EMPLOYEE WELFARE INTRODUCTION Employee Welfare is an important facet of industrial relations, the extra dimension, giving satisfaction to the

worker in a way which evens a good wage cannot. With the growth of industrialization and mechanization, it has acquired added importance. The workers in industry cannot cope with the pace of modern life with minimum sustenance amenities. He needs an added stimulus to keep body and soul together. Employers have also realized the importance of their role in providing these extra amenities. And yet, they are not always able to fulfill workers demands however reasonable they might be. They are primarily concerned with the viability of the enterprise. Employee welfare, though it has been proved to contribute to efficiency in production, is expensive. Each employer depending on his priorities gives varying degrees of importance to labour welfare. It is because the government is not sure that all employers are progressive minded and will provide basic welfare measures that it introduces statutory legislation from time to time to bring about some measures of uniformity in the basic amenities available to industrial workers. After employees have been hired, trained and remunerated, they need to be retained and maintained to serve the organization better. Welfare facilities are designed to take care of the wellbeing of the employees, they do not generally result in any monetary benefit to the employees. No rare these facilities provided by employers alone. Governmental and non-governmental agencies and trade unions too, contribute towards employee welfare. Employee welfare is a comprehensive term including various services, benefits and facilities offered to employees by the employer. Through such generous fringe benefits the employer makes the life worth living for employees. The welfare amenities are extended in addition to normal wages and other

economic rewards available to employees as per the legal provisions. Welfare measures may also be provided by the government, trade unions and nongovernment agencies in addition to the employer. The basic purpose of employee welfare is to enrich the life of the employees and keep them happy and contended. Employee welfare today has become a very controversial topic. It covers a very broad field. To being with, let us briefly discuss the main concepts or, rather, the general, meaning full ideas which have been evolved about it so far. The term welfare suggest many ideas, meanings and connotations, such as the state of well-belling, health, happiness, prosperity and the development of human resources. The concept of welfare can be approached from various angles. Welfare has been described as a total concept. It is a desirable state of existence involving for certain components of welfare, such a health, food, clothing, and housing, medical assistance, insurance, education, recreation. Job security, and so on. The word employee means any productivity activity. In a broader sense, therefore, the phrase employee welfare means the adoption of measures to promote the physical, social, psychological and general well being of the working population. Welfare work in any industry aims, or should aim, at improving the working and living conditions of workers and their families. The concept of employee welfare originates in the desire for a humanitarian approach to the sufferings of the working class. Later, it becomes a utilitarian philosophy which worked as a motivating force for labor and for those who were interested in it.

Employee welfare has been defined in various ways, though unfortunately no single definition has found universal acceptance. Efforts to make life worth living for worker The oxford dictionary Concept of Employee welfare The concept of labour welfare is flexible and elastic and differs widely with time, region, industry, social values and customs, degree of industrialization, the general socioeconomic development of the people and the political ideologies prevailing at a particular time. It is also molded according to the age-groups, sociocultural background, marital and economic status and educational level of the workers in various industries in its broad connotation, the term welfare refers to a state of living of an individual or group in a desirable relationship with total environment ecological, economic, and social. Conceptually as well as operationally, labour welfare is a part of social welfare which, in turn, is closely linked to the concept and the role of the State which is applicable in the plant. The concept of social welfare, in its narrow contours, has been equated with economic welfare. As these goals are not always be realized by individuals through their efforts alone, the government came into the picture and gradually began to take over the responsibility for the free and full development of human personality of its population. Labour welfare is an extension of the term Welfare and its application to labour. During the industrialization process, the stress on labour productivity increased; and brought about changes in the thinking on labour welfare. In its broad connotation, the term welfare refers to a state of living of an individual or group in desirable relationship with total environment ecological, economic, and social. Concept dually as well as operationally, labour welfare is a part of social welfare which, in turn, is closely linked to the concept and the role of the State. The concept of social welfare, in its narrow contours, has been equated

with economic welfare. Pigou defined it as that part of general welfare which can be brought directly or indirectly into relations with the measuring rod of money (Pigou, 1962). According to Willensky and Labeaux, social welfare alludes to those formally organized and socially sponsored institutions, agencies and programmes which function to maintain or improve the economic conditions, health or interpersonal competence of some parts or all of a population (Willensky and Labeaux, 1918). As these goals may not always be realized by individuals through their efforts alone, the government came into the picture and gradually began to take over the responsibility for the free and full development of human personality of its population. Labour welfare is an extension of the term Welfare and its application to labour. During the industrialization process, the stress on labour productivity increased; and brought about changes in the thinking on labour welfare. An early study under the UN observed as follows in our opinion most underdeveloped countries are in the situation that investment in people is likely to prove as productive, in the purely material sense, as any investment in material resources and in many cases, investment in people would lead to a greater increase of the flow of goods and services than would follow upon any comparable investment in material capital. The theory that welfare expenditure, especially expenditure on health and education, is productive investment has led to the view that workers could work more productively if they were given a fair deal both at the work place and in the community. The concept of labour welfare has received inspiration from the concepts of democracy and welfare state. Democracy does not simply denote a form of government; it is rather a way of life based on certain values such as equal rights and privileges for all. The operation of welfare services, in actual practice, brings to bear on it different reflections representing the broad cultural and social conditions. In short, labour welfare is the voluntary efforts of the employers to establish, within the existing

industrial system, working and sometimes living and cultural conditions of the employees beyond what is required by law, the custom of the industry and the conditions of the market The constituents of labour welfare included working hours, working conditions, safety, industrial health insurance, workmens compensation, provident funds, gratuity, pensions, protection against indebtedness, industrial housing, restrooms, canteens, crches, wash places, toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday rooms, workers education, co-operative stores, excursions, playgrounds, and scholarships and other help for education of employees children.

REVIEW OF LITERATURE Definition of Employee Welfare Labor welfare has been defined in various ways, though unfortunately no single definition has found universal acceptance. Efforts to make life worth living for worker The oxford dictionary The voluntary effort of the employers to establish, within the existing industrial system, working and sometimes living and cultural conditions of the employees beyond what is required by law, the customs of the industry and the conditions of the market According sciences Some of the social scientists have noted that the problems of our contemporary civilization are most marked in highly industrialized societies. It influences on the humans social and psychological distresss to avoid the distress. to Encyclopedia of social

Some of the framers introduced the welfare programmers and the activities must be necessary to human to make him happy. This welfare approach has become necessary because of the social problems that have emerged as a result of industrialization in capitalistic settings. After the abolition of slavery in 1833 the British colonies started importing Indian labor. Labor welfare activity was largely controlled by legislation, the earliest act being the apprentices Act of 1850, the next act was fatal accidents act of 1853, provide compensation to the workmen families who lost their lives as a result of any actionable wrong. And the merchant shipping act 1859 providing health, accommodation and protection to the employment of the seamen. To improving the working conditions of the labor they enact the workmens breach of contract act, 1859 and the employers and workmens (disputes) act 1868. The first Indian factories act was set up in 1881, which mark the beginning of a series of labor laws which brought about the improvement in the working conditions of the workers who works in the Bombay textile mills. The recommendations of the international labor conference in 1890, held in Berlin, exercise a considerable influence on labor legislation in India. Under pressure from labor, the Bombay textile mill owners decided to declare Sunday a day of rest. To make development and implement the mentioned below, the government of India, on the advice of a special commission, passed the Indian factories act of 1891, which was a being advance over the act of 1891. Its main provisions were: 1) It applied to all factories employing 50 persons or more. It could he extended to factories employing 20 persons. 2) A mid day break of half an hour was made compulsory. 3) A weekly off day was prescribed. 4) Women were allowed to work for maximum of 11 hours with a break of 1 hours.

5) The lower and higher age limit of children employed in factories was respectively raised to 9 and 14. They were allowed to work only in the day time and for not more the 7 hours a day. 6) Local governments were empowered to make rules regarding sanitation and other amenities for workers 7) Provision was made for inspection and penalties for breach of any provision of factory act. At the time first world war, in1919 International Labour Organization (ILO) was set up. In the year of 1934 the Royal Commission gave priority to the labors safety, health and ventilation. At the time of Second World War in 1939 the total number of workers in India in 1,75,000 members. The government actively promoted welfare activities like providing the minimum wages, crches, ambulance rooms, canteens etc., started making their appearance on the industrial sense. After independence the factories act 1947 replaced all the provisions which are i)provisions regarding safety-guarding of machines, ii) drinking water, iii) provisions regarding health and cleanliness, iv) washing and latrine facilities, v) lunch rooms and rest rooms, vi) sitting arrangements vii) first aid and dispensary facilities in all factories employing more than 500 workmen, viii) crches where more than 50 more women are employed, ix) welfare officer where more than 500 workmen are employed, x) provision of spittoons, xi) holidays with wages at the rate of one day for every 20 days worked, xii)weekly hours 48 for adults and 27 for younger persons, xiii) regulations regarding young persons, xiv) rate of payment for overtime work, xv) rest for half an hour maximum of 5 hours of work, xvi) number of hours work and xvii) weekly holidays.

In our country also introduced some of the welfare amenities had been provided to the industrial labor through the Indian constitution. Concomitantly labor welfare in India has gained in importance. Employee welfare defines as efforts to make life worth living for workmen. These efforts have their origin either in some statute formed by the state or in some local custom or in collective agreement or in the employers own initiative. OBJECTIVES

To give expression to philanthropic and paternalistic feelings. To win over employees loyalty and increase their morale. To combat trade unionism and socialist ideas. To build up stable labour force, to reduce labour turnover and absenteeism. To develop efficiency and productivity among workers. To save oneself from heavy taxes on surplus profits. To earn goodwill and enhance public image. To reduce the threat of further government intervention. To make recruitment more effective (because these benefits add to job appeal). Employee relations. An organization's director of industrial relations forms

labor policy, oversees industrial labor relations, negotiates collective bargaining agreements, and coordinates grievance procedures to handle complaints resulting from management disputes with employees. The director of industrial relations also advises and collaborates with the director of human resources, other managers, and members of their staffs, because all aspects of human resources policysuch as wages, benefits, pensions, and work practicesmay be involved in drawing up a new or revised work rules that comply with a union contract.

Labor relations managers and their staffs implement industrial labor relations programs. Labor relations specialists prepare information for management to use during collective bargaining agreement negotiations, a process that requires the specialist to be familiar with economic and wage data and to have extensive knowledge of labor law and collective bargaining procedures. The labor relations staff interprets and administers the contract with respect to grievances, wages and salaries, employee welfare, healthcare, pensions, union and management practices, and other contractual stipulations. In the absence of a union, industrial relations personnel may work with employees individually or with employee association representatives. Dispute resolutionattaining tacit or contractual agreementshas become increasingly significant as parties to a dispute attempt to avoid costly litigation, strikes, or other disruptions. Dispute resolution also has become more complex, involving employees, management, unions, other firms, and government agencies. Specialists involved in dispute resolution must be highly knowledgeable and experienced, and often report to the director of industrial relations. Mediators advice and counsel labor and management to prevent and, when necessary, resolve disputes over labor agreements or other labor relations issues. Arbitrators, occasionally called umpires or referees, decide disputes that bind both labor and management to specific terms and conditions of labor contracts. Labor relations specialists who work for unions perform many of the same functions on behalf of the union and its members. Other emerging specialties in human resources include international human resources managers, who handle human resources issues related to a company's overseas operations and human resources information system specialists, who develop and apply computer programs to process human resources information,

match jobseekers with job openings, and handle other human resources matters; and total compensation or total rewards specialists, who determine an appropriate mix of compensation, benefits, and incentives. Work environment. Human resources personnel usually work in clean, pleasant, and comfortable office settings. Arbitrators and mediators many of whom work independently may work out of home offices. Although most human resources, training, and labor relations managers and specialists work in the office, some travel extensively. For example, recruiters regularly attend professional meetings, participate in job fairs, and visit college campuses to interview prospective employees. Arbitrators and mediators often must travel to the site chosen for negotiations. Trainers and other specialists may travel to regional, satellite, or international offices of a company to meet with employees who work outside of the main corporate office. Many human resources, training, and labor relations managers and specialists work a standard 40-hour week. However, longer hours might be necessary for some workersfor example, labor relations managers and specialists, arbitrators, and mediatorswhen contract agreements or dispute resolutions are being negotiated.

FEATURES OF EMPLOYEE WELFARE The features of employee welfare are: * Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment. * The basic purpose in to improve the lot of the working class. * Employee welfare is a dynamic concept. * Employee welfare measures are also known as fringe benefits and services. * Welfare measures may be both voluntary and statutory. Principles of Employee Welfare Service

Following are generally given as the principles to be followed in setting up an employee welfare service:

The service should satisfy real needs of the workers. This means that the manager must first determine what the employees real needs are with the active participation of workers.

The service should such as can be handled by cafeteria approach. Due to the difference in Sex, age, marital status, number of children, type of job and the income level of employees there are large differences in their choice of a particular benefit. This is known as the cafeteria approach. Such an approach individualizes the benefit system though it may be difficult to operate and administer.

The employer should not assume a benevolent posture. The cost of the service should be calculated and its financing established on a sound basis.

There should be periodical assessment or evaluation of the service and necessary timely on the basis of feedback.

TYPES OF WELFARE SERVICES The types of welfare services are as follows * Intramural: - These are provided within the organization like: 1. Canteen, 2. Rest rooms, 3. Crches, 4. Uniform etc. * Extramural: - These are provided outside the organization, like 1. Housing, 2. Education,

3. Child welfare, 4. Leave travel facilities, 5. Interest free loans, 6. Workers cooperative stores, 7. Vocational guidance etc. EMPLOYEE PROTECTION AND WELFARE STATUTORY WELFARE MEASURES The preamble to our Indian Constitution promises justice - social, economic and political. It also stresses Equality of status and of opportunity. Article 23 of the Constitution prohibits traffic inhuman beings and forced labour. Article 24 prohibits employment of children in factories. The article 38 and 39 spelt under Directive Principles of State Policy are now enforceable as per the dictums laid by our Supreme Court. Constitution of India, Article 38: State to secure a social order for the promotion of welfare of the people: The State shall strive to promote the welfare of the people by securing and protecting as effectively as it may a social order in which justice, social, economic and political, shall inform all the institutions of the national life. The State shall, in particular, strive to minimize the inequalities in income, and endeavor to eliminate inequalities in status, facilities and opportunities, not only amongst individuals but also amongst groups of people residing in different areas or engaged in different vocations. Constitution of India, Article 39: Certain principles of policy to be followed by the State. - The State shall, in particular, direct its policy towards securing That the citizens, men and women equally, have the right to an adequate means to livelihood;

 That the ownership and control of the material resources of the community are so distributed as best to sub serve the common good; That the operation of the economic system does not result in the concentration of Wealth and means of production to the common detriment; That there is equal pay for equal work for both men and women; That the health and strength of workers, men and women, and the tender age of Children are not abused and that citizens are not forced by economic necessity to enter avocations unsuited to their age or strength Those children are given opportunities and facilities to develop in a healthy manner and in conditions of freedom and dignity and that childhood and youth are protected against exploitation and against moral and material abandonment. Non Statutory Measures 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 employee 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 and Adoption Leave Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies. 6. Medi-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. Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization. Through social security and social justice are spelt in our Constitution, they are never put into practice thanks to our Executives who only pretend to implement the programmes of the State. Some of the important Statutory Welfare measures given by the government are as follows: (i) The Factories Act of 1948 (ii) The Employees State Insurance Act 1948 (iii) The payment of Wages Act 1936 (iv) The Workmen's Compensation Act 1923 (v) The Employees' Provident Funds and Miscellaneous Provisions Act 1952. (vi) The Payment of Gratuity Act, 1962 (vii) The Maternity Benefit Act, 1961 FACTORIES ACT OF 1948

Purpose of this Act: An act to consolidate and amend the law regulating labour in factories. The Factories Act is meant to provide protection to the workers from being exploited by the greedy business employments and provides for the improvement of working conditions within the factory premises. The main function of this act is to look after the welfare of the workers, to protect the workers from exploitations and unhygienic working conditions, to provide safety measures and to ensure social justice. Sections 11 to 20 of the Factories Act deal about Health. HEALTH Section 11: Cleanliness Section 12: Disposal of wastes and effluents Section 13: Providing proper ventilation and maintaining proper temperature Section 14: Removal of Dust and fume Section 15: Providing artificial humidification Section 16: No Overcrowding Section 17: Proper Lighting Section 18: Providing pure Drinking water Section 19: Providing Latrines and urinals Section 20: Providing Spittoon 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. Toilet Facilities: 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 some 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.

11.Fire Extinguishers: Company should provide sufficient number of extinguishers to safe guard the employees SAFETY Section 21: Proper Fencing of machinery Section 22: Precautions - Work on or near machinery in motion Section 23: No Employment of young persons on dangerous machines Section 24: Providing Striking gear and devices for cutting off power Section 25: Precautions near Self-acting machines Section 26: Casing of new machinery Section 27: Prohibition of employment of women and children near cotton openers Section 28: Providing Hoists and lifts Section 29: Provision for Lifting machines, chains, ropes and lifting tackles Section 30: Protection near revolving machinery Section 31: Section 32: Section 33: etc. Section 34: No Excessive weights Section 35: Protection of eyes Section 36: Section 36A: Section 37: Section 38: Precautions against dangerous fumes, gases, etc Precautions regarding the use of portable electric light Explosive or inflammable dust, gas etc. Precautions in case of fire Protection near Pressure plant Provision for Floors, stairs and means of access Providing and precautions near Pits, sumps openings in floors,

Section 39: stability Section 40:

Power to require specifications of defective parts or tests of

Safety of buildings and machinery.

Section 40A: Maintenance of buildings Section 40B: Appointment of Safety Officers Safety of Employees

Fencing of machinery: All dangerous and moving parts of machinery shall be securely fenced. Screws, bolts and teeth shall be completely encased to prevent danger.

Work on or near machinery in motion: Lubrication or other adjusting operation on moving machinery shall be done only by a specially trained adult male worker. Employment of young persons on dangerous machines: No young person shall be allowed to work on any dangerous machine (so prescribed by the state government) unless he is sufficiently trained or is working under the supervision of knowledgeable person.

Device for cutting off power: Suitable device for cutting of power in emergencies shall be provided.

Hoists and lifts: These shall be made of good material and strength, thoroughly examined at least once in every six months and suitably protected to prevent any person or thing from being trapped.

WELFARE Section 42: Providing Washing facilities Section 43: Providing Facilities for storing and drying clothing Section 44: Providing Facilities for sitting Section 45: First-aid appliances to be kept.

Section 46: Canteens at subsidized rates. Section 47: Shelters, rest rooms and lunch rooms for workmen. Section 48: Crches for babies of working women. Section 49: Appointment of Welfare officers. It is the duty of the Chief Inspector of Factories to ensure enforcement of all the above Provisions of the Factories Act in respect of safety, health and welfare of employees. Employee Welfare Officer Section 49 of the factories act provides that in every factory wherein 500 or more workers are ordinarily employed the employer shall appoint at least one welfare officer. The welfare officer should possess; (i) a university degree; (ii) degree or diploma in social service or social work or social welfare from a recognized institution; and (iii) adequate knowledge of the language spoken by the majority of the workers in the area where the factory is situated.

Supervision Counseling workers Advising management Establishing liaison with workers working with management and workers to improve productivity. working with outside public to secure proper enforcement of various acts.

Welfare of Employee Chapter V of the factories Act contains provisions about the welfare of employees. These are as follows:

There shall be separate and adequately screened washing facilities for the use of male and female employees.

There shall be suitable places provided for clothing not worn during working hours and for the dying of wet clothing.

There shall be suitable arrangement for all workers to sit for taking rest if they are obliged to work in a standing position.

There shall be provided the required number of first-aid boxes or cupboard (at the rate of one for every 150 workers) equipped with the prescribed contents readily available during the working hours of the factory.

The State Government may make rules requiring that in any specified factory employing more than 250 employees a canteen shall be provided and maintained by the occupier for the use of the employee.

There shall be provided sufficiently lighted and ventilated lunch room if the number of employees ordinarily employed is more than 150.

THE WORKMEN'S COMPENSATION ACT 1923 Purpose of the Act: An Act to provide for the payment of certain classes of employers to their workmen of compensation for injury by accident. The workmen's compensation Act1923 is one of the earliest pieces of labour legislation. This act encompasses all cases of accidents arising out of and in course of employment. The rate of Compensation to be paid in a lump sum is determined by a schedule provided in the act proportionate to the extent of injury and the loss of earning capacity. The younger the age of the worker and higher the wage the

greater is the compensation. The Act provides the formula for calculating the compensation. The injured person can claim compensation and in the case of death, the compensation is claimed by dependents of the deceased. This law applies to the organized as well as unorganized sectors that are not covered by the E.S.I. scheme. The following definitions and the sections of law are presented for the students to take note of them. Administration: The act is administered by the State Governments which appoint Commissioners for this purpose under Sec.20 of the Act. Benefits: Under the Act, compensation is payable by the employer to workman for all personal injuries caused to him by accident arising out of and in the course of his employment which disable him for more than 3 days. If the workman dies, the compensation is to be paid to his dependants. The Act distinguishes among three types of injuries: permanent total disablement, permanent partial disablement and temporary disablement. The amount of compensation to be paid on the death or disablement of workman is given in Fourth Schedule of the Act and varies according to his wages, the type of injury and age. It is an obligation upon the employer to make the payment of compensation within one month from the date on which it falls due. Sources of Funds: All compensation under the act is payable by the employer. THE PAYMENT OF WAGES ACT The Payment of Wages Act was enacted as early as 1936 during the colonial rule. The Purpose of this act is to regulate payment of wages. This insists on the payment of wages by the seventh day or the tenth day of the succeeding month and in case of weekly payment the last day of the week. Section 3: Responsibility for payment of wages. - Every employer shall be responsible for the payment to person employed by him of all wages required to be

paid under this Act. Provided that, in the case of persons employed (otherwise than by a contractor) In factories, if a person has been named as the manager of the factory under Clause of sub-section (1) of section 7 of the Factories Act, 1948 (63 of 1948) In industrial or other establishments, if there is a person responsible to the Employer for the supervision and control of the industrial or other establishments Upon railways (otherwise that in factories), if the employer is the railway administration and the railway administration has nominated a person in this behalf for the local area concerned, the person so named, the person so responsible to the employer, or the person so nominated, as the case may be (shall also be responsible) for such payment. Section 4: Fixation of wage-periods > Every person responsible for the payment of wages under section 3 shall fix periods (in this Act referred to as wage-periods) in respect of which such wages shall be payable. > No wage-period shall exceed one month. Section 5: Time of payment of wages (1) The wages of every person employed upon or in Any railway, factory or {industrial or other establishment} upon or in which less than one thousand persons are employed, shall be paid before the expiry of the seventh day. Any other railway, factory or {industrial or other establishment}, shall be paid before the expiry of the tenth day, after the last day of the wage-period in respect of which the wages are payable:

(2) Where the employment of any person is terminated by or on behalf of the employer, the wages, earned by him shall be paid before the expiry of the second working day from the day on which his employment is terminated. (3) The State Government may, by general or special order, exempt, to such extent and subject to such conditions as may be specified in the order, the person responsible for the payment of wages to persons employed upon any railway (otherwise than in a factory) from the operation of this section in respect of the wages of any such persons or class of such persons. (4) Save as otherwise provided in sub-section (2), all payments of wages shall be Made on a working day. THE EMPLOYEES PROVIDENT FUND ACT 1952 The purpose of this Act: An Act to provide for the institution of Provident Funds, pension funds and deposit linked fund for employees in factories and other establishments. Contributions of 10% of the wages are paid by the employer and another 10% by the employees. This amount is deposited with the government which pays an interest. This Act also now has provisions for pension scheme. Administration: The employees Provident Funds, Pension and Insurance Schemes framed under the Act are administered by a tripartite Central Board of trustee, consisting of representatives of employers and employees and persons nominated by the Central and State Governments. Benefits: The act has made schemes for 3 types of benefits, provident fund, family pension and deposit linked insurance. Family pension is payable to the widow or widower up to the date of death or re-marriage whichever is earlier. In the absence of the widow or the widower it is payable to the eldest surviving unmarried daughter until she attains the age of 21 years or marries whichever is earlier. The dependents of the employee also receive an additional amount known as the deposit linked insurance which is equivalent to the average balance lying to the

credit of the employee on his provident fund during the preceding 3 years, subject to a maximum of Rs 10000 provided that such employee has kept a minimum average balance of Rs. 1000 in the provident fund. Source of Funds: Here both the employer and the employee are required to contribute the provident fund every month at 8.33% of the basic wages, dearness allowance and retaining allowance. An employee can make a larger contribution up to 10% but there is no compulsion for the employer to make a matching contribution. THE PAYMENT OF GRATUITY ACT, 1972 Purpose of the Act: An act to provide for scheme for the payment of gratuity to employees engaged in factories, mines, oil fields, plantations, ports, railway companies, shops or other establishments and matters connected therewith or incidental thereto. Gratuity shall be payable to an employee on the termination of his employment after he has rendered continuous service for not less than five years. (a) On his superannuation (b) On his retirement or resignation (c) On his death or disablement For every completed year of service or part thereof in excess of six months the employer shall pay gratuity to an employee at the rate of 15 days wages based on the rate of wages last drawn by the employee concerned. Section 4: Payment of gratuity (1) Gratuity shall be payable to an employee on the termination of his employment after he has rendered continuous service for not less than five years: (a) On his superannuation, or (b) On his retirement or resignation, or (c) On his death or disablement due to accident or disease;

Provided that the completion of continuous service of five years shall not be necessary where the termination of the employment of any employee is due to death or disablement; provided further that in the case of death of the employee, gratuity payable to him shall be paid to his nominee or, if no nomination has been made, to his heirs, and where any such nominees or heirs is a minor, the share of such minor, shall be deposited with the controlling authority who shall invest the same for the benefit of such minor in such bank or other financial institution, as may be prescribed, until such minor attains majority. (2) For every completed year of service or part thereof in excess of six months, the employer shall pay gratuity to an employee at the rate of fifteen days' wages based on the rate of wages last drawn by the employee concerned; provided that in the case of a piece-rated employee, daily wages shall be computed on the average of the total wages received by him for a period of three months immediately preceding the termination of his employment, and, for the purpose, the wages paid for any overtime work shall not be taken into account; provided further that that in the case of {an employee who is employed in a seasonal establishment and who is not so employed throughout the Year} the employer shall pay the gratuity at the rate of seven days' wages for each season. (3) The amount of gratuity payable to an employee shall not exceed {three lakhs and fifty thousand} rupees. (4) For the purpose of computing the gratuity payable to an employee who is employed, after his disablement, on reduced wages, his wages for the period preceding his disablement shall be taken to be the wages received by him during that period, and his wages for the period subsequent to his disablement shall be taken to be the wages as so reduced.

(5) Nothing in this section shall affect the right of an employee to receive better terms of gratuity under any award or agreement or contract with the employer. (6) Notwithstanding anything contained in sub-section (a) The gratuity of an employee, whose services have been terminated for any act, willful omission or negligence causing any damage or loss to, or destruction of, property belonging to the employer 'shall be forfeited to the extent of the damage or loss so caused. (b) The gratuity payable to an employee {may be wholly or partially forfeited} (i) If the services of such employee have been terminated for his riotous or disorderly conduct or any other act of violence on his part, or (ii) If the services of such employee have been terminated for any act which constitutes an offence involving moral turpitude, provided that such offence is committed by him in the course of his employment. THE MATERNITY BENEFIT ACT, 1961 Purpose of the Act: An Act to regulate the employment of women in certain establishments for certain period before and after child-birth and to provide for maternity benefit and certain other benefits. Section 4: Employment of or work by, women, prohibited during certain periods (1) No employer shall knowingly employ a woman in any establishment during the six weeks immediately following the day of her delivery, (miscarriage or medical termination of pregnancy). (2) No women shall work in any establishment during the six weeks immediately following the day of her delivery (miscarriage or medical termination of pregnancy). (3) Without prejudice to the provisions of section 6, no pregnant women hall, on a request being made by her in his behalf, is required by her employer to do during the period specified in subsection

(4) Any work which is of an arduous nature or which involves long hours of standing, or which in any way is likely to interfere with her pregnancy or the normal development of the foetus, or is likely to cause her miscarriage or otherwise to adversely after her health. (4) The period referred to in sub-section (3) shall be (a) The period of one month immediately proceeding the period of six weeks, before the date of here expected delivery; (b) Any period during the staid period of six weeks for which the pregnant woman does not avail of leave of absence under section 6. Section 5: Right to payment of maternity benefits: (1) Subject to the provisions of this Act, every woman shall be entitled to, and her employer shall be liable for, the payment of maternity benefit at the rate of the average daily wage for the period of her actual absence, that is to say, the period immediately preceding the day of her delivery, the actual day of her delivery and any period immediately following that day. (2) No woman shall be entitled to maternity benefit unless she has actually worked in an Establishment of the employer from whom she claims maternity benefit, for a period of not less than {eighty days} in the twelve months immediately preceding the date of her expected delivery. Provided that the qualifying period of {eighty days} aforesaid shall not apply to a woman who has immigrated into the State of Assam and was pregnant at the time of the immigration. (3) The maximum period for which any woman shall be entitled to maternity benefit shall be twelve weeks of which not more than six weeks shall precede the date of her expected delivery. Provided that where a woman dies during this period, the maternity benefit shall be payable only for the days up to and including the day of her death ; Provided further that where a woman, having been delivered

of a child, dies during her delivery or during the period immediately following the date other delivery for which she is entitled for the maternity benefit, leaving behind in either case the child, the employer shall be liable for the maternity benefit for that entire period but if the child also Dies during the staid period, then, for the days up to and including the date of the death of the child. EMPLOYEES STATE INSURANCE ACT 1948 Purpose of the Act: This Act covers all workers whose wages do not exceed Rs 1600 per month and who are working in factories, other than seasonal factories, run with power and employing 20 or more workers. The coverage can be extended by the State Government with the approval of the Central Government. Administration: The Act is administered by the E.S.I Corporation, an autonomous body consisting of representatives of the Central and State Governments, employers, employees, medical profession and Parliament. Benefits: The Act, which provides for a system of compulsory insurance, is a landmark in the history of social security legislation in India. An insured person is entitled to receive the following types of benefits: Medical Benefit Sickness Benefit Maternity Benefit Disablement benefit Dependants Benefit Funeral benefit Sources of Funds: the Act provides for the setting up of the Employees State Insurance fund from the contributors received from employers and employees and various grants, donations and gifts received from Central or State Governments,

local authorities and individuals. The rate of employers contribution is 5% of the wage bill and that of the employees contribution is 2.25%. VOLUNTARY WELFARE MEASURES These are some of the voluntary welfare measures given by the employer to the employees. They are as follows: Housing facilities Transportation facilities Medical facilities Cultural facilities Recreation facilities Consumers co-operative society Loans and various advances Leave travel concession Gifts to the employees holiday games Labour welfare fund Vehicle stand for parking Libraries Cafeterias Voluntary Benefits Benefits are also given voluntarily to workers by some progressive employers. These include loans for purchasing houses and for educating children, leave travel concession, fair price shops for essential commodities and loans to buy personal conveyance. Machinery Connected with Employee Welfare Work

1.

Chief inspector of Factories It is the duty of the Chief inspector of factories (who generally works under the administrative control of the labour commissioner in each state) to ensure enforcement of various provisions of Factories Act i8n respect of safety, health and welfare of workers.

2.

Central Labour Institute The institute was set up in Bombay in 1966 to facilitate the proper

implementation of the Factories Act, 1948; to provide a centre of information for inspectors, employers, workers and others concerned with the well being of industrial labour and to stimulate interest in the application of the principles of industrial safety, health and welfare. 3. National Safety Council The National Safety Council was wet up on 4th March, 1966 in Bombay at the initiative of the Union Ministry of Labour and Rehabilitation, Government of India, as an autonomous national body with the objective of generating developing and sustaining a movement of safety awareness at the national level. 4. Director General of Mines Safety The Director General of Mines Safety enforces the Mines Act, 1952. He inspects electrical installation and machinery provided in the mines and determines the thickness of barriers of 2 adjacent mines in order to prevent spread of fire and danger of inundation.

Appraisal of Welfare Services 1. One of the main obstacles in the effective enforcement of the welfare provisions of the Factories Act has been the quantitative and qualitative inadequacy of the inspection staff. 2. At present, a labour welfare officer is not able to enforce laws independently because he has to work under the pressure of management. 3. Women workers do not make use of the crche facilities either because they are dissuaded by the management to bring their children with them or because they have to face transport difficulties. National Commission on Employee Recommendations 1. The statutory provisions on safety are adequate for the time being effective enforcement is the current need. 2. Every fatal accident should thoroughly be enquired into and given wide publicity among workers. 3. Employers should play a more concerted role in safety and accident prevention programmes and in arousing safety consciousness. 4. Safety should become a habit with the employers and workers instead of remaining a mere ritual as at present. 5. Unions should take at least as much interest in safety promotion as they take in claims for higher wages. SOCIAL SECURITY The connotation of the term Social Security varies from country to country with different political ideologies. In socialist countries, the avowed goal is complete protection to every citizen form the cradle to the grave.

There are some components of Social Security

Medical care Sickness benefit Unemployment benefit Old-age benefit Employment injury benefit Family benefit Maternity benefit Invalidity benefit and Survivors benefit

LIMITATIONS OF THE STUDY My study confines to welfare, Health and safety aspects of Trimph International India Pvt Ltd. Efforts are made to collect the true information as far as possible without resorting to any guess work. In case of sensitive information in nature, direct personal interviews are conducted in order to glue as much information as possible.

 Few of the employees were a little bit hesitant to answer the questions this might have deviated the findings at least to some extent. Due to time constraints study was limited to a part of the employees, which in turn may reflect the overall attitude of the employees.