Hi guys,
Need some help getting clarity on the following:
- Performance management for contract workforce: Can the principal employer communicate to the contract workforce on KPIs, weekly performance on these KPIs, and overall performance (above average/avg/below average)?
- Discipline: Can the principal employer communicate to the contract workforce on disciplinary issues (absenteeism, lateness), warn them, and inform them of possible repercussions?
- Assessments: Can the principal employer ask the contract workforce to take assessments such as personality tests or work and values tests?
From India, New Delhi
Acknowledge(0)
Amend(0)
Need some help getting clarity on the following:
- Performance management for contract workforce: Can the principal employer communicate to the contract workforce on KPIs, weekly performance on these KPIs, and overall performance (above average/avg/below average)?
- Discipline: Can the principal employer communicate to the contract workforce on disciplinary issues (absenteeism, lateness), warn them, and inform them of possible repercussions?
- Assessments: Can the principal employer ask the contract workforce to take assessments such as personality tests or work and values tests?
From India, New Delhi
Acknowledge(0)Amend(0)
The very purpose of engaging contractor workmen is nullified when 'Supervision and Control' are exercised by the 'Principal Employer'. In this case, the claim for permanency for the contract workmen on the Principal Employer is more supportive/in favor.
From India, Madras
Acknowledge(0)Amend(0)
302From India, Madras
Acknowledge(0)Amend(0)
Dear colleague,
The principal employer should ask the Contractor to communicate/implement the intended actions and totally avoid coming directly into the picture to preempt any possible claim by the contract employees for taking on the company's role.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
Acknowledge(0)Amend(0)
The principal employer should ask the Contractor to communicate/implement the intended actions and totally avoid coming directly into the picture to preempt any possible claim by the contract employees for taking on the company's role.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
Acknowledge(0)Amend(0)
Contract allotted for specific work is to be considered for its performance, completion, and the defined terms, which are then escalated to the contractor. However, there should not be any direct involvement or interaction with contract workers. The appropriate reports can be obtained from the contractor on the performance and progress under the terms of the contract.
From India, Vadodara
Acknowledge(0)Amend(0)
From India, Vadodara
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Contract Labour Management.ppt
QUARRIES ON CONTRACT LABOUR MANAGEMENT.docx