A manpower is working for less than 60 days without any pattern involved can be considered as casual labour, does the same applies for seasonal industry as well.
From India, Mumbai
Acknowledge(0)
Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Your question is not clear. But if you want to ask about casual labor, I would say that any employee engaged to meet work of a purely casual nature is a casual employee. It may include work directly connected with the core objective of the business but in a very strict sense, the engagement of such labor to meet a business exigency shall be termed as 'temporary' employment and not casual employment.
Employees casually engaged are not employed following the recruitment policies of the company, and as such, no formal appointment order will be served to them, though all statutory benefits as mandated by the law in force will be extended to them. Normally, temporary appointment for a fixed period will be after following the HR policies with regard to such employment.
In seasonal employment, the engagement of workers during a 'season' will not fall under casual employment. They are regular employees only.
What is the significance of 60 days, I don't know. In seasonal employment, 75% attendance in each season would probably make the employee eligible for gratuity and other benefits. Therefore, it is not the number of exact days but the percentage of attendance that matters.
From India, Kannur
Acknowledge(0)Amend(0)
4483Employees casually engaged are not employed following the recruitment policies of the company, and as such, no formal appointment order will be served to them, though all statutory benefits as mandated by the law in force will be extended to them. Normally, temporary appointment for a fixed period will be after following the HR policies with regard to such employment.
In seasonal employment, the engagement of workers during a 'season' will not fall under casual employment. They are regular employees only.
What is the significance of 60 days, I don't know. In seasonal employment, 75% attendance in each season would probably make the employee eligible for gratuity and other benefits. Therefore, it is not the number of exact days but the percentage of attendance that matters.
From India, Kannur
Acknowledge(0)Amend(0)
If you have certified standing orders, normally define the same. Even in the absence of standing orders, we can consider engagement for casual works as casual labor, such as painting and sanitation works for visits, etc. Individuals can be engaged in any type of work without specific duties, but not for a particular or regular period. The rest has been well explained by Mr. Madhu above.
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
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.
Enforcement of negative covenants in employment terms.pdf