Dear Sudhir: I am not too conversant with the legalese of contract employment, but it is certainly becoming the trend. Why IT, even the media industry is fast adapting these practices. And, several journalists (both in print and broadcast), who are able bodied, prefer contract not only because they are paid higher, but also because it is much easier to leave when they no longer inclined to work.
As far as my knowledge goes, contract employment isn't exclusively offered to the blind or disabled. On the contrary, even the so-called able-bodied persons have to accede to demands of employers that they will be taken as contract employees. Also, contracts in the traditional sense is different from what we are referring here as contracts. Why contracts, I know IT employees (who are able-bodied) who are asked to sign a bond that stops them from leaving the company for two or three years. In my opinion, that is more discriminatory than contracts. Let's not forget that we live in a knowledge economy, where opportunities are increasing with corresponding risks. So, in this environment, how far we can expect traditional employment terms to be applied remains a doubt. Perhaps, Rajesh or Kanchan can answer this from a legal perspective. Subramani -----Original Message----- From: [EMAIL PROTECTED] [mailto:[EMAIL PROTECTED] On Behalf Of Sudhir R (NeSTIT) Sent: Tuesday, June 26, 2007 9:13 AM To: [email protected] Subject: [AI] IT sector employment - stark realities... *********************** No virus was detected in the attachment no filename Your mail has been scanned by InterScan. ***********-*********** Dear friends, We have all been enthused in recent months by the continuous stream of 'heart-warming' news reports from the booming IT and ITES sectors of India opening their doors to the visually challenged. But, closer observation of the facts on the ground reveal certain trends that are disquieting and disillusioning and though not politically correct, I thought I must bring these to the kind attention of Access Indians. a) It seems many of those who have been recruited have been taken in as contract employees and remain so for years together. The professed excuse bandied by the companies is that they want to keep the actual employee count low. This excuse would have held water had not the companies gladly confirmed the non-disabled staff members who were recruited along with or much later than their disabled counterparts. I can understand a company extending an employee's probation if he does not measure up, but, extending contracts umpteen number of times seem to take on sinister tones. b) Simultaneously, I think these unfortunate disabled candidates also suffer discriminatory treatment vis-a-vis their non-disabled peers in terms of compensation and benefit, seniority etc due to the long years they spend as contract employees. c) It may be fashionable to explain this phenomenon as a modern trend in employment thanks to globalisation, but, when it applies only to one segment of (disadvantaged) employees, I prefer to call it high-handed discrimination. India does not have a social security mechanism in place and the best bet for any disabled resource is still the security of a regular job. Unfortunately, the current practice seems to be denying this precise safety net to the disabled. I am not sure how many of Access Indians working in the IT / ITES sector are currently suffering this discrimination silently, hoping to be confirmed in the years to come. But, anecdotal evidence has shown me that many of the so-called 'equal opportunity employers' who hog media limelight with their 'diversity enrichment' programmes are major culprits of this shameful practice. May be, a few of the silent sufferers should speak out for the sake of other starry-eyed youngsters who have been building castles in thin air after reading all these media reports. Simultaneously, can legal eagles like Kanchan and Rajesh educate us about the current Indian laws applicable to the rights of contract employees ? I am sure it is mandatory for a company to confirm an employee after a particular period of being a contract employee. How does one go about enforcing such laws and how risky would such a procedure be ? And, Subramony, can you smell a journalistic scoop in this issue ? I have been an avid votary of the IT and ITES sector as possible sources of fullfilling and well-paying careers for the visually challenged and have even been discouraging the local youngsters from looking at the unglamourous Government sector, but, I should admit this revelation has forced me to revise my recommendations. In fact, I have started wondering whether this phenomenon is restricted merely to the IT / ITES sector or a characteristic of the entire private sector. I know of at least one case in Kerala where a manufacturing company has been employing a visually challenged youngster for almost 9 years as a contract employee at half the salary he would have been entitled for in regular service. Please share your individual views, suggestions and experiences in this matter. Skeletons have remained in the corporate cupboards for too long, methinks... Regards R Sudhir M: 098 472 76 126 To unsubscribe send a message to [EMAIL PROTECTED] with the subject unsubscribe. To change your subscription to digest mode or make any other changes, please visit the list home page at http://accessindia.org.in/mailman/listinfo/accessindia_accessindia.org.i n To unsubscribe send a message to [EMAIL PROTECTED] with the subject unsubscribe. To change your subscription to digest mode or make any other changes, please visit the list home page at http://accessindia.org.in/mailman/listinfo/accessindia_accessindia.org.in
