Managing Contract Labor Attendance Issues
I am Milan, and I'm facing challenges in controlling contract labor. They come to the company for the first three days, then are absent for two days, and return after a few days. This causes many problems in production and other company work. How can I handle these issues? Kindly suggest strategies for manpower control. What actions should be taken against laborers who do not come regularly?
Please suggest solutions.
Thanks & Regards,
Milankumar
From India, Ahmedabad
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4I am Milan, and I'm facing challenges in controlling contract labor. They come to the company for the first three days, then are absent for two days, and return after a few days. This causes many problems in production and other company work. How can I handle these issues? Kindly suggest strategies for manpower control. What actions should be taken against laborers who do not come regularly?
Please suggest solutions.
Thanks & Regards,
Milankumar
From India, Ahmedabad
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I hope you are paying the workers based on their attendance only. If you have provided them with any accommodation, please ask them to vacate and instruct the contractor to oversee their manpower. Instruct the contractor to house only those workers who regularly come to work in the accommodation, and those who are irregular should be sent back and not engaged in the future. You have the workers' photos in your records; please utilize them and instruct the gate security not to permit these workers inside the premises.
Alternatively, you can consider offering an attendance bonus to the workers and contractors. Those who arrive on time every day throughout the month should receive a monetary benefit. This approach will serve as positive motivation for the workers and the contractors, encouraging them to fulfill their duties diligently.
Kind regards
From India, Kumbakonam
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Alternatively, you can consider offering an attendance bonus to the workers and contractors. Those who arrive on time every day throughout the month should receive a monetary benefit. This approach will serve as positive motivation for the workers and the contractors, encouraging them to fulfill their duties diligently.
Kind regards
From India, Kumbakonam
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Valuable views that can be implemented. In addition, I would like to share my views on the same.
1. It is very important to select good and reputable contractors whose record is appreciable in the concerned industrial area. If we make a good selection of labor contractors, our tension will be less.
2. As you rightly mentioned, attendance incentive (In our company, we are paying Rs. 300/- per month to the workers who complete 26 days in the month. We are paying the same on a quarterly basis to lessen the ESI liability).
3. Make it a habit and a system to make payments to the labor within the timeframe.
4. Provide welfare facilities and rates as being given in the concerned industrial area. Always treat them as good human beings. Small things pay very much as caring about their advances, medical treatment, etc. These are image-building exercises that ultimately pay off in the long run.
5. As we know, the labor class frequently changes companies even if they get Rs. 3-5 more in other factories.
6. As I already mentioned, the selection of reputed contractors is very crucial. It is the general tendency of the contractors to distribute their labor as per the deficiency of other units where they are engaging the labor. They frequently move the labor from one unit to the other to fill the gap. But good contractors shall not do the same.
7. Also, train the different departmental heads regarding the sensitivity of HR issues. The labor's stability also depends on the treatment they are receiving in their departments.
8. Care about their problems, such as advances, etc. We are not dependent on the contractors for any advances here, but the limit is fixed. We only provide advances against the contractor's bills to be deducted at the time of finalization of their bills.
9. Always listen to their views and provide solutions to their problems.
The above were the views that came to my mind.
From India, New Delhi
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1. It is very important to select good and reputable contractors whose record is appreciable in the concerned industrial area. If we make a good selection of labor contractors, our tension will be less.
2. As you rightly mentioned, attendance incentive (In our company, we are paying Rs. 300/- per month to the workers who complete 26 days in the month. We are paying the same on a quarterly basis to lessen the ESI liability).
3. Make it a habit and a system to make payments to the labor within the timeframe.
4. Provide welfare facilities and rates as being given in the concerned industrial area. Always treat them as good human beings. Small things pay very much as caring about their advances, medical treatment, etc. These are image-building exercises that ultimately pay off in the long run.
5. As we know, the labor class frequently changes companies even if they get Rs. 3-5 more in other factories.
6. As I already mentioned, the selection of reputed contractors is very crucial. It is the general tendency of the contractors to distribute their labor as per the deficiency of other units where they are engaging the labor. They frequently move the labor from one unit to the other to fill the gap. But good contractors shall not do the same.
7. Also, train the different departmental heads regarding the sensitivity of HR issues. The labor's stability also depends on the treatment they are receiving in their departments.
8. Care about their problems, such as advances, etc. We are not dependent on the contractors for any advances here, but the limit is fixed. We only provide advances against the contractor's bills to be deducted at the time of finalization of their bills.
9. Always listen to their views and provide solutions to their problems.
The above were the views that came to my mind.
From India, New Delhi
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I am Vijayakumar, working in a private company in Pondicherry. My problem is that our company engages contract labor for certain tasks. The laborers are not consistently attending work; they work for one month and then are absent for two to three months due to various issues. Consequently, new people are brought in, and they become exhausted due to the same problem. When we inquire with the contractor about their registration numbers, they do not provide correct answers. Several people are missing under ESI.
Thank you.
Best regards,
Vijayakumar
From India, Madras
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Thank you.
Best regards,
Vijayakumar
From India, Madras
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