With globalization, the free movement of workers (i.e. expatriates) from one country to another is a common phenomenon. As a general rule, expatriates are sent either on an assistant`s basis or on a secondment basis. While the economic employer remains the foreign enterprise, the economic employer is, in the case of secondment, the unit in the country where the worker is located. With regard to the issue of the state of Punjab and others v. Inder Singh and others, it is said that the idea behind the term “assistant” is generally understood in labour law and the meaning behind it is well recognized. It is simply said that the assistant means service outside the framework or department of origin/mother. Mp is transferring an employee to a position outside his or her original position, perhaps in a new department or position for a temporary time. At the end of the posting period, the worker must return to his or her home department and continue to hold the same position as before his temporary position, unless he has acquired a promotion to a higher position in his parental service during that period, in accordance with the recruitment rules. However, the competent official responsible for monitoring that status or provision of services, who places or assigns such a worker in the case, determines whether such a task should be outside the normal recruitment area or in the normal space. It should be noted that the assistant can only intervene if the named person has given his or her consent. And if you are pointed to a new position, many know his rights and privileges with such a position. It should be decided that civil servants in regular equivalent positions, as well as civil servants working at the higher or lower rank, as well as the regular qualifications that have been the norm for promotion, are all, as far as possible, covered by this type of assistant, absorption or short-term contracts.
In order to protect the interests of employers, it may be useful to hire them to prevent them from changing jobs. In addition, it may be relevant to clearly define his role, responsibilities and remuneration, etc., through a detailed agreement, among other conditions that determine his employment during the operation of an assistant in the United Kingdom. This document therefore helps the employer. In defining the default and its consequences, this document also helps the employer to take certain guarantees in order to protect itself against the possibility of the worker cancelling in the middle of his assistant, that is, during the period of his assistant, resulting in a significant loss of the employer`s reputation in front of an international client and/or the loss of the employer`s business opportunity. It should be noted that the assistant is not the same as absorption. There is a big difference between the two terms. With regard to absorption, the staff member who starts at the beginning of the assistant could be admitted to a permanent position if the recruitment rules require that admission can be duly recognized as a mandatory recruitment procedure. Such a mode can only be implemented in the circumstances of central government or state officials who are already in place. There are certain circumstances in which the EU Public Service Commission or the UPSC are consulted or consulted on where the recruitment takes place. The UPSC is consulted on recruitment issues for all central public services and central public sector agencies.
The exemption from this consultation is managed by the Public Utilities Commission itself under the 1958 Regulations of the Commission of Public Serbs (Consultation Exemption) which are available at the time of the amendment.