The contractor policy enables HR and hiring managers to follow certain set procedures and mandates while hiring or proposing to hire temporary or fixed term contract (FTC) workers for their functions to manage brief surges in workload or for specific tasks or for consultancy on a particular activity.
This policy template is available for download in Word format.
In just a few minutes, you will be able to create a contractor policy. This policy covers rules to be followed with respect to:
In line with the company‘s hiring policy, < Company name > would hire professionals or consultants on contract for a specified tenure where specific tasks may not require full-time resources or where a special skill is required. These contracts are typically time bound, meant for a specific task, and with a start and an end date.
The policy applies to all functions / departments of the Company.
In line with the Company’s goals and requirements, manpower resources are vital to achieve its objectives. There are situations where a permanent or full-time employee may not be required for certain tasks or small target-oriented projects. This policy recommends that hiring managers may opt for temporary or fixed-term contracts.
The Manager of a department is responsible to assess the resources required to complete a task or a project by dividing it into long-term and short-term activities. Then he/she has to evaluate the resources available and required to complete the task or project. Based on recommendations and approvals from management, the manager will approach HR for temporary resources.
Upon receiving the justification and approvals, HR will review the proposal and take a decision based on the following:
< Company >’s offer of temporary employment will make it clear to the prospective FTC that the contract is:
< Company > undertakes to pay contractual terms offered and accepted by the FTC. It is the Company’s policy not to discriminate against FTCs from regular employees in terms of safety, respect, treatment and work environment.
< Company > will ensure that during their engagement, FTCs will be provided with all necessary tools, accesses, workstations, equipment, stationary and basic amenities.
Following the assessment, if it is decided to terminate the contract on the due date or prior to that, then a meeting with the FTC must be conducted to inform of the final decision.
Any deviation from this policy has to be approved by HR. Any changes to the policy has to be approved by Legal and Compliance.
Violation of this policy is subject to disciplinary action, up to and including termination.