Is there any judgment on payment of Gratuity by the Principal Employer in respect of contract labours working with different contractors for different time with less than 5 yrs service in respect of each contractor but more than 20 years of total service
Rgds,
DG
From India, Delhi
4Rgds,
DG
From India, Delhi
If these workers have been working under different contractors but for the same principal employer, there is a chance that the contract itself would be viewed as sham contract and in such a scenario, the principal employer will have to bear the liability of payment of gratuity.
Madhu.T.K
From India, Kannur
Madhu.T.K
From India, Kannur
Right put by Madhu T. K. If contractors are changed on a regular basis only deprive the legal right of the employees, then it becomes a sham contract as well comes under the purview of unfair labour practice. Moreover, in such circumstances, the principal employer becomes liable to pay the gratuity.
Check my blog at www.labourlawhub.com
From India, Kolkata
Check my blog at www.labourlawhub.com
From India, Kolkata
There is a Supreme Court case I'm appeal,from a madras high court decision, under which the principal employer was held liable for gratuity for dock workers unloading raw material for the company over a long period of time. In that case the decision was in favour of the workers even though they were not working continuously every day.
You will need to search for the case. It's almost 20,years ago
From India, Mumbai
You will need to search for the case. It's almost 20,years ago
From India, Mumbai
The important element which defines employer employee relationship is the supervision by the employer. Supervision does not mean instructions to do work and similar routine supervision but taking disciplinary action against the contract workers, fixing their wages etc. In these circumstances it can be easily established that the principal employer has knowledge about employment of a particular worker over a period of time. On the other hand, in a genuine contract the principal employer only knows the number of workers engaged (not employed) and has no knowledge as to who all are deployed by the contractor. For the principal employer it is the service that wants to get and in delivering the same who are engaged by the contractor is immaterial. At the same time many contracts are made so as to avoid complications of collective bargaining. There is a general feeling that if work is done through contract labour, the employer has no legal obligation whereas legally he is bound to ensure minimum wages, statutory contributions and welfare of those engaged. It is true that the provisions of standing orders may not be directly applicable but to what extent these would benefit the employer is minimum. It is also doubtful if these workers would take the same responsibility that the regular workers take in discharging their duties. Moreover, such engagement is possible only in such areas of operations which are not directly related to the main objective of the organisation. It is with the view of reducing this kind of employment that the Contract Labour (Regulation and Abolition) Act has been legislated. Needless to say that this Act remains unenforced in many areas of India which are industrially very advanced!!!! You may read this comment in the context of Maruti incident !
Madhu.T.K
From India, Kannur
Madhu.T.K
From India, Kannur
In case of contract Labour, if he completes 5 years service, then the contractor has to pay Gratuity amount to him.
If the contractor is not paid, the principal employer has to pay the gratuity to the contract labour.
For less service of 5 years there is no rule for payment.
From India, Hyderabad
If the contractor is not paid, the principal employer has to pay the gratuity to the contract labour.
For less service of 5 years there is no rule for payment.
From India, Hyderabad
Gurumurthy Sir, his question is slightly twisted.
He says the contract workers worked for more than 20 years at the same location, but under different contractor. Each contractor was for less than 5 years and therefore individually not liable for gratuity. But is the principal employer liable because they worked at his factory for 20 years.
Incidentally the act does not say principal employer is liable for gratuity, only pf, ESIC, wages, bonus, minimum wages. But spurts have granted it as liability if principal employer.
So, your opinion will be appreciated in light of the above.
From India, Mumbai
He says the contract workers worked for more than 20 years at the same location, but under different contractor. Each contractor was for less than 5 years and therefore individually not liable for gratuity. But is the principal employer liable because they worked at his factory for 20 years.
Incidentally the act does not say principal employer is liable for gratuity, only pf, ESIC, wages, bonus, minimum wages. But spurts have granted it as liability if principal employer.
So, your opinion will be appreciated in light of the above.
From India, Mumbai
The basic issue is that there have been different contractors and all these contractors have been employing the same workers for the one and the same principal employer. "Changing the contractor but the workers remain the same" is a genuine example of sham contract. When the contract becomes sham the question of regularisation would arise. Therefore, ultimately the principal employer will be liable for payment of gratuity to those who have worked for him for 5 years and more.
Madhu.T.K
From India, Kannur
Madhu.T.K
From India, Kannur
However much we can twist and turn,the Principal employer becomes liable for Gratuity in this case.
Sham act of terminating or changing contractor overtime lesser than 5 years will not save PE from liability falling on him wherever contractor has failed to meet his statutory coverages.
This is what I understand from the laws relating to subject:
The liabilities of a principal employer under the Contract Labour Act are examples of vicarious liability on owners of establishments. The Contract Labour Act provides respite and recourse to contract labour from non-payment of wage by allowing them access to the principal employer in the event of a default by the contractor.
The principal employer is required to ensure that a representative be present while the contractor is disbursing payment to the contract labour (Section 21(2)).
From India, Pune
Sham act of terminating or changing contractor overtime lesser than 5 years will not save PE from liability falling on him wherever contractor has failed to meet his statutory coverages.
This is what I understand from the laws relating to subject:
The liabilities of a principal employer under the Contract Labour Act are examples of vicarious liability on owners of establishments. The Contract Labour Act provides respite and recourse to contract labour from non-payment of wage by allowing them access to the principal employer in the event of a default by the contractor.
The principal employer is required to ensure that a representative be present while the contractor is disbursing payment to the contract labour (Section 21(2)).
From India, Pune
Sir,
The problem is that gratuity is not defined as a part of wages either under contract labour act or payment of wages act.
So, a claim of gratuity by contract labour is a long drawn process stemming from (1) sham contract (2) eligibility of permanency due to working for long time on perennial jobs.
Morally, PE should pay
Probably court will order it to be paid
Then it's the question of whether the company wants to take the risk of the matter in court, it's cost and possible impact.
From India, Mumbai
The problem is that gratuity is not defined as a part of wages either under contract labour act or payment of wages act.
So, a claim of gratuity by contract labour is a long drawn process stemming from (1) sham contract (2) eligibility of permanency due to working for long time on perennial jobs.
Morally, PE should pay
Probably court will order it to be paid
Then it's the question of whether the company wants to take the risk of the matter in court, it's cost and possible impact.
From India, Mumbai
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Fixed Term Contract Employees to get Gratuity.docx