Hi.......
We have one office boy working with us in housekeeping dept. He is contract employee of 'Rely-n-able' Housekeeping service. He joined this company on February 2007. recently that company is takeover by Quality service (New housekeeping agency)
But I come to know that rely-n-able marketing was charging PF, ESIC, other service change leave, bonus, uniform etc. from our company but not open PF account, ESIC account, not allot him uniform. Now the money which company paid to contractor is gone in his pocket. Can u please guide to take necessary action.
New company Quality services has given letter to company & that contract employee has taken his family photo, fillup PF nomination form, but how should I come to know that wheather that money is going to his pocket.
Can anybody help me with contract employees terms & condition, which are point we should know while paying them monthly bills. Need expert suggestion & advice.
regards,
jayshree
From India, Mumbai
68We have one office boy working with us in housekeeping dept. He is contract employee of 'Rely-n-able' Housekeeping service. He joined this company on February 2007. recently that company is takeover by Quality service (New housekeeping agency)
But I come to know that rely-n-able marketing was charging PF, ESIC, other service change leave, bonus, uniform etc. from our company but not open PF account, ESIC account, not allot him uniform. Now the money which company paid to contractor is gone in his pocket. Can u please guide to take necessary action.
New company Quality services has given letter to company & that contract employee has taken his family photo, fillup PF nomination form, but how should I come to know that wheather that money is going to his pocket.
Can anybody help me with contract employees terms & condition, which are point we should know while paying them monthly bills. Need expert suggestion & advice.
regards,
jayshree
From India, Mumbai
one of the imprtant provisions of CLRA is the fact that a represenative of principle employer certifies that the slary has been disbursed in his/her presence thus ruling out anamolies.
The ultimate reponsibility lies on principle employer if contractor fails to discharge his contractual obligations.
be strict with the contractor. visit their office. I once found blank signed/ stamped forms at one such highly reputed vendor's end.
they are normally paid 2000-2200/- for 12hour shifts nad no facilities.
call me if you have further query,
suryavrat
9999645755
From India, Delhi
The ultimate reponsibility lies on principle employer if contractor fails to discharge his contractual obligations.
be strict with the contractor. visit their office. I once found blank signed/ stamped forms at one such highly reputed vendor's end.
they are normally paid 2000-2200/- for 12hour shifts nad no facilities.
call me if you have further query,
suryavrat
9999645755
From India, Delhi
Hi Jayshree
As far as contract employee is concerned, be very care while entering into contractual agreement with the contractor. You may incorporate clauses like insurance which will include coverage of medical facilities for the contract labourer. You may further keep a clause which may put the contractors on the obligations to submit the challans/receipts of payment to insurance/ESIC departments. Similarly you may ask them to produce the proffs of submission of P.F. contribution to you. You also ask him to produce the license under the contract labour regulation and abolition Act, 1970, in if you are engaging more than 20 persons as such.
Regards
Prasad
From India, Mumbai
As far as contract employee is concerned, be very care while entering into contractual agreement with the contractor. You may incorporate clauses like insurance which will include coverage of medical facilities for the contract labourer. You may further keep a clause which may put the contractors on the obligations to submit the challans/receipts of payment to insurance/ESIC departments. Similarly you may ask them to produce the proffs of submission of P.F. contribution to you. You also ask him to produce the license under the contract labour regulation and abolition Act, 1970, in if you are engaging more than 20 persons as such.
Regards
Prasad
From India, Mumbai
hi,
ultimate responsibility rests with the principal employer, no amount of clauses can save your skin, if any employee goes to labour deptt, your comapny needs to pay so adopt hardline stance--- stop all payments, ssue him a notice for termination of contract till ge gives you objective evidence of complying with all legal obligations.
does your company have a"vendor code of conduct ". if not take CLRA 1970 as a baseline and repeat the exercise with all vendors be they minor or large accounts.
have a "vendor assessment council" which shall be the sole advisiory body regarding all issues relating to vendors.
The necassity is borne out of the fact that technical, ciommercial are not the only aspects while ordering services/ products. Environmental and labour laws are equally important.
if you need help in drafting "vendor code of conduct" let me know,
suryavrat
9999645755
From India, Delhi
ultimate responsibility rests with the principal employer, no amount of clauses can save your skin, if any employee goes to labour deptt, your comapny needs to pay so adopt hardline stance--- stop all payments, ssue him a notice for termination of contract till ge gives you objective evidence of complying with all legal obligations.
does your company have a"vendor code of conduct ". if not take CLRA 1970 as a baseline and repeat the exercise with all vendors be they minor or large accounts.
have a "vendor assessment council" which shall be the sole advisiory body regarding all issues relating to vendors.
The necassity is borne out of the fact that technical, ciommercial are not the only aspects while ordering services/ products. Environmental and labour laws are equally important.
if you need help in drafting "vendor code of conduct" let me know,
suryavrat
9999645755
From India, Delhi
I am in HR dept, my boss has given handle house keeping how can i manage i dont know this new job for me.
Hi....
If u have huge setup any many housekkeping staff than make a checklist for them to do their responsibilty to check the office area on every hour, also allot work to each & every housekeeoing staff.
regards,
From India, Mumbai
If u have huge setup any many housekkeping staff than make a checklist for them to do their responsibilty to check the office area on every hour, also allot work to each & every housekeeoing staff.
regards,
From India, Mumbai
Dear Jayashree,
Hereafter what you can do is following:
a) Whenever housekeeping vendor submits their monthly invoice make sure that they attach to their invoice photocopy of last month's challan for PF and ESI.
b) As your vendor to submit Form 3-A and 6-A in respect of EPF and Form 6 in respect of ESI. These are annual and half-yearly returns respectively.
c) Tell the vendor to submit the invoice with the break up of PF, ESI and other deductions. Take the PF, ESI numbers of few employees. Check on the website whether the amount is paid or not.
Thanks,
Dinesh V Divekar
From India, Bangalore
Hereafter what you can do is following:
a) Whenever housekeeping vendor submits their monthly invoice make sure that they attach to their invoice photocopy of last month's challan for PF and ESI.
b) As your vendor to submit Form 3-A and 6-A in respect of EPF and Form 6 in respect of ESI. These are annual and half-yearly returns respectively.
c) Tell the vendor to submit the invoice with the break up of PF, ESI and other deductions. Take the PF, ESI numbers of few employees. Check on the website whether the amount is paid or not.
Thanks,
Dinesh V Divekar
From India, Bangalore
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