A manpower is working for less than 60 days without any pattern involved can be considered as casual labour, does the same applies for seasonal industry as well.
From India, Mumbai
From India, Mumbai
Your question is not clear. But if you want to ask about casual labour, I would say that any employee engaged to meet work of purely casual nature are casual employees. It may include work directly connected with the core objective of the business but in very strict sense, engagement of such labour to meet a business exigency shall be termed be 'temporary' employment and not casual employment.
Employees casually engaged are not employed following the recruitment policies of the company and as such no formal appointment order will be served to them though all statutory benefits as mandated by the law in force will be extended to them. Normally, temporary appointment for a fixed period, will be after following the HR policies with regard to such employment.
In seasonal employment, the engagement of workers during a 'season' will not fall under casual employment. They are regular employees only.
What is the significance of 60 days, I don't know. In seasonal employment, 75% attendance in each season would probably make the employee eligible to gratuity and other benefits. Therefore, it is not the number of exact days but the percentage of attendance that matters.
From India, Kannur
4248Employees casually engaged are not employed following the recruitment policies of the company and as such no formal appointment order will be served to them though all statutory benefits as mandated by the law in force will be extended to them. Normally, temporary appointment for a fixed period, will be after following the HR policies with regard to such employment.
In seasonal employment, the engagement of workers during a 'season' will not fall under casual employment. They are regular employees only.
What is the significance of 60 days, I don't know. In seasonal employment, 75% attendance in each season would probably make the employee eligible to gratuity and other benefits. Therefore, it is not the number of exact days but the percentage of attendance that matters.
From India, Kannur
If you have certified standing orders, normally define the same. Even in the absence of SOs, we can say engagement for casual works will be considered casual labour like, painting works, sanitation works for visits etc. They can be engaged in any kind of work without specific, but not for a particular and regular period. Balance have been explained above by Mr. Madhu very well.
From India, Hyderabad
From India, Hyderabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Labour laws.ppt
A-Role of labour contractors in global production networks -A-1 Imp..pdf
All the labour laws.doc