Dear HR Jambavans, Kindly let me know the benefits like increment, leave entitlement etc for the employees who are in Fixed Term Employment. Awaiting your reply. Mangai
From India, Chennai
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7From India, Chennai
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You mean to say - they are on temporary employment? They are on contract employment? They are on specific project-based employment. Whatever it is, leave can be as per the local Shops & Establishment Act/Factories Act. This can be minimal. Basically, they can be given PL - 12 days per year; CL - 6 days; SL - 6 days. (Just for reference). Incentive is based on the company's policy but can be given to them.
Regards,
Sathiyamoorthy Iyer
From India, Madras
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Regards,
Sathiyamoorthy Iyer
From India, Madras
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Dear smvsiyer,
I am talking about the people who are on 3 years fixed-term employment but in our regular roles only. They have completed one year. Please clarify whether they are eligible for regular increments, leave encashment, and so on.
Mangai
From India, Chennai
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I am talking about the people who are on 3 years fixed-term employment but in our regular roles only. They have completed one year. Please clarify whether they are eligible for regular increments, leave encashment, and so on.
Mangai
From India, Chennai
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Dear Seniors, There was no reply on clarification for the benefits entitled to the employees on fixed term employment. Pls somebody try to help me out. Mangai
From India, Chennai
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From India, Chennai
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Dear Mangai,
You have to follow the law. The law does not differentiate between short-term employment and permanent/long-term employment. The term "fixed term" is not correct as all employments are of a fixed-term nature, i.e., you employ an employee maximum until the age of retirement (sometimes you give extensions, but that is also fixed).
No law states that you have to give increments to your employees, whether of short-term nature or long-term nature. The law only specifies that you cannot pay less than the minimum wage. If you are giving increments to your permanent/long-term employees and not to your short-term employees who may be doing similar work, then you would violate the law (discrimination?).
Similarly, for leave encashment, the Factories Act provides for a minimum accumulation of 30 days and encashment. You have to follow the same in the case of both short-term employees and long-term employees.
Similarly, you can find out about other issues. The only difference between short-term employees and long-term employees is that short-term employees are engaged for jobs that will only last for some time. Otherwise, there is no difference.
KKT
From India, Delhi
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You have to follow the law. The law does not differentiate between short-term employment and permanent/long-term employment. The term "fixed term" is not correct as all employments are of a fixed-term nature, i.e., you employ an employee maximum until the age of retirement (sometimes you give extensions, but that is also fixed).
No law states that you have to give increments to your employees, whether of short-term nature or long-term nature. The law only specifies that you cannot pay less than the minimum wage. If you are giving increments to your permanent/long-term employees and not to your short-term employees who may be doing similar work, then you would violate the law (discrimination?).
Similarly, for leave encashment, the Factories Act provides for a minimum accumulation of 30 days and encashment. You have to follow the same in the case of both short-term employees and long-term employees.
Similarly, you can find out about other issues. The only difference between short-term employees and long-term employees is that short-term employees are engaged for jobs that will only last for some time. Otherwise, there is no difference.
KKT
From India, Delhi
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