If any contractor moving 1 worker frequently on 2 sites with different principal employer in same city then it is allowed as per CLRA? For Example with Principal Employer 1 that worker worked for initial 10 days and with other PE worked for 6 days then again moved to Principal employer 1 for 10 days for any particular payroll month then will he generate 2 payslips for each PE?
How he maintain his entry in register of workmen if he is moving this worker frequently , main thing is that is it allowed as per LAW or not?
From India, Delhi
1How he maintain his entry in register of workmen if he is moving this worker frequently , main thing is that is it allowed as per LAW or not?
From India, Delhi
He can work in different PE under the same contractor registration but their ESIC & EPF number should not be changed and his duty should not be repeated in any day otherwise it will create the problem in EP ECR . Salary slip will be issued separate for both PE.
From India, Rudarpur
From India, Rudarpur
The worker should be under the pay roll of the Contractor, right? Then what is the issue? He can work for different Principal employer at different locations. Since he is paid by his employer, ie, the Contractor, he will get wage slip from his employer, the contractor, and that will show the total wages earned for the month and the contributions towards ESI and PF. It is not required that there should be separate payslips for each principal employer. Treat the worker as an employee of the Contractor as an establishment who is deployed at different plants. In the muster rolls, just for administrative purposes, the contractor can put remarks as to where he has worked. That will meet the legal requirements also.
From India, Kannur
From India, Kannur
There is no issue a worker can work in different establishments during a particular month.
Let us follow the example : Ramesh is the employee of ABC enterprise(Contractor) but has work on behalf of the contractor for Pricipal Employer establishment named as ; X, Y & Z. Ramesh worked 10 day in X, 7 days in Y & 8 days in Z.
The contractor has to show 10 days in muster Roll prepared for X co, 7 days in muster roll of Y co and 8 days in muster Roll of Z co. The Contractor have to prepare separate Muster Roll for each PE, as per the rule. The contractor has to deduct employee share from three separate Muster Roll and prepare the the challan both for EPF & ESI adding the employer share but have to attached the muster Roll sheet for clarity.
Hope this will give you the clarity.
From India, Mumbai
Let us follow the example : Ramesh is the employee of ABC enterprise(Contractor) but has work on behalf of the contractor for Pricipal Employer establishment named as ; X, Y & Z. Ramesh worked 10 day in X, 7 days in Y & 8 days in Z.
The contractor has to show 10 days in muster Roll prepared for X co, 7 days in muster roll of Y co and 8 days in muster Roll of Z co. The Contractor have to prepare separate Muster Roll for each PE, as per the rule. The contractor has to deduct employee share from three separate Muster Roll and prepare the the challan both for EPF & ESI adding the employer share but have to attached the muster Roll sheet for clarity.
Hope this will give you the clarity.
From India, Mumbai
Hi,
If any contractor moving 1 worker frequently on 2 sites with different principal employer in same city then it is allowed as per rule then how the workmen registered is maintained
In a scenario where a contractor is moving one worker frequently between two different sites with different principal employers in the same city, it's important to ensure compliance with labor regulations.
Typically, the contractor would need to follow these steps:
Worker Registration: The worker should be registered with the contractor. This includes maintaining proper records of their personal information, qualifications, and any necessary certifications.
Contract Agreements: The contractor should have a clear contract in place with both of the principal employers. This contract should outline the terms of employment, responsibilities, wages, and any other relevant details.
Compliance with Labor Laws: The contractor should ensure that they comply with all local labor laws and regulations, which may include requirements for worker registration, safety standards, and fair labor practices.
Providing Necessary Benefits: The contractor should provide the worker with any necessary benefits as per the local labor laws, which may include health insurance, workers' compensation, and other entitlements.
Maintaining Records: The contractor should keep accurate records of the worker's hours, tasks, and any other relevant information. This is important for both legal compliance and payroll purposes.
Taxation and Social Security: The contractor is typically responsible for withholding and remitting taxes and social security contributions on behalf of the worker, as required by local laws.
Safety and Training: The contractor should ensure that the worker receives appropriate safety training and equipment, especially if they are working in different environments.
Coordination with Principal Employers: The contractor should maintain open communication with both principal employers to ensure that they are aware of the worker's activities and any changes in scheduling.
Documentation and Reporting: The contractor may be required to submit regular reports to relevant authorities, detailing the worker's activities, wages, and other relevant information.
Compliance Checks: It's advisable for the contractor to periodically review their practices and ensure they continue to comply with any changes in local labor laws or regulations.
Please note that labor laws and regulations can vary significantly depending on the jurisdiction and industry. It's crucial for the contractor to consult with legal professionals or labor experts who are familiar with the specific laws applicable in their location. This ensures that they remain in full compliance and that the rights and well-being of the worker are protected.
Regards,
From India, Bangalore
If any contractor moving 1 worker frequently on 2 sites with different principal employer in same city then it is allowed as per rule then how the workmen registered is maintained
In a scenario where a contractor is moving one worker frequently between two different sites with different principal employers in the same city, it's important to ensure compliance with labor regulations.
Typically, the contractor would need to follow these steps:
Worker Registration: The worker should be registered with the contractor. This includes maintaining proper records of their personal information, qualifications, and any necessary certifications.
Contract Agreements: The contractor should have a clear contract in place with both of the principal employers. This contract should outline the terms of employment, responsibilities, wages, and any other relevant details.
Compliance with Labor Laws: The contractor should ensure that they comply with all local labor laws and regulations, which may include requirements for worker registration, safety standards, and fair labor practices.
Providing Necessary Benefits: The contractor should provide the worker with any necessary benefits as per the local labor laws, which may include health insurance, workers' compensation, and other entitlements.
Maintaining Records: The contractor should keep accurate records of the worker's hours, tasks, and any other relevant information. This is important for both legal compliance and payroll purposes.
Taxation and Social Security: The contractor is typically responsible for withholding and remitting taxes and social security contributions on behalf of the worker, as required by local laws.
Safety and Training: The contractor should ensure that the worker receives appropriate safety training and equipment, especially if they are working in different environments.
Coordination with Principal Employers: The contractor should maintain open communication with both principal employers to ensure that they are aware of the worker's activities and any changes in scheduling.
Documentation and Reporting: The contractor may be required to submit regular reports to relevant authorities, detailing the worker's activities, wages, and other relevant information.
Compliance Checks: It's advisable for the contractor to periodically review their practices and ensure they continue to comply with any changes in local labor laws or regulations.
Please note that labor laws and regulations can vary significantly depending on the jurisdiction and industry. It's crucial for the contractor to consult with legal professionals or labor experts who are familiar with the specific laws applicable in their location. This ensures that they remain in full compliance and that the rights and well-being of the worker are protected.
Regards,
From India, Bangalore
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