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[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.

LOCATION:-
SVAM POWER PLANTS PVT. LTD.
Plot no.- 3, Sector-18,
Maruti industrial area , Gurgaon.
Tel.- 0124-4037500 , 8130500111
Email:- sfs@svampower.com




THANKING SPEECH


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


0%
10%
20%
30%
40%
50%
60%
70%
healthy
cooperative
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.