This document is a project report submitted by Ashish Kumar Yadav for his Master of Business Administration degree. It discusses his summer internship at SVAM POWER PLANTS PVT. LTD, where he studied factory acts and employee welfare measures. The report includes sections on the history of labour welfare in India, SVAM's company profile, acknowledgements, and an introduction to the project topic.
This document is a project report submitted by Ashish Kumar Yadav for his Master of Business Administration degree. It discusses his summer internship at SVAM POWER PLANTS PVT. LTD, where he studied factory acts and employee welfare measures. The report includes sections on the history of labour welfare in India, SVAM's company profile, acknowledgements, and an introduction to the project topic.
This document is a project report submitted by Ashish Kumar Yadav for his Master of Business Administration degree. It discusses his summer internship at SVAM POWER PLANTS PVT. LTD, where he studied factory acts and employee welfare measures. The report includes sections on the history of labour welfare in India, SVAM's company profile, acknowledgements, and an introduction to the project topic.
[submitted in the partial fulfillment for the award
Of Master of Business Administration 2013-15]
Submitted to: Submitted by:
GUIDES CERTIFICATE TO WHOM IT MAY CONCERN
It is certified that Mr. Ashish Kumar Yadav S/o Sh. Arun Kumar, a student of Haryana School of Business, Guru Jambheshwar University Of Science & Technology, Hisar, Roll No:- 13101050 has undergone for a summer internship training from 2nd June, 2014 to 28 th July, 2014 in SVAM POWER PLANTS PVT. LIMITED. During tenure of his training we found his interest in various HR topics like labour laws, selection process, welfare of employees, compensation etc. He is very intelligent, sincere & hardworking student & his conduct found satisfactory. We wish him all success in his future endeavors.
PREFACE
As we know Industrialization has come in India in 1991, thats why it was a challenge in every organization to take care of human welfare. But at present time it is must in every organization. There are various Acts which comes under Labour Laws like EPF, ESI, Compensation Act, Factory Act etc. It is mandatory for all Organization to apply all these Laws and Act. These all Acts and Laws are made by Government of India. I have marked upon the study of factory acts in Labour Laws measures in SVAM POWERS PVT. LTD. The topic assigned to me relates the study of Factory Acts and Employees Welfare Measures in SVAM POWER PVT. LTD. It is the study of factory acts and welfare facilities provided by the employer to employee in the Organization.
I am thankful to the management of SVAM POWERS PVT. LTD
ACKNOWLEDGMENT
By no means would words be enough to express the thanks and sincere appreciation that, I owe my guides, lect. MRS. ANJU VERMA for their guidance, without which I would have been last in complex intricacies. I am thankful to my friends for providing all the necessary information and valuable guidance plus encouragement and motivation for the completion of my training report.
I also give special thanks to all staff members of the SVAM POWER PLANTS PVT. LTD. and their main authorities or executives.
DECLARATION CERTIFICATE I hereby declare that this Summer Training Report on FACTORY ACTS &LABOUR WELFARE of SVAM POWER PLANT PVT. LIMITED. I carry out as an original piece of work.
As far known to me that no other project study bearing this title, carried out in the above mentioned company has been submitted by anyone else.
PRESENTATION IN CHARGE STUDENT
CERTIFICATE OF ORIGINALITY
This is to certify that Mr. Ashish Kumar Yadav (final year) Roll. No. 13101050 Student of Haryana School of Business, Guru Jambheshwar University Of Science & Technology, Hisar has undergone his summer training at SVAM POWER PLANTS PVT. LTD. GURGAON and completed the project study on the topic of FACTORY ACTS & LABOUR WELFARE in partial fulfillment of the condition for the degree of Master of Business Administration. He has completed his study under my supervision. I wish him all grand success in his life.
Mr. S.R. YADAV HEAD-HR & ADMIN. SVAM POWER PVT. LTD. (GUIDE)
COMPANY PROFILE
SVAM POWER PLANTS PVT. LTD. has been regarded as one of the leading powers solutions providers for meeting all your powers needs for more than three decades serving Cummins customer in the areas of Haryana. SVAM started with the engine population of 650 and a team of 16 members to support Cummins customers in our area. Today SVAM is proud to be regarded as one of the biggest dealer in the country and it is an ISO 9001:2008 certified company. SVAM cater to an engine population of more than 400 employees. D.G sets account for 98% of the engine population in our area. In 2012 , Cummins SVAM Sales & Service Private Limited, a 50-50 joint venture between Cummins India Limited and SVAM Power Plants Private Limited was established. Cummins SVAM is an authorized dealer of Cummins India limited in the districts of Bulandshehar, Gautam Buddh Nagar & Ghaziabad and Rampur in the state of Uttar Pradesh and Union Territory of Delhi serving all Cummins Customers.
In the year of 2013 SVAM has integrated into firefighting equipment providing the latest technology products and services under the brand name of SVAM FIRE SYSTEM. SVAM are committed to deliver high quality goods and services which fully meets customers needs for quality assurance together with ISO 9001:2008 requirements and we constantly seeks ways to improve our quality continuously and ensure its continuity.
SVAM FIRE is an EPC contractor for firefighting & safety equipments and HVAC products in Turkey and we have taken our expertise & experience into the Indian market to establish a reputation for excellence and customer support.
Our fire extinguishers are certified by the Bureau of Indian Standards- ISI 15683:2006, CE & NSIC certified. All of our products supplied are tested at every level of manufacturing and prove to be most cost effective and complaint free products for total customer satisfaction. International standards are followed in manufacturing and processing of these fire extinguishers.
SVAM family is a multi-disciplinary group of young and veteran individuals who works for a single goal of customers satisfaction. SVAM family includes over 300 Engineers and technicians bagged over 200 support staff. SVAM FIRE delivers solutions for all types of fire delivers solutions for all types of fire protection system including sprinkler , foam , gas and water mist , firefighting & safety equipments , detection and high integrity HVAC products.
1 I am very thankful to Mr. S.R Yadav (Head HR & ADMIN at SVAM POWER PLANTS). He is very helpful person, very nice nature and superb trainer. As we know a teacher is a person who came to our life as a stranger and then totally turn our life by becoming a motivator and then gives us way to success by becoming parents for us. In our culture teacher place is higher than GOD. I am very proud to work under Mr. S.R. Yadav, Its my privilege that I m trained by him.
PROJECT INTRODUCTION Factory acts generally includes labour welfare, its all about how can we take care about welfare of employees. Lets have some discussion about labour welfare.
HISTORY OF LABOUR WELFARE "During the pre-independence period, industrial relations policy of the British Government was one of laissez faire and also of selective intervention. There were hardly any labour welfare schemes. After independence, labour legislations have formed the basis for industrial relations and social security. These legislations have also provided machinery for bipartite and tripartite consultations for settlement of disputes. Soon after independence, the government at a tripartite conference in December 1947 adopted the industrial truce resolution. Several legislations, including the following, were enacted to maintain industrial peace and harmony: Factories Act, 1948, Employees State Insurance Act, 1948 and Minimum Wages Act, 1948. The payment of bonus act was passed in 1965. In the early 1990s, the process of economic reforms was set in motion when the government introduced a series of measures to reduce control on industries, particularly large industries. The workers have opposed economic liberalisation policy for fear of unemployment while entrepreneurs have welcomed it in the hope of new opportunities to improve Indian industries. The new economic policy has directly affected industrial relations in the country, because the government has to play a dual role, one of protecting the interest of the workers, and second to allow a free interplay of the market forces. Economic reforms, by removing barriers to entry, have created competitive markets. Fiscal stabilization has resulted in drastic reduction in budgetary support to the public sector commercial enterprises while exposing these enterprises to increased competition from private sector Labour and Labour Welfare sub-sector consists of six main programs viz. Labour Administration, Rehabilitation of bonded labour, Assistance to Labour Cooperatives,
Craftsmen training program, Apprenticeship training program, Employment Services and Sanjay Gandhi Swavalamban Yojana. Manpower, employment policy and labour welfare in India: post-independence developments: Many researches has been done in the following themes, such as 1. Manpower: trends and magnitude. 2. Employment policies and programs. 3. Labour welfare: legal framework and initiatives. 4. Women workers: legislations and empowerment. 5. Industrial relations and labour laws. 6. Restructuring of labour laws: the great debate. 7. Labour laws and welfare: India and ILO. 8. Labour reforms: India and WTO. II. India's Five Year Plans at a glance. III. Edited extracts from India's Five Year Plans on employment and labour related matters (I plan to X plan including mid-term appraisal of the X Plan). Strengthening of Medical wing of the Directorate of Industrial Safety and Health:- There are different types of industries in Maharashtra like heavy and light engineering, heavy and light chemical industries, petrochemicals, pesticides, fertilizers, textile and Electronic Industries. All these pose their own potential hazards, which may cause acute and chronic side effects on the health of the workers. In Maharashtra, the chemical factories which include heavy chemical complexes or small chemical factories which may produce acute effects on the health of the workers to such an extent that it may result in death. Pesticides spilled on the body of the workers are equally dangerous.
Improvement of communications, mobility of Factory Inspectors For the quick transmission of messages relating to factory accidents, gas leaks, fires and disasters in the area a broad network of office/ residential telephones is an essential- requisite for the Factory Inspector, the concerned Dy.Chief Inspector of Factories, the Chief Inspector and from C.I.F.to higher authorities. Quick transmission of such messages to the area Factory Inspector and others not only facilitates a prompt inquiry into the mishap and its causes but also enables the concerned authorities to bring into action the various control measures in the case of disaster. An outlay for Tenth Five Year Plan 2002-2007 is Rs.150.00 lakh. Out of that an outlay Rs.5.00 lakh is provided for Annual Plan 2002-2003. Tribal sub-plan area Labour and labour welfare Labour sector addresses multi-dimensional socio-economic aspects affecting labour welfare, productivity, living standards of labour force and social security. To raise living standards of the work force and achieve higher productivity, skill up gradation through suitable training is of utmost importance. Manpower development to provide adequate labour force of appropriate skills and quality to different sectors is essential for rapid socioeconomic development. Employment generation in all the productive sectors is one of the basic objectives. In this context, efforts are being made for providing the environment for self-employment both in urban and rural areas. During the Ninth Plan period, elimination of undesirable practices such as child labour, bonded labour, and aspects such as ensuring workers safety and social security, looking after labour welfare and providing of the necessary support measures for sorting out problems relating to employment of both men and women workers in different sectors has received priority attention.
The Central Board of Workers Education through its regional offices is striving to educate the workers to help to avoid wasteful expenditure, adopting cost effectiveness
and by enhancing productivity of qualitative nature. They have been conducting the following programs: Rural Awareness Program. Functional Adult Literacy Classes. Short-term programs for the unorganized sector to educate them on their rights, ethics and hygiene. Participative Management. Orientation Courses for Rural Educators. Leadership Development Program for Rural Workers.
WHAT IS LABOUR WELFARE Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families.
Labour welfare entails all those activities of employer, which are directed towards providing the employees with certain facilities and services in addition to wages or salaries.
OBJECTIVES OF LABOUR WELFARE:-
Labor welfare has the following objectives:
1. To provide better life and health to the workers.
2. To make the workers happy and satisfied.
3. To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers. \
FEATURES OF LABOUR WELFARE:-
The basic features of labor welfare measures are as follows:-
1. Labor welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining.
3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by any social or charitable agency.
5. The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a better workforce. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living.
BENEFITS OF LABOUR WELFARE MEASURES:-
The important benefits of welfare measures can be summarized as follows: They provide better physical and mental health to workers and thus promote a healthy work environment Facilities like housing schemes, medical benefits, and education and recreation facilities for workers families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity.
Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation.
Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace. The social evils prevalent among the labors such as substance abuse, etc are reduced to a greater extent by the welfare policies.
Organizations provide welfare facilities to their employees to keep their motivation levels high. The employee welfare schemes can be classified into two categories viz. statutory and non-statutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from organization to organization and from industry to industry.
STATUTORY WELFARE SCHEMES:-
The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking water should be provided.
2. Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees. 6. Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc.
DEFINITIONS OF LABOUR WELFARE Welfare is a broad concept referring to a state of living on an individual or a group is a desirable relationship with the total environment like ecological, economical and social. Labour welfare includes both the social and economic contents of welfare.
Labour welfare implies the setting up of a minimum desirable standards and the provisions of facilities of health, clothing, housing, medical assistance, education, insurance, job security, recreation etc. to enable the workers and his facility to bad a good working life, family life and social life. Labour welfare and operates to neutralize the harmful effects large-scale industrialization and urbanization.
SCOPE OF LABOUR WELFARE:-
It is somewhat difficult to accurately lay down the scope labour welfare work especially because of the fact the labour is composed of dynamic individual with different needs. Writers and institutions of different shades in different countries with varying stages of economic development, political outlook and social philosophy have described its scope.
Generally, labour welfare work can be broadly divided in to the following categories:-
STATUTORY WELFARE SCHEMES:-
Statutory welfare are comprising of Government rules which are to be adhered to, to maintain minimum compulsory standards of health and safety of workers, such as how of work, Hygienic Atmosphere, minimum ways and other benefits. These rules are made and revised from time to time keeping in view to the better life standard.
Cleanliness:- Under section 11 of the Factories Act, 1945 provides the every factory shall be kept clean and free from effluvia arising from any drain privy of other nuisance.
In SVAM POWER PLANTS, there is very much focus on the cleanliness. For the cleanliness for manufacturing of production workers are responsible and for the cleanliness of outside and inside the plant, ten sweepers are recruited for this purpose.
Ventilation:-
Under section 13 of the Factories Act provides that suitable provisions shall be made in every factory for securing and maintaining in every workroom.
Adequate ventilation by the circulation of fresh air and such a temperature as will secure to workers in reasonable conditions of comfort and prevent injury to health. Engineering department of the mill is responsible for ventilation and temperature maintenance. There is arrangement of cornier fans with spray nozzles during summer white arrangement of return air along with steam supply during winter. Fresh air should be circulated in the building. There are also fitted exhausts fans carry out the dust and fumes and for circulation of fresh air.
Artificial humidification:-
Under section 15 of the Factories Act, 1948 provides rules and regulations made by the state Government.
Artificial humidification is one of more problems before the metal industries. Therefore, artificial humidification has to be maintaining in metal industries with the
help of some technological and other consideration. One of the basic reason is that is necessary for successful working of yarn and thread.
In SVAM POWER PLANTS Engineering Department is responsible. For this, they are maintaining a regular register of humidity, which required under the act. Lighting:- Section 17 of the act provides in every part of factory where workers are working or passing these areas should be provided and maintained with sufficient lighting natural or artificial or both.
In SVAM POWER PLANTS, both artificial and natural lighting arrangement is available in the workshop generator room etc. sufficient amounts of artificial lighting are available.
Drinking Water:-
Under section 18 of the act provides effective arrangement shall be made to provide and maintain at suitable points conveniently situated for all workers employed there in a sufficient supply of wholesome drinking water. Where therere more than 250 workers are employed, provision shall be made for cooling of water during hot weather by effective means of and distribution there of.
In SVAM POWER PLANTS nature of work is one of such type that water is not provided in machine area. The facility of drinking water is provided to all workers all points, marked with Drinking Water. The management makes better arrangement for drinking water. And the water provided to all the staff and workers is purified water.
Latrine and Urinals:-
Under section 19 of the act provides sufficient latrine and urinal accommodation, separately for men and women employees, of prescribed types will be provided conveniently and accessible to workers at all time while they are at the factory.
In SVAM POWER PLANTS, there is separate latrine and urinal for men and women employees.
For the men employees there is sufficient number of latrine and also for women and the sweepers especially engaged for this work maintain urinals properly.
Spittoons:-
Under section 20 of the act, provides a sufficient number of spittoons places and they shall be maintained in a clean and hygienic condition.
In SVAM POWER PLANTS, there is sufficient number of spittoons, as per the act, in all the departments. These spittoons have been marked Spittoons and are cleaned by the sweepers daily.
Washing Facility:-
Under section 42 of the act provides every factory has to provide adequate and suitable washing facilities separately for the use of male and female workers.
Section 18 (c) of the Labour (Regulation & Abolition) Act 1970 provides that every contractor employing contract labour in connection with the work on an establishment has to provide and maintain washing facilities to the male and female workers. They should also be kept clean and in hygienic condition.
For Contract Labour:-
All the above facilities are also provided to contract labour.
Sitting Facility:-
As per the act every factory has to provide necessary sitting arrangements particularly for workers who are obliged to work in a standing position.
In SVAM POWER PLANTS, there is a suitable space for sitting. There is a proper space and comfortable seats for employees. And there is also a proper sitting facility in the cafeteria
Storing and Drying Clothing Facility:-
Under section 43 of Factories Act, a State Government may make rules for the provision of suitable place for keeping clothes not worn during working hours for drying of wet clothing.
In SVAM POWER PLANTS, this facility is provided and maintain properly as per the Act. They have also provided lockers in every department for workers to keep there clothes department for workers to keep their clothes, which are not wearied at the time of working.
Welfare Officer:-
Section 49 (1) and (2) of the Factories Act, 1948 provides for the statutory appointment of a welfare officer in every factory where in 250 or more workers are
employed. The Government prescribes the duties, qualification and conditions of services of welfare officer employed under subsection (1). It is applied in the SVAM POWER PLANTS First Aid Appliances:-
As per the act every factory must provide and maintain first aid box equipped with the prescribed contents. The number of such boxes must not be less than one for every 50 workers and they are easily assessable along with the responsible person who holds a certificate in First Aid Treatment recognized by Government. In case there are more than 250 workers, an ambulance room of the prescribed size equipments and qualified medical staff has to be provided.
In SVAM POWER PLANTS, First Aid boxes equipped with all necessary medicines as per the act are provided and are easily accessible other workers. As there is more than 250 workers are working, hence the facility of Ambulance is also there.
VOLUNTARY / NON STATUTORY SCHEMES:-
Many non statutory welfare schemes may include the following schemes:
1. Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up.
2. Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business commitments while supporting employees personal life needs.
3. Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters.
4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.
5. Maternity & Adoption Leave Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies.
6. Medic-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.
7. Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization
List of various Central Labour Acts
Laws related to Industrial Relations
1 The Trade Unions Act, 1926 The Trade Unions (Amendments) Act, 2001
2 The Industrial Employment (Standing Orders) Act, 1946 The Industrial Employment (Standing Orders) Rules, 1946
3 The Industrial Disputes Act, 1947
Laws related to Wages
1 The Payment of Wages Act, 1936 The Payment of Wages Rules, 1937 The Payment of Wages (AMENDMENT) Act, 2005
2 The Minimum Wages Act, 1948
The Minimum Wages (Central) Rules, 1950
3 The Working Journalist (Fixation of Rates of Wages) Act, 1958 Working Journalist (Conditions of service) and Miscellaneous Provisions Rules, 1957
4 The Payment of Bonus Act, 1965 The Payment of Bonus Rules, 1975
Laws related to Working Hours, Conditions of Services and Employment
1 The Factories Act, 1948
2 The Dock Workers (Regulation of Employment) Act, 1948
3 The Plantation Labour Act, 1951
4 The Mines Act, 1952
5 The Working Journalists and other Newspaper Employees (Conditions of Service and Misc. Provisions) Act, 1955 The Working Journalists and other Newspaper Employees (Conditions of Service and Misc. Provisions) Rules, 1957
6 The Merchant Shipping Act, 1958
7 The Motor Transport Workers Act, 1961
8 The Beedi & Cigar Workers (Conditions of Employment) Act, 1966
9 The Contract Labour (Regulation & Abolition) Act, 1970 The Contract Labour Regulation Rules
10 The Sales Promotion Employees (Conditions of Service) Act, 1976 The Sales Promotion Employees (Conditions of Service) Rules, 1976
11 The Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979 12 The Shops and Establishments Act 13 The Cinema Workers and Cinema Theatre Workers (Regulation of Employment) Act, 1981 The Cinema Workers and Cinema Theatre Workers (Regulation of Employment) Rules, 1984 The Cine Workers Welfare Fund Act, 1981.
14 The Dock Workers (Safety, Health & Welfare) Act, 1986
Laws related to Equality and Empowerment of Women
1 The Maternity Benefit Act, 1961
2 The Equal Remuneration Act, 1976
Laws related to Deprived and Disadvantaged Sections of the Society
1 The Bonded Labour System (Abolition) Act, 1976
2 The Child Labour (Prohibition & Regulation) Act, 1986
3 The Children (Pledging of Labour) Act, 1933
Laws related to Social Security
1 The Workmens Compensation Act, 1923 The Workmen's Compensation (Amendments) Act, 2000
2 The Employees State Insurance Act, 1948
3 The Employees Provident Fund & Miscellaneous Provisions Act, 1952 The Employees Provident Fund & Miscellaneous Provisions (Amendment) Act, 1996
4 The Unorganized Woekers' Social Security Act 2008
Laws related to Labour Welfare
1 The Mica Mines Labour Welfare Fund Act, 1946
2 The Limestone & Dolomite Mines Labour Welfare Fund Act, 1972
3 The Beedi Workers Welfare Fund Act, 1976
4 The Beedi Workers Welfare Cess Act, 1976 The Beedi Worker's Welfare Cess Act Rules, 1977
5 The Iron Ore Mines, Manganese Ore Mines & Chrome Ore Mines Labour Welfare Fund Act, 1976
6 The Iron Ore Mines, Manganese Ore Mines & Chrome Ore Mines Labour Welfare Cess Act, 1976
7 The Cine Workers Welfare Fund Act, 1981
8 The Cine Workers Welfare Cess Act, 1981
9 The Employment of Manual Scavengers and Construction of Dry latrines Prohibition Act, 1993
Laws related to Employment & Training
1 The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 The Employment Exchanges (Compulsory Notification of Vacancies) Rules, 1959 2 The Apprentices Act, 1961
Others
1 The Fatal Accidents Act, 1855
2 The War Injuries Ordinance Act, 1943
3 The Weekly Holiday Act, 1942
4 The National and Festival Holidays Act
5 The War Injuries (Compensation Insurance) Act, 1943
6 The Personal Injuries (Emergency) Provisions Act, 1962
7 The Personal Injuries (Compensation Insurance) Act, 1963
8 The Coal Mines (Conservation and Development) Act, 1974
09 The Labour Laws (Exemption from Furnishing Returns and Maintaining Register by Certain Establishments) Act, 1988
10 The Public Liability Insurance Act, 1991
SOME ACTS RELATED TO LABUR WELFARE IN DETAILS
There are some important acts are made by the Government about the safety of employees. These acts provide full security to the employees so that employees can get their right. Some of the important acts are listed below:-
The Employees Provident Fund Act 1952:-
This act was introduced in 1952 and amended from time to time.
MAIN OBJECTIVES:-
The main objective of this act is to make some provision for the future of the industrial workers after his
retirement or for his dependents in case of his early death and inculcation the habit of saving among the worker. This act provides protection to employees and his dependents in old age, disablement, early death of the breadwinner and in some other contingencies. APPLICABLITY:- This act is applicable to factories and other establishment engaged in specific industries, class establishment, which are employing 20 or more persons. The central Government is empowered to apply this act to any establishment employing les than 20 persons after given two months notice. Both employees and employers as prescribed by the act contribute to the scheme. ELEGIBILITY:- Every employee employed in or in connection with the work of a factory or establishment shall be entitled and required to become a member of the fund from the data of joining the factory or establishment. BENEFITS:-
Under the act, a member may withdraw the full amount standing in his credit in the fund in event of;
Retirement from service after attaining the age of 58. Retirement because of permanent and total incapability. Migration from India for permanent settlement broadband. Termination of service in the course of mass retrenchment. (involving 3 or more persons ) If there is no nominee the amount shall be paid to the members of his family in equal shares except; Sons who have attained maturity. Sons of a deceased son that have attained maturity. Married daughters whose husbands alive. Married daughters of a deceased son whose husbands alive.
The scheme provides for non-refundable withdrawals to meet certain contingencies;
Financing of life insurance policies. House Building. During temporary closure of establishment. Members own marriage of marriage of his or her sister, brother or daughter/ son and post matriculation education of children. Damage to movable and immovable property of member due to a calamity of exceptional nature. Unemployment relief to individual retrenches members.
For the purchase of equipment; Purchasing shares of consumers cooperative credit housing societies. Illness of member, family member. Advances for a plot or construction of house. As soon as possible after the completion of each accounting year, every member of the fund shall be supplied with because slip showing opening balance, amount contribution during the year. Interest credit of debited during the year and closing balance. The Employees Pension Scheme:-
The scheme was introduced in 1971 and amended from time to time. This scheme is an additional benefit towards the security of an employee after retirement.
APPLICABILITY:- This scheme is applicable to all EPF members who are contributing to employee pension scheme, 1971 along with new entrants to EPF from 16-11-1995.
BENEFITS OF THE SCHEME:- Member pension on superannuation / retirement from service and upon disablement. Family pension covers for widow / widower. Children / orphan pension in addition to widow pension. Pension to nominee is case of member unmarried or have no family. Provision for capital return.
Existing family pension membership period count for pension eligibility. Pension payable shall be 1/10 of the pension-able salary for each year of service; pension-able salary to be worked based on average of the salary including PA of last 12 months. On completion of 33 years pension-able service, pension entitlement shall be 50% equivalent of members salary and dearness allowance. 60% entitlement of pay and DA on completion of 40 years pension-able service. The Employees State Insurance Act-1948 This act was introduced in 1948 and amended time to time by the State Government. OBJECTIVE:- The main object of this act is to provide certain cash benefits to employees in the case of sickness, maternity, employment, injury and medical facility and to make provisions other matters. APPLICABILITY:-
This act is applicable in the first instances to all factories using power and employing more than 10 people and where power is not used then the act will apply where there are 20 persons are employed. BENEFITS:- Sickness benefits Disablement benefits Dependent benefits Maternity benefits Funeral benefits Rehabilitation benefits In SVAM POWERS PLANTS, this is act is fully applied as prescribed and all statutory needs are fulfilled. All the members of this scheme are entitled to take leaves from ESI Corporation in case of sickness, injury and disablement. Widow of the deceased employees is also taking pension under this scheme. The Payment of Bonus Act- 1965 This act was introduced in 1995. Under this act 8.33% minimum, the employees as a bonus pay amount.
Workman Compensation Act-1923 This act was introduced in 1923 and amended time to time as per needs by the State Government. OBJECTS:- The object of the act is too imposed and obligations upon employer to pay compensation to workers for accidents arising out of and in the course of employment.
APPLICABLITY:- The act is applicable in every industry where employees state insurance act 1948 is not applicable as disablement and dependent benefits and available under this act. In, this act is not in force as Employees State insurance act, 1948 is already there. Maternity Benefit Act-1961:-
This act was introduced in 1961 and amended from time to time. This act provides cash payment and leave to women employees. In SVAM POWER PLANTS, this act is totally applicable. The Payment of Gratuity Act-1972:- This scheme is not applicable in the organization. This act was introduced in 1972 and amended from time to time by the State Government. OBJECTS:- The main object of this act is to provide additional retirement benefits. APPLICABILITY: - The act is applicable to an establishment in which 10 or more workers are employed or were employed on any day of the preceding 12 months. This act is applicable only on those employees who have rendered continuous for not less than 5 years. BENIFITS:-
15 days wages based on the rate of wages last drawn is paying on every completion of one-year service. According to section 4 (A) for gratuity act every employer have to obtain on insurance in the managers prescribed to meet the liability for the payment of gratuity from the LIC.
In MEDICMEN BIOTECH, this scheme is operative and maintained as per act since 1980. Rs. 20.00 lakh is giving to 250 employees. The company has constituted trust and taken on insurance policy from LIC. Under this scheme, the following additional benefits is given below- The amount limit of Rs. 1.00 lakh has been abolished. In case of death, LIC will pay for remaining service period of an employee under insurance policy up to a ceiling of Rs. 3.00 lakh to the members of the deceased considering his retirement age as 60 years. Formula for calculating gratuity is basic salary / 26 *15*service period ANNUAL LEAVE WITH WAGES:-
Section 79 of Factories Act 1948 states that every worker who has worked for a period of 240 days or more in a factory during a calendar year shall be allowed during the subsequent calendar, leave with wages for a number of days calculated at the rate of; If an audit, one day for every twenty days of work performed by him during the previous calendar year, If a child, one day for every fifteen days of work performed by him during the previous calendar year.
Family Welfare Policy:-
In India, the need for controlling population growth had been recognized for a long time. India was the first country in the world to adopt an official national family program in 1952. During the first and second five-year plan, the FP program was taken up to in a modest way with a clinical approach. During the third plan period 1961-66, there was
shift in the program strategy from a clinical approach to extension approach. The main objectives this policy is given below:-
To provide information to eligible couples on available contraceptive methods on a criteria basis and Provision of supplies and services in the fourth and fifth plan, the F.P. program was accorded a high priority and the program underwent great expansion and consolidation with larger allocation of funds.
Family planning was integrated with the overall strategy of socio-economic development. Some of important features of the National Pollution Policy of 2005 were;
Increase in the age of marriage from 15 to 18 years for Girls and from 18 to 21 for Boys. Freezing of the population figure at the 1971 level until the year 2001 for purpose of representation in
the national Parliament as well as for allocation of central assistance to the states for their development with their performance in Family Planning. Giving greater attention to girls education. Ensure a proper place for population education in the total system of education. Involvement of all Ministers/Department of the Government in the family planning programs. Increase in monetary compensation for sterilization. Institution of group awards as incentive for various organization and bodies representing the people at local level including Zillah perished and Pinhead Sanities. Imparting more importance to research activities in the field of population control. Use of mass media for motivation particularly in rural areas for increasing the acceptance of family planning method.
National Health Policy:-
For the first time the country has made a national health policy was approved by the Parliament in 2005. The national health policy has enunciated the long term demographic goal of reaching a replacement level of fertility by 2000 A. D. at the lowest feasible levels as shown below:-
B.R. - 21 per thousand 33.6
D.R. - 9 per thousand 11.9
I.M.R. - below 60 thousand live births 105.0
C.R.R. - 60 per cent 32.3
The stress in the National Health Policy is on
Provision of primitive, preventive and rehabilitation health services to the people a shift from medical care to health and from urban to rural population. Acceleration of programs for welfare of women and children including F.P. Control of Leprosy, T.B. and blindness. Nutrition programs for pregnant women, Nursing mothers and children especially in more remote hilly and backward areas.
Industrial Support to F.P.P. The organized sector has a unique place in the nation effort to reduced population growth. It offers both a large potential and linkage to the rural areas for keeping inputs to the acceptance of family welfare by the masses of a country. Our experience shows that whenever top Mgt. has taken an interest in the programs they have met with success. How ever, in most cases such interest is self- generated and personal. The organized sector can classify into three categories:-
1. The private Sector 2. Private Sector 3. Public Sector
PUBLIC SECTOR:- The public sector undertake where adequate health and medical facilities exists provide F.P.P. services facilities to their employees. The department of family welfare also gives grant in aid for running of F.W. programs in public sector undertaking according to the approved pattern of assistance. The large number of public enterprises owned by central Govt. can play a big role in F.W. movement in the country as they have a variety of media and the means the means to conduct F.W. campaigns. Private Sector:- Private sector undertaking has been involved in the past with UNFPA / ILO Assistance through ministry of labour. However, the Govt. thinks is now to have some projects
assisted with their own funds. Under this project, 12000 families in 200 slums in the city areas and suburbs of Madras will be covered to provide F.P. service through IEC and MCH activities.
RESEARCH METHODOLOGY
Research methodology is a way to arranging and systematically solve the research problem. The study of research methodology has given the research training in collecting material about the problem and arranging them, participates in the fieldwork when requested and training the collection of data appropriate to particular problem, make hypothesis and interpreting it.
Data Source : Primary Data
Research Approach : Questionnaire Method
Research Instrument : Questionnaire
Type of Questionnaire : Structured
Type of Questions : Simple Random Sampling Research Design : Conclusive
Contact Method : Personal
Sample size : 25
RESEARCH INSTRUMENTS
Questionnaire:-
This method of data collection is quite popular. In this method, a questionnaire is sent to the person concerned with the request to answer the question and return the same. A questionnaire consists of a number of descriptive type and on a paper in a definite order. In case we do research of descriptive type and perform surveys then we can obtain primary data either through observation, interview or through questionnaire.
Structured Questionnaire:-
A structure questionnaire consistently and repeatedly follows the same pattern and leaves little scope for a respondent to stray beyond the structured format.
Type of Research: - Conclusive Research
I had undertaken this type of research because it provides information that helps in making an unbiased decision. Conclusive research studies can be classified as either descriptive or experimental.
QUESTIONARE EMPLOYEES NAME:- DATE:-
1. From how many years you are working here in SVAM POWER PLANTS? Ans. 2. How is your working experience with SVAM POWER PLANTS? Ans. (a) Good (b) Poor (c) Average 3. How is the water facility there in the SVAM POWER PLANTS? Ans. (a) Good (b) Poor (c) Average 4. Is there proper space allocated for working? Ans. (a) Sufficient (b) Insufficient 5. Is there dinning space for all employees/labour? Ans. (a) Yes (b) No (c) Average
6. Is there any Dress code for employees? Ans. (a) Yes (b)No 7. Are the uniforms are different for the employees , security guards and drivers? Ans. (a) Yes (b)No 8. How much festival holidays offered by SVAM POWER PLANTS? Ans. (a) 3 (b) 5 (c) 8 (d) 10 List them:- 9. How is the infrastructure of SVAM POWER PLANTS? Ans. (a) Good (b) Poor (c) Average 10. Are the extra wages given to employees/workers for overtime? Ans. (a) Yes (b) No (c) Average 11. Is there any first aid facility in the organization? Ans. (a) Yes (b) No 12. Are the machine provided with safety guard?
Ans. (a) Yes (b) No 13. Are the employees safe in the workshop while using machine? Ans. (a) Yes (b)No
14. How much time taken by superiors to solve the complaints? Ans. (a) Less (b) Much (c) Average 15. Is there any service delivery procedures? Ans. (a) Yes (b) No 16. Is there any agency taking customer feedback? Ans. (a) Yes (b) No 17. Is there any Net promoter Services (NPS)? Ans. (a) Yes (b) No 18. How is the discipline in the SVAM POWER PLANTS? Ans. (a) Good (b) Bad (c) Average 19. Is there any rules & regulation for late coming?
Ans. (a) Yes (b) No 20. How is the relation between employees & management? Ans. (a) Healthy (b) Co-operative (c) Open 22. Give the feedback about SVAM POWER PLANTS:- Ans.
Analysis of questionnaire After filling questionnaire by employees we analysis the result 1. How is your working experience with SVAM POWER PLANTS? Ans. (a) Good (b) Poor (c) Average
0% 20% 40% 60% 80% 100% good poor average
Result:-85 % employees have good working experience with the SVAM POWER PLANTS, while 10% employees have poor working experience with the organization , and 5% have average working experience with the organization.
3. How is the water facility there in the SVAM POWER PLANTS?
Ans. (a) Good (b) Poor (c) Average 0% 20% 40% 60% 80% 100% good poor average
Result:- After analysis the data we interpret that 985 employees say that the water facility is good and only 2% say that the water facility is average. 4. Is there proper space allocated for working? Ans. (a) Sufficient (b) Insufficient 0% 10% 20% 30% 40% 50% 60% 70% 80% sufficent insufficent
Result:- After analyzing the data we find that 80% employees say that the space allocated for working is sufficient while 20% say that it is insufficient.
5. Is there dinning space for all employees/labour? Ans. (a) Yes (b) No (c) Average 0% 10% 20% 30% 40% 50% 60% 70% 80% yes no average
Result:- After analyzing the data we find that that 75% employees say that there is proper dinning space, 5% employees say that there is no proper dining space and 20% employees say that there is average dinning space.
6. Is there any Dress code for employees? Ans. (a) Yes (b) No 0% 20% 40% 60% 80% 100% yes no
Result:- From analyzing the data we found that 100% employees say that there is proper dress code. 7. Are the uniforms are different for the employees , security guards and drivers?Ans. (a) Yes (b)No
0% 20% 40% 60% 80% 100% yes no
Result:- From analyzing the data we found that there are 100% employees say that there is proper uniform and is different for security guards and employees. 8. How much festival holidays offered by SVAM POWER PLANTS? Ans. (a) 3 (b) 5 (c) 8 (d) 10 List them:- 0% 20% 40% 60% 80% 100% 3 5 8 10
Result:- From analyzing the data we found that 1005 employees say that there is 10 festival holidays offered by the firm. 9. How is the infrastructure of SVAM POWER PLANTS? Ans. (a) Good (b) Poor (c) Average 0% 10% 20% 30% 40% 50% 60% 70% 80% good poor average
Result:- From analyzing the data we found that there are 75% employees say that the infrastructure is good and 5% say that it is poor and while 20% say that it is average. 10. Are the extra wages given to employees/workers for overtime? Ans. (a) Yes (b) No
0% 20% 40% 60% 80% 100% yes no
Result: - From analyzing 11. Is there any first aid facility in the organization? Ans. (a) Yes (b) No 0% 20% 40% 60% 80% 100% yes no
Result:- From analyzing the data we found that 100% employees say that there is first aid facility. 12. Are the machine provided with safety guard? Ans. (a) Yes (b) No
0% 20% 40% 60% 80% 100% East West
Result:- From analyzing the data we found that 90% employees say that there are machine provided with the safety guard. 13. Are the employees safe in the workshop while using machine? Ans. (a) Yes (b)No 0% 20% 40% 60% 80% 100% yes no
Result:- From analyzing the data we find that 85% employees say that they are safe while using machine and while 15% say that they are unsafe
14. How much time taken by superiors to solve the complaints? Ans. (a) Less (b) Much (c) Average 0% 10% 20% 30% 40% 50% 60% 70% 80% less much average
Result:- After analyzing the data we found that 75% employees say that the complaint is solved in less time, and 5% say that the complaint is solved in much time, and while 20% employees say that the complaint is solved in average time. 15. Is there any service delivery procedures? Ans. (a) Yes (b) No
0% 20% 40% 60% 80% 100% yes no
Result:- After analyzing the data we found that there are 100% employees say that there is a service delivery procedures. 16. Is there any agency taking customer feedback? Ans. (a) Yes (b) No 0% 20% 40% 60% 80% 100% yes no
Result:- After analyzing the data we found that there are 100% employees say that there is a agency that take customer feedback.
17. Is there any Net promoter Services (NPS)? Ans. (a) Yes (b) No 0% 20% 40% 60% 80% 100% yes no
Result: -After analyzing we found that there are 95% employees say that there is Net Promoter Services (NPS) and while 5% say that there is no NPS 18. How is the discipline in the SVAM POWER PLANTS? Ans. (a) Good (b) Bad (c) Average 0% 10% 20% 30% 40% 50% 60% 70% 80% good poor average
Result:- After analyzing the data we found that there are 75% employees say that the discipline is good in the organization, 10% say that discipline is not good while 15% say that the discipline is average. 19. Is there any rules & regulation for late coming? Ans. (a) Yes (b) No 0% 20% 40% 60% 80% 100% yes no
Result:- From analyzing the data we found that there are 100% employees say that there are rule and regulation for late coming 20. How is the relation between employees & management? Ans. (a) Healthy (b) Co-operative (c) Open
Result:- From analyzing the data we found that there are 70% employees say that there is healthy relation between employees & management, while 20% employees say that the relation is co-operative and while 10% employees say that the relation between employees & management.
findings 1. There is a healthy relation between the employees and management.
2. There is a proper discipline in the organization. 3. There is dress code for employees in the organization. 4. The employees are safe in the organization. 5. There is a NPS in the organization. 6. There is a first-aid facility in the organization. 7. And there is a positive feedback about organization by the employees.
SWOT ANALYSIS
Swot analysis of SVAM POWER PLANTS
STRENGHT
WEAKNESS
OPPURTUNITY
THREAT
STRENGHT:-
1. HIGH NETWORK IN MARKET 2. LARGE NUMBER OF CUSTOMERS 3. TRUSTWORTHY FIRM 4. BRAND IMAGE 5. HR POLICY
WEAKNESS:- 1. NOT TOTALLY COVERAGE OF MARKET
2. LOW PRICE OF SAME TYPE OF PRODUCT BY COMPITERIOR
OPPURTUNITY:- 1. NEW PRODUCT GENERATION 2. GOOD MARKET RESPONSE OF THE NEW PRODUCT 3. SKILLED EMPLOYEES
THEART:- 1. SOME YEARS TARGET SALES IS NOT ACHIEVED
Conclusion After completing our training we conclude that SVAM POWER PLANTS is a modern firm in the competitive world. This firm gives totally satisfaction to all the employees working in the firm. While imparting training at SVAM POWER PLANTS we find that there is good working environment and scope for existing employees to explore future opportunities. There is a proper discipline in the firm with a proper dress code which increases the employees efficiency and effectiveness. SVAM POWER PLANTS has quite good infrastructure and tries to provide employees basic and modern amenities. This firm has a good hold & reputation in the market. At SVAM POWER PLANTS the procedure of working is very good because every work is done through proper channel and in a very significant way which reduces the chances of inefficiency and red-tapism. There is better HR policy in the firm which gives satisfaction to the employees in various working conditions. SVAM POWER PLANTS tries to provide good and healthy working environment to all employees whether
top level or lower level employees. Company believes that each employee should not be over-burdened with their work so that why the company has introduced new HR policy which is satisfactory to almost all the employees in the company.
SUGGESTIONS & RECOMMENDIATION 1. Travel Policies should be periodically reviewed. 2. Seeing the competitors, the office location is not at favourable place. 3. Dining area should be expand. 4. Water logging problem should be resolved. 5. Colour of uniform is dull so it should be changed. 6. Mediclaim should be at least Rs. 2 Lac.