Hi Priyanka
I am from Kelly Services India started in the year 1946.We are a manpower outsourcing organization based out of US having operations in 33 countries with 2700 branches across the world.
You can transfer the same driver to our payroll we will cover them under ESI and PF.There is no legal disconnect in this mode.
In case if you have any clarifications you can reach me on
Looking forward.......
I am from Kelly Services India started in the year 1946.We are a manpower outsourcing organization based out of US having operations in 33 countries with 2700 branches across the world.
You can transfer the same driver to our payroll we will cover them under ESI and PF.There is no legal disconnect in this mode.
In case if you have any clarifications you can reach me on
Looking forward.......
ESI provides medical benefits to employee's dependant parents, spouse and children..it's a good option..but if you dont wanna go for it voluntarily you can either go for family cards which covers and provides health benefits to dependant parents, spouse and children, Tata AIG and ICICI are the famous names. Alternatively, from company side you can provide him personal accident benefits thru Group Personal Accident policy, I guess you must be having this policy in your company. National Insurance and ICICI are good names for GPA..
have a great weekend,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
141have a great weekend,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
Priyanka,
"4 temps of 3months each make a fulltime job". remember this in the long run. so you will have a hard time after a year explaining to authorities as to why the said position should not be regularised.
Think of all the reasons why do people insure themselves/ assets ?
ie it makes sense to give statutory benefits to an employee.
normally owners/ mgmt feel otherwise due to "Deep Pocket theory".
if you can offer a long term career to a person offer him employment on company rolls otherwise outsource.
eg it is difficult to promote/ motivate IT staff in a non IT cos
another eg would ge security staff. a aguard would have a better career at a security orgnsaisation than on company rolls.
feel free to raise doubts
suryavrat
From India, Delhi
"4 temps of 3months each make a fulltime job". remember this in the long run. so you will have a hard time after a year explaining to authorities as to why the said position should not be regularised.
Think of all the reasons why do people insure themselves/ assets ?
ie it makes sense to give statutory benefits to an employee.
normally owners/ mgmt feel otherwise due to "Deep Pocket theory".
if you can offer a long term career to a person offer him employment on company rolls otherwise outsource.
eg it is difficult to promote/ motivate IT staff in a non IT cos
another eg would ge security staff. a aguard would have a better career at a security orgnsaisation than on company rolls.
feel free to raise doubts
suryavrat
From India, Delhi
Hi,
Adding a new angle.
We are a big company with more than 1000 staff. We intend getting into a straight forward contract where we draw up an agreement and pay him 6500/- per month. Do we have to involve PF and ESI. Can't we just make out a cheque payment of 6500/- every month?
Thanks in advance
Govind Prasad
From India, Bangalore
Adding a new angle.
We are a big company with more than 1000 staff. We intend getting into a straight forward contract where we draw up an agreement and pay him 6500/- per month. Do we have to involve PF and ESI. Can't we just make out a cheque payment of 6500/- every month?
Thanks in advance
Govind Prasad
From India, Bangalore
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