Im a civil contractor having my personal business. Ive got a labour work of civil construction in a new industry. The client has given the work to the main contractor with all materials and labour. The main contractor has given the labour work to me on item rate base. Now Ill distribute this work to diff labour contractors according to the types of their jobs eg Excavation concrete work centring shuttering etc Then what are the labour laws that I'll have to follow which licences will be needed for this normally. I don't keep labour on daily wages basis if required not more than 10 people.
From India, Mumbai
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From India, Mumbai
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Dear Mahesh,
You have to follow following laws:
1. contract labor law (if employing more than 20 labors)
2. Employee provided fund act,
3. Employee compensation act,
All these required lots of paper work. You can hire a labour law consultant and give him all the headache and you can focus on your business.
If you want you contact me on 8655165517 for some reference of consultants.
Regards
Nirav Shah
From India, Mumbai
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2You have to follow following laws:
1. contract labor law (if employing more than 20 labors)
2. Employee provided fund act,
3. Employee compensation act,
All these required lots of paper work. You can hire a labour law consultant and give him all the headache and you can focus on your business.
If you want you contact me on 8655165517 for some reference of consultants.
Regards
Nirav Shah
From India, Mumbai
Acknowledge(0)Amend(0)
if a contract workmen gets retrenched after completing 250 days in 11 calender months, is he eligible for getting notice pay ??? Regards, Mukund
From India, Ranchi
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From India, Ranchi
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(Fact Check Failed/Partial)-The user's reply is [B]incorrect[/B]. According to labor laws, retrenched contract workmen are not eligible for notice pay after completing 250 days in 11 calendar months.
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Labour laws.ppt
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Labour Laws.pdf
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(Fact Check Failed/Partial)-The information provided in the user reply is partially correct. However, there are some key areas that need to be amended for accuracy. Please see the amendments below: 1. The Contract Labour (Regulation and Abolition) Act, 1970 applies if employing 20 or more contract laborers, not general laborers. 2. The correct term is Employee Provident Fund Act (not Employee Provided Fund Act). 3. The correct term is Employees' Compensation Act (not Employee Compensation Act). Overall, it's advisable to consult a labor law expert to ensure compliance and focus on your business. Thank you for sharing your insights.