Dear Prachi
Please call a second manpower contractor and ask him some replacemnet on urgent basis and new requirement take meeting with your boss also than the second contractor self handled all the issue please tell me location Than I can make better help for you
After some time problem atomaticaly out from your factory
Thanks
Ashok
From India, New Delhi
36Please call a second manpower contractor and ask him some replacemnet on urgent basis and new requirement take meeting with your boss also than the second contractor self handled all the issue please tell me location Than I can make better help for you
After some time problem atomaticaly out from your factory
Thanks
Ashok
From India, New Delhi
Dear Prachi
first organise the meeting with the owner of the contract and their immediate person who handles the site,run PPT presentation on ESIC PF and CONTRACT LABOUR ACT AND PROVISIONS of MINIUM WAGES ACT
also ask authority in the unit who passes the contract bills to ensure with you that the contractor has complied with the all the provisions and this should be ongoing
From India, Mumbai
first organise the meeting with the owner of the contract and their immediate person who handles the site,run PPT presentation on ESIC PF and CONTRACT LABOUR ACT AND PROVISIONS of MINIUM WAGES ACT
also ask authority in the unit who passes the contract bills to ensure with you that the contractor has complied with the all the provisions and this should be ongoing
From India, Mumbai
This is very big problem nowaday industry is facing,we must accept the facts and mistake as well as there is H.R roll in above problem ,problem facing contract labour is in well organised private industries having all certificates i.e best employer, best HR, OHSAS.ISO-19000,ISO-14000 etc.because of pump and show business, some of top management people taken benifits by improve their K.R by cost cutting ,market correction came in year 2007and they have taken maximum benifits in the name of qualification and declare themself as professional, in bottom line no benifits give ,HR team in maximum industry supported bcz HR head taken same benifits, now loyal,experienced bottom line is not loyal and in max. industry they are booster of above problem, if u give contract worker mw, they will put new demand and demand.......think if narega worker ,works for max 3-4 hrs and getting same amount at their home ,how contract worker will satisfy for 8 hrs hard work where accomodation, education and lot's of problem they are facing ? Initally industry should restructure their experianced employee salary and go in back history of industry.
Regards,
Devendra
From India, Varanasi
Regards,
Devendra
From India, Varanasi
Dear Ms. Prachi,
Afterall as per Factory act the Occupier ( i.e . MD of the company ) is responsible for all the litigation if arosed so request you to convey your findings to your immedidate boss ( if possible to the MD / plant Head ) .
Suggest you to only observe, study the things & then only react.
Think from other way due to your initiative if the production line of your company stops then only you will be held liable & as you are new comer for the company. Company may ask you to go "HOME".
So if you really serious about your career & " Life " ( As you trying to bully the "Gundaj". Be careful. Don't be emotional & think pragmatic.
I am sure this is great experience to you.
Ask in case of any further assistance - personnel at emdet dot com - 09850401160
From India, Pune
Afterall as per Factory act the Occupier ( i.e . MD of the company ) is responsible for all the litigation if arosed so request you to convey your findings to your immedidate boss ( if possible to the MD / plant Head ) .
Suggest you to only observe, study the things & then only react.
Think from other way due to your initiative if the production line of your company stops then only you will be held liable & as you are new comer for the company. Company may ask you to go "HOME".
So if you really serious about your career & " Life " ( As you trying to bully the "Gundaj". Be careful. Don't be emotional & think pragmatic.
I am sure this is great experience to you.
Ask in case of any further assistance - personnel at emdet dot com - 09850401160
From India, Pune
I am agree with Mr. Kameswarao's solution to the problem of the contractor. otherwise, i have seen in my 25 years of service that personnel manager have to chess the contractor for all statutory compliance. In every organization, neither Account department nor your GM / VP support you to solve contractor's problem because everybody including owner of the company is interested for bussiness of the company and they are least bother about all these statutory compliance under various Labour Laws.
Regards,
NKJ
From India, Karwar
Regards,
NKJ
From India, Karwar
Dear Prachi, Last but not least deduct the EPF and ESIC amount directly from the contractors bill and deposit on their behalf to the concerned authority. Surendra Verma GM- Hr. & Admn SPPL
From India, Delhi
From India, Delhi
Dear Prachi prasad,
Pls.remember that you fall in to trap of some big hands of your company.It is not that easy to take action against these contractors when your junior staff.The best ways are...
1) Keep warning to these contractors about their liability in ESI/EPF and minimum wages.
2) Mark all correspondance to your seniors / management or Accounst Head.
3) Try to establish your points strongly and send notice that ESI contribution on wage bill will be recovered from their contarct bill if they failed to produce ESI registeration certificate and deposit proof.
4) But gibe them suffiecent time.
5) Involve all your seniors and accounts head.
6) Better have one meeting with all your contarctos and record the discussion.
Your case is not that easy to discuss in open platform and get solutions.
From India, Madras
Pls.remember that you fall in to trap of some big hands of your company.It is not that easy to take action against these contractors when your junior staff.The best ways are...
1) Keep warning to these contractors about their liability in ESI/EPF and minimum wages.
2) Mark all correspondance to your seniors / management or Accounst Head.
3) Try to establish your points strongly and send notice that ESI contribution on wage bill will be recovered from their contarct bill if they failed to produce ESI registeration certificate and deposit proof.
4) But gibe them suffiecent time.
5) Involve all your seniors and accounts head.
6) Better have one meeting with all your contarctos and record the discussion.
Your case is not that easy to discuss in open platform and get solutions.
From India, Madras
Dear Prasad,
1) You should ensure the payment of wages as per the Minimum wages
2) You find the suitable person from your organization and conduct meeting with contractor
3) You should explain the advantages and disadvantages of the statutory complaince to your contractor
4) You can advice the contractor to submit their bill with the copy of their wage record
5) You can hold the P.F & E.S.I contribution of Employees and Employers share
6) You advice your contractor to submit the Individual (Only for your company) P.F & E.S.I challan to you
7) Prepare the cheque and remite the contribution to their P.F and E.S.I code
From India, Madras
1) You should ensure the payment of wages as per the Minimum wages
2) You find the suitable person from your organization and conduct meeting with contractor
3) You should explain the advantages and disadvantages of the statutory complaince to your contractor
4) You can advice the contractor to submit their bill with the copy of their wage record
5) You can hold the P.F & E.S.I contribution of Employees and Employers share
6) You advice your contractor to submit the Individual (Only for your company) P.F & E.S.I challan to you
7) Prepare the cheque and remite the contribution to their P.F and E.S.I code
From India, Madras
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