Kindly let me know if we have to provide accidental insurance to the consultant working in the field... is it mandatory? We deduct 10% TDS from their salary. What are the things we need to keep in mind while hiring field staff like field facilitators, field coordinators, PU Managers, Project Coordinators etc. as consultants?
From India, New Delhi
From India, New Delhi
Hi, Leaving the legal part aside if you are hiring field staff it would be better to cover them under Group Mediclaim insurance / Group Accidental benefit policies as their nature of work involves daily travel outside by two wheeler.
From India, Madras
947From India, Madras
Hi,
I can provide some general guidance, but please note that specific legal and regulatory requirements may vary by location, so it's crucial to consult with a legal professional or HR specialist familiar with your jurisdiction.
Accidental Insurance for Field Consultants:
In many jurisdictions, providing accidental insurance may not be mandatory by law, but it can be a good practice to ensure the well-being and security of your field consultants. It's a gesture that can also help attract and retain talent.
It's recommended to consult with an insurance provider or broker to understand the types of coverage available and what might be suitable for your consultants based on their roles and potential risks they may face in the field.
TDS Deduction:
Deducting Tax Deducted at Source (TDS) is a requirement, make sure you comply with local tax laws and regulations regarding TDS deduction and submission. This may include timely filing of TDS returns and providing TDS certificates to consultants.
Contractual Agreement:
Have a well-drafted consultancy agreement that clearly outlines the terms and conditions of engagement, including compensation, responsibilities, duration, termination clauses, and any other relevant details.
Job Descriptions:
Clearly define the roles and responsibilities for each field position. This helps in setting expectations and evaluating performance.
Compliance with Labour Laws:
Ensure that you comply with all applicable labor laws and regulations, including minimum wage laws, working hours, and any other specific requirements for consultants in your jurisdiction.
Training and Orientation:
Provide adequate training and orientation to field staff to ensure they understand their roles, responsibilities, and safety protocols.
Safety and Security Measures:
Identify potential risks in the field and implement safety measures accordingly. This may include providing necessary safety equipment, training on emergency procedures, and having protocols in place for reporting incidents.
Expense Reimbursement:
Clearly define how expenses related to field work will be handled, including what expenses are reimbursable and the process for submitting reimbursement requests.
Performance Evaluation:
Establish a process for evaluating the performance of field consultants. This can be tied to key performance indicators (KPIs) relevant to their roles.
Communication and Reporting:
Set up regular communication channels and reporting mechanisms to stay in touch with field staff. This ensures you're aware of their progress and can provide support or adjustments as needed.
Confidentiality and Data Protection:
Clearly define the confidentiality requirements, especially if the consultants will have access to sensitive information
.
Termination Clauses:
Have clear provisions for the termination of the consultancy agreement, including notice periods and any conditions under which termination can occur.
Always consult with legal and HR professionals to ensure compliance with local laws and best practices. They can provide specific advice based on your location and industry.
Thanks
From India, Bangalore
I can provide some general guidance, but please note that specific legal and regulatory requirements may vary by location, so it's crucial to consult with a legal professional or HR specialist familiar with your jurisdiction.
Accidental Insurance for Field Consultants:
In many jurisdictions, providing accidental insurance may not be mandatory by law, but it can be a good practice to ensure the well-being and security of your field consultants. It's a gesture that can also help attract and retain talent.
It's recommended to consult with an insurance provider or broker to understand the types of coverage available and what might be suitable for your consultants based on their roles and potential risks they may face in the field.
TDS Deduction:
Deducting Tax Deducted at Source (TDS) is a requirement, make sure you comply with local tax laws and regulations regarding TDS deduction and submission. This may include timely filing of TDS returns and providing TDS certificates to consultants.
Contractual Agreement:
Have a well-drafted consultancy agreement that clearly outlines the terms and conditions of engagement, including compensation, responsibilities, duration, termination clauses, and any other relevant details.
Job Descriptions:
Clearly define the roles and responsibilities for each field position. This helps in setting expectations and evaluating performance.
Compliance with Labour Laws:
Ensure that you comply with all applicable labor laws and regulations, including minimum wage laws, working hours, and any other specific requirements for consultants in your jurisdiction.
Training and Orientation:
Provide adequate training and orientation to field staff to ensure they understand their roles, responsibilities, and safety protocols.
Safety and Security Measures:
Identify potential risks in the field and implement safety measures accordingly. This may include providing necessary safety equipment, training on emergency procedures, and having protocols in place for reporting incidents.
Expense Reimbursement:
Clearly define how expenses related to field work will be handled, including what expenses are reimbursable and the process for submitting reimbursement requests.
Performance Evaluation:
Establish a process for evaluating the performance of field consultants. This can be tied to key performance indicators (KPIs) relevant to their roles.
Communication and Reporting:
Set up regular communication channels and reporting mechanisms to stay in touch with field staff. This ensures you're aware of their progress and can provide support or adjustments as needed.
Confidentiality and Data Protection:
Clearly define the confidentiality requirements, especially if the consultants will have access to sensitive information
.
Termination Clauses:
Have clear provisions for the termination of the consultancy agreement, including notice periods and any conditions under which termination can occur.
Always consult with legal and HR professionals to ensure compliance with local laws and best practices. They can provide specific advice based on your location and industry.
Thanks
From India, Bangalore
Dear Lakshmi Narayanan, "Congratulations on your well-deserved promotion!" Best Regards, Suresh
From India, Thane
From India, Thane
Normally a consultant is not expected to 'work' and that also in the 'field'. What is the role that is assigned to this consultant? A consultant is not an employee (and that is why you are deducting 10% TDS, probably u/s 194J (professional charges). If these consultants have to visit the dealers on a regular basis, report the same to any reporting officer and take approval from him/ employer for any absence from work, then he is an employee only and whatever name he is called, his legal status will not change. If you are just calling him as consultant to avoid payment of PF, Bonus or gratuity, you are wrong. You will have to pay all these benefits to a consultant working in the field just like an employee. Moreover, if he comes under tax brackets, it should be u/s 192 treating him like an employee and payments to him as salaries and allowances that his TDS should be made and remitted.
Being an employee, he should be given social security coverage as mandated by the law. If his salary is not more than Rs 21000, obviously, he would be covered by ESI and then no other insurance is required. At the same time, if his remuneration exceeds Rs 21000, he should be covered by accidental policies so that the requirements of Employees Compensation Act would be met. If other employees of the company who are out of ESI coverage are getting more beneficial insurance coverage, then that should be given to your consultant also.
At the same time, if the person is a genuine consultant by all means, that he will not work on a regular basis, but could be contacted when need comes, or could be contacted for advises and guidance, then he is not an employee and no benefits other than the professional fees, shall be given to him. Accordingly, he need not be given any insurance from the company.
From India, Kannur
Being an employee, he should be given social security coverage as mandated by the law. If his salary is not more than Rs 21000, obviously, he would be covered by ESI and then no other insurance is required. At the same time, if his remuneration exceeds Rs 21000, he should be covered by accidental policies so that the requirements of Employees Compensation Act would be met. If other employees of the company who are out of ESI coverage are getting more beneficial insurance coverage, then that should be given to your consultant also.
At the same time, if the person is a genuine consultant by all means, that he will not work on a regular basis, but could be contacted when need comes, or could be contacted for advises and guidance, then he is not an employee and no benefits other than the professional fees, shall be given to him. Accordingly, he need not be given any insurance from the company.
From India, Kannur
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
ACCIDENTAL REPORT FORM.pdf
Please provide the following information - Employee validation.doc