Hi, I am working in a PSU. We were hired on a 3-year contract basis. Now, we are completing 3 years, but the management has not yet provided any letter to regularize our jobs. Please advise on the actions that can be taken to transition to a regular position within this company.
Some were appointed for a 3-year contract period, while others were informed that after the initial 3 years, they would be on the company's payroll.
Kindly let me know what steps need to be taken in this regard.
Looking forward to your response.
Regards,
Jedson.P
From India, Karwar
Some were appointed for a 3-year contract period, while others were informed that after the initial 3 years, they would be on the company's payroll.
Kindly let me know what steps need to be taken in this regard.
Looking forward to your response.
Regards,
Jedson.P
From India, Karwar
Dear Sir, what about the EL? Is the principal employer liable to distribute encashment of the EL against the bill of the contractor if there are some workers working on the manufacturing plant for more than 240 days on the contractor's payroll.
From India, Calcutta
From India, Calcutta
Dear No issu in contractual labour 240 days . If you prove that they are engage through contrctor and supervised by contractor.
From India, Gurgaon
From India, Gurgaon
Dear All,
The clause of 240 days is given in the ID Act, where it states that if a workman works for 240 days in a year, the provisions of Lay-Off and Retrenchment will be applicable to him/her, under the ID Act.
Further to my earlier post, till date I have not come across any legislation that can grant permanency to a contract/casual worker.
Regards,
SC
From India, Thane
47The clause of 240 days is given in the ID Act, where it states that if a workman works for 240 days in a year, the provisions of Lay-Off and Retrenchment will be applicable to him/her, under the ID Act.
Further to my earlier post, till date I have not come across any legislation that can grant permanency to a contract/casual worker.
Regards,
SC
From India, Thane
Sir, I have been working with Punjab National Bank as a business facilitator. It was a contractual job based on incentive basis. The job was initially for a period of one year, and if my performance was found satisfactory, the agreement may be renewed for one year at a time. Now, I have been doing a routine job and have successfully completed six years with the organization. Neither at the time of appointment nor later have I signed any MOU with the PE.
In July 2014, when I asked for a permanent job, salary, and other benefits, my employer refused my plea and said that the job was on contract, so I could not claim a permanent job or other benefits. Now, what should I do?
From India, undefined
In July 2014, when I asked for a permanent job, salary, and other benefits, my employer refused my plea and said that the job was on contract, so I could not claim a permanent job or other benefits. Now, what should I do?
From India, undefined
No contract employee can stake a claim for permanency against the Principal Employer just because of having worked for 240 days in a year in the establishment.
In the case of appointments on a fixed-term contract basis, the employee has no right to demand an extension on the expiry of the contract.
From India, Salem
In the case of appointments on a fixed-term contract basis, the employee has no right to demand an extension on the expiry of the contract.
From India, Salem
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