Hi.
We are a Network wireless engineering companies.We have a total employee count of 250.All the junior level say 170 employees are B.Tech telecom engineers and doing field work. 60 staff are Sr.Engineers and Team lead,project manager and and rest 20 are support function.
Now the concern is that all the 170 employees are on consultant mode (not contract) we pay them monthly fee of X amount and deduct 10% tds on the fees.They dont have any facilities from the company. and rest 80 are on the rolls of the company.These 80 are having their PF,ESI (as applicable) and LWF and are covered under all the benefits the company is providing.so around 70% of the strength are in consultant mode and rest 30% on rolls.
Regards,
From India, Delhi
4We are a Network wireless engineering companies.We have a total employee count of 250.All the junior level say 170 employees are B.Tech telecom engineers and doing field work. 60 staff are Sr.Engineers and Team lead,project manager and and rest 20 are support function.
Now the concern is that all the 170 employees are on consultant mode (not contract) we pay them monthly fee of X amount and deduct 10% tds on the fees.They dont have any facilities from the company. and rest 80 are on the rolls of the company.These 80 are having their PF,ESI (as applicable) and LWF and are covered under all the benefits the company is providing.so around 70% of the strength are in consultant mode and rest 30% on rolls.
- What statutary requirement we should take care of all the 170 staff?
- Is having more emp on consultant mode than onroll a problem?
- Should there be any ratio between both the employees
- What all benefits we can pass to 170 employees?
Regards,
From India, Delhi
Hi ,
Also in 3rd party payroll consultant can provide all benifits to your employee like PF, ESI etc if applicable. To help you in this matter properly please provide the complete detail on my mail id or you can call me.
From India, Gurgaon
Also in 3rd party payroll consultant can provide all benifits to your employee like PF, ESI etc if applicable. To help you in this matter properly please provide the complete detail on my mail id or you can call me.
From India, Gurgaon
Hi,
there is no defined ratio for onroll to offroll and there is nothing wrong hiring more employees on offroll as most of the modern days companies following this practice. The contractor will take care of all statuory requirements for employees working on its payroll.
For employees who are working on campany's roll, you are responsible for the following:
1. Income tax
2. TDS
3. PF
4. ESI
5. Leave allowance etc.
i hope this information would be of help for you.
thanks & regards,
Krishna Sati
From India, Delhi
there is no defined ratio for onroll to offroll and there is nothing wrong hiring more employees on offroll as most of the modern days companies following this practice. The contractor will take care of all statuory requirements for employees working on its payroll.
For employees who are working on campany's roll, you are responsible for the following:
1. Income tax
2. TDS
3. PF
4. ESI
5. Leave allowance etc.
i hope this information would be of help for you.
thanks & regards,
Krishna Sati
From India, Delhi
Dear,
What I could analyse that your 170 employees are on consolidated remuneration so they dono't enjoy benefits what other employees are having. The company and employees can mutually decide whether they want to be on remuneration or salary.
There is no such ratio to maintain as I know, you can provide them medical benefits and more as per the company policy.
Regard's
Shaikh
From India, Bhubaneswar
What I could analyse that your 170 employees are on consolidated remuneration so they dono't enjoy benefits what other employees are having. The company and employees can mutually decide whether they want to be on remuneration or salary.
There is no such ratio to maintain as I know, you can provide them medical benefits and more as per the company policy.
Regard's
Shaikh
From India, Bhubaneswar
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