Dear Friends, Please see the attachment for Labour supply (Manpower) contract agreement format, between employer and labour supply contractor. May be useful for everyone. Regards, PBS KUMAR
From India, Kakinada
Acknowledge(0)
Amend(0)
592From India, Kakinada
Acknowledge(0)Amend(0)
Hi, Would you have similar format for white collar jobs? Also, would you know if this agreement needs to made on a stamp paper? If yes, what is the denomination? regards
From India, New Delhi
Acknowledge(2)
Amend(0)
From India, New Delhi
Acknowledge(2)Amend(0)
Dear Sirs,
This is Sri. I need to know the terms and conditions or agreement between a person and a company for manpower supply (both technical and non-technical). Please send me the necessary documentation or format in legal. Kindly do the needful.
Thanks and Regards, Srichow.
From India, Hyderabad
Acknowledge(1)Amend(0)
This is Sri. I need to know the terms and conditions or agreement between a person and a company for manpower supply (both technical and non-technical). Please send me the necessary documentation or format in legal. Kindly do the needful.
Thanks and Regards, Srichow.
From India, Hyderabad
Acknowledge(1)Amend(0)
for u r referance i am sending man power supply contract agreement format thanks Chowdary
From India, Hyderabad
Acknowledge(6)
Amend(0)
From India, Hyderabad
Acknowledge(6)+1 more
Amend(0)
Hi sir,
This is Nirav. I have started my new consulting and recruitment firm. Can you help me with the tie-up agreement/letter that will be required when contacting the company? Your response will be highly appreciated.
Regards,
Nirav Doshi
Email: nmarcindia@gmail.com
From India, Mumbai
Acknowledge(1)
Amend(0)
This is Nirav. I have started my new consulting and recruitment firm. Can you help me with the tie-up agreement/letter that will be required when contacting the company? Your response will be highly appreciated.
Regards,
Nirav Doshi
Email: nmarcindia@gmail.com
From India, Mumbai
Acknowledge(1)Amend(0)
Can u give me a sample form for a contract between a labour and man power supply demanding no return of money if he unlikes the job, etc...
From Kuwait, Hawalli
Acknowledge(1)
Amend(0)
From Kuwait, Hawalli
Acknowledge(1)Amend(0)
Hi All If any Manpower supply for tailors to manufaturing garment industries.please give the address and contact name and no’s we required very urgently
From India, Bangalore
Acknowledge(1)Amend(0)
From India, Bangalore
Acknowledge(1)Amend(0)
Hi I need 2 designer tailors for my home based boutique in banglore n mysore. plz help me Urgently.... contact me on 09740902499.
From India, Mysore
Acknowledge(0)Amend(0)
From India, Mysore
Acknowledge(0)Amend(0)
is it possible to make an agreement to/for supply of labour in the independent india ? we can higher the skill of the person for particular work/ job. discuss please. adta
From India, Mehsana
Acknowledge(0)Amend(0)
From India, Mehsana
Acknowledge(0)Amend(0)
Hello everybody,
Could anybody suggest to me how to approach companies for recruitment and paperwork, including legality for making tie-ups with companies? Please provide me with a few formats for agreement papers.
Regards,
Ankit Singh
0522 4080135
Renaissance Placement Services
From India, Lucknow
Acknowledge(0)Amend(0)
0
0
Could anybody suggest to me how to approach companies for recruitment and paperwork, including legality for making tie-ups with companies? Please provide me with a few formats for agreement papers.
Regards,
Ankit Singh
0522 4080135
Renaissance Placement Services
From India, Lucknow
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-[Response] It's important to approach companies professionally for recruitment. Ensure agreements comply with labor laws & seek legal advice when necessary. (1 Acknowledge point)
0
0
HR Guru Associates are organzing a two-day workshop on Managing Contract Labour on 5-6 September 2014 at New Delhi. Faculty: Mr. M.R. Gera. For more details, please visit : www.hrguruassociates.com
From India, New Delhi
Acknowledge(1)
Amend(0)
From India, New Delhi
Acknowledge(1)Amend(0)
Dear All,
Greetings!
I am the Training and Placement Officer of an Engineering College. I have a strong liaison with industries. Now, I am planning to sign a Memorandum of Understanding (MOU) with industries for Training and Placements.
Kindly help me provide a sample of an MOU between industries and the engineering college.
Regards,
YASHPAL SHARMA
From India, Chandigarh
Acknowledge(0)Amend(0)
Greetings!
I am the Training and Placement Officer of an Engineering College. I have a strong liaison with industries. Now, I am planning to sign a Memorandum of Understanding (MOU) with industries for Training and Placements.
Kindly help me provide a sample of an MOU between industries and the engineering college.
Regards,
YASHPAL SHARMA
From India, Chandigarh
Acknowledge(0)Amend(0)
Dear friends,
If you need labor resources from Vietnam, please tell me your detailed requirements. All information can be accessed via Vietnam Manpower JSC at http://vnmanpower.com or by contacting us through the following:
Mobile: (+84) 949594116
Tel: (84-4) 73033699
Fax: (84-4) 73030333
Email: lana@vnmanpower.com
Best regards,
From Vietnam, Hanoi
Acknowledge(0)Amend(0)
If you need labor resources from Vietnam, please tell me your detailed requirements. All information can be accessed via Vietnam Manpower JSC at http://vnmanpower.com or by contacting us through the following:
Mobile: (+84) 949594116
Tel: (84-4) 73033699
Fax: (84-4) 73030333
Email: lana@vnmanpower.com
Best regards,
From Vietnam, Hanoi
Acknowledge(0)Amend(0)
Hi Everyone! Greetings of the day!
I am the Head Training & Placement Officer of a reputed engineering college. I have a strong liaison with top industries. Therefore, I want to sign a Memorandum of Understanding (MOU) between my college and some top industries for Training & Placement association.
Please help me and suggest an appropriate format for the MOU between an engineering college and a company for placements tie-ups.
Regards,
Yashpal Sharma
E-mail: tposietblp@gmail.com
Phone: 9805092578
From India, Chandigarh
Acknowledge(0)Amend(0)
I am the Head Training & Placement Officer of a reputed engineering college. I have a strong liaison with top industries. Therefore, I want to sign a Memorandum of Understanding (MOU) between my college and some top industries for Training & Placement association.
Please help me and suggest an appropriate format for the MOU between an engineering college and a company for placements tie-ups.
Regards,
Yashpal Sharma
E-mail: tposietblp@gmail.com
Phone: 9805092578
From India, Chandigarh
Acknowledge(0)Amend(0)
Hi everyone!
I am Yashpal Sharma, Training & Placement Officer of an engineering college. We have a strong liaison with top industries, so we are planning to sign a Memorandum of Understanding (MOU) for the purpose of campus placement tie-ups.
Could you please suggest a format for this MOU?
Regards,
Yashpal Sharma
9805092578
tposietblp@gmail.com
From India, Chandigarh
Acknowledge(0)Amend(0)
I am Yashpal Sharma, Training & Placement Officer of an engineering college. We have a strong liaison with top industries, so we are planning to sign a Memorandum of Understanding (MOU) for the purpose of campus placement tie-ups.
Could you please suggest a format for this MOU?
Regards,
Yashpal Sharma
9805092578
tposietblp@gmail.com
From India, Chandigarh
Acknowledge(0)Amend(0)
Hi, my name is Raj Kumar, and I have a manpower company named Raj Corporate Solutions Private Limited. I want to provide manpower supply services all over India. If anyone needs manpower, please contact us at rajcorporatesolutionpvtltd@gmail.com. Please consider using our services.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Sir i need a manpower supply labour contract pls give me procedure
From India, Ahmedabad
Acknowledge(0)Amend(0)
0
0
From India, Ahmedabad
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The correct term for requesting a labor supply contract is "manpower supply labor contract." You can follow standard procurement procedures for this. (1 Acknowledge point)
0
0
Download a sample manpower supply contract agreement for a security services company in Word document format from Manpower Supply Contract Agreement Format For Download.
Thank you.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Thank you.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
want to start a new housekeeping and manpower agency please give suggestion to license process
From India, Mumbai
Acknowledge(0)Amend(0)
0
0
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The process for starting a new housekeeping and manpower agency involves obtaining specific licenses and permits as per local laws. Research local business regulations and labor laws for detailed guidance. (1 Acknowledge point)
0
0
want to start a new housekeeping and manpower agency please give suggestion to license process Regard’s Hasmukh Patel +91-7021-883-242 Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
0
0
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Based on the user reply, starting a new housekeeping and manpower agency requires obtaining appropriate licenses and permits as per local regulations. It's essential to research and comply with labor laws and business licensing requirements. (1 Acknowledge point)
0
0
I am delighted to announce that we have started offering housekeeping and manpower services in the Mumbai area. If you require our services, please do not hesitate to reach out to us. You can contact us via email at info.pms0103@gmail.com or call us at +91-7021883242.
Thanks and regards,
Hasmukh Patel
PMS India
From India, Mumbai
Acknowledge(0)Amend(0)
Thanks and regards,
Hasmukh Patel
PMS India
From India, Mumbai
Acknowledge(0)Amend(0)
Hi i wants to start housekeeping cleaning service. i am working in hospitality service can you help me out. Regards Chandrakant
From India, Thane
Acknowledge(1)Amend(0)
From India, Thane
Acknowledge(1)Amend(0)
Hi I’m the manpower provider for event industry and want to have contract with my clients . please help me agreement format.
From India, Delhi
Acknowledge(1)
Amend(0)
From India, Delhi
Acknowledge(1)Amend(0)
Can Work Order be treated as a contract or it would be necessary to execute a contract with the Contractor prior to placement of work order.
From India, Kolkata
Acknowledge(0)Amend(0)
0
0
From India, Kolkata
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Work Order can be treated as a contract, but it's advisable to have a formal contract with the Contractor before work order placement to clarify terms and protect both parties. (1 Acknowledge point)
0
0
Will there be any irregularity, if a Contractor is engaged with having less than the minimum numbers of workers required to obtain a labour license?
From India, Kolkata
Acknowledge(0)Amend(0)
From India, Kolkata
Acknowledge(0)Amend(0)
I need a sample agreement with the Contractors for supply of manpower for civil/electrical maintenance works,security and house keeping jobs by an electrical company engaged in transmission works.
From India, Kolkata
Acknowledge(0)Amend(0)
From India, Kolkata
Acknowledge(0)Amend(0)
The Payment of Bonus (Amendment) Act, 2015
On 31 December 2015, the President gave his assent to certain amendments to the Payment of Bonus Act, 1965. The amendments have increased the wage threshold for determining the applicability of the Act from INR 10,000 to INR 21,000 per month. Additionally, the wage ceiling for the calculation of bonus has been increased from INR 3,500 to INR 7,000 per month.
The Payment of Bonus Act, 1965 (Bonus Act) has been recently amended to bring about certain key changes (the Amendments).
(a) Revision of wage threshold for eligibility: The wage threshold for determining the eligibility of employees has been revised from INR 10,000 to INR 21,000 per month, covering a larger pool of employees.
(b) Change in the wage ceiling used for the calculation of bonus: Previously, the maximum bonus payable was 20% of INR 3,500 per month. The minimum bonus payment was also capped at 8.33% of INR 3,500 per month or INR 100, whichever is higher. The calculation ceiling of INR 3,500 has now been doubled to INR 7,000 per month "or the minimum wage for the scheduled employment, as fixed by the appropriate Government" (whichever is higher). Therefore, the cost associated with bonus payments could double (or be greater still, depending on applicable minimum wages), based on the organization's performance.
(c) Retrospective Effect: The amendment has been brought into effect from 1 April 2014.
The Bonus Act applies to every factory and every establishment that employs 20 or more persons, and unlike other performance-linked incentives offered by companies, the bonus payable under this law is not linked to the performance of the employee. All employees earning up to the wage threshold (increased to INR 21,000 by the Amendments) and who have worked in the establishment for not less than 30 working days in the year are eligible to receive this statutory bonus. Therefore, the Amendments could have a significant financial bearing for establishments, especially those in the medium and small-scale sectors. We have analyzed the Amendments in some more detail below.
Impact of the Amendments and potential challenges
(a) INR 10,000 to INR 21,000: As with many other labor statutes, the Bonus Act also contains a separate definition of 'wages'. Broadly, 'salary or wage' under the Bonus Act includes all guaranteed components of an employee's salary (not just the basic salary) and specifically excludes certain allowances and concessions. Salary structures adopted by organizations these days can be fairly complex, with multiple allowances and incentives built into the compensation structure. With the increase in the wage threshold, employers would have to undertake a more detailed assessment to determine which components of their existing salary structure would fall within the definition of 'wages' under the Bonus Act, and accordingly determine which employees are eligible to receive the statutory bonus.
(b) Reference to minimum wages under the Minimum Wages Act (MW Act): The insertion of a reference to the minimum wage under the MW Act to calculate bonus payments has created an additional challenge for companies. The appropriate Governments (i.e., State Governments) fix different minimum wages for various scheduled employments. Further, even within a particular scheduled employment, different minimum wages are notified for different categories of employees. Thus, employers would have to carry out an assessment of the applicable wage rates for different categories of employees to calculate the statutory bonus payable. This issue would be even more significant for employers having offices in multiple States since the minimum wages for the same scheduled employment also vary from one State to another, and the variation can sometimes be quite significant. For instance, the monthly minimum wage for a skilled employee in a shop or commercial establishment in Delhi is INR 11,154 while the monthly minimum wage for a skilled employee in a shop or commercial establishment in Maharashtra is INR 8,440.
Another consequence of including this reference to minimum wages is that it creates an additional level of unpredictability in the calculation of the bonus amount. A lot of companies (especially MNCs) currently follow a practice of calculating the maximum statutory bonus (i.e., 20% of INR 3,500) and paying this to employees on a monthly basis throughout the year. However, since there is now a reference to the minimum wages under the MW Act and since the minimum wages are updated periodically (i.e., once or twice a year), there would be an increased variability in the bonus amount, and it would be difficult for employers to predict the maximum bonus payable under the Bonus Act.
(c) Complexities in paying the bonus retrospectively: Under the Bonus Act, an employer is required to pay the bonus within 8 months from the close of the accounting year. Employers in India usually follow a financial year from 1 April to 31 March and close their books of accounts accordingly. Therefore, most companies would have already determined the allocable surplus for the financial year 2014-15 (i.e., 1 April 2014 to 31 March 2015) and distributed bonus to eligible employees. Since the Amendments are retrospective, they would impact the distribution of bonus in relation to the financial year 2014-15 as well. The allocable surplus would need to be reassessed to account for the increased pool of covered employees, and the bonus eligibility re-determined based on the revised calculation ceilings and available surplus. This would then have to be redistributed among this larger pool of employees, which may result in various outcomes - (i) companies could now be required to pay an additional bonus to employees who have already been paid, if the bonus amount that was paid earlier is lower than the bonus payable after the Amendments; or (ii) if the bonus already paid was higher than the bonus payable after the Amendments, there may even be a reduction of bonus entitlement for some individuals (either in terms of the amount payable or in the context of the percentage of bonus received), to accommodate bonus payments to the newly covered staff using the allocable surplus.
Therefore, there would be an increase in the financial burden and greater accounting complexities for employers, and in some cases, there may also be issues around the recovery of amounts from employees.
It is therefore critical that the government issues clarifications, further amendments, or exemptions to ease the operational complexities with the retrospective amendments. The requirement to consider the minimum wages under the MW Act while calculating the bonus will create uncertainty and disparity around bonus payments, which was best avoided at this stage. We have been working with various industry associations to approach the government to offer solutions in relation to the financial and operational hardships that companies will face due to the Amendments. However, at present, the obligation to pay statutory bonus in accordance with the amended eligibility threshold and wage ceiling in relation to the financial year 2014-15 continues to exist.
From India, Nagpur
Acknowledge(0)Amend(0)
0
0
On 31 December 2015, the President gave his assent to certain amendments to the Payment of Bonus Act, 1965. The amendments have increased the wage threshold for determining the applicability of the Act from INR 10,000 to INR 21,000 per month. Additionally, the wage ceiling for the calculation of bonus has been increased from INR 3,500 to INR 7,000 per month.
The Payment of Bonus Act, 1965 (Bonus Act) has been recently amended to bring about certain key changes (the Amendments).
(a) Revision of wage threshold for eligibility: The wage threshold for determining the eligibility of employees has been revised from INR 10,000 to INR 21,000 per month, covering a larger pool of employees.
(b) Change in the wage ceiling used for the calculation of bonus: Previously, the maximum bonus payable was 20% of INR 3,500 per month. The minimum bonus payment was also capped at 8.33% of INR 3,500 per month or INR 100, whichever is higher. The calculation ceiling of INR 3,500 has now been doubled to INR 7,000 per month "or the minimum wage for the scheduled employment, as fixed by the appropriate Government" (whichever is higher). Therefore, the cost associated with bonus payments could double (or be greater still, depending on applicable minimum wages), based on the organization's performance.
(c) Retrospective Effect: The amendment has been brought into effect from 1 April 2014.
The Bonus Act applies to every factory and every establishment that employs 20 or more persons, and unlike other performance-linked incentives offered by companies, the bonus payable under this law is not linked to the performance of the employee. All employees earning up to the wage threshold (increased to INR 21,000 by the Amendments) and who have worked in the establishment for not less than 30 working days in the year are eligible to receive this statutory bonus. Therefore, the Amendments could have a significant financial bearing for establishments, especially those in the medium and small-scale sectors. We have analyzed the Amendments in some more detail below.
Impact of the Amendments and potential challenges
(a) INR 10,000 to INR 21,000: As with many other labor statutes, the Bonus Act also contains a separate definition of 'wages'. Broadly, 'salary or wage' under the Bonus Act includes all guaranteed components of an employee's salary (not just the basic salary) and specifically excludes certain allowances and concessions. Salary structures adopted by organizations these days can be fairly complex, with multiple allowances and incentives built into the compensation structure. With the increase in the wage threshold, employers would have to undertake a more detailed assessment to determine which components of their existing salary structure would fall within the definition of 'wages' under the Bonus Act, and accordingly determine which employees are eligible to receive the statutory bonus.
(b) Reference to minimum wages under the Minimum Wages Act (MW Act): The insertion of a reference to the minimum wage under the MW Act to calculate bonus payments has created an additional challenge for companies. The appropriate Governments (i.e., State Governments) fix different minimum wages for various scheduled employments. Further, even within a particular scheduled employment, different minimum wages are notified for different categories of employees. Thus, employers would have to carry out an assessment of the applicable wage rates for different categories of employees to calculate the statutory bonus payable. This issue would be even more significant for employers having offices in multiple States since the minimum wages for the same scheduled employment also vary from one State to another, and the variation can sometimes be quite significant. For instance, the monthly minimum wage for a skilled employee in a shop or commercial establishment in Delhi is INR 11,154 while the monthly minimum wage for a skilled employee in a shop or commercial establishment in Maharashtra is INR 8,440.
Another consequence of including this reference to minimum wages is that it creates an additional level of unpredictability in the calculation of the bonus amount. A lot of companies (especially MNCs) currently follow a practice of calculating the maximum statutory bonus (i.e., 20% of INR 3,500) and paying this to employees on a monthly basis throughout the year. However, since there is now a reference to the minimum wages under the MW Act and since the minimum wages are updated periodically (i.e., once or twice a year), there would be an increased variability in the bonus amount, and it would be difficult for employers to predict the maximum bonus payable under the Bonus Act.
(c) Complexities in paying the bonus retrospectively: Under the Bonus Act, an employer is required to pay the bonus within 8 months from the close of the accounting year. Employers in India usually follow a financial year from 1 April to 31 March and close their books of accounts accordingly. Therefore, most companies would have already determined the allocable surplus for the financial year 2014-15 (i.e., 1 April 2014 to 31 March 2015) and distributed bonus to eligible employees. Since the Amendments are retrospective, they would impact the distribution of bonus in relation to the financial year 2014-15 as well. The allocable surplus would need to be reassessed to account for the increased pool of covered employees, and the bonus eligibility re-determined based on the revised calculation ceilings and available surplus. This would then have to be redistributed among this larger pool of employees, which may result in various outcomes - (i) companies could now be required to pay an additional bonus to employees who have already been paid, if the bonus amount that was paid earlier is lower than the bonus payable after the Amendments; or (ii) if the bonus already paid was higher than the bonus payable after the Amendments, there may even be a reduction of bonus entitlement for some individuals (either in terms of the amount payable or in the context of the percentage of bonus received), to accommodate bonus payments to the newly covered staff using the allocable surplus.
Therefore, there would be an increase in the financial burden and greater accounting complexities for employers, and in some cases, there may also be issues around the recovery of amounts from employees.
It is therefore critical that the government issues clarifications, further amendments, or exemptions to ease the operational complexities with the retrospective amendments. The requirement to consider the minimum wages under the MW Act while calculating the bonus will create uncertainty and disparity around bonus payments, which was best avoided at this stage. We have been working with various industry associations to approach the government to offer solutions in relation to the financial and operational hardships that companies will face due to the Amendments. However, at present, the obligation to pay statutory bonus in accordance with the amended eligibility threshold and wage ceiling in relation to the financial year 2014-15 continues to exist.
From India, Nagpur
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user's reply contains accurate information regarding the Payment of Bonus (Amendment) Act, 2015. The details provided are in line with the amendments made to the Act, including the revised wage threshold and wage ceiling for bonus calculations. (1 Acknowledge point)
0
0
Could some one suggest the prescribed format of EMPLOYMENT CARD or APPOINTMENT LETTER format for a contract worker as laid down in AP Labor Department? Thanks in advance.
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi we are GPH Consultancy, Pvt. Ltd, We are supply manpower Industry and also provide the Placement. 8839763971
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Hi, please share contract staffing agreement format please. Is there any specific conditions for supplying labour class. What are the charges that we can ask for. Thanks.
From India , Delhi
Acknowledge(1)
Amend(0)
From India , Delhi
Acknowledge(1)Amend(0)
Hello everyone, if you need manpower services, please contact 4gs India, the biggest manpower supplier company.
This company specializes in security guard and housekeeping services.
Our company also provides blue-collar services such as:
1. Manager
2. Accountant
3. Administration
Contact details: 9868457686, 9971202912
Email: 4gs2001@gmail.com
From India, New Delhi
Acknowledge(0)Amend(0)
This company specializes in security guard and housekeeping services.
Our company also provides blue-collar services such as:
1. Manager
2. Accountant
3. Administration
Contact details: 9868457686, 9971202912
Email: 4gs2001@gmail.com
From India, New Delhi
Acknowledge(0)Amend(0)
Please send me a sample of Technical Proposal for Manpower Supply.
From Bangladesh, Dhaka
Acknowledge(0)Amend(0)
From Bangladesh, Dhaka
Acknowledge(0)Amend(0)
Dear Sir,
I need clarification regarding our organization's contract labor. If a public holiday falls on a worker's weekly off day, how should we handle payment and what are the rules?
For example, if May 1st is a public holiday and an employee is scheduled to work on their weekly off day, should we consider it overtime?
Could you please provide guidance on any relevant rules or regulations in this scenario?
Thank you.
From India, Hyderabad
Acknowledge(0)Amend(0)
I need clarification regarding our organization's contract labor. If a public holiday falls on a worker's weekly off day, how should we handle payment and what are the rules?
For example, if May 1st is a public holiday and an employee is scheduled to work on their weekly off day, should we consider it overtime?
Could you please provide guidance on any relevant rules or regulations in this scenario?
Thank you.
From India, Hyderabad
Acknowledge(0)Amend(0)
Sir, I need a agreement for supply of IT Person to the company as a contract.
From India
Acknowledge(0)Amend(0)
0
0
From India
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The agreement for the supply of an IT person should specify relevant details such as roles, responsibilities, duration, payment terms, confidentiality, and termination clauses to ensure legal compliance and clarity. (1 Acknowledge point)
0
0
Good Evergreen Resources which i can refer at all times. I thank all for their valuable Contributions.
From India, Mumbai
Acknowledge(0)Amend(0)
0
0
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The reply is not directly related to the original post content of Labor supply contract agreement format. No factual inaccuracies found. (1 Acknowledge point)
0
0
Gathering data for an AI comment.... Sending emails to relevant members...
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Manpower Contract Agreement-Forma t.doc
Contract Labor - PPT.ppt
Go on Core Activity-Contra ct labor.pdf
CiteHR.AI
(Fact Checked)-Great effort in starting your new recruitment firm! Tie-up agreements are crucial. Ensure compliance with labor laws. Good luck! (1 Acknowledge point)