A contract workman cannot be given any salary nor increment directly by the principal employer. It is to be paid and decided only by the contractor.
If you mean to say Fixed term contract employee, then he shall be given increment at par with any other regular employee of the company. The increment will generally cover two things, one thing is to compensate the increase in the cost of living and the other is to reward the performance of the employee. The former will be evidenced by an increase in the DA as per notification from the labour department of the state and the latter in the form of a certain percentage increase in Basic salary.
From India, Kannur
4249If you mean to say Fixed term contract employee, then he shall be given increment at par with any other regular employee of the company. The increment will generally cover two things, one thing is to compensate the increase in the cost of living and the other is to reward the performance of the employee. The former will be evidenced by an increase in the DA as per notification from the labour department of the state and the latter in the form of a certain percentage increase in Basic salary.
From India, Kannur
Hi Kunal,
Whether contract workers are eligible for increments depends on the specific terms and conditions outlined in their contract. In many cases, contract workers do not receive the same benefits as full-time employees, including regular salary increments.
However, some companies may choose to offer periodic increases in the wages or compensation of contract workers based on factors like performance, duration of service, or changes in the cost of living.
The percentage of the increment, if provided, can vary widely and is typically determined by the employer. There is no standard or typical percentage for contract worker increments, as it can be influenced by various factors such as industry norms, company policies, and economic conditions,
Thanks
From India, Bangalore
Whether contract workers are eligible for increments depends on the specific terms and conditions outlined in their contract. In many cases, contract workers do not receive the same benefits as full-time employees, including regular salary increments.
However, some companies may choose to offer periodic increases in the wages or compensation of contract workers based on factors like performance, duration of service, or changes in the cost of living.
The percentage of the increment, if provided, can vary widely and is typically determined by the employer. There is no standard or typical percentage for contract worker increments, as it can be influenced by various factors such as industry norms, company policies, and economic conditions,
Thanks
From India, Bangalore
Whether or not contract workmen are eligible for increments depends on the terms of their contract. If the contract does not specify whether or not they are eligible for increments, then the principal employer is not obligated to provide them. However, many principal employers do choose to provide contract workmen with increments, either as a way to attract and retain qualified employees or to comply with industry standards.
The typical percentage increase for contract workmen increments varies depending on the industry and the employer. However, it is typically between 5% and 10%. Some employers may also provide contract workmen with performance-based increments, meaning that the increase is based on the employee's individual performance.
If you are a contract workman and you are unsure whether or not you are eligible for increments, you should check your contract or speak to your employer.
Here are some additional factors that may affect whether or not contract workmen are eligible for increments:
The length of the contract: Contract workmen who are on longer-term contracts may be more likely to be eligible for increments.
The type of work: Contract workmen who are performing skilled or specialized work may be more likely to be eligible for increments.
The industry: Some industries are more likely to offer increments to contract workmen than others.
The employer's policies: Some employers may have policies in place that provide increments to all employees, regardless of their employment status.
If you are a contract workman and you are interested in receiving increments, you should talk to your employer about your options. You may be able to negotiate an increment into your contract or ask for a performance-based increment.
From India, Thane
The typical percentage increase for contract workmen increments varies depending on the industry and the employer. However, it is typically between 5% and 10%. Some employers may also provide contract workmen with performance-based increments, meaning that the increase is based on the employee's individual performance.
If you are a contract workman and you are unsure whether or not you are eligible for increments, you should check your contract or speak to your employer.
Here are some additional factors that may affect whether or not contract workmen are eligible for increments:
The length of the contract: Contract workmen who are on longer-term contracts may be more likely to be eligible for increments.
The type of work: Contract workmen who are performing skilled or specialized work may be more likely to be eligible for increments.
The industry: Some industries are more likely to offer increments to contract workmen than others.
The employer's policies: Some employers may have policies in place that provide increments to all employees, regardless of their employment status.
If you are a contract workman and you are interested in receiving increments, you should talk to your employer about your options. You may be able to negotiate an increment into your contract or ask for a performance-based increment.
From India, Thane
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