Dear All, Ours is a large scale automobile dealership network with showroom, office and workshop service. For in house upkeep and maintenance of office building and premises, we wish to engage casual workers on daily wages scheduled on monthly payroll system. While doing so, we don't want to take them in our regular employment and we do not want to share the burden of PF/ESI or Bonus being paid to them.
Will it be possible under the statutory compliance of the labour laws? Further what are the mandatory provisions to be followed and maintained (wage register/sheet etc.) under the labour laws if we pay them daily wage rate scheduled on monthly basis.
Pradeep Anwar
From India, Patna
1Will it be possible under the statutory compliance of the labour laws? Further what are the mandatory provisions to be followed and maintained (wage register/sheet etc.) under the labour laws if we pay them daily wage rate scheduled on monthly basis.
Pradeep Anwar
From India, Patna
When you are engaging workers directly on your monthly pay roll system, you shall be bound to meet statutory requirements of the employees, as you are the direct employer. Even when you give the contract for house keeping & maintenance to a contractor, the onus of responsibility lie upon you as a principal employer.
Comparing both the options above, it will be better for you to engage the workers, as contract employees by ensuring that the contractor must have all statutory complied certificates/licences.
From India, Aizawl
Comparing both the options above, it will be better for you to engage the workers, as contract employees by ensuring that the contractor must have all statutory complied certificates/licences.
From India, Aizawl
Under the Bihar Contract Labour (R & A ) Rules, 1972, we have to go for Registration &Licensing Procedure in the prescribed formats as stipulated and engage the labors through a licensed contractor.
But the total nos. of labors required by us is not more than 10-15. Hence can we engage them directly under the provision of the contract labour act. Please clarify.
Thanks & regards.
Pradeep Anwar
From India, Patna
But the total nos. of labors required by us is not more than 10-15. Hence can we engage them directly under the provision of the contract labour act. Please clarify.
Thanks & regards.
Pradeep Anwar
From India, Patna
Statutory compliance is must and it is every employer's obligation,if you hire employees on your role or on contractual role.This is HR site and its a request that dont search for any leagal escape from statutory obligations.
You have to pay as per min wages, and comply epf,esic,pt,ptrc,social welfare fund, bonus, leave with wages and all applicable allowances.
As an HR, personnel you can update your employer about all statutory compliance, health and hygene of people on work.They are your assets and if paid well and intime will give you the best performance and results.
From India, Vadodara
You have to pay as per min wages, and comply epf,esic,pt,ptrc,social welfare fund, bonus, leave with wages and all applicable allowances.
As an HR, personnel you can update your employer about all statutory compliance, health and hygene of people on work.They are your assets and if paid well and intime will give you the best performance and results.
From India, Vadodara
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Statutory Compliance of a Industrial or Commercial Unit.xls
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