Dear All,
Can anyone let me know. like for employee we issue appointment letter at the time of joining.
Do we have the same process for factory labours also or there are other processes or registers to be mentained.
pls I am in urgent need of your advice & suggestion.
thanks & regards,
Priyanka Kaw
From India, Delhi
42Can anyone let me know. like for employee we issue appointment letter at the time of joining.
Do we have the same process for factory labours also or there are other processes or registers to be mentained.
pls I am in urgent need of your advice & suggestion.
thanks & regards,
Priyanka Kaw
From India, Delhi
Appointment Order is the basic legal document which defines the relationship of the employee with the employer and discloses the terms and conditions of his service with the establishment. Therefore, as far as possible issue appointment letters to all employees. Even if an employee is placed for a temporary period of say one month, issue a letter stating that his appointment is only for a fixed period of one month so that no further communication would be required to terminate his service. Factory labourers are no exception to this. However, for 'appointment at factory gate' or labourers engaged for doing unskilled job occasionally, it may not be practical to issue appointment letters and in such cases, a record in the form of register of casual labours showing their in and out is sufficient.
Regards,
Madhu.T.K
From India, Kannur
Regards,
Madhu.T.K
From India, Kannur
Dear Priyanka,
I am also agree with Mr. Madhu , & would like add some points, I think many time Labours for Casual work are taken from Labour Contractor , in that case we must insure Contractor has fill up his ESIC form Etc. formalities, otherwise if any accident happened he can claim that he is a Direct employee of Company .
take a written intimation of contr. Labour from Contractor { INTIMATION MUST SHOW HE IS EMPLOYER } if you are hiring contr. labour , but since we are prinicipal employer , take care of ESIC / WC Etc.
D V Gosavi
From India, Pune
I am also agree with Mr. Madhu , & would like add some points, I think many time Labours for Casual work are taken from Labour Contractor , in that case we must insure Contractor has fill up his ESIC form Etc. formalities, otherwise if any accident happened he can claim that he is a Direct employee of Company .
take a written intimation of contr. Labour from Contractor { INTIMATION MUST SHOW HE IS EMPLOYER } if you are hiring contr. labour , but since we are prinicipal employer , take care of ESIC / WC Etc.
D V Gosavi
From India, Pune
Hi,
Please specify whether they will be permanent employees or casuals? if it's casuals (daily wages) you can close their files after paying for their services at the end of the day. If it's weekly or monthly prepare an agreement with all the terms and conditions clearly mentioned in english and 1 local language.
In case of casuals through contractors ensure they have all the documents pertaining to ESIC, PF and other agreements copies to avoid legal complications.
In my opinion which ever position you employ an individual it's always better to have agreed terms and conditions written and signed by the concerned.
Regards,
Jessie J
From United Arab Emirates, Dubai
Please specify whether they will be permanent employees or casuals? if it's casuals (daily wages) you can close their files after paying for their services at the end of the day. If it's weekly or monthly prepare an agreement with all the terms and conditions clearly mentioned in english and 1 local language.
In case of casuals through contractors ensure they have all the documents pertaining to ESIC, PF and other agreements copies to avoid legal complications.
In my opinion which ever position you employ an individual it's always better to have agreed terms and conditions written and signed by the concerned.
Regards,
Jessie J
From United Arab Emirates, Dubai
Thank you all for your suggestion.
I also came to know that we need to maintain Muster Roll, Adult work Registers , Leave with wages etc..
All this details are mandatory and can we maintain all this in one same register or we need to maintain seperate resgister.
Also, could you let me know what are the compensatory holidays for workers..
And is it mandatory to keep 1 may off for workers.
regards
Priyanka
From India, Delhi
I also came to know that we need to maintain Muster Roll, Adult work Registers , Leave with wages etc..
All this details are mandatory and can we maintain all this in one same register or we need to maintain seperate resgister.
Also, could you let me know what are the compensatory holidays for workers..
And is it mandatory to keep 1 may off for workers.
regards
Priyanka
From India, Delhi
Dear Priyanka ,
There is no need of Duplication of record. as far as 01st May is concern There is No holiday , in most of state , in Maharashtra 1st May is Maharashtra Day ,so we have to give Paid Holiday. but if your company is giving this leave as LABOUR DAY in past , it is better to continue from IR point of view .
D V Gosavi
From India, Pune
There is no need of Duplication of record. as far as 01st May is concern There is No holiday , in most of state , in Maharashtra 1st May is Maharashtra Day ,so we have to give Paid Holiday. but if your company is giving this leave as LABOUR DAY in past , it is better to continue from IR point of view .
D V Gosavi
From India, Pune
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