Hi. As of now, if an organization plans to hire contractual employee for a set period of time, he is hired on third party payroll and contract is renewed after set time frame. Would like to know if any recent amendment is made under which a company can hire contractual employee on its own payroll and renew contract after a set period of time. In this case, company is not liable to give any notice to the employee on completion of contract. Please help.
From India, Gurgaon
From India, Gurgaon
Hi Shilpakipl,
You can hire employees on your roll with a contract period mentioned which is a regular one or else can hire them through a contractor, who shall be their immediate employer.
Taking contractual employees on company rolls if you want, do it with proper no objection from the contractor to avoid future complications.
Here your version is similar to contract to hire,which ends in a set period, try out the available options.
From India, Hyderabad
199You can hire employees on your roll with a contract period mentioned which is a regular one or else can hire them through a contractor, who shall be their immediate employer.
Taking contractual employees on company rolls if you want, do it with proper no objection from the contractor to avoid future complications.
Here your version is similar to contract to hire,which ends in a set period, try out the available options.
From India, Hyderabad
I hope you are talking about 'appointment on Fixed Term Contract Basis. You can hire an employee by issuing a appointment order under fixed term contract, and once he completes the period of contract, he ceases to be out of your employment on the last working day of the contract. No notice is required. This is allowed.
From India, Madras
From India, Madras
Dear Colleague,
You want to take a contract employee on Company's roll. Yes you can and there is no legal bar.
But you have to ensure that the person must take full and final settlement on properly ending the employment with the Contractor.
If you hire him as 'Fixed term contract employee' for a specified duration, no notice is required and the contract comes to an end by the efflux of time.
But question you should ask as to why you want to switch over the present employment relations and what distinct advantage it holds out to both - the company and the employee.
Regards,
Vinayak Nagarkar
HR -- Consultant
From India, Mumbai
You want to take a contract employee on Company's roll. Yes you can and there is no legal bar.
But you have to ensure that the person must take full and final settlement on properly ending the employment with the Contractor.
If you hire him as 'Fixed term contract employee' for a specified duration, no notice is required and the contract comes to an end by the efflux of time.
But question you should ask as to why you want to switch over the present employment relations and what distinct advantage it holds out to both - the company and the employee.
Regards,
Vinayak Nagarkar
HR -- Consultant
From India, Mumbai
Dearr Shilpa,
Let you come with explanation where is the issue to kep contractual workmen under contractor. Nothing is required to bring /convert contractual people on company's role, rather a welcome step.
Let us know whether hire contractual employee are being put on any perinial nature of work or core work.
You can hire on for a fixed term with fixed payment for one time but repeated/renewal of contract may cause you problem in future, if workmen preferred a case in labour department. Therefore you need to move very cautiously in the matter. Let them contineue under third party unless you have any vicious problem.
From India, Mumbai
Let you come with explanation where is the issue to kep contractual workmen under contractor. Nothing is required to bring /convert contractual people on company's role, rather a welcome step.
Let us know whether hire contractual employee are being put on any perinial nature of work or core work.
You can hire on for a fixed term with fixed payment for one time but repeated/renewal of contract may cause you problem in future, if workmen preferred a case in labour department. Therefore you need to move very cautiously in the matter. Let them contineue under third party unless you have any vicious problem.
From India, Mumbai
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