, and a considerable amount of expenditure has to be incurred. If a high piece rate is established, it is very difficult to reduce it subsequently.
(ii) Ignores quality: As more output means more wages, workers are always in a hurry to produce more. This results in the production of substandard items, a high rate of rejection, and ultimately increased cost of production per unit.
(iii) Insecurity: The system does not provide a guarantee of minimum wages to the workers. They feel insecure since they would not get wages during periods when their efficiency may be reduced by factors beyond their control. Thus, at times, workers may earn even below the subsistence level.
(iv) Conflict: The system may lead to conflict between management and workers if the output is low due to some fault of the management, such as bad quality of raw material, frequent breakdowns of machinery, etc.
(v) Expensive control systems: Management is compelled to implement expensive control systems of supervision and inspection to maintain the quality of output.
(vi) Speeding: Workers may speed up the work to produce more, which can cause great injury to their health. Speeding also causes undue wastage of raw materials and wear and tear on machines.
(vii) Effect on production schedule: Workers may work at a high speed for a day, earn more wages, and then absent themselves for a few days, which may affect the uniform flow of production and disturb the production schedule.
(viii) Increased cost of production: Cost of production may increase due to more wastage of materials, high cost of supervision and inspection, and wear and tear of machines.
(ix) Frustration among less efficient workers: The system will frustrate less efficient workers, and their efficiency may further decrease because of discontentment.
Types of Piece Rate Systems
(a) Straight Piece Rate
This is the simplest and most common type of piece rate system. Each operation, job, or unit of production is termed as a piece. The wage rate fixed for each piece is called the piece rate. The worker is paid wages based on the work done, regardless of the time taken to perform the work. The wage of a worker is calculated by multiplying the number of units produced by the specified rate for each unit.
Wages = Number of units produced x Wage rate per unit
The piece rate is fixed with the help of a work study. Standard time for each unit is ascertained first. The piece rate is then calculated with reference to the hourly rate of wage. For example, if the hourly rate of wage is Rs. 10 and the standard time per unit is 90 minutes.
(b) Piece Rate with Graduated Time Rate
Under this system, workers are actually paid based on output, and if the piece rate wages fall below the time rate wages, the worker is paid on a time rate basis. The difference will be recovered from his wages when he earns more than the fixed wages. For example, in a manufacturing concern, the piece rate is Rs. 4 per unit, the time rate is Rs. 80 per day of 8 hours, and the daily fixed work is 20 units. If a worker manufactures 18 units in a day, he earns Rs. 72 (Rs. 4 x 18) on the basis of the piece rate. But he will get Rs. 80 as his time wages, which is Rs. 8 more than what he earns on a piece rate basis, and this amount of Rs. 8 paid to him in excess will be recovered from his wages whenever his piece rate wages exceed the time rate wages. But if the worker manufactures 22 units in a day, he will get Rs. 88 (Rs. 4 x 22) on a piece rate basis. This system has all the merits of both the time and piece rate systems and removes the demerits of both. However, it is a very complicated and difficult system for the workers to understand.
(c) Differential Piece Rate System
Under the differential piece rate system, the payment of wages is made to labor based on piece rates varying with the level of efficiency of workers. The system provides higher rewards to more efficient workers. Under this system, there is more than one piece rate to reward efficient workers and to encourage less efficient workers to improve. Payment at the normal piece rate is made for work performed with and up to the standard level of efficiency. Payment is made at a higher piece rate if the efficiency exceeds the standard. Higher piece rates are also applicable for still higher efficiency. The system motivates workers to increase productivity and earn higher wages. The system is complicated and expensive to operate and is difficult for the workers to understand.
Suitability—The system of piece wage rate is suitable in the following cases:
(1) Where the work is of standardized and repetitive character.
(2) Where there is an urgent need to increase production.
(3) Where units of output are measurable.
Taylor’s Differential Piece-Rate System
Definition: Taylor’s Differential Piece-Rate System was introduced by F.W. Taylor, who believed that workers should be paid based on their degree of efficiency. Under this method, with the help of Time and Motion Study, the standard time for the completion of a job is fixed, based on which the performance of the workers is evaluated. Taylor’s differential piece-rate system posits that the worker who exceeds the standard output within the stipulated time must be paid a high rate for high production. On the other hand, the worker is paid a low rate if he fails to reach the level of output within the standard time. Thus, there are two piece rates: one who reaches the standard output or exceeds it is paid 120 percent of the piece rate, while the one who fails to reach the standard level of output is paid 80 percent of the piece rate. The minimum wages of the worker are not guaranteed.
This system can be further understood through the example given below:
Standard Output = 200 units
Rate per unit = Rs 10 paise
Case (1): Output = 220 units
Earnings = 220 x (120/200) x 0.1 = Rs 13.20
Case (2): Output = 180 units
Earnings = 180 x (80/200) x 0.1 = Rs 7.20
It is clear from the above example that the worker is paid a higher rate (Rs 13.20) for high production (220 units) and a low rate (Rs 7.20) for low production (180 units). Thus, Taylor’s differential piece rate system works on the principle that the inefficient worker must be paid at a low piece rate for low production, leaving him with no other option but to leave the organization.
Merrick Differential Piece-Rate System
Definition: The Merrick Differential Piece-Rate System is a modification of Taylor’s differential piece-rate system in which three piece rates are used to distinguish between beginners, average workers, and superior workers, as opposed to two piece rates in Taylor’s system. The worker is paid the straight price rate up to 83% of the standard output, 10% above the normal rate for producing between 83%–100%, and 20% above the normal rate for producing more than 100% of the standard output. Here also, the minimum wages of the worker are not guaranteed.
The Merrick Differential Piece-Rate System can be illustrated by the example given below:
Standard Output = 200 units
Piece rate = 10 paise
Case (1): Output = 160 units
Efficiency = 160/200 x 100 = 80%
Since the efficiency is less than 83%, the worker is paid only the basic rate, i.e., 10 paise. Thus, earnings will be Rs 8 (80 x 0.1).
Case (2): Output = 180 units
Efficiency = 180/200 x 100 = 90%
As the efficiency is more than 83% but less than 100 percent, 10% above the normal rate is paid to the worker. Thus, Earnings = 90 x 110/100 x 0.1 = Rs 9.9
Case (3): Output = 220 units
Efficiency = 220/200 x 100 = 110%
As the efficiency is 110%, 20% above the normal rate is paid to the worker. Thus, Earnings = 110 x 120/100 x 0.1 = Rs 13.30
Note: Under the Merrick differential piece-rate system, workers are not penalized for producing below the standard output up to 83%.
From India, Pune
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Dear Mr. Ashish, thank you for your prompt reply, but this was not my question. I am inquiring about the legality of minimum wage in the case of piece-rate payment. For example, in Punjab currently:
- Monthly minimum wage for a tailor is Rs. 9245.12.
- Daily minimum wage is Rs. 356.01.
We make payments to workers, including piece-rate, on a monthly basis. Now, my question is:
1. Do we have to make payment based on the monthly produced pieces multiplied by the rate OR the Monthly minimum wage, whichever is higher?
OR
2. Should we calculate payment on a daily basis, i.e., daily production multiplied by the rate OR the Daily minimum wage, whichever is higher?
(When answering, please consider that we make payments to workers on a monthly basis only.)
Regards.
From India, Delhi
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- Monthly minimum wage for a tailor is Rs. 9245.12.
- Daily minimum wage is Rs. 356.01.
We make payments to workers, including piece-rate, on a monthly basis. Now, my question is:
1. Do we have to make payment based on the monthly produced pieces multiplied by the rate OR the Monthly minimum wage, whichever is higher?
OR
2. Should we calculate payment on a daily basis, i.e., daily production multiplied by the rate OR the Daily minimum wage, whichever is higher?
(When answering, please consider that we make payments to workers on a monthly basis only.)
Regards.
From India, Delhi
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1. You cannot pay less than minimum wages legally.
2. You have to take into consideration the timing of the shift, as it should not be in violation of the prescribed timing as per the Indian Factories Act/Shop Act of the particular State as applicable.
Warm Regards,
Bharat Gera HR Consultant 9322404765
From India, Thane
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2. You have to take into consideration the timing of the shift, as it should not be in violation of the prescribed timing as per the Indian Factories Act/Shop Act of the particular State as applicable.
Warm Regards,
Bharat Gera HR Consultant 9322404765
From India, Thane
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Mr. Gera, We are not denying to pay min. wage. My question is whether Min. wage should be calculated on monthly basis or daily basis, when payment to pc. rate workers is on monthly basis.
From India, Delhi
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From India, Delhi
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Dear Swaran Jeet Singh,
You are concerned about fulfilling the liability of Minimum Wages in the case of piece-rate payment. I am trying my best to provide some interpretation. As far as my knowledge goes, there is probably no specific rule regarding this. My interpretation is mentioned below:
1. Considering the employees are working 8 hours per day and for the full month, i.e., as full-time employees.
2. You are paying on a monthly basis, and the number of pieces multiplied by the piece rate in a month. If it is less than the minimum wages of the month, please pay the minimum wages. However, if it is more than the minimum wages, please pay the actual amount, i.e., whichever is more beneficial to the employee.
3. If any employee works for fewer days than the working days and due to no leave, it is LOP, then calculate the number of pieces produced in the month multiplied by the rate and compare it with the minimum wages for that period—pay whichever is higher.
If anyone else has a better interpretation supported by any rule or court verdicts, etc., please share your opinion.
Thanks & Regards,
S K Bandyopadhyay (West Bengal)
USD HR Solutions
[Phone Number Removed For Privacy-Reasons]
[Email Removed For Privacy Reasons]
From India, New Delhi
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You are concerned about fulfilling the liability of Minimum Wages in the case of piece-rate payment. I am trying my best to provide some interpretation. As far as my knowledge goes, there is probably no specific rule regarding this. My interpretation is mentioned below:
1. Considering the employees are working 8 hours per day and for the full month, i.e., as full-time employees.
2. You are paying on a monthly basis, and the number of pieces multiplied by the piece rate in a month. If it is less than the minimum wages of the month, please pay the minimum wages. However, if it is more than the minimum wages, please pay the actual amount, i.e., whichever is more beneficial to the employee.
3. If any employee works for fewer days than the working days and due to no leave, it is LOP, then calculate the number of pieces produced in the month multiplied by the rate and compare it with the minimum wages for that period—pay whichever is higher.
If anyone else has a better interpretation supported by any rule or court verdicts, etc., please share your opinion.
Thanks & Regards,
S K Bandyopadhyay (West Bengal)
USD HR Solutions
[Phone Number Removed For Privacy-Reasons]
[Email Removed For Privacy Reasons]
From India, New Delhi
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Dear Mr. Bandopadhyay,
Thank you for sharing your views, but I still need clarifications (with support). Some auditors ask to calculate 'Min. wage or actual, whichever is higher,' even though we pay on a monthly basis. What exactly do the rules say?
Thanks.
From India, Delhi
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Thank you for sharing your views, but I still need clarifications (with support). Some auditors ask to calculate 'Min. wage or actual, whichever is higher,' even though we pay on a monthly basis. What exactly do the rules say?
Thanks.
From India, Delhi
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Dear All,
Please add one correction to my earlier comments, i.e., some auditors ask to use the 'Min. wage or actual, whichever is higher' formula on a daily basis, although we make payments on a monthly basis.
Thank you / Regards.
From India, Delhi
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Please add one correction to my earlier comments, i.e., some auditors ask to use the 'Min. wage or actual, whichever is higher' formula on a daily basis, although we make payments on a monthly basis.
Thank you / Regards.
From India, Delhi
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Dear Mr. Singh, as far as my knowledge goes, there is no specific rule regarding this. This is a matter of common sense interpretation. Auditors usually have a legal background. Please ask them if there is any rule.
Recommendation by the auditor
The recommendation by the auditor to calculate on a daily basis based on actual vs. minimum wages and to pay whichever is higher is essentially just another way of doing the calculation. In my opinion, if it is beneficial to employees, you should proceed with it. The mode of payment, whether daily, weekly, or monthly, is a management decision and has nothing to do with your calculation method or any rule. You may discuss internally among the management team to make a final decision.
Thanks & Regards,
S K Bandyopadhyay (West Bengal) USD HR Solutions
[Email Removed For Privacy Reasons]
From India, New Delhi
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Recommendation by the auditor
The recommendation by the auditor to calculate on a daily basis based on actual vs. minimum wages and to pay whichever is higher is essentially just another way of doing the calculation. In my opinion, if it is beneficial to employees, you should proceed with it. The mode of payment, whether daily, weekly, or monthly, is a management decision and has nothing to do with your calculation method or any rule. You may discuss internally among the management team to make a final decision.
Thanks & Regards,
S K Bandyopadhyay (West Bengal) USD HR Solutions
[Email Removed For Privacy Reasons]
From India, New Delhi
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