Dear Seniors, Kindly advise for the following What are the implications if we appoint a labour supplier who do not have any ESI /Accident Insurance, etc ? regards, Praveen
From India, Cochin
4From India, Cochin
Dear Mr. Praveen,
Appointing any vendor having not the esic is the violation of the labor law & legal rules. and avoiding the compliances can cause the prisonment also.
Esic includes very minor contribution and does not affect very much your budget .
Send me your Conatact at " sales.north at cjhrs dot com"
From India, Delhi
Appointing any vendor having not the esic is the violation of the labor law & legal rules. and avoiding the compliances can cause the prisonment also.
Esic includes very minor contribution and does not affect very much your budget .
Send me your Conatact at " sales.north at cjhrs dot com"
From India, Delhi
Dear Pravin, I can suggest you appropriate solution for this. Kindly make job contract with me.
From India, Pune
From India, Pune
Praveen,
If the factory where the work is done is covered under esic, then it is necessary to cover the contract workers under esic. If the contractor does not have a esic account, then the company mist cover the workers under its own code.
Where the factory is not covered under esic, then the contractor or the principal employer must have workman compensation and accident insurance cover. If they don't have it, in case if an accident the compensation needs to be paid by the company, which can be very expensive,
Paying esic or insurance cover under company code rather than contract code is not a good practice as the courts may construe this evidence that the workers are direct employees
From India, Mumbai
If the factory where the work is done is covered under esic, then it is necessary to cover the contract workers under esic. If the contractor does not have a esic account, then the company mist cover the workers under its own code.
Where the factory is not covered under esic, then the contractor or the principal employer must have workman compensation and accident insurance cover. If they don't have it, in case if an accident the compensation needs to be paid by the company, which can be very expensive,
Paying esic or insurance cover under company code rather than contract code is not a good practice as the courts may construe this evidence that the workers are direct employees
From India, Mumbai
Hello,
If your labour requirement is just rare or occasional only, you can take this risk. But if it is a constant one, and your labour employer is not having the necessary certificates and if some thing happens, you will have to face the music. So you think what you have to do?
MP Mittal
From India, New Delhi
If your labour requirement is just rare or occasional only, you can take this risk. But if it is a constant one, and your labour employer is not having the necessary certificates and if some thing happens, you will have to face the music. So you think what you have to do?
MP Mittal
From India, New Delhi
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.
Rules for Statutory Deductions Exemptions Perquisites-Pay roll.doc
Contract Labour _Regln & Abolition_ Central Rules 1971.pdf