I am working as an HR in an agriculture-based industry. June to December is the season for us, so during that time, we recruit some people for different locations based on our requirements. Currently, we have them classified as off-roll employees, meaning they don't have any statutory benefits. My concern is that if anything happens to them in the field, the company is responsible. Therefore, my management has tasked me with finding a solution for this.
1) If we were to bring them on as direct employees on the payroll, what should we do with them after December?
2) Should we ask them to resign from their position after completing six months of work?
Is there an alternative solution to this problem? It is clear that we only provide employment for six months. On what basis do we recruit them? The management is willing to pay for their ESI and PF benefits.
From India, Tenali
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1) If we were to bring them on as direct employees on the payroll, what should we do with them after December?
2) Should we ask them to resign from their position after completing six months of work?
Is there an alternative solution to this problem? It is clear that we only provide employment for six months. On what basis do we recruit them? The management is willing to pay for their ESI and PF benefits.
From India, Tenali
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Seasonal workers are also permitted to get employed and make exit on completion of job ....... and they are also eligible to ESIC/EPF/PT/LWF
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Dear Prasad,
I am constrained to state that certain modern management jargons, with or without intentions behind them, are very loosely employed nowadays in the domain of HRM. "Off Roll Employee" is one among them, referring to the indirect labor engaged by an organization generally through a third party. For the purpose of all statutory benefits other than permanency of employment, such employees become automatically covered by the provisions of every labor law for the simple reason of the application of the concept of vicarious liability thrust upon the employer for whom the services are rendered by such "Off Roll employees."
Please let me know if you need any further clarification.
Thank you.
From India, Salem
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I am constrained to state that certain modern management jargons, with or without intentions behind them, are very loosely employed nowadays in the domain of HRM. "Off Roll Employee" is one among them, referring to the indirect labor engaged by an organization generally through a third party. For the purpose of all statutory benefits other than permanency of employment, such employees become automatically covered by the provisions of every labor law for the simple reason of the application of the concept of vicarious liability thrust upon the employer for whom the services are rendered by such "Off Roll employees."
Please let me know if you need any further clarification.
Thank you.
From India, Salem
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Hi,
These employees can be taken on a "Fixed Term Contract Basis," i.e., their contract of employment can be only for the specified six months. They should be covered under PF & ESI. Also, they should be assured that in the next six months cycle, they would be given preference.
Thank you.
Regards,
R. H. Kavarana
From India, Mumbai
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These employees can be taken on a "Fixed Term Contract Basis," i.e., their contract of employment can be only for the specified six months. They should be covered under PF & ESI. Also, they should be assured that in the next six months cycle, they would be given preference.
Thank you.
Regards,
R. H. Kavarana
From India, Mumbai
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Enforcement of negative covenants in employment terms.pdf