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#Core Vs Noncore Activity: As per New Wagecode 2020

A new policy bars contractors from performing any core activities, so HR, IR and line managers must work together to keep essential tasks in-house while outsourcing only non-core support functions. Key steps include:
1. Training managers and HR/IR staff on the legal rationale and how to explain core vs. non-core work
2. Rolling out clear communications (town halls, templates, FAQs and one-on-ones) before any outsourcing changes
3. Emphasizing gratuity as part of total compensation to boost retention
4. Establishing feedback loops (surveys, check-ins) and tracking engagement, turnover and grievance metrics

This structured approach ensures compliance, protects quality and proprietary processes, addresses employee concerns, and leverages financial incentives to maintain morale and reduce legal risk.Exploring the Shift Towards Fixed-Term Employment: Government Policies and Industry Adaptations

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Exploring the Shift Towards Fixed-Term Employment: Government Policies and Industry Adaptations

Understanding Fixed-Term Employment: A Look at Recent Changes in Labor Policy

In recent years, the conversation around fixed-term employment has become increasingly relevant, especially as governments and industries navigate the changing landscape of work. But what exactly is fixed-term employment, and why is it drawing so much attention? Let’s dive into the nuances of this employment model and the implications of current government policies.

A Little Background

Fixed-term employment refers to a contractual arrangement where an employee is hired for a specific duration, with the term of employment clearly defined from the outset. This type of employment became more prominent following reforms introduced in 2017, which were shaped by collaborative discussions involving government bodies and labor unions. The intention was to create a flexible workforce solution that could meet the ever-evolving demands of various industries.

Initially, the industry proposed certain limitations: for instance, if a company employed 100 workers, there should be a cap on the number of fixed-term contracts allowed, and these contracts shouldn’t extend beyond one year. However, the government opted against these restrictions, believing in a more liberal approach to workforce management.

The Current Framework

Under the current labor codes, fixed-term employment is characterized by the explicit definition of the employment term, without the previous caps on the duration or the number of employees. One important consideration included in the new framework is that employees under fixed-term contracts are entitled to benefits such as gratuity, even if they have only served for one year.

This shift illustrates the government’s response to the growing trend of contractual work within various sectors. There is a recognition that businesses are increasingly relying on flexible staffing solutions to adapt to market demands. However, this reliance on fixed-term employment raises a critical question: Are companies adequately managing the implications of this workforce model?

The Need for Re-evaluation

As the nature of employment continues to evolve, there is a pressing need for companies to reassess their workforce strategies. While fixed-term contracts offer flexibility, they also require careful management to ensure a balance between workforce size and operational needs.

The growing trend of digitization and the importance of digital record-keeping have become central to workforce management strategies. With technology at the forefront, companies must prioritize efficient tracking of employment terms, benefits, and compliance with labor laws.

Conclusion

The conversation surrounding fixed-term employment is far from over. With continual changes to labor policies and the increasing reliance on non-permanent contracts, it’s evident that businesses must adapt to this new reality. By striking a balance between flexibility and security for workers, companies can leverage fixed-term contracts effectively while paving the way for a more sustainable workforce model.

As we watch these developments unfold, it’s crucial for all stakeholders governments, businesses, and employees to engage in ongoing dialogue to shape the future of work.

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#FTemploymenttert
#FTEbenefits
#FTBenefits

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