Dear All,
I am a HR professional and dealing with contract labour.
Pls advise several ways how we can engage contract labour, so that their bonding will increase with the organisation and simultaneously increases the productivity. Its a project on which I am currently working
regards
saurabh
From India, Mumbai
I am a HR professional and dealing with contract labour.
Pls advise several ways how we can engage contract labour, so that their bonding will increase with the organisation and simultaneously increases the productivity. Its a project on which I am currently working
regards
saurabh
From India, Mumbai
Engagement of contract labour is in fact restricted and regulated by a separate Act called Contract labour (Regulation and Abolition) Act. As per this Act an employer is not expected to engage contract labour (workmen through a contractor) in such activities which can be carried on by regular and full time employees. As such in core areas and activities of perennial nature we cannot engage contract labour. In otherwords, we can only engage labour through a contractor in part time activities and activities which are not directly connected with the main business of the organisation.
I don't think that there is any way by which we can increase bondage or productivity of such labour because there exists no legal relationship between these workers and the principal employer. Therefore, contract labour will always have a feeling that they are second category employees on whom no standing order or service conditions are applicable. Though they are covered by PF,ESI and other social security schemes, their employee employer relationship ends up with the contractor and has nothing to do with principal employer for whom they work.
Engagement of contract labour also involves a lot of risks. Though the aforesaid Act to regulate employment of contract labour is considered to be an unenforced Act or the Act by its objective is not being enforced by the enforcement authorities due to various reasons, due to which many companies find it very convenient to have contract labour, the purpose of the Act is good.
Please follow the link also.
Madhu.T.K: Contract Labour
Regards,
Madhu.T.K
From India, Kannur
4220I don't think that there is any way by which we can increase bondage or productivity of such labour because there exists no legal relationship between these workers and the principal employer. Therefore, contract labour will always have a feeling that they are second category employees on whom no standing order or service conditions are applicable. Though they are covered by PF,ESI and other social security schemes, their employee employer relationship ends up with the contractor and has nothing to do with principal employer for whom they work.
Engagement of contract labour also involves a lot of risks. Though the aforesaid Act to regulate employment of contract labour is considered to be an unenforced Act or the Act by its objective is not being enforced by the enforcement authorities due to various reasons, due to which many companies find it very convenient to have contract labour, the purpose of the Act is good.
Please follow the link also.
Madhu.T.K: Contract Labour
Regards,
Madhu.T.K
From India, Kannur
As a principal employer you need to work-out your relationship with contract labour within the legal frame work envisaged under teh Contract Labour Act. By too much bonding, you may unknowingly step inrto the shoes of being their employer out of which, you may find it difficult to wriggle out.
B.Saikumar
HR & Labour Law advisor
Mumbai
From India, Mumbai
B.Saikumar
HR & Labour Law advisor
Mumbai
From India, Mumbai
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NOTE ON PRINCIPAL EMPLOYER TO ENGAGE CONTRACT LABOUR.pptx
Kami Export - Negative Covenant in Contract of Employment.pdf (1).pdf