Warning: preg_match(): Unknown modifier 'c' in [path]/showthread.php on line 2297

Warning: preg_match(): Unknown modifier 'c' in [path]/showthread.php on line 2298

Warning: preg_replace(): Empty regular expression in [path]/showthread.php on line 2381

Warning: preg_replace(): Empty regular expression in [path]/showthread.php on line 2381

Warning: preg_replace(): Empty regular expression in [path]/showthread.php on line 2381
Are Housing Societies Deemed Employers As Per Labour Law? - CiteHR

No Tags Found!

SH

Shai89308

Executive Hr

AS

Ammu Shanvi

Human Resource

GS

G SHASHI KRISHNA

Senior Manager - Hr

AH

Aizant HR

Human Resources

MA

MARSHAL

Safety Officer

AK

Anish Katoch

Hr Executive

PR

PranjalR

Hr Recruiter

AP

Alka Pal

Hr Executive

Karthikeyan8195

Management Consultant

MK

Mohit Kumar Puri

Head Marketing

AU

Austex

Accounts Manager


mims
Dear All,
I have been asking this question since a few days back but haven't got a reply. May be now I will!
Can Housing Societies be deemed as employers if they hire 20 or less staff
directly ie Maintenance/Security Staff . What are the liabilities / responsibilities o the Society?
regards,
mims
:confused::confused::confused:

From India, Bangalore
K C S Kutty
75

Pl tell whether your Housing society is registered under any Act or it is an informal association of members to carry out/maintain the common facilities ?
From India, Madras
mims
The housing society is registered under Societies Act. There is a single employee taking care of cleanliness, security, STP morning to evening and also required to sleep (only sleep) in the parking area at night for taking care of security. There are no clear rules for the number of hours of work per day/week and also time for rest.
What are the rules governing employment of labour in unorganised sector in India like house holds etc like this employee?
Awaiting your response please.
Thanks
Mims

From India, Bangalore
Madhu.T.K
3891

Your housing society will come under the definition of shop or commercial establishment and the provisions of your State's Shops and Commercial Establishments Act will apply to the only one employee employed by you. If so, you will have to show that he works only for 8 hours a day and he takes care of the houses/ flats/ apartments during his 8 hours duty and is allowed to take rest for the remaining hours of the day! Otherwise, it will become a problem for you because, you are not subject to engage a person for 24 hours; whether he works or sleep and only sleep, is your matter and if he is sleeping throughout, it is open to you to initiate action against him including dismissing him from service on the charges of sleeping while on duty. But the duty hours should not be 24 hours even if he has no work to do! Moreover, taking care of housekeeping, cleaning STP, ensuring security etc are the work assigned to him and that seems to be more than sufficient for a single person to handle. And it is not convincing to say that a housing society has only one employee.

Madhu.T.K

From India, Kannur
mims
Thanks Madhu. That is what I am trying to brig to the notice of my Housing Society. Can the employee be fired at will or does he need to be given notice/ written warning etc although he not contractually employed.
Regards,
Mims

From India, Bangalore
Madhu.T.K
3891

The manner in which disciplinary action should be initiated against a worker depends to a great extent on the terms and conditions of service. Since this man is the only employee and there exists no service conditions attached to his employment, the procedure as stated in the law should have to be followed. Since the person has been employed continuously, it is advisable to give warning or memo in writing so that there will not be any confusion later on. On the other hand, if he has been engaged casually (casually means for the time being and not regularly by all means) he can be fired without formalities.
Madhu.T.K

From India, Kannur
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.




About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.