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Is an organisation which outsources housekeeping , security services to agencies and has manpower from these agencies in the organisation through such agencies , required to register itself as a principal employer/contractor under the Contract Labour regulation and Abolition Act,1970?
Also, will it make a difference if the agreement with the service agency is signed as a manpower supply agreement instead of a service agreement?
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Cite.Co is a repository of information created by your industry peers and experienced seniors sharing their experience and insights.
Join Us and help by adding your inputs. Contributions From Other Members Follow Below...
Is an organisation which outsources housekeeping , security services to agencies and has manpower from these agencies in the organisation through such agencies , required to register itself as a principal employer/contractor under the Contract Labour regulation and Abolition Act,1970?
Also, will it make a difference if the agreement with the service agency is signed as a manpower supply agreement instead of a service agreement?
Community Prime Sponsors
FactoHR.com - Payroll Software with GPS Enabled Attendance, Travel, Performance Management, HRMS.
Talentedge.com "Interactive Anywhere Learning". Executive courses from top reputed institutes like IIM, XLRI, MICA.
i have two questions:1) if an employee under contract labour is removed illegally by the contractor, will he(c.labour.) be filing a case against the principal employer or the contractor.
2) in case of contractual labour gratuity and all are to be paid by whom the cintractor or the principal employer.?
i have two questions:1) if an employee under contract labour is removed illegally by the contractor, will he(c.labour.) be filing a case against the principal employer or the contractor.
2) in case of contractual labour gratuity and all are to be paid by whom the cintractor or the principal employer.?
Dear Satty
Please bear it in mind that eventhough the worker engaged by the contractor, are engaged in the Principal employer's complex and for the work of PE. It is the duty of Contractor to face the case filed against the worker and the Payment part the Principal Employer has to ensure that the Labourer will get his entitled F&F Settlement benefits. Otherwise the Principal employer has to make good of it.
Dear Satty
Please bear it in mind that eventhough the worker engaged by the contractor, are engaged in the Principal employer's complex and for the work of PE. It is the duty of Contractor to face the case filed against the worker and the Payment part the Principal Employer has to ensure that the Labourer will get his entitled F&F Settlement benefits. Otherwise the Principal employer has to make good of it.
Dear Pooja
If a contractor want to obtain the license under CL Act, for an establishment where he is planned to place his workmen, he must obtain the copy of Form 1 or Form 2 (Registration of Establishment Certificate or Application for registration of Establishment under CL Act) and Form 5 (Certificate from Principal Employer) and Letter of Indent or work order alongwith the Application for obtaining Licence (Form 4). Then only he can be issued with the Licence (form VI).
Hope your querries are attended. If you have any other querries never hesitate to ask the forum members.
All the best
Dear Pooja
If a contractor want to obtain the license under CL Act, for an establishment where he is planned to place his workmen, he must obtain the copy of Form 1 or Form 2 (Registration of Establishment Certificate or Application for registration of Establishment under CL Act) and Form 5 (Certificate from Principal Employer) and Letter of Indent or work order alongwith the Application for obtaining Licence (Form 4). Then only he can be issued with the Licence (form VI).
Hope your querries are attended. If you have any other querries never hesitate to ask the forum members.
All the best
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