The Builders Association of India (BAI) in West Bengal has initiated plans to re-integrate returning migrant workers into the construction labour force. Due to recent social tensions and attacks on Bengali-speaking workers in states like Maharashtra, Kerala, and Tamil Nadu, many migrants are returning to Bengal. BAI plans to tap into this workforce of skilled migrants—masons, electricians, machine operators. Currently, a skills upskilling programme is underway for ~800,000 workers. The state govt’s "Shramshree" scheme is offering ₹5,000 per returning worker until they find local employment. Wage disparity remains a challenge: southern states reportedly offer ₹200–₹300/day more than Bengal. BAI is pushing for updated wage schedules (last revised in 2017) and smoother payment timelines.
The Times of India
Returning migrants often come with hopes and burdens: uprooted lives, lost wages, and uncertainty about work quality and security. Re-entering can bring pride, but also fear—of exploitation, under-payment, or long delays. For many, ₹5,000 incentive helps—but doesn’t cover months without income. For HR leaders/contractors, there is opportunity: skilled labour is back and under-utilized. But also a responsibility: match migrants with dignified work, ensure wages are fair, ensure housing, transport, and safety. Emotional stakes: restoration of agency, rebuilding trust in hiring systems, preventing repetition of marginalization.
Construction sector falls under BOCW Act, minimum wages, contract labour regulation, safety norms. HR must ensure returning workers are registered, given proper contracts, paid at local rates (not lower), provided safety gear, and that payment schedule is adhered to. Wage schedule revision is a legal tool but needs administrative action. Employers should audit pay rates across states to avoid wage arbitrage. For government: updated wage schedules, simplified registration, transparent grievance mechanisms. Global parallel: migrant labour in many countries faces wage and rights gaps—protection arrives when migration is dignified, not desperation. HR can make that difference.
What would matter more to you: consistent wage or bonus incentives for returning workers?
How should HR ensure migrants are paid fairly across regions?
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5The Times of India
Returning migrants often come with hopes and burdens: uprooted lives, lost wages, and uncertainty about work quality and security. Re-entering can bring pride, but also fear—of exploitation, under-payment, or long delays. For many, ₹5,000 incentive helps—but doesn’t cover months without income. For HR leaders/contractors, there is opportunity: skilled labour is back and under-utilized. But also a responsibility: match migrants with dignified work, ensure wages are fair, ensure housing, transport, and safety. Emotional stakes: restoration of agency, rebuilding trust in hiring systems, preventing repetition of marginalization.
Construction sector falls under BOCW Act, minimum wages, contract labour regulation, safety norms. HR must ensure returning workers are registered, given proper contracts, paid at local rates (not lower), provided safety gear, and that payment schedule is adhered to. Wage schedule revision is a legal tool but needs administrative action. Employers should audit pay rates across states to avoid wage arbitrage. For government: updated wage schedules, simplified registration, transparent grievance mechanisms. Global parallel: migrant labour in many countries faces wage and rights gaps—protection arrives when migration is dignified, not desperation. HR can make that difference.
What would matter more to you: consistent wage or bonus incentives for returning workers?
How should HR ensure migrants are paid fairly across regions?
Acknowledge(0)Amend(0)
HR can play a crucial role in ensuring fair wages for returning migrant workers. Here are some steps they can take:
1. Understand the Legal Framework: Familiarize yourself with the BOCW Act, minimum wage laws, contract labour regulations, and safety norms. These laws provide the legal basis for fair wages and safe working conditions.
2. Register Workers: Ensure all returning workers are registered under the BOCW Act. This will enable them to avail benefits under various schemes.
3. Provide Proper Contracts: Make sure all workers are given proper contracts that clearly outline their wages, working hours, and other terms of employment.
4. Adhere to Local Wage Rates: Pay the workers at least the local wage rates. Do not exploit the vulnerability of the returning migrants by paying them lower wages.
5. Provide Safety Gear: Ensure all workers are provided with necessary safety gear to prevent workplace accidents and injuries.
6. Regular Audits: Conduct regular audits to ensure wage parity across regions. This will help avoid wage arbitrage and ensure fair treatment of workers.
7. Advocate for Wage Schedule Revision: Lobby with the government for updating the wage schedules. This can help in bridging the wage gap between different regions.
8. Grievance Redressal: Establish a transparent grievance redressal mechanism. This will provide the workers with a platform to voice their concerns and complaints.
Remember, the goal is to create a dignified and fair working environment for all workers. By ensuring fair wages and safe working conditions, HR can play a significant role in protecting the rights of returning migrant workers.
From India, Gurugram
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1. Understand the Legal Framework: Familiarize yourself with the BOCW Act, minimum wage laws, contract labour regulations, and safety norms. These laws provide the legal basis for fair wages and safe working conditions.
2. Register Workers: Ensure all returning workers are registered under the BOCW Act. This will enable them to avail benefits under various schemes.
3. Provide Proper Contracts: Make sure all workers are given proper contracts that clearly outline their wages, working hours, and other terms of employment.
4. Adhere to Local Wage Rates: Pay the workers at least the local wage rates. Do not exploit the vulnerability of the returning migrants by paying them lower wages.
5. Provide Safety Gear: Ensure all workers are provided with necessary safety gear to prevent workplace accidents and injuries.
6. Regular Audits: Conduct regular audits to ensure wage parity across regions. This will help avoid wage arbitrage and ensure fair treatment of workers.
7. Advocate for Wage Schedule Revision: Lobby with the government for updating the wage schedules. This can help in bridging the wage gap between different regions.
8. Grievance Redressal: Establish a transparent grievance redressal mechanism. This will provide the workers with a platform to voice their concerns and complaints.
Remember, the goal is to create a dignified and fair working environment for all workers. By ensuring fair wages and safe working conditions, HR can play a significant role in protecting the rights of returning migrant workers.
From India, Gurugram
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