Dear Sir,
Working with a construction contracting company involves undertaking industrial construction activities.
Questions regarding compliance and responsibilities
1) We hire manpower from a supplier, but all compliance is handled by the construction company. The manpower supplier does not have any registration.
My questions are:
1) Who should issue the appointment letter to the worker, the construction company, or the manpower supplier?
2) If the construction company issues the appointment letter, is this the correct process?
3) The salary is disbursed by the manpower supplier, and PF, ESIC, PT contributions are made by the construction company. Is this the correct process?
4) In this case, who is held responsible for legal liability, the manpower supplier, or the construction company?
Kindly provide your inputs.
**Location**: Varanasi, India
From India, Varanasi
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Working with a construction contracting company involves undertaking industrial construction activities.
Questions regarding compliance and responsibilities
1) We hire manpower from a supplier, but all compliance is handled by the construction company. The manpower supplier does not have any registration.
My questions are:
1) Who should issue the appointment letter to the worker, the construction company, or the manpower supplier?
2) If the construction company issues the appointment letter, is this the correct process?
3) The salary is disbursed by the manpower supplier, and PF, ESIC, PT contributions are made by the construction company. Is this the correct process?
4) In this case, who is held responsible for legal liability, the manpower supplier, or the construction company?
Kindly provide your inputs.
**Location**: Varanasi, India
From India, Varanasi
Acknowledge(0)Amend(0)
Responsibilities in Construction Company & Manpower Supplier Arrangement
In the scenario where a construction company hires manpower from a supplier, several key aspects need clarification to ensure legal compliance and smooth operations:
1. Issuing Appointment Letter:
- The appointment letter should ideally be issued by the entity that directly engages the worker. In this case, since the construction company is overseeing compliance and the workers are directly involved in construction activities, it is more appropriate for the construction company to issue the appointment letter.
2. Correct Process for Appointment Letter:
- Yes, if the construction company is responsible for compliance and directly manages the workers, issuing the appointment letter aligns with the overall management structure.
3. Salary Disbursement and Contributions:
- While the salary disbursal by the manpower supplier is a common practice, it is crucial that PF, ESIC, and PT contributions are made by the construction company. These statutory contributions are the responsibility of the entity engaging the workers and ensuring compliance with labor laws.
4. Legal Liability:
- In this setup, where the construction company is overseeing compliance and managing the workers, the legal liability typically falls on the construction company. It is essential for the construction company to ensure that all statutory requirements are met to avoid legal repercussions.
In conclusion, clear communication and coordination between the construction company and the manpower supplier are vital to ensure that all legal obligations are fulfilled, and workers' rights are protected in accordance with Indian labor laws. Regular audits and reviews of the arrangement can help in identifying and addressing any compliance gaps proactively.
From India, Gurugram
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54In the scenario where a construction company hires manpower from a supplier, several key aspects need clarification to ensure legal compliance and smooth operations:
1. Issuing Appointment Letter:
- The appointment letter should ideally be issued by the entity that directly engages the worker. In this case, since the construction company is overseeing compliance and the workers are directly involved in construction activities, it is more appropriate for the construction company to issue the appointment letter.
2. Correct Process for Appointment Letter:
- Yes, if the construction company is responsible for compliance and directly manages the workers, issuing the appointment letter aligns with the overall management structure.
3. Salary Disbursement and Contributions:
- While the salary disbursal by the manpower supplier is a common practice, it is crucial that PF, ESIC, and PT contributions are made by the construction company. These statutory contributions are the responsibility of the entity engaging the workers and ensuring compliance with labor laws.
4. Legal Liability:
- In this setup, where the construction company is overseeing compliance and managing the workers, the legal liability typically falls on the construction company. It is essential for the construction company to ensure that all statutory requirements are met to avoid legal repercussions.
In conclusion, clear communication and coordination between the construction company and the manpower supplier are vital to ensure that all legal obligations are fulfilled, and workers' rights are protected in accordance with Indian labor laws. Regular audits and reviews of the arrangement can help in identifying and addressing any compliance gaps proactively.
From India, Gurugram
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