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Improvement and Development of employees. High standards of work, apart from other labour legislations. Improvement in Quality of work life (QWL) Improve the Industrial system, and conditions of work. Enhance sense of belonging, responsibility and dignity among the employees.
Definitions
Welfare basically means- wellness, health, happiness, cordial relations, prosperity. It is a desirable state of existence involving the physical, mental, moral and emotional stability. Labour welfare are the voluntary efforts by the management. Industrial/labour welfare also refers to the Statutory and voluntary efforts made for betterment of the labour Some of the welfare benefits commonly used are as follows :-
Welfare measures handled : Intra-mural activities Drinking Water Toilets/ Spittoons. Washing facilities. Occupational Safety. Day-care centre. Extra- Mural activities Health and medical benefits. Maternity benefits. Insurance. Gratuity, P.F. Educational benefits
The Policing theory of labour welfare. The religion theory. Philanthropic theory. Paternalistic theory. Placating theory. Public Relations. Functional Theory. Social Theory.
If the employees/workers are not getting availed with the benefits, it is a part of there sins in the past.. They need to be atone for that purpose.
In case of his termination of service, special permissions needs to be obtained by government. He should have passed viva-voce test by Commissioner of labour, and get himself enrolled with the labour officers list maintained by Commissioner of labour. Viva-voce test contains:- general knowledge, labour problems pertaining in State of Maharashtra. Test is conducted in every Quarters beginning. January, April, July and October.
Continued: Advising Management- apprenticeship, fringe benefits, workers education, etc. Maintain the security for industrial health, Industrial peace and resolving disputes. Arrangements for redressal of workers and securing their Interest, grievance solving, etc. Analyzing the proper benefits for increasing the productivity and overall growth. Working on various acts related to environment, society, plantation and social responsibility.
Difference between
[2004/ 06] Personnel manager
Expertise in personnel Administration. Manage Induction, Training, to the workers Supervision on performance and overall development of the employees Any Organisation
Welfare Officer
Expertise in legislative and social administration Counseling, advising, looking after welfare. Supervision on the welfare and safety measures for workers. Wherein 500 > workmen
Personnel Manager
Appointed by the management To Develop Organisational Skills .
Welfare Officer
Appointed by the Commission of labour. Do develop new strategies for labour welfare and safety management. To Create an impact on employees to safegaurd their interest through various measures.
Labour are considered as the most active factor of production, therefore, has to be maintained and retained in a proper way. Therefore, labour welfare not only encourages the employee or worker but also his, personnel, family and societal life.. Labour welfare supports employees mental, physical, emotional Intellectual and moral conditions. The Committee on Labour Welfare [ CLW] supported employers and employees in this process.
Labour Welfare can be considered by 2 perspectives- 1)Negative and 2) Positive. Negative Perspective :Moreover concerned with the employees/workers in Manufacturing/ production sector. Needs Investment to be done for a long period Which might not really possible for the employer and the management. Prediction of results cannot be done as it is totally depending on workers perception.
Positive perspective : Increase the motivation level of employees. Results in high end Morale in workers/employees. Employees enjoys their jobs and starts working with enthusiasm. Also gives rise to the Healthy Communication between superior and subordinates . Minimize conflict , indifferences and disputes between the employees.
The Labour Welfare has converted the Humanitarian approach with the Utilitarian. Welfare policies makes employees binding with the Organisation. As a result, more output and high productivity and indeed continuous and high profit margin.
WPM encourages the cordial relationship between superior and subordinates. Also it increases the belongingness of workers towards the employment and superior. It is as good as considering the opinion of the workers before decision making. Here workers acts as a co-decision maker. This fact also relates to the authority and responsibility factor in the Organisation. The process matches both formal and informal type of communication. Leader works on behalf of all employees.
Objectives of WPM .
[ S.N 2009]
To meet the psychological needs of the workers. Self Interest Education. Satisfaction. Know technology.
Understand the Economy and Economic conditions. Link between Management/Employer and Worker. Sharing the voice and opinion of the worker. Creation of his own expertise, area of interest. Worker-management Co-operation was earlier introduced by Mahatma Gandhi on voluntary basis. And already running successfully in many countries like UK, France, Sweden, Germany.
Social Objective
Human being is a social being. Status in the society, with due respect. Healthy Industrial Relations. Positive Environment impact. Industrial Harmony. Growth with goodwill.
Psychological Objective Change in Attitude. Not be Treated as mechanical Instrument. Difference in perspective. Inputs for production process. Enhance Decision Making skills. Responsible employee.
Forms of WPM..[2003]
Co-partnership. Suggestion Scheme. Employee Representation on the BODs. Joint Management Council. Works Committee. Counseling/ Advising. Consulting.
[2003/04/06]
With the ref. to LW and IH To fulfill the Organisations requirements through proper responsibility handling. The pre-condition of workers education literacy. Important consideration at the present stage of developing country. To understand the workers privileges, rights and obligations. Time-to-time training programs to upgrade the workers knowledge. Minimize the Industrial Accidents and other mishaps on the shop floor.
Every department to be formed with separate units and unions so as to get a feel of leadership and team work to every Individual. More participation in the form of suggestion schemes, advising ,counseling and consultation. Collective bargaining should gain importance in the sense of together problem solving.
Also various welfare amenities such as pure drinking water, medical benefits/ health check-ups for employees and their family members Scholarships/ educational benefits for employees children. Food and canteen facility. Crches for the children of women employees. Transport ,etc. Housing/ Quarters, etc Also add in voluntary benefits schemes.
Scope/ Applicability
The Act extends to whole of India including Jammu and Kashmir and also covers all manufacturing processes and establishments falling within this definition of factory as defined under Section 2 (m) of the Act.
Section 8 (2) empowers the State Government to appoint any person be to a Chief Inspector. To assist him, The Government may appoint Additional Joint or Deputy Chief Inspectors and such other officers as it thinks fit [Section 8(2)]. Every District Magistrate shall be an Inspector for his district.
The State Government may appoint certain public officers to be the Additional Inspectors for certain areas assigned to them [Section 3 (5)].
A Chief Inspector is appointed for the whole state. He shall be in addition to the powers conferred an a Chief Inspector under this Act, exercise the power of an Inspector throughout the State. Therefore, if a Chief Inspector files a complaint, the Court can legally take cognizance of an offence. The Additional, Joint or Deputy Chief Inspector or any other officer so appointed shall in addition to the powers of a Chief Inspector exercise the powers of an Inspector throughout the state.
2) Certifying Surgeons
Appointment- Section 10 provides for the appointment of the certifying surgeons by the State Government for the purposes of this Act to perform such duties as given below within such local limits 1) The examination and certification of young persons under this Act; (2) The examination of persons who are engaged in factories in such dangerous occupations or processes as may be prescribed.
the exercising of such medical supervision as may be prescribed for any factory or class or description of factories where : 1)Causes of illness due to the nature of the manufacturing process carried on. 2) By reason of any change in the manufacturing process carried on or in the substances used therein. 3) Young persons who are or are about to be, employed in any work which is likely to cause any injury to their health.
4) Safety Officers
Appointment : Section 40 B empowers the State Government for directing a occupier of factory to employ such number of safety officers as specified by it where more than 1,000 workers are employed or where manufacturing process involves risk of bodily injury, poisoning or disease or any other hazards to health of the persons employed therein. The duties, qualifications an working conditions may be prescribed by the State Government.
Lighting : Section 17. Drinking water : Section 18. Latrines and Urinals : Section 19 Spittoons : Section 20.
Any part of an electric generator, a motor or rotary converter or transmission machinery unless they are in the safe position. Every part of an electric generator, a motor or rotary converter or transmission machinery unless they are in the safe position. Every dangerous part of any other machinery unless they are in the safe position.
(iii) The belt joint is either laced or flush with the belt; (iv) The belt, including the joint and the pulley rim, are in good condition, (v) There is reasonable clearance between the pulley and fixed plant or structure. (vi) Secure foothold and, where necessary, secure handhold, are provided for the operator and (vii) Any ladder in use for carrying out any examination or operation aforesaid is securely fixed or lashed or is firmly held by second person.
(b) Without prejudice to any there provision of this Act relating to the fencing of machinery, every set screw, bolt and key on any revolving shaft, spindle, wheel or pinion and all spur, worm and other toothed or friction gearing in motion with which such worker would otherwise be liable to come into contact, shall be surely be used to prevent such contact.
Hoists and lifts- Section 28. Lifting machines, chains, Ropes and lifting tackles Section 29. Safety near revolving machinery- Section30. Pressure plant- Section 31. Floors, stairs, means of access- Section 32. Pits, sumps, opening in floors, etc- Section 33. Excessive weights : Section 34. Protection to the eyes: Section 35 Precautions against dangerous fumes and gasesSection 36.
Precautions regarding the use of portable electric light- Section 36A Explosive or inflammable dusk gas, etcSection 37 Precautions in case of fire- Section 38 Power to require specification on defective parts or tests to stability: Section 39 Safety of building or Machinery- Section 40 Maintenance of Buildings or MachinerySection 40 A Safety officers- Section 40 B
1) Washing Facilities- Section 42 2) Facilities for storing and drying clothing Section 43. 3)Facility for sitting/resting- Section 44. 4) First aid appliance Section -45. 5)Canteens Section 46. 6)Shelters, lunch rooms- Section 47. 7) Crches- Section 48 8) Welfare officer Section 49 9) Rules to supplement this chapter - Section50
Prohibition of overlapping shifts- Section 58 Extra wages Section 59 (1) Ordinary wages Section 59 (2) Rate for piece rate wages- Section 59 (3) Restrictions on double employment- Section 60 Notice of periods of work for adult Section 61 Register of adult workers Section 62
Section 92 provides contravention to any provisions in chapter IV or under section 87 ( resulted in accidental death/ permanent disability of earning member of the family.) Fine- not less than Rs. 25000/- in the case of death. And Rs. 5000/- in case of serious injury caused.
Section 94 - covers penalty after the previous conviction under section 92. For the Individual who is again guilty of an offence including contravention of the above provision. Punishment Imprisonment- may extend 3 years or Fine- not less than Rs. 10,000 which may extend to Rs. 2 lakh or both.
Section 95
Imprisonment for 6 months or Fine- Rs. 10,000/- or Both For obstructing the inspector in doing any duties. Or refusal on the demand of required files or other documents.
Chapter 5.
Non-Statutory welfare
Amenities
(vi) To provide educational, cultural and recreational facilities. (vii) To promote identity of the interests of the workers with their industry. (viii) To co-operate and facilitate technological progress by explaining the workers the problems and advantages of such progress. (ix) To develop sense of responsibility towards industry and community amongst the members. (x) To fulfill certain social responsibilities such as integration, influencing socio-economic policies of local community through active participation etc.
(xi) To acquire control of industry by workers. (xii) To develop self confidence and sincerity, honesty and discipline amongst the members. (xiii) To promote morale of the workers. (xiv) To promote national integration.
History of ILO
ILOs work is the importance of cooperation between governments and employers and workers organizations. The International Labour Organization is the United Nations specialized agency devoted to advancing opportunities for women and men to obtain decent and productive working conditions of freedom, equity, security and human dignity. Since Beginning the ILO has sought to promote a better life for all. Existence for more than 100 years.
ILO/ILC Structure
It is a permanent working organization. The Members of the International Labour Organization shall be the States which were Members of the Organization on 1 November 1945. Any original member of the United Nations and any State admitted to membership of the United Nations by a decision of the General Assembly.
The General Conference of the International Labour Organization may also admit Members to the Organization by a vote concurred in by two- thirds of the delegates attending the session, including twothirds of the Government delegates present and voting. Such admission shall take effect on the communication to the Director-General of the International Labour Office Therefore, there are three bodies handlying the functions of ILO, 1)ILC 2)Governing body 3)International labour Office
Functions of ILO/ILC
The ILO is the international organization responsible for drawing up and overseeing international labour standards. It is the only 'tripartite' United Nations agency that brings together representatives of governments, employers and workers to jointly shape policies and programmes promoting Decent Work for all. This unique arrangement gives the ILO an edge in incorporating 'real world' knowledge about employment and work.
Provide financial support services by the co-operative society and loans and funds. Health and family planning program. Workers family literacy and social learning enhancement. Welfare centers and consultancy for well-being of the worker. Safety related applications and consequences. Transportation and other amenities, etc. National saving schemes.
Also be known to the associations like: Textile Labour Association- Ahmedabad. Rashtriya Mill Majdoor Sangh/ Mill Majdoor Sabha. Dock Union Movement. Railway Majdoor Union- Kanpur, etc
Ultimately CSR is distribution of Corporate profits in Society. Social allocation of resources is managed by CSR. CSR also helps in the changes happening in the society. Basically makes a strong relationship between corporate and society.
Examples of CSR
SAIL Agriculture, sports, pollution control. Colgate Free dental check-ups and camps, Hindustan Liver Animal care , veterinary services. Reliance- Rural Development and adult education. Patni and Cybage- distribution of free study material in rural areas. P & G- providing solar systems in villages,etc.