Hi Folks,
We are planning to support our female employees for their higher education (Diploma to B.Tech/BE), but they are all contract employees with 8+8 months contract. How should we proceed, or can we share any policy or scheme details for the same?
Regards,
Pavithra
HR - Bangalore
From India, Bengaluru
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We are planning to support our female employees for their higher education (Diploma to B.Tech/BE), but they are all contract employees with 8+8 months contract. How should we proceed, or can we share any policy or scheme details for the same?
Regards,
Pavithra
HR - Bangalore
From India, Bengaluru
Acknowledge(0)Amend(0)
Dear Colleague,
When it comes to Contract Employees, you need to establish very clear boundaries for managing them. There are numerous laws governing contract labor that dictate judgment. In such scenarios, it is not advisable to have a direct policy regarding supporting their education. However, your intentions are commendable, and your proactive approach towards supporting this cause is appreciated.
Now, the focus is on how to support your female Contract employees in pursuing higher education, ranging from Diploma to B.Tech/BE. The most effective way to support them is through the CONTRACTOR. This can be achieved by requesting the CONTRACTOR to lay out a process chart covering: A) Joining, B) Course Duration, C) Course Fee (Tuition Fee, Exam Fee), D) List of permitted Courses for assistance eligibility. It is advisable to ask the contractor to include courses that are beneficial and directly impact skills to enhance or add value to your business, ensuring their contribution is valuable to the organization as well.
You can then operate this support as a REIMBURSEMENT TO THE CONTRACTOR under a separate invoice for SKILL DEVELOPMENT CHARGES. The reimbursement process should be conducted by the contractor with prior approval from the Principal Employer. It is recommended to create a simple flow chart for operations and avoid having any documented policy to evade issues like "SUPERVISION." All procedures should be executed through the contractor in terms of documents, while verbally guiding and encouraging employees without direct involvement of the Principal Employer in any official documentation. This approach should be limited to REGISTERED / LICENSED CONTRACTORS only.
Kind regards,
[Your Name]
From India, Chennai
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337When it comes to Contract Employees, you need to establish very clear boundaries for managing them. There are numerous laws governing contract labor that dictate judgment. In such scenarios, it is not advisable to have a direct policy regarding supporting their education. However, your intentions are commendable, and your proactive approach towards supporting this cause is appreciated.
Now, the focus is on how to support your female Contract employees in pursuing higher education, ranging from Diploma to B.Tech/BE. The most effective way to support them is through the CONTRACTOR. This can be achieved by requesting the CONTRACTOR to lay out a process chart covering: A) Joining, B) Course Duration, C) Course Fee (Tuition Fee, Exam Fee), D) List of permitted Courses for assistance eligibility. It is advisable to ask the contractor to include courses that are beneficial and directly impact skills to enhance or add value to your business, ensuring their contribution is valuable to the organization as well.
You can then operate this support as a REIMBURSEMENT TO THE CONTRACTOR under a separate invoice for SKILL DEVELOPMENT CHARGES. The reimbursement process should be conducted by the contractor with prior approval from the Principal Employer. It is recommended to create a simple flow chart for operations and avoid having any documented policy to evade issues like "SUPERVISION." All procedures should be executed through the contractor in terms of documents, while verbally guiding and encouraging employees without direct involvement of the Principal Employer in any official documentation. This approach should be limited to REGISTERED / LICENSED CONTRACTORS only.
Kind regards,
[Your Name]
From India, Chennai
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Fixed Term Contract Employees to get Gratuity.docx
WB-Contract Employees-Mat.L eave.pdf