Are you an employee working on contract? Is employer exploiting you? Hit back, here is how
There is a difference between a contract worker and a direct worker. However, to stop any kind of exploitation by the employer, the Contract Labour Act 1970 is there.
When it comes to salaried people, contractual labours do come under this discussion and purview. However, very few people know that like permanent employees working in a company of big repute, contractual employees too enjoy some rights courtesy the Contract Labour Act 1970. At a time, when even big companies are opting for contract employees, it's important for the salaried individuals to know their rights given by the Contract Labour Act 1970 in order to stop any chance of exploitation.
Speaking on the rights of contract employees, tax expert Manish Gupta said, "There is the difference between a contract worker and a direct worker. However, to stop any kind of exploitation by the employer, the Contract Labour Act 1970 is there. This Contract Labour Act 1970 helps create a working environment for the contract workers. This act forces an employer or a company to get registered under the Contract Labour Act 1970, even when they have hired 20 or more contract workers for a single day in a year." Gupta said that there are companies that hire contract workers in case of emergency and for such companies also, there is temporary membership provision for the companies to get license and registration under the Contract Labour Act 1970. This temporary membership allows companies and employers to hire contract workers for even 15 days under certain rules and regulations.
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Highlighting upon the rights of contract workers, Manish Gupta said, "If a contractor is not a registered member with Contract Labour Act 1970, then in that condition, principal employers will have to pay the contract worker under the payment rules of the labour law employed on the principal employer because it is job of both contractor and principal employer to provide working environment and ensure proper labour rules being implemented at the workplace."
Apart from these, employment card is to be provided to the workers if the contract is for more than three months. If the contract is more than six months, then providing restroom to the contract workers and canteen is also the responsibility of the contractor." Gupta further elaborated that if there are more than 10 women workers on contract, then the contractor will have to provide creche for such women contract workers. And record register is the must even for the contract workers. If a contract worker is working like any other direct workers, then the contract workers are entitled to salary and leaves as applicable on the direct workers.
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