Can my company ask me to work 2 different roles for same owner / employer under same GST number Is this legal to force anyone to work in 2 different companies owned by same employer?
From India, Mumbai
From India, Mumbai
Dear Friend,
If you feel its difficult to work in two roles then inform your management that it is not possible to work in both roles.
According to me this situation should handled by mutual understanding, If you will make this situation more critical then it effects your employment.
You may ask your management for compensation for dual role responsibility, If they not agree with this, then search for new job which comfortable for you, If you want to fight legally, Ask yourself, do you have that much of time to do all.
From India, Mumbai
427If you feel its difficult to work in two roles then inform your management that it is not possible to work in both roles.
According to me this situation should handled by mutual understanding, If you will make this situation more critical then it effects your employment.
You may ask your management for compensation for dual role responsibility, If they not agree with this, then search for new job which comfortable for you, If you want to fight legally, Ask yourself, do you have that much of time to do all.
From India, Mumbai
But is this legal under labor laws if employee is on-roll of one company and made to work 2 different roles owned by same employer?
From India, Mumbai
From India, Mumbai
Under the employment law in India, there is no specific provision that talks about the legality of dual employment in India. Section 60 of the Factories Act, 1948 talks about the restriction on double employment in India, on people working in factories. The provision states that no adult worker is allowed to work in a factory when they are already working in another factory.
The law, however, is not applicable to all institutions, as not every organisation falls within the meaning of factory under the Factories Act, 1948. Organisations that are not covered by the Factories Act must specify the stipulation related to double employment by way of dual employment clause in appointment letter or employee’s agreement or offer letter. The employment agreement must state what restrictions have been placed on double employment and that the employee is prohibited from engaging in an additional employment or profession till they’re under their current employer’s services. That means that an employee can not take up dual jobs.
When there is no legal obligations of Dual employment then their is no legal obligations on dual role also.
From India, Mumbai
The law, however, is not applicable to all institutions, as not every organisation falls within the meaning of factory under the Factories Act, 1948. Organisations that are not covered by the Factories Act must specify the stipulation related to double employment by way of dual employment clause in appointment letter or employee’s agreement or offer letter. The employment agreement must state what restrictions have been placed on double employment and that the employee is prohibited from engaging in an additional employment or profession till they’re under their current employer’s services. That means that an employee can not take up dual jobs.
When there is no legal obligations of Dual employment then their is no legal obligations on dual role also.
From India, Mumbai
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