Hi,
I seek your advice. We are planning to hire a person for the production area on a contractual basis for a period of two years. My queries are:
1) Can we hire a person for 11 months on a contract, have a one-month break, and then continue with an 11-month contract? Is this arrangement valid under the law for Fixed-Term Contract (FTC)?
2) For the second term, should we proceed with a fresh appointment or extend the first term? How many times can we do this?
3) Do we need to pay Provident Fund (PF) and Gratuity under the Fixed-Term Contract (FTC)?
Your early response/inputs will help us move forward quickly.
Nirav
**Location**: Visnagar, India
contractual appointment, Country-India, City-India-Visnagar
From India, Visnagar
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8I seek your advice. We are planning to hire a person for the production area on a contractual basis for a period of two years. My queries are:
1) Can we hire a person for 11 months on a contract, have a one-month break, and then continue with an 11-month contract? Is this arrangement valid under the law for Fixed-Term Contract (FTC)?
2) For the second term, should we proceed with a fresh appointment or extend the first term? How many times can we do this?
3) Do we need to pay Provident Fund (PF) and Gratuity under the Fixed-Term Contract (FTC)?
Your early response/inputs will help us move forward quickly.
Nirav
**Location**: Visnagar, India
contractual appointment, Country-India, City-India-Visnagar
From India, Visnagar
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Response to Fixed-Term Contractual Appointment Queries
1) Regarding the arrangement of hiring a person for 11 months on a contract, having a one-month break, and then continuing with an 11-month contract, it's essential to ensure compliance with labor laws. In India, under the Industrial Employment (Standing Orders) Act, 1946, and other relevant statutes, such practices may be subject to scrutiny. The key consideration is whether the break in service is genuine or merely a way to circumvent labor laws. It's advisable to consult with legal experts or labor law consultants to ensure the compliance and validity of such arrangements.
2) For the second term of the fixed-term contract, you have the option to either proceed with a fresh appointment or extend the existing contract. The decision may depend on various factors such as the nature of the work, performance evaluation, and organizational policies. In India, there is no specific limit on the number of times you can renew a fixed-term contract. However, it's crucial to review the terms of the contract, align them with labor laws, and consider the implications of repeated renewals on the employee-employer relationship.
3) Under the Fixed-Term Contract (FTC) in India, Provident Fund (PF) and Gratuity provisions may apply depending on the terms of the contract and the employment duration. As per the Payment of Gratuity Act, 1972, gratuity is payable to employees who have completed at least five years of continuous service. However, for fixed-term employees, gratuity may be calculated based on the completion of the fixed term. Regarding Provident Fund, if the fixed-term employee meets the eligibility criteria under the Employees' Provident Funds and Miscellaneous Provisions Act, 1952, PF contributions may be required.
It's recommended to seek guidance from HR professionals or legal advisors to ensure compliance with labor laws, employee benefits, and taxation regulations specific to fixed-term contractual appointments in India.
From India, Gurugram
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1) Regarding the arrangement of hiring a person for 11 months on a contract, having a one-month break, and then continuing with an 11-month contract, it's essential to ensure compliance with labor laws. In India, under the Industrial Employment (Standing Orders) Act, 1946, and other relevant statutes, such practices may be subject to scrutiny. The key consideration is whether the break in service is genuine or merely a way to circumvent labor laws. It's advisable to consult with legal experts or labor law consultants to ensure the compliance and validity of such arrangements.
2) For the second term of the fixed-term contract, you have the option to either proceed with a fresh appointment or extend the existing contract. The decision may depend on various factors such as the nature of the work, performance evaluation, and organizational policies. In India, there is no specific limit on the number of times you can renew a fixed-term contract. However, it's crucial to review the terms of the contract, align them with labor laws, and consider the implications of repeated renewals on the employee-employer relationship.
3) Under the Fixed-Term Contract (FTC) in India, Provident Fund (PF) and Gratuity provisions may apply depending on the terms of the contract and the employment duration. As per the Payment of Gratuity Act, 1972, gratuity is payable to employees who have completed at least five years of continuous service. However, for fixed-term employees, gratuity may be calculated based on the completion of the fixed term. Regarding Provident Fund, if the fixed-term employee meets the eligibility criteria under the Employees' Provident Funds and Miscellaneous Provisions Act, 1952, PF contributions may be required.
It's recommended to seek guidance from HR professionals or legal advisors to ensure compliance with labor laws, employee benefits, and taxation regulations specific to fixed-term contractual appointments in India.
From India, Gurugram
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Appointment Letter to an Employee for fixed period.doc
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