Author: Suhas Karthik
|The Industrial Employment (Standing Orders) Central (Amendment) Rules, 2018||Modified on 16th March, 2019|
|The Bihar Industrial Employment (Standing Orders) Amendment Rules, 2020||Modified on 20th May, 2020|
|The Industrial Employment (Standing Orders) Central Rules, 1946, Goa||Modified on 21st May, 2020|
|The Karnataka Industrial Employment (Standing Orders) (Amendment) Rules, 2019||Modified on 30th June, 2020|
|The Industrial Employment (Standing Orders) Himachal Pradesh Rules, 1973||Modified on 9th Sept, 2020|
1. Employer can assess the productivity of the employee and if satisfied, can hire such employees permanently.
2. Hassel-free termination of an employee when the period of the contract expires.
3. No permission required from labour authorities to terminate contracts.
4. Employers do not need the services of a contractor to act as an intermediary.
1. All statutory benefits accruing to a fixed-term employee are similar to those enjoyed by regular employees.
2. Employees receive the opportunity to work with the organization directly and not through a contractor. The appointment letter and 3. experience letter will be on the letterhead of the establishment.
Important Points Related to Fixed-Term Contracts
|Usually, a fixed-term contract comes to an end when the date mentioned in the contract is reached. The employer doesn’t always have to specify the notice period. However, this may be counted as intent to terminate the services of the employee.|
|After the fixed-term employee has completed two years of service with the company, the employer cannot unfairly dismiss the employee. The employee is entitled to receive a written statement or reason for dismissal. In case the reason for dismissal is redundant, and the employee has completed two years of continuous service with the organization, then he qualifies for statutory redundancy payment similar to a permanent employee|
|If the employer ends the contract earlier, the employee has the right to a notice period. This is contingent on the terms of the contract. For example, the employer will specify the notice period, like a week or a month (it is one week for each year that the employee has worked.) It is only applicable if the employee has worked continuously for two years or more.|
|In case you have exceeded the fixed-term contract, and your agreement has not yet been renewed, then there can be implied agreement. The employer has to provide the notice period.|
|There is a probability of a fixed-term contract to become permanent. If your fixed-term contract is for four years or more, then it becomes a permanent one – unless the employer documents plausible reason to the contrary.|
|Employees must provide notice if they want to terminate a contract. If fixed-term contract hires decide to terminate the contract before the agreed upon date, then they must hand-in notice of at least a week. This is only applicable in case they have worked with an employer for a month.|