What are the legal requirements for recruiting temporary workers? As per our work requirements, there are instances where our manpower contractor needs to hire temporary workers to execute specific tasks.
From India, Sohna
From India, Sohna
There is no issue if you engage casual workers for a few months depending upon the business exigencies. If you know the exact period for which their service would be requiring, you can go for fixed term employment for such period as required. Once the work is over, or the period is over, the workers can go.
Taking casual employees is another choice offering flexibility. They cannot even demand regularisation. Only thing is that if their engagement exceeds a year, while sending them off, you will have to pay them 15 days' pay for every year as compensation. That is required only when you engage them for 240 days in 12 months' period.
From India, Kannur
4249Taking casual employees is another choice offering flexibility. They cannot even demand regularisation. Only thing is that if their engagement exceeds a year, while sending them off, you will have to pay them 15 days' pay for every year as compensation. That is required only when you engage them for 240 days in 12 months' period.
From India, Kannur
Thank you, sir. Further, I want to be clear. Let's say we hire casual workers for only 20 days. During that time, how will we manage their ESI, PF, and any other benefits? And, under which law or act do these requirements come?
From India, Sohna
From India, Sohna
Casual labours engaged even for a single day should be given ESI and PF. These are provided under the respective Acts also.
From India, Kannur
From India, Kannur
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.
Temporary, adhoc & contract worker also eligible for maternity leave 12102017.pdf