Hi Friends,
SOME ONE CAN PLEASE HELP
We are having four different units in SEEPZ –SEZ, Andheri, Mumbai in different buildings and are registered every establishment under DISH having four different Factory licenses.
Presently all four units, numbers of employee on contract are below 20 hence we are not inform the authorities Contract Labour (R&A) Act, 1970 neither applied.
Now we want to go increase the limit of employee from 20 to 50.
Legal opinion on following is required.
If my company want to employs contract labours through three contractors, suppose each contractor employ 19 labours,
1) As a principle employer should we register under Contract Labour ( Regulation and Abolition) act ?
2) Do the contractors need to get licence ?
Siddesh,
************************************************** ******************
Dear Friend
Some one can please help…on Industrial Disputes Act of 1947
On completion of 240 Days of continuous employment under temporary employment, a person can claim for permanent employment.
In the case of any contract can a person claim any right of permanent employment
1. If the contractual period is 240 days or more?
2. If yes, what is alternative?
3. If no, what should the clause of the contract refraining the claim as said above?
Is it safe to have a 11 months contract with employees ? Or suggestion is required for alternative procedure. (Contract between employer and employee)
If no, what days of work (tenure) should be maintained?
Is there any compulsion to have percentage/no of employees on regular employment in an org.? Or all can be on contract ?
Waiting Of Your Fruitful Reply.
Siddhesh
16th October 2008 From India , Hyderabad
SOME ONE CAN PLEASE HELP
We are having four different units in SEEPZ –SEZ, Andheri, Mumbai in different buildings and are registered every establishment under DISH having four different Factory licenses.
Presently all four units, numbers of employee on contract are below 20 hence we are not inform the authorities Contract Labour (R&A) Act, 1970 neither applied.
Now we want to go increase the limit of employee from 20 to 50.
Legal opinion on following is required.
If my company want to employs contract labours through three contractors, suppose each contractor employ 19 labours,
1) As a principle employer should we register under Contract Labour ( Regulation and Abolition) act ?
2) Do the contractors need to get licence ?
Siddesh,
************************************************** ******************
Dear Friend
Some one can please help…on Industrial Disputes Act of 1947
On completion of 240 Days of continuous employment under temporary employment, a person can claim for permanent employment.
In the case of any contract can a person claim any right of permanent employment
1. If the contractual period is 240 days or more?
2. If yes, what is alternative?
3. If no, what should the clause of the contract refraining the claim as said above?
Is it safe to have a 11 months contract with employees ? Or suggestion is required for alternative procedure. (Contract between employer and employee)
If no, what days of work (tenure) should be maintained?
Is there any compulsion to have percentage/no of employees on regular employment in an org.? Or all can be on contract ?
Waiting Of Your Fruitful Reply.
Siddhesh
16th October 2008 From India , Hyderabad
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City-India-Hyderabad Country-India contract labours factory licenses contract labour act legal opinion temporary employment
Contract Labour (Regln & Abolition) Act 1970.zip
Position Description- Senior Legal Counsel- CIMMYT.pdf
