Dear Friends,
How to control daily contract labor attendance? Since my industry is a fully manufacturing unit connected with a packing unit, most of the daily labor is provided by a contractor who supplies the daily wage workers. However, it is very difficult to verify the attendance when billing. Even though we receive signatures in a register from the department heads after job allocation. How can we simplify the system? Does anyone have any formats to streamline this process? Please provide if available.
Regards,
PBS KUMAR
From India, Kakinada
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592How to control daily contract labor attendance? Since my industry is a fully manufacturing unit connected with a packing unit, most of the daily labor is provided by a contractor who supplies the daily wage workers. However, it is very difficult to verify the attendance when billing. Even though we receive signatures in a register from the department heads after job allocation. How can we simplify the system? Does anyone have any formats to streamline this process? Please provide if available.
Regards,
PBS KUMAR
From India, Kakinada
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Dear PBS,
Please never use titles like "help me". Always use a title related to your subject, like in this email "how to administer the contract labour".
Please tell me, are you awarding manpower contracts? If yes, you are in real trouble. Please assess the job and issue job contracts (manpower should be the responsibility of the contractor).
Okay, if you still want to control the contractor's manpower. As per the act, you should not have any direct control over contractual manpower; the contractor's supervisor should be there for their administration. But, at the same time, you can check their entry into the factory for security reasons. You can issue some passes/identity cards, etc., to the contractor and can keep a check on the numbers.
I have tried to guide you briefly. This whole issue is very complex; it requires a complete understanding of your organization's management ethics, manufacturing process, and the knowledge of contract labour laws specific to your industry. Please study the issue and consider seeking help from any consultant who deals with such issues.
Regards,
Sammer
From India, Calcutta
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Please never use titles like "help me". Always use a title related to your subject, like in this email "how to administer the contract labour".
Please tell me, are you awarding manpower contracts? If yes, you are in real trouble. Please assess the job and issue job contracts (manpower should be the responsibility of the contractor).
Okay, if you still want to control the contractor's manpower. As per the act, you should not have any direct control over contractual manpower; the contractor's supervisor should be there for their administration. But, at the same time, you can check their entry into the factory for security reasons. You can issue some passes/identity cards, etc., to the contractor and can keep a check on the numbers.
I have tried to guide you briefly. This whole issue is very complex; it requires a complete understanding of your organization's management ethics, manufacturing process, and the knowledge of contract labour laws specific to your industry. Please study the issue and consider seeking help from any consultant who deals with such issues.
Regards,
Sammer
From India, Calcutta
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Dear Sameer,
No problem. Mr. Kumar can apply your advice in their unit to have better control by taking prior necessary approval from the concerned. It can be worked out. Good advice. Keep it up.
Regards,
Prasad.
From India, Bangalore
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No problem. Mr. Kumar can apply your advice in their unit to have better control by taking prior necessary approval from the concerned. It can be worked out. Good advice. Keep it up.
Regards,
Prasad.
From India, Bangalore
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Dear Mr. Prasad ji, Presently I am applying this attached formate. Suggest me can we modified from this. Regards, PBS KUMAR
From India, Kakinada
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From India, Kakinada
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Hi,
When it comes to contract labor, please ensure that the attendance is recorded on plain paper by the security (if feasible department-wise/unit-wise) and then sent to HR. HR will make the appropriate entries in the separate contract attendance record maintained for this purpose. I am requesting plain paper entries to avoid any implications of permanent status. Remember the confirmation of permanent status under the act, where if a worker, whether under contract or any other terms, works for more than 480 days, they become a permanent employee. Avoid using biometrics or any other method for attendance tracking. The attendance of contract workers should be handled with utmost confidentiality.
However, security must be vigilant in making accurate entries, which should be countersigned by the department heads where the contract workers are employed.
The more contract workers you have, the more challenges you may face, such as fictitious entries, attempts to bribe security or HR, etc. We need to proceed with caution.
Thanks and kind regards.
From India, Madras
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When it comes to contract labor, please ensure that the attendance is recorded on plain paper by the security (if feasible department-wise/unit-wise) and then sent to HR. HR will make the appropriate entries in the separate contract attendance record maintained for this purpose. I am requesting plain paper entries to avoid any implications of permanent status. Remember the confirmation of permanent status under the act, where if a worker, whether under contract or any other terms, works for more than 480 days, they become a permanent employee. Avoid using biometrics or any other method for attendance tracking. The attendance of contract workers should be handled with utmost confidentiality.
However, security must be vigilant in making accurate entries, which should be countersigned by the department heads where the contract workers are employed.
The more contract workers you have, the more challenges you may face, such as fictitious entries, attempts to bribe security or HR, etc. We need to proceed with caution.
Thanks and kind regards.
From India, Madras
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Attendance Sheet - Contract Labour.xls
Contract Labour Management.ppt