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Dear Friends
First of all I would like to say that Mr. Keshav and Mr. Madhu TK have given the exact reply. The Payment of Bonus Act is not at all explaining regarding the category of workmen. The only clause is below Rs.10000/- salary and Minimum 30 days working.
Let us use this for developing our knowledge by learning and sharing. A healthy discussion will lead to gain knowledge and a hot argument will generate hot and will further lead to frustration. Let us not do that and try to learn the correct procedure. Eventhough we have forgotten the ethics in following the correct practice, we must aware of the correct procedure.
If we are wrong let us correct ourselves. Instead if we misguide others, then it will set a bad example about us and our organisation.
The only solution for those contract workforce is to approach a good labour law practicing lawyer of their area and file a complaint with the appropriate authority.
From India, Kumbakonam
First of all I would like to say that Mr. Keshav and Mr. Madhu TK have given the exact reply. The Payment of Bonus Act is not at all explaining regarding the category of workmen. The only clause is below Rs.10000/- salary and Minimum 30 days working.
Let us use this for developing our knowledge by learning and sharing. A healthy discussion will lead to gain knowledge and a hot argument will generate hot and will further lead to frustration. Let us not do that and try to learn the correct procedure. Eventhough we have forgotten the ethics in following the correct practice, we must aware of the correct procedure.
If we are wrong let us correct ourselves. Instead if we misguide others, then it will set a bad example about us and our organisation.
The only solution for those contract workforce is to approach a good labour law practicing lawyer of their area and file a complaint with the appropriate authority.
From India, Kumbakonam
Dear,
As per CLRA 1970, any employee engaged for work in an organisation as a contract labour is eligible for Bonus. Bonus Act 1965 depicts it very clearly. Irrespective of any number of contractors change, the principle employer (i.e the organisation for whom you are working) is the sole responsible to get your bonus for the period when the closure of the contractor takes place.
Terminal benefits as per the CLRA 1970 is clear on the subject and you even have all rights to approach the labour commissioner on this issue. Central Government agency has to release the contractors money after assuring all the structures of pay components are paid to the contract labour.
Further for any query please feel free to mail me. I will quote with relevant acts for getting the benefits. I had a practical issue solved on this aspect.
Tks
Sathish
From India, Chennai
As per CLRA 1970, any employee engaged for work in an organisation as a contract labour is eligible for Bonus. Bonus Act 1965 depicts it very clearly. Irrespective of any number of contractors change, the principle employer (i.e the organisation for whom you are working) is the sole responsible to get your bonus for the period when the closure of the contractor takes place.
Terminal benefits as per the CLRA 1970 is clear on the subject and you even have all rights to approach the labour commissioner on this issue. Central Government agency has to release the contractors money after assuring all the structures of pay components are paid to the contract labour.
Further for any query please feel free to mail me. I will quote with relevant acts for getting the benefits. I had a practical issue solved on this aspect.
Tks
Sathish
From India, Chennai
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January'14 to June'14- Contract Labours.pdf
Amendment to Payment of Bonus Act 2015.jpg