by Prompt Personnel | Dec 28, 2022 | labour law advisory
What are labour laws?
Labour laws are a set of compliances that strategically and legally set the tone for treating the labour force in the workplace. Labour is the greatest asset for an organisation, and to ensure their rights are protected and safeguard them against exploitation, labour laws are enforced. It regulates trade unions, workers, and companies. Non-compliance with labour laws can lead to penal action against the organization and its employees.
The State imposes Labour Laws along with the Central Government. Labour law compliances are not just prohibited to filing returns, but these records administer as evidence for obedience and proper labour law compliance. The authorities must produce them in case of any discrepancies. Some rules are enforceable only for specific work environments. And some laws are enforceable to all organizations.
Here are 4 signs that you need an expert labour law advisory:
Employment laws are essential because they protect the rights of the employer and the employees. They ensure that employees are not subjected to any sort of harassment and discrimination at work, and they fulfill their agreements along with specific contracts, if applicable, with the company. If employees feel discriminated against or harassed at their workplace, they can consult a labour law advisor who can take legal action.
You want a way to promote business success: Labour laws exist in the jurisdiction to protect employees from unhealthy and unsafe working conditions, improper compensation, and discrimination from their employers. When these labour law compliances are followed correctly, they are highly beneficial to employers as well.
Businesses can suffer tremendous casualties through settlement payments or lawsuits if they don’t comprehend and follow labour laws compliance. In contrast, when companies follow the law with the help of a prominent labour law consultancy, they foster a sense of trust and create a more productive working environment. Labour Laws provide a fair and safe working environment for employees, as well as reasonable compensation for them. As a result, you’ll notice how employees give their best output in their designated jobs.
You need someone to protect the rights of employers and employees: People think labour laws restrict the ability to make critical judgments and decisions and thus impede the company’s development and success. However, labour law compliance is meant to protect the rights of employees and employers. Employers should be unbiased and just when it comes to hiring qualified candidates for their organization. Moreover, they should compensate them fairly and provide a safe environment for the employees to work in.
Similarly, employees are expected to fulfill their duties according to the employment contract terms and be punctual in doing the same. An employer can rightfully fire an employee if the company cannot afford the employee or believes the employee is not making the desired impact on the corporation. It would be best to have a professional and expert labour law consultancy for optimum legal labour law compliance.
Legal compliance issues can cause reputation damage, but above that, breaching the law can cause financial or other kinds of penalties. Generally, a monetary penalty is a primary punishment, but depending on the implication and significance of the case, the court may also order the rightful cancellation of the company’s registration. Hence, one must be cautious and alert to labour law compliance issues. For contemporary small businesses, paying massive financial penalties is a setback.
Experiences and professional labour law advisors can help avoid such nuisances. Labour law details the position you will be employed for, its duties, compensation, and responsibilities. An employment contract is one of the most crucial documents you will ever sign. If you are skeptical about any part of this document, a labour law consultant can answer your questions so that you can strategically evaluate and alter your contract before you sign it or if you believe your employer broke it.
You require some economic stability: It is the purpose of labour law to support both employees and employers equally. Employers have assured the independence to freely operate their businesses so protracted as they treat employees reasonably and do not explore, harass, or discriminate against them for unsafe functional conditions. Labour law compliance supports economic stability and increases the quality of life at a local, state, or country level by ensuring safe employment opportunities. Professional labour law consultancy caters to excellent labour law compliance solutions, keeping a company safe from legal glitches.
You detest discrimination: There are many forms of workplace discrimination. An employee could be demoted based on age or gender. Race, nationality, and sexual orientation are other forms of discrimination. Wrongfully terminating an employee who needs maternity leave or has been ill or injured at work is also a common form of discrimination. By hiring a labour law advisor, employees are protected from discrimination and harassment at the workplace.
Lawyers are professional negotiators who can help you negotiate a good deal, compensation, and terms that will benefit you in the workplace. With the help of labour law compliance, they can help you resolve disputes and issues in the workplace through negotiations. Whenever your employer violates employment law or mistreats its employees, you should consult a labour law advisor. It’s essential to know and understand your rights and responsibilities in your job. This will make you feel confident approaching your employer with problems or concerns.
A lawyer with experience, knowledge, and unbiased judgment is your best source of information for labour law questions. Prompt Personnel’s personnel audit a company’s provisions for labour law compliances and discover possible glitches. Understanding the glitches, opportunities, and drawbacks, we offer you labour law compliance solutions. For better adherence, software or applications are designed to streamline the process.
Prompt Personnel is a leading HR management company in India, offering different kinds of HR recruitment management services. Offering labour law compliance is our forte, and we assure you of accurate and cost-effective services. We provide Temporary Staffing, Permanent Staffing, Labour Law Compliance Management & Advisory, and many more such services.
by Prompt Personnel | Dec 27, 2022 | Temporary Staffing
What does temp-to-hire mean?
Temp-to-hire is where a company hires a temporary worker, usually through a temporary staffing agencies, and can offer them a permanent position once the temp contract ends.
How does temp-to-hire work?
Temporary periods can vary but are usually extended (3-6 months). This allows the organization to get a good read on employees’ skills, habits and work ethic. Think of temp-to-hire employment like a team member probationary period. The main difference is that temp-to-hire workers are only on the company payroll once hired for a full-time position. This also means that the staffing agency handles the worker’s benefits and wages during this period.
New to temp-to-hire? It’s time you learn more about it. We’re seeing employers in many industries use temp-to-hire arrangements to tackle budget uncertainty, employee burnout, and employment regulations as 2023 approaches.
Here are 4 ways how Temp-to-hire can benefit you:
-
Temp-to-hire can ease uncertainty
It’s nonetheless a job candidate market, but inflation and recession threats dominate. Most employers need to be more staffed and are shuffling to fill job positions, while those with their vision on the economy question whether it’s time to tap the breaks on hiring. As discussed, off the top, the utter flexibility of a temp-for-hire employee is an excellent asset for any contemporary business. If a company wants to experiment with a new job role but isn’t sure they have the workload or hours to fill it consistently, bringing in temporary employees is often an ideal and smart solution. No benefits to pay for, no extensive paperwork to do, and you can cut these temporary employees loose at any time. This is especially significant in construction, where work is often seasonal or sporadic.
-
Temp-to-hire can be ideal for candidates, too
Don’t feel guilty about fearing commitment: Many workers have that fear, too. The try-before-you-buy strategy can be a win-win for both sides as long as you follow best practices. Temp-to-hire work experience can be invaluable for employees, specifically the ones new to the selected industry. Here are some of the ways the employees can benefit:
- Expands their job search
- Opportunity to learn new skills
- Boost their resume with relevant work experience
- Expand their network of professional contacts
- A personal insight on whether a specific career is right for them
-
Provides plentitude of time to assess performance.
Let’s face it – trying to find an individual to join your team can be daunting. It would help if you had workers with the experience and skill to do the job and personalities that fit into your company’s work culture. Temp-to-hire employment gives you a thorough vision of how an employee performs without the commitment of keeping them long-term.
-
Monetary expenses and time savings.
Instead of spending time trying to screen, recruit, and train potential candidates, the temp staffing companies in India do this for you. This gives your in-house team more time to focus on essential tasks. It also costs less to hire a temporary employee from the temporary staffing services, minimizing the peril of hiring full-time employees who don’t work out.
Suppose you control when, how, and where workers do their job. Classifying them as independent contractors can be risky. In these cases, employing workers with the help of a staffing company through temporary, contract, or temp-to-hire arrangements can remove that risk without a permanent employment commitment.
As you can see, temp-to-hire contracts provide several benefits to employers and employees. But the quality of the potential candidate is only as good as the temporary staffing agencies that place them. There’s plenty of uncertainty looking toward the next year of recruiting. Temp-to-hire can be a great way to keep forward momentum. A clear plan, combined with one of the leading temp staffing companies in India like Prompt Personnel, ensures your business will find the pertinent talent it needs to get the required job done right. Contact to learn more about our services.
by Prompt Personnel | Nov 23, 2022 | Human Resources
Labor laws or employment laws define the employer’s obligations regarding their employee’s security. The law serves as an outline to guard employees, be they on-premise, contract workers, or remote employees, against injustice or discrimination. According to the best labour law consultancy, labour laws include objectives like:
- The physical and mental well-being of employees
- Equal pay and opportunities
- Safety and welfare of employees
- Workplace diversity and inclusion
As any labour law advisor would suggest, non-compliance to remote employee labour laws may lead to legal consequences for the employer.
Below are the categories of remote employee labour law employers must know about:
Minimum Wage Requirements
For non-exempt remote employees (those who work hourly), the employer must comply with the state minimum wage requirements law where the employee works from. However, if the centralized, state, and local minimum wage differ, the highest amount will apply to the employee.
Payroll Regulations
The best labour law consultants will advise, and guide you about payroll regulations; there are a few different aspects of it. Further, differences in payroll requirements exist between states and localities. Hence, employers must know what regulations apply to their remote employees.
- Tax: Filing taxes as an addition to central tax laws for remote employees
- Deductions: The mandatory payroll tax deductions, job-related expenses, and health insurance premiums.
- Payday: The employee payment frequency – weekly, bi-weekly, monthly, or semi-monthly.
- Paystubs: The information on paystubs, including paid sick leave accruals
- Delivery: The way employers deliver the paycheck.
Overtime Requirements
For non-exempt remote employees, employers must comply with the official overtime requirements. Per the guidelines, employers must pay at least the minimum wage for the first 48 hours of the working week. The organization must compensate employees twice times their regular rate for overtime, according to any labour law advisor. However, employers need not pay for unscheduled, unexpected hours they are unaware of.
Labor Laws for International Employees
Research regarding remote employee labour laws is necessary if you hire employees from other countries. Consider knowing the country’s labour laws with any reliable labour law consultancy where you employ remote employees. Here are a few key details that can help you choose countries wherefrom you want to hire your remote employees.
The labour laws in India are complex, but only a few apply to contract employees. However, employers are required to protect contract employees from discrimination.
In the case of taxes, both the employer and the employees are responsible.
Health and Safety Requirements
Employers must consider health and safety regulations for remote employees. They must create a safe and secure working environment. This means they must identify risks and hazards and take safety measures for employees. Employers may create a health and safety policy that includes training and allowing employees to report incidents and issues. Further, employers may also need to provide employees with protection equipment based on the type of work.
Workers’ Compensation
Even if your employees work remotely, they are eligible for workers’ compensation. The lack of employer control over employees’ working conditions is irrelevant here. This is because employers are responsible for providing employees with a safe working environment, regardless of where they work. If remote employees fall at home during teleworking, they may be eligible for workers’ compensation. It would depend on their sustained injuries (if any) during employment. Based on the location of the company and the remote employee, employers must assess the coverage and claims., according to the leading labour law consultants.
Complying with the labour laws for remote employees can be significantly tricky when the rules differ by state and country. Also, the remote work laws are subject to change over time. Entrepreneurs need to keep up with labour law compliance and changing regulations. Additionally, they must ensure that the business operates legally. With so many aspects to look after, it is easy for employers to get stressed. But with platforms like Multiplier, complying with remote employee labour laws can be more accessible. This is a good decision taken by the government to promote startups in India which will boost the startup sector, thus giving way to employment opportunities. For further support, be sure to contact a prominent labour law consultancy in India, Prompt Personnel.
by Prompt Personnel | Nov 18, 2022 | Human Resources
For the past several years, we’ve had to work through a lethal pandemic, a lousy economy, the gradual collapse of democracy, and the decimation of our civil liberties. What is transpiring is that overworked, exhausted, burnt-out working-class people are taking back their diminishing agency jobs and operating conditions that are unfavourable for them. The latest of these types of acts of resistance is so-called “quiet quitting”- the freshly coined phrase for when workers only decide to do the job, they’re being paid to do without participating in extracurriculars or taking on any extra duties at work. Every prominent HR consultant in Mumbai is familiar with this term by now. Acquiring popularity in response to pandemic-induced burnout, quiet quitting is having a juncture, especially among young individuals who, in many ways, have suffered through the worst of these surreal times.
Quiet quitting is the latest workplace buzzword. Although it sounds like some employees are resigning, it represents a rebellion against the hustle culture of going beyond what a job requires. While not an unprecedented concept, the term ‘quiet quitting’ has recently acquired popularity in the media as some employees reject the hustle culture at their workplace and set job boundaries. Not only are people resigning from positions, but they also want to limit their workloads. Primary HR services in Mumbai are inquiring candidates about quietly quitting — the new way of doing a designated job’s bare minimum before they land them a job.
What is quiet quitting?
Quiet quitting refers to performing the bare minimum requirements of one’s selected job and putting in no more effort, time, or enthusiasm than is necessary. As such, it is a misnomer since the worker doesn’t leave their position and continues to collect a salary.
Quiet quitting doesn’t imply that an employee has left their job but instead has limited their daily tasks to those strictly within their job description to avoid exhaustive long working hours. They want to perform the bare minimum to get their desired job done and set precise boundaries to improve their work-life balance. These employees are still successfully fulfilling their job duties but not subscribing to the ‘work is life’ culture to guide their careers and stand out to their official superiors. They religiously stick to what is in their official job description, and when they go home after work, they leave work behind them in the office and focus on non-work duties and activities.
However, entirely quitting could signify that an employee is not content in their position or is experiencing significant burnout. Quiet quitting is a way for the employee to deal with exhaustion to help alleviate some work stress. It may also mean they are ready to change positions or look for another job.
Is quiet quitting for real?
Employees who settle to ‘quiet quit’ are frequently disillusioned with the workplace. Hence, they disengage and extricate themself from their work and stop giving their 110% to the job. If this practice is addressed, it can positively impact other employees and the overall workplace culture. These impacts include decreased employee productivity and morale, mainly because employees who feel disengaged might produce work of inferior quality. A subordinate or inadequate engagement rate within the workplace often results in a leveraged turnover rate, as no employee wants to work in a hostile environment. This raises a costly issue for an organization as it is expensive and time-consuming for the entire organization to go through the hiring and training process for new employees.
Quiet quitting might or might not be a recent phenomenon or a bona fide trend. But it has called attention to what appears to be widespread dissatisfaction among a major chunk of employees that employers might need to address. Every employee has the right to decide: Are they only willing to do the bare minimum work necessary, or do they believe in the organization and its mission enough to desire to do more? To such employees, contract staffing services come in handy. For quiet quitters, only the bare minimum is favorable; and so is valid with contract employees. When an employee is based on contract staffing, they need to have the load over their head to impress their fellow superiors to have a beneficial future in the organization. Hence, a bare minimum is enough for contractual employees. One of the finest contract staffing companies in India, Prompts Personnel, takes care of the organization’s contract staffing services, so they don’t have to worry about quiet quitters anymore.
Every HR professional must have the time and scope available to support the management and people of the organization to do their best work. Prompt Personnel, one of the leading HR consultants in India, provides small to medium-sized businesses with effortless and effective HR management software that takes care of many operational and administrative tasks—freeing up time to dedicate to the people’s side of the business.
by Prompt Personnel | Nov 15, 2022 | Human Resources
Recruiters and other talent professionals know the benefits of staying on the cutting edge. Two names are changing business practices and workplaces tremendously, especially among the leading hr consultants in India- Artificial intelligence and machine learning can help automate manual tasks in your recruiting process, but they can potentially create a bias toward candidates and impact your hiring decisions.
Artificial intelligence can aid business applications in numerous ways; companies can understand their customers more efficiently with deeper insights, with AI. But in this blog, we will discuss how machine learning is overcoming critical issues in HR recruiting. Most of us are aware of the inefficiencies in the recruiting process. With the help of machine learning and automation, we can reduce these inefficiencies to a significant extent and apply the candidate-first approach. With AI, recruiters can find candidates who match the job description, such as job roles, hard skills, soft skills, academics, experience, salary, industry, personality, etc. The Algorithm in the hiring process will help businesses make hiring decisions – fast & better.
Locating Qualified Candidates, Posing The Question
Are there additionally efficient ways or more suitable places to find great talent? Most staffing companies in Mumbai today use recruitment platforms to locate potential employees through a search engine-based system where they can niche down a list of candidates depending on factors like location, skill, industry, and experience. But with machine learning abilities, hiring managers don’t have to go through the struggle of manually digging through applications from hundreds of candidates to encounter the best fit. Instead, they can rely on job and networking sites to leverage artificial intelligence and offer brilliant recommendations on the candidates who can fit a given role at its best. This allows a more productive hiring process for both recruiters and job seekers.
Iterating And Improving The Recruiting Process
How do you know when you’re doing well in hiring or if you’re getting better? How can machines help us optimize that experience?
Machine learning can help echelon the playing field in recruitment. It can provide equal exposure to opportunities, regardless of a candidate’s pedigree or background. Algorithms should focus on skill-based data, not the universities a candidate has reviewed, the companies where they have worked, or their gender or ethnicity.
Effective Hiring
What does it mean to hire at scale successfully? How can you retain talent? Can you measure the productivity of a team? One factor to consider is that candidates aren’t aware of their value and what compensation they should ask the organization for. This is another zone where machine learning supports HR consultants. It can reveal salary data for a candidate’s detailed geography and role, making them better educated. On the organization’s side, it can also source and analyze salary data. This provides companies with a clearer picture of a suitable salary offer based on a candidate’s experience and skills instead of their previous salary.
DE&I Enablement, Raising The Question
How can you turn the data you collect into valuable insights and get better outcomes? Companies that rely on machine learning to strengthen their recruiting processes will probably find that building or using a platform free of biased hiring and wage gaps is one of the biggest challenges. ML can expedite “exception handling” in numerous financial processes. For instance, when a payment is received without an order number, an individual must sort out which order the amount corresponds to and determine what to do with any excess or shortfall. By monitoring existing processes and learning to recognize different situations, AI significantly increases the number of invoices that can be matched automatically. This lets organizations reduce the work outsourced to service centres and free up finance staff to focus on strategic tasks.
The most significant benefit of tapping into machine learning in your hiring process is making better decisions more quickly. Prompt Personnel, one of the leading providers of HR services in Mumbai, believes that one of the exciting ways they’ve seen it used is to give insights into the interviewer instead of the interviewee. Say you interrupted these candidates several times, or maybe there’s a pattern here that you might be favouring male applicants, allowing them to speak more than women. In these instances, ML models can help companies improve their hiring process by identifying biases like these. Machine learning will bring the most success to organizations that use its capabilities to increase employee productivity. This is especially true with recruiting. Where machine learning can aid niche down and suggest the ideal job candidates, hiring managers can handle personal interviewing, negotiating the terms, and comprehending the human on the other side of the table.
