Is there any guidelines in the labour laws for the proportion of engagement of contract labour to the number of employees on the company role?
Please guide.
The local dy labour commissioner is refusing to sign certificate of registration under contract labour r & a act on the grounds that company is having only 15 workmen on its muster roll and employing around 30 to 35 contract labour through the contractor.
What are the legal issues involved?
Please guide.
From India, Pune
8Please guide.
The local dy labour commissioner is refusing to sign certificate of registration under contract labour r & a act on the grounds that company is having only 15 workmen on its muster roll and employing around 30 to 35 contract labour through the contractor.
What are the legal issues involved?
Please guide.
From India, Pune
Dear Member,
It is the internal circular made by the labour authorities themselves that the contract labourer should be engaged by one third of regular employees.
According to CLRA Act there is no such provision to refuse your application on this ground by the authority.
Legally you can contest, but you can convince the authority based on your liasion with him.
From India, Madras
It is the internal circular made by the labour authorities themselves that the contract labourer should be engaged by one third of regular employees.
According to CLRA Act there is no such provision to refuse your application on this ground by the authority.
Legally you can contest, but you can convince the authority based on your liasion with him.
From India, Madras
dear
there is no such provision in act how much should be contract labour vs permanent worker.
but you have to justify contract labour because it can not be hired for production purpose.basically contract labour is hired for loading/unloading ,housekeeping,security
purpose.but in your case it does not seems to be justified to have 35 persons for all this purpose when u have 15 for production purpose.
tks
j s malik
From India, Delhi
there is no such provision in act how much should be contract labour vs permanent worker.
but you have to justify contract labour because it can not be hired for production purpose.basically contract labour is hired for loading/unloading ,housekeeping,security
purpose.but in your case it does not seems to be justified to have 35 persons for all this purpose when u have 15 for production purpose.
tks
j s malik
From India, Delhi
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