INTRODUCTION

The organizations have come to realize , over the

years that improving technology and cutting costs enhance performance
only up to a point. To move beyond that point, the organizations
people are its important resource .In the end, everything an
organization does depends on people. To get the best out of people, the
organization must offer a healthy work climate where they can use
their knowledge, skills and abilities fully while realizing organizational
goal During the last half of the century the employer has increasingly
felt the awareness and recognition of the employees. It is said to be t he
specific programmed form the well being of the workers . Human
resources are the most valuable resources and living asset among all the
workers are citizens their nature or work level of position in
organization education and the demands of the modern industries
brought about by the legislation the state and employers have accepted
their responsibility.

Welfare is a broad term encompassing measures aimed at

providing housing, medical schooling, sports, games, social,
cultural, and also recreational etc. it is a broad concept referring to a
state of living of an individual or a group in desirable relationship
with the total environment ecological, economic, and social. Social
welfare is primarily concerned with the solution of various problems of
the society like prevention of distribution of poverty etc.

Labour welfare is a part of social welfare conceptually

and operationally. It covers a broad field and connotes a state of well
being, health, happiness, prosperity and the development of human
resources . welfare has been described as a total concept . it is a
desirable state of existence involving the Physical, mental, moral,
and emotional well being .

Anything done towards the well being of labour force Comes under
the purview of labour welfare. Labour welfare refers to the specific
programme for the well being of workers . The word “WELFARE”
comes from the greek word “WELFRUM” which means fare well,
means well.
The terms “labour welfare” “Employee welfare ” and “ Workers welfare
” are used interchangeably to denote various services provided by
the employers to the employees in addition to wages.

Concept of Labour welfare:

Labour Welfare may be viewed as a total concept as

a social concept and as a relative concept. The total concept is desirable
state of existence involving the physical, mental, and emotional well
being. These four elements together constitute the structure of welfare.
The social concept of welfare implies the welfare of his family and
his community. All three aspects are inter related and work together in a
three dimensional approach.

The relative concept of welfare implies that welfare is relative in time

and place. It is dynamic and flexible concept and hence its meaning and
content differ from time to time , region to region , industry to industry
depending upon the degree of industrialization.

Labour welfare implies the slotting up of

minimum desirable standards and the provision of facilities like health
,food, clothing, housing, medical assistance ,education, insurance, job
security, recreation etc. such facilities enable the worker and family to
lead a good work life, family life and social life.

Definition:
The Oxford dictionary defines labour as “efforts to make
life worth living for workmen. “ In the words of Hopkins ”
Welfare is a fundamentally an attitude of mind on the part of
management activities are undertaken”.

Principles:

The following some of the principles to be kept in mind for

successful implementation of welfare programs in an organization.

1. The labour welfare activities should be welfare oriented at every

level.

2. The management should ensure coordination, harmony and integration

of all labour welfare services in an undertaking.
3. There should be evaluation of welfare measures and improvements of
the basis of the feedback.

Scope:

The scope of labor welfare can be interpreted in different ways

by different countries with various stages of economic development,
political outlook and social philosophy. While expressing its
interpretation regarding the scope of labour welfare the observed the
term, is one that lends itself to various interpretation and it has not
always the same significance in different in different countries .
Sometimes the concept is very wide on and more or less synonymous
with condition of work as a whole . in other case the definition is
mainly concerned with the day to day problems of the workers
and the social relationship at the place of work. In some countries the use
of welfare facilities provided is confined to the workers employed in the
under taking concerned, while the workers families are allowed to share
in many of the benefits of labour welfare work, statutory and non
statutory welfare facilities under taken by the employers
Government , trade unions or voluntary Organizations and also social
security measures with insurance, provident fund, gratuity, maternity
benefits, workmen compensation, retirement benefits etc., more
especially we may examine the ways in which labour welfare is
classified in order to obtain a clear understanding of its scope.
 SIGNIFICANCE
The significance of labour welfare is felt all the more in our
country. Because of its developing economy aimed at rapid economic
and social development. The need of labour welfare was felt by the Royal
Commission on labour as far as 1931. The philosophy of labour welfare
and its necessity come in for a generous mention in resolution passed by
the constitution of Indian in the chapter on the directive principles of state
policy, particularly in the following articles.

Article 38:

“ The state shall to promote the welfare of the people

by
securing and protection as effectively as it may be a social order in which
justice, social economic and political shall inform all the institution of
the national, life ”.

Article 39:

a. The state shall direct its policy towards securing that the
citizens, men and women equally have the right to an adequate
means of livelihood.

b. Health and safety of the workers shall be safe

guarded.

Article 41:
The state shall within limits fits economic capacity
and development make” effective provision for securing the right to
work to education and to public assistance in case of employment, old
age sickness and in other cases of undesired want ”.
Article42:
The state shall make provision for securing just
and human conditions of work and for maternity relief. Thus the need for
social and industrial welfare in India in all sectors is clearly anticipated
in our contribution.

Directive principles of state policy and Labour welfare:

The Government made attempts to adopt and enforce the directive

principle of state policy after the constitution came into force.it is
significant to note here that even before the constitution came in to
force , the independent India started working in this direction. The
following legislations were enacted before constitution came into force.

1. The Minimum wages Act 1948

2. The Factories Act 1948

3. The Employees State Insurance Act 1948

 NEED FOR THE STUDY
Labour Welfare facilities provides healthy working environment
and develop sence of belongingness towards organization among
workers. It makes workers more responsible and efficient. That is why
progressive Employees are providing many more welfare facilities to
their employees.
Labour welfare requires in improving the conditions of worker’s
life, raising their efficiency and productivity, building up a stable labour
force and minimizing the chances of conflict between the labour and
Management.
Better welfare amenities are needed by an organization that wants
to be dynamic and growth oriented or to succeed in a fast changing
environment. Good welfare amenities can kept the morale and motivation
or employees high by these efforts is not make the organizations
dynamic and take it a new direction.
 OBJECTIVES OF THE STUDY

The following objectives are fixed for the purpose of the

study.
1. To get knowledge of social welfare offered by the
industrial Organizations.

2. To get the information about the welfare amenities and

services provided by CHD to its employees.

3. To analyze the employee responses regarding the welfare

schemes and services offered in the Organization

4. To offer suggestions for the betterment of various employee

welfare amenities adopted in Dock Labour Board
Visakhapatnam.
 METHODOLOGY OF THE STUDY
The data can be collected from two sources one is primary and second
one is secondary sources. These two are used for the purpose of
analysis. The information is pertaining to various aspects for employee
welfare from various journals, Textbooks, reports and available
literature on employee welfare.

Primary source:

The first hand information i.e., fresh information required for the
project is gathered by interacting with the concerned official by taking
interviews which included telephone interview, personal interview and
etc., and also some of the information is collected from the employees of
the Organization.

Secondary source :
Information through various publications , through companies and
annual reports data gathered from the database of the Organization
which includes office files, documents , annual reports and previous
projects and News Magazines of the organization.
 LIMITATION OF THE STUDY

1. The study belongs to cargo handling division only it is not

applicable for other dock labour boards .

2. It may not be possible to cover in depth because to time period

is limited It can be take a small size to collect the information about
welfare measures.

3. Some of the employees were not willing to give detailed

information about the questionnaire.
 INDUSTRIAL PROFILE

Introduction to Indian Sea Ports:

Ports are commonly known as places of safe shelter with necessary

infrastructure, for purpose of trade. In that view, there are airports and

seaports. Seaports are gateways to the world. Seaport is an essential link

in the international maritime transport chain. At present, over 85% of

international trade goes by sea. In case of developing countries like ours,

percentage of international trade would be in the range of 75%-85%. So,

there is imperative need for all the seaports in our country to expand

rapidly. Ports are meant to provide sea borne vessels, some basic services

like dock, harbor or berth facilities for the ships and landing facilities for

the passengers and cargo.

In India there are 11 major ports, 19 medium ports, 15 minor ports

and 5 private ports.

The major ports are:

 Kolkata

 Chennai

 Cochin

 Jawaharlal Nehru Port

 Kandla
  New Mangalore

 Marmugao

 Mumbai

 Paradip

 Tuticorin

 Visakhapatnam

The medium ports in India are:

 Bedi Bunder

 Bhavnagar

 Calicut

 Cuddalore

 Gopalpur

 Kakinada

 Karwar

 Magdalla

 Mandavi

 Navlakhi

 Nagapattinam

 Okha

 Porbandar
  Redi

 Salaya

 Sikka

 Trivandrum

 Veraval

The minor ports of India are:

 Azhikkal

 Belikeri

 Beypore

 Cannanore

 Coondapur

 Dahej

 Jafrabad

 Jakhan

 Kasergode

 Mundra

 Neendakara

 Pindhara

 Pipavav

 Ponnani
  Tellicherry

The Private ports in India are:

 Cocanada

 Tuticorin Container Terminal

 Pipavav

 Adani

The main activities of port are:

 Maintenance of port approaches, navigable channels, and alongside

berths, dredging, conservancy, hydrographic surveys.

 Pilot age, towage, berthing and unberthing of visiting ships.

 Handling, warehousing and transportation of goods in port area.

 Civil, mechanical and electrical engineering and maintenance of

harbor crafts and plants.

 Fire fighting and fumigation.

 Stores.

 Medical, welfare, housing etc.,

 Management of port properties and estates.

To carry out various activities, each port engages different types of

Labour. The workers employed by the port authorities are generally

called ‘Port Workers’ and they work on shore. For work on board the

ship, workers registered with Dock Labour Board (DLB) known as ‘Dock
Labour’ are engaged. The DLB has been amalgamated into VPT w.e.f.

26.09.2008 duly renamed as CHD (Cargo Handling Division) functioning

under the control of Traffic Manager.

Ports are classified as Major ports, Medium ports and minor ports.

The Major Port Trust Act, 1963 and the Indian Sea Ports Act, 1908,

generate the Major ports and the rules and regulations framed there under.

Each Major port has a Board of Trustees representing various

interests connected with the port operations and the shipping industry.

The Chairman of each Major Port Trust is appointed by the Central

Government. Besides Chairman, the Port Trust Board consists of Deputy

Chairman, representatives of Customs, Railways, Defense, State

Government, Ship owners, Shippers, etc. All the members of the Board,

Chairman and the Deputy Chairman are part time members

Visakhapatnam was an ancient port city, which had

trade relations with Middle East and Rome. Ships were

anchored at open roads and loaded with cargo from

Visakhapatnam shore by means of small boats.

Visakhapatnam Port is one of the major ports on the eastern

seaboard of Bay of Bengal at a latitude 170 41’N & longitude 83018’E. It

is situated in between Kolkata & Chennai Ports. It has acted as a catalyst

in the process of Industrialization of its hinterland along with other

ancillary industries. The Port plays a dynamic role in fostering

accelerated development in the region shall contributed significantly to

the National Development.

Natural Harbour:

Visakhapatnam is one of the best, natural ports in India and its

location provides protection from cyclones, which strikes the east

coast regularly during May/November. The ‘Dolphin’s Nose’ hills

which is to the south of the entrance channel, Ross and’ Durga hill’

which are to the north of the entrance channel are land forms which

provide tranquil waters for the port for the outer harbor, to artificial

break waters provide necessary conditions for tranquil waters. This

low range of a maximum of 1.82 meters this section of the sea is

advantages for the location of the port.

History:

The origin of Visakhapatnam goes back as far as the 6th Century,

when it formed a port of the famous kingdom of kalinga in 6th century

A.D. Kalinga was conquered by the chalulkyas of Bandai and in the 7th

century by eastern chalulkyas, which led to the establishment of the

avenge kingdom under Vishnu Vardhan – 1 (615 – 633 A.D.).

Visakhapatnam, the anglicized from of which is Visakhapatnam is

an ancient town. According to the district manual writers 1989, in the

early years of 14th Century Kullotunga choler of the Andhra Dynasty

visited the presented site of Visakhapatnam and was so pleased with the
place that he built a temple dedicated to Issaquah. The sea has since

engulfed this temple.

In 1858 a survey partly stressed the need for a major port between

Madras & Calcutta. A detailed report called “Visage the port of central

provinces” in 1877 made out a strong case of the establishment of a port.

How ever this proposal was temporarily frozen due to the advent of the

First World War.

It is only in 1914, that the Bengal Nagpur Railway initiated a

proposal for a harbor at Visakhapatnam. Colonel Cart Wright Reid

of the British Admiralty initiated a proposal for the construction of a

harbor at the mouth of river meghadrigedda for B.N.Railways,

which was finally adopted in 1922. The construction started in 1927

and the port was open to ocean going vessels in 1933 with the arrival

of passenger ship S. S. Jala durga. The Bengal, Nagpur Railway was

responsible in constructing the port, as it needed a sea outlet for

Manganese is mined in the central provinces. (M. P.).

His Excellency Lord Wellington formally inaugurated the port, the

then Viceroy & Governor General of India on 19th Dec. 1933. The Island

breakwater was constructed by sinking 2 old ships “Janis” and “Wellston

“ which acted as a skeleton around which a rubble mound was formed.

Mr. W. C. Ash & W.B. Rattenbury was the engineer who played

prominent role in constructing this beautiful harbor. The port was

constructed at a cost of Rs.378 lakhs and when it was opened it consist of

three berths & handled 1.3 lakhs tones of Traffic.

Visakhapatnam was a minor port; ships were anchored in the open

of shore area and the cargo transported in small muscular boats. The

gained the status of a major port in 1963 and it was in February 1964 that

the Visakhapatnam port was constituted.

V.P.T Berths:

Inner Harbor:

Multi purpose: 14

Oil: 2

Mooring: 1

Fertilizer berth: 1

__________

Total: 18

__________

Outer Harbor:

LPG Terminal: 1

ORE: 2

GCB: (South/North): 2

OSTT: 1

Multipurpose: 2
New Oil Mooring: 1

_____________

Total: 8

_____________

Location:

Visakhapatnam port lies on the Eastern seaboard of India in the

state of Andhra Pradesh, midway between Kolkata and Mumbai rail

route. This harbor situated in the mouth of Meghadri Gedda is natural and

is connected to the sea by a narrow channel. It is a well-protected deep-

sea port formed by a turning basin and three arms. The approach to the

harbor is through a channel about 1km. in length.

Latitude – 17’41 North

Longitude – 83’18 East

With the protection afforded by a high promontory into the sea

known as ‘Dolphin’s Nose’ and a low tidal range to a maximum of a 6

feet (1.82m), the location of the port is ideal.

Though the construction of the port is started in 1927,

Visakhapatnam port took its concrete shape in 1933 as a mono-

commodity port initially and blossomed shortly into a multi-commodity

port with a variegated cargo profile. This port is enriched with a naturally

protected deep-water basin, most suitable for deep draft berths. It is

located in such a way that it offers protection from the cyclonic storms

which strike the East Coast, by a high promontory into the sea, popularly

known as Dolphin’s nose hill which is to the south of entrance channel.

This port was the first port in the country, to build an outer port.

Ports are commonly known as places of safe shelter with

necessary infrastructure. For purpose of trade a port is transshipment

point between sea and surface transport and of entry and exit for import

and export trade. There are 12 major ports and 163 minor intermediate

ports located on the India coastline.

Visakhapatnam Port Trust was an ancient port city, which had

trade religious with Middle East and Rome. The construction of harbor at

Visakhapatnam was thought after the transfer of power from East India

Company to the crown. In fostering the countries foreign trade and

economic development Visakhapatnam is playing a vital role.

Visakhapatnam is a natural harbor such that surrounded by chain of

hills providing safe anchorage to ships. Notable among the chain of hills

are Dolphin’s nose Ross hill.

Perspective plan for Visakhapatnam port 1996-2020:

The Port desires to ahead & peep into the future to enable it to

formulate appropriate developmental, operational & management

strategies to fulfill to avowed policy of providing a high standard &

efficient port services to its customers clientele.

 Accordingly, the research planning department of port trust was

entrusted with the task of preparing the “perspective plan” in consultation

with the other developments of the port & concerned authorities

associated with the port industry. The study divided into 4 parts.

 Technology Perspective.

 Cargo Perspective.

 Developmental Perspective.

 Organization Perspective.

The main aim of this perspective plan is to provide qualitative

services a service no way second to that of services provided by the other

party in the world to it’s customers, through adequate & efficient port

facilities that meet & fulfill the demand from the increasing cargo

through out from the port to year.

Environmental Improvement Measures:

Port gives importance to the environmental protection. Plantation

of 1, 40, 000 plants to provide green belt and mitigate dust pollution.

Purposed in 1998-1999, 25000 Plants. Environmental Park in Kailasa

hills amount spent so far is an Rs.8.5 Crores.

Salient features of VPT:

  Opened in 1933 with 3 berths and initial investments Rs.3.7

Crores. Cargo throughout in the first year of operation was Rs.1.3

lakh tones.

 First port to construct a deep draft outer port way back in 1967 to

accommodate large iron ore and oil carrier’s up to 1, 50, 000 DWT.

 First port among the major ports of India to construct a deep draft

bulk berth having draft up to 16m way back in 1976.

 First port among the major ports of India to introduce

computerization.

 First port on East Coast of India to accommodate Suezmax tankers

drawing 270 MLOA along side berth.

 Recipient of “Best Port of the Nations” award in 1988-1989 for

highest sale of efficiency.

Objectives of Port:

The main objective the port is to facilitate the import & export

cargo on sea through ships. By this the very benefit that occurs to the

nation follows:

a). Securing the required goods for the country.

b). Exporting the surplus cargo from the country.

c). Maintaining the economic balance within the country.

d). Earning foreign exchange to the country.

Set –Up of the Organization:

Each major port has a Board of Trustee’s representing various

interest connected with the port operations & the shipping industry. The

chairman of each major port trust is appointed by Central Government

Besides, Chairman the port trust Board Comprises Deputy Chairman,

representatives of Customers, Railways, Defense, State Government, ship

owners, shippers, Labour etc. All members other than the Chairman &

Deputy Chairman are port time members.

There are 10 departments in Visakhapatnam Port Trust and those

departments are categorized under 2 heads:

I) Non-Operational Departments

II) Operational Departments

NON-OPERATIONAL DEPARTMENTS

 Administration Department

 Finance Department

 Personnel Department

 Research’s Planning Department

 Materials Management Department

 Medical Department.

OPERATIONAL DEPARTMENTS

 Marine Department
 Traffic Department

 Mechanical Department

 Engineering Department.

Safety, Health, Environment & Quality Policy:

Port of Visakhapatnam is committed to provide prompt, efficient and

safe services to ensure quick turn round of sea, rail and road borne

cargo by:

 Implementing and continually improving the performance of

occupational health and safety, environmental quality management

systems.

 Complying with the applicable legal requirements and other

applicable requirements.

 Preventing- injury and occupational ill health.

 Preventing pollution to the environment by setting sound

environmental objectives.

 Enhancing customer satisfaction.

 Ensuring promotion of awareness among the employees and the

port users on safety, health, environment and quality.

 Make available this policy o the public, associated personnel and

the interested parties.

Notable Events:
 Emerged as “Top Ranking Port” of the country for the second year in

successor with highest throughout among major ports (44.343)

million tones).

 A clear lead of 6.4 Million tones over 2nd highest throughout of

Candela Port.

 Highest throughout of 74.04 laky tones through ore handling complex

– 1st time since inception of the plan in 1965.

 Zero demurrage on port account to the iron ore ships launched at the

port – an event unheard in the history of port.

 Savings to the exchanger to the tune of about Rs.76 cores through

improved performance of ore handling complex.

 Lowest ever pre-berthing detention of 57 hours and lowest ever turn

round time of 3.51 days.

 Highest ever Avg. berth day output of 10,772 tones surpassing the

provided best throughout of 9,799 tones by 10%.

 Highest compound annual growth rates of 13.98% in the berth any

output during the 9th plan – Higher among major ports.

 Highest ever container through put of 21,517 Toe’s.

 Highest ever gang shift output of 689 tones.

 Rest. 60, 00,000 direct saving to the port through reduction in hire

charged for iron ore wagons.

 Saving of 2,200 tippling hours by twin and third wagon they’re

through improved performance.

 Highest productivity in respect of 28 cores out of 40 predominant

carried handled through the port.

 High operating surplus of Rest. 171.15 cores in the history of the Port.

 One of the finest operating ratios of 56.6%.

 Highest earning of Rs.14.85 cores by port railway system.

 32% reduction in over time despite handling of highest cargo with

highest productivity, 24% reduction in staff strengths in staff

strength and 40% increase in the unit rate of O.T. allowance.

 Savings to the tune of Rs.140 cores through reduction in inventory.

 Saving to the tune of Rs.68 lashes owing to the reduction of

maintenance dredging.

 Savings to the tune of 5 cores or 10% required & maintenance

expenditure of mobile equipment.

 40% reduction in inventory owing to better inventory mgmt.

Practices.

 22% reduction in water consumption, 15% reduction in power

consumption, 8% reduction in HSD oil consumption & 30%

reduction in petrol consumption owing to several administrative

reforms launched during the year.

 Highest imports of 178.67 laky tones in a year (Previous best 173

lakes tones in 1999-2000).

 Highest transshipment of crude & P.O.L. – 9.32 million tones.

 Highest exports of aluminum – calcimined petroleum coke, wheat,

granite, illuminate sand etc.

Visakhapatnam port trust is one of the major bulk cargos

handling port in India. The port has been adopting itself to the changing

needs of the bulk traffic, keeping peace with the technological revolution

of shipbuilding and transportation system:

Total port area = 4369 hectares

Total land area = 3882 hectares

Total water spread = 300 hectares

Inner harbor = 100 hectares

Outer harbor = 200 hectares

Total reclaimed are = 3537 hectares

MAIN ACTIVITIES OF PORT:

 Maintenance of port approaches, navigable channels and along side

berths, dredging, conservation, hydrographic surveys.

 Pilotage, towage, berthing and un-berthing of visiting ships.

 Handling, warehousing and transportation of goods in the port area.

 Civil, mechanical and electrical engineering and maintenance and

fumigation.

 Fire fighting and fumigation.

 Stores.

 Medical, welfare, housing etc.

MANAGEMENT OF PORT PROPERTIES AND ESTATES

To carry out various activities each port engages different types of

Labour. The workers employed by the port authorities are generally

known as ‘port workers’ and they work on shore. For work on board the

ship, workers registered with docked Labour board known as ‘dock

Labour’ are engaged. There will be large number of workforce besides

equipment etc. Organization requires high degree of skill coordination,

cordial relations etc, for the successful operation of port. The Dock

Labour Board has been amalgamated into VPT duly renamed as (CHD)

Cargo Handling Division.

The successive Chairmen’s of Visakhapatnam Port Trust:

 Col. H.Cart Wright Reid (1921-1928)

 Mr. W.C.Ash (1928-1934)

 Sri M.R.O.B.Rattenbury (1934-1936)

 Mr. E.G.Lilley (1936-1941)

 Mr. W.E.M.Crealock (1941-1945)

 Sri S.Nanjundiah (1945-1958)

 Sri C.R.Reddy, I.A.S (1958-1967)

 Sri H.Samba Murthy IAS (1967-1970)

 Sri B.K.Rao, I.A.S (1973-1978)

 Sri R.Srinivasan (1978-1980)

 Sri T.R.Prasad, I.A.S (1980-1983)

 Sri R.K.R.Gonela, I.A.S (1983-1988)

 Sri P.V.R.K.Prasad. I.A.S (1988-1992)

 Sri T.Gopala Rao, I.A.S (1992-1997)

 ‘Padmasri’ S.R.Rao, I.A.S (1998-03)

 Sri K. R. Kishore, I A S (2003-08)

 Sri Ajeya Kallam, I A S (2008 )

 COMPANY PROFILE

The Dock labor boards were constituted under the Dock Workers

(Regulation of employment) Act 1948.the main function of Dock Labor

Board’s is to streamline and regulate the employment of loading

unloading workers in the docks. The board is statutory and autonomous

body charged with the duty of administrating the scheme and companies

to determine and prescribed of service of the Dock workers.

Prior to the formation of Dock Labour Board in the major ports, the

workers used to work under the direct contract to the middleman who

used to supply them to the stevedores as and when necessary. There is no

regularity of employment or earnings as the working are solely dependent

on the caprices of the intermediately agencies. The demand for Dock

Labour Board depends upon the arrival and departure of vessels, the size

of cargo and seasonal cyclical fluctuations. On account of variation in the

traffic, in the employment and their earnings were not regular. Hence

exploitation of labour was at its peak those days.

The Royal Commission on Labour which was constituted by the

Central Government reviewing the deplorable services condition of the

Dock Labor stressed in its report submitted to Government of India in

1931.They need to ensure adequate number of dock workers available to

load and unload the vessels.

ORIGIN AND DEVELOPMENT:

Basing on the recommendations of the Royal Commission on

Labour the government of India has taken the legislative action and

passed the Dock Workers (Regulation of Employment) Act 1948, which

provides for regulating the employment of dock workers in all the major

ports by framing schemes for individual ports providing for ensuring

greater regularity of employment for dock workers for efficient

performance of dock work in the individual Ports, the Dock Workers

(Regulation of Employment) Rules, 1962 are made to give effect to the

provisions of the Act. It extends to the whole of India except the State of

Jammu & Kashmir. The application of the Scheme for a particular Port

applies to that Port only.

 The Visakhapatnam Dock Workers (Regulation of Employment)

Scheme, 1959 (inaugurated on 19-12-1959) was implemented from 15-

06- 1961.The administrative body which looks into the day to day

allotment of workers under the stevedores association which is appointed

by the Board.

The Cargo Handling Division maintains a list of the employers

who carry out the dock works. The employers have to pay some amount

towards the deposit depending upon the volume of works carried by

them. There are 900 employers under registered scheme and 134

employers under unregistered scheme as 01-04-2009.

With the establishment of Cargo Handling Division the workers

service conditions were improved. The Board has taken various social

security and welfare programmes to improve the standard of living of the

dock workers. The board has given them the security of employment and

stability of their income.

The Cargo Handling Division collects levy from the employers

for supplying the man power to them. The levy rate is usually fixed by

the Government of India out of this levy the Cargo Handling Division

pays the wages to the workers and carries out the welfare programmes for

the dock workers.The levy rates are subject to change according to

Government decisions.
 The Visakhapatnam Cargo Handling Division was established

under the Dock Workers (Regulation of Employment) Act, 1948. Under

the said act, two schemes viz., The Visakhapatnam Dock Workers

(Regulation of Employment) Scheme 1959 and The Visakhapatnam

Unregistered Dock Workers (Regulation of Employment) Scheme 1968

were formulated. The main objective of the Act is to regulate the

employment of Dock workers. The main function of the Board is to

supply man-power to the employers of both the schemes for cargo

handling operations. Basically, it is Labour intensive organization.

MERGING OF CHD WITH VPT:

Various Committees had gone into the working practices in

handling dock work and made recommendations for rationalization of the

existing system.

While dealing with the merger issue, it is pertinent to note that

earlier studies highlighted the need for a single cargo-handling agency or

a separate cargo handling department in the Port Trust to be entrusted

with all the cargo handling functions in the Dock area.

As per the Government’s directions and to gear up to changing

trends in the Indian economy, the Ports which act as an important link in

the transport system, have started initiating certain measures, which

would make its services more competitive and productive. One such

measure is making provision for the merging DLBs with the Port Trusts.

The Government passed the bill i.e. the Dock Workers (Regulation

of Employment) (Inapplicability to Major Ports Bill) 1997 to provide for

inapplicability of the Dock Workers (Regulation of Employment) Act,

1948 to the dock workers of Major Port Trusts the Government of India

communicated to initiate necessary steps for eventual merger in terms of

provisions of this Bill

There are 11 Major Ports existed in India. They are Calcutta,

Paradip on the Eastern Region, Visakhapatnam, Chennai, Tuticorin,
Cochin, New Mangalore on the Southern Region, Jawaharlal Nehru
Port, Mumbai, Murmagoa Port and Kandla on the Western Region
and there were 7 Dock Labour Boards and presently only Collate
Dock Labour Board are in existence, the rest of 6 Dock Labour
Boards i.e. Mumbai Dock Labour Board, Chennai Dock Labour
Board, Cochin Dock Labour Board, Murmogoa Dock Labour Board
and Kandla Dock Labour Board and CHD were merged with their
respective Port Trusts.
As far as Visakhapatnam Cargo Handling Division is concerned,

there are three unions in existence, and for all practical purposes, these

three unions are playing vital role in maintaining harmonious industrial

relations in the Port. As regards the merger of Visakhapatnam Cargo

Handling Divison with Visakhapatnam Port Trust is concerned, several

discussions were held with the unions on a variety of issues, such as,

service conditions, financial matters, welfare activities and issues related

to cargo handling operations.

 The management of CHD has arrived a memorandum of

settlement under section 12_3 of the 1d Act, 1947 with workers

represented by its union, for merger of CHD with VPT. The Government

of India issued a Gazette notification on 26-9-2008 for merger of CHD

with VPT. Consequent to the merger of CHD with VPT, the Dock

workers Regulation of Employment Act 1948 ceases to effect in relation

to port. The CHD has been re designated as Cargo Handling Division

under the control of the Traffic manager, VPT.

CONSTITUTION OF THE BOARD:

Prior to the merger of Visakhapatnam Dock Labour Board with

Visakhapatnam Port Trust, the Visakhapatnam Dock Labour Board is one

of the highest policies making body. It is a Tripartite Board which

comprises 12 members having equal representation from Central

Government, the Dock workers and the Employers and shipping

companies. The Chairman of the Board is the Chief Executive of the

Board. Deputy Chairman is whole time officer of the Board, who looks

after the day to day administration, and the Board is under the control of

Ministry of Shipping, Government of India, and New Delhi.

Definitions:-

The clause 2 of the Dock Workers (Regulation of Employment)

Act, 1948, indicates the following definitions:

a) ‘Board’ means a Dock Labour Board established under Section 5A;

 aa) ‘Cargo’ includes anything carried or to be carried in a ship or other

vessel;

b) ‘Dock Worker’ means a person employed or to be employed in, or

in the vicinity of any port on work in connection with the loading,

unloading, movement or storage of cargoes, or work in connection

c) with the preparation of ships or other vessels for the receipt or

discharge of cargoes or leaving Port;

d) ‘Employer’ in relation to a dock worker, means the person by

whom he is employed or to be employed as aforesaid;

e) ‘Government’ means in relation to any major port, the Central

Government and, in relation to any other Port, the State

Government;

f) ‘Scheme’ means a Scheme made under this Act.

Inspectors:

As per the Clause 6 of the Dock Workers (Regulation of

Employment) Act, 1948, the Government may, by notification in the

Official Gazette, appoint such persons as it thinks fit to be Inspectors for

the purposes of this Act at such ports as may be specified in the

notification. Every Inspector shall be deemed to be a public servant

within the meaning of the Indian Penal Code, 1860 (45 of 1860). The

Deputy Chairman, Cargo Handling Division Visakhapatnam is appointed

as Inspector by the appropriate Government.

Organizational structure:-

There is a Board consisting of 12 members having equal

representation from the Central Government, Dock Workers and the

employers of the dock workers and shipping companies. The Board-in-

meeting will take policy decisions.

The Chairman shall have full administrative and executive powers

to deal with all matters relating to day to day administration of the

scheme. The Chairman of Visakhapatnam Port Trust is the Chairman of

the Erstwhile Visakhapatnam Cargo Handling Division also. The Deputy

Chairman shall be a whole time officer of the Board and shall assist the

Chairman in discharging of his functions.

Secretariat, Administrative, Labour, Accounts, Medical, Personnel

and Engineering Divisions are existed and all the functions of CHD are

being performed by these divisions under the direct control of respective

Officers headed under the control and supervision of Deputy Chairman /

Chairman.

Prior to the merger of CHD with VPT, the following is the

organization chart existed.

DUTIES AND RESPONSIBILITIES

Secretary :

Secretary of the Cargo Handling Division is responsible for advising

the Traffic manager on matters pertaining to procedure and for
arranging general, statutory and special meetings of the Board; He
shall be responsible for compilation of the Board’s annual
administration report placing the same for Board’s approval and
submission to the Government in due time. He shall be in general
control of the Board’s Secretariat. He shall deal with matters relating
to Industrial Relations. He shall be responsible for compilation,
maintenance and furnishing of all labor statistics. He shall deal with
cases of registration and listing of employers. He shall assist the
Traffic manager and carry out the functions delegated to him by the
traffic manager. He shall perform such other duties as may be
entrusted to him from time to time by the Chairman or the Traffic
manager with the approval of the Chairman.
Senior Labour Officer:

Senior Labour Officer shall coordinate the functions of the Labour

Officers appointed under the two schemes of the Cargo Handling

Division. He shall advise the Administrative Bodies on all labor

management matters. He shall assist the traffic manger in discharging of

his duties as the Administrative Body, Unregistered Scheme. He shall be

watchful about the labor situation and report to the Chairman/ traffic

manager Chairman/Administrative Bodies about any signs of labor

unrest in proper time. He shall visit the work spots to settle disputes that

arise between the employers and the workers or among the workers and

ensure that the workers comply with the provisions of the scheme and

rules and regulations of the Board. He shall perform such other duties as

may be entrusted to him by the Chairman or the Deputy Chairman with

the approval of the Chairman.

Administrative Officer:
 Administrative Officer shall be incharge of all purchases and

stores for the Board and Administrative Bodies. He shall deal with all

matters concerning lands, buildings and other properties and assets of the

Board. He shall be incharge of all vehicles and communication systems

of the Board. He shall be incharge of security of all properties of the

Board. He shall be the authority for allotment of Board’s quarters. He

shall assist the Deputy Chairman in his functions as Estate Officer of the

Board He shall deal with all legal matters concerning the Board. He shall

deal with matters relating to organization & methods and Work Study

including control of records. He shall attend to matters relating to public

relations. He shall perform any other functions that may be entrusted to

him by the Chairman with the approval of the Chairman.

Chief Accounts Officer:

Chief Accounts Officer shall maintain accounts of General Fund,

Welfare Fund, Provident Fund, Gratuity Fund, Pension Fund, Family

Security Scheme Fund. He shall advise the Board/Chairman son

investments and financial matters. He shall prepare budget for the funds

maintained by the Board and scrutinizes the budget of the Registered

Scheme and the Unregistered Scheme. He shall exercise budget control in

all the Divisions of the Board and Administrative Bodies He shall

conduct internal audit of the accounts of the Board and Administrative

Bodies. He shall conduct periodical verification of assets and stores in all

Divisions of the Board and Administrative Bodies. He shall be incharge

of all financial transactions will regard to the funds operated by the

Board. He shall deal with matters concerning audit of accounts

maintained by the Board and Administrative Bodies. He shall coordinate

the accounts work in the Registered Scheme, the Unregistered Scheme

and the Board’s Division. He shall perform any other function that may

be entrusted by the Chairman or the Deputy Chairman with approval of

the Chairman.

Personnel Officer:

Personnel Officer shall carry out the duties specifically laid down

under clause 44 of the Registered Scheme and clause 32 of the

Unregistered Scheme. He shall deal with all personnel matters, via,

recruitment, training (including study leave), grievances, promotions,

applications for outside employment, retirements, maintenance of service

records of workers and staff of the Board and Administrative Bodies. He

shall assist the Deputy Chairman in processing the disciplinary cases

reported by the Labour Officer and also in processing of appeals of

workers against the orders of the Labour Officers. He shall also assist the

Deputy Chairman in dealing with disciplinary cases against the

employees of the Board. He shall perform such other duties as may be

entrusted to him by the Chairman or the Deputy Chairman with the

approval of the Chairman.

Deputy Chief Medical Officer:

Presently, the post of the Deputy Chief Medical Officer is being

operated against the post of the Chief Medical Officer. Therefore, the

duties and responsibilities of the Chief Medical Officer is being looked

after by the Deputy Chief Medical Officer. The Deputy Chief Medical

Officer is the over all charge of the medical services – preventive,

promotive and curative and is responsible for the smooth running of the

Medical Department. He shall the administrative head of the Medical

Division of the Board and make periodical/surprises checks/visits of the

Hospital and Branch Dispensary. He shall be responsible for the

Sanitary Section and proper sanitation of the Board’s Office, Call stands

and Housing Colony at Kailasapuram. He shall visit those places twice in

a week for inspection and report to the Chief Medical Officer.. He shall

deal with the Unions in matters related to hospital working, under the

guidance of the Deputy Chairman. He shall scrutinize the medical

reimbursement bills and recommend for sanction. He shall approve

issues of special /specified drugs. He shall be the Chairman/ Convener of

Medical Boards for examination of cases for retirement on medical

grounds. He shall examine all cases of age assessment, cases for first

appointment in DLB medically (pre-employment medical examination),

cases of retired employees/workers for commutation of pension, cases

referred for medical examination for loss in earning capacity (Workmen’s

Compensation Act), case requiring light job and give his opinion

/report/recommendations. He shall recommend cases requiring referrals

to local Government Hospitals, local private Hospitals and out-station

Hospitals. He shall be responsible for the procurement of drugs and

equipment recommended by the Drugs Committee and Specialists

attending the Board’s Hospital. He shall exercise budgetary control and

shall be responsible for the imp rest cash and sign all the vouchers. He

shall attend to any other duties as may be assigned by the Chairman or

the traffic manager with the approval of the Chairman.

Labour Welfare Officer:

Labour Welfare Officer shall ascertain what further welfare

facilities are needed, how best they can be provided and make

suggestions for their establishment. He shall make sure that the available

welfare facilities provided under the Regulation or otherwise are being

properly maintained and utilized. He shall ensure adequate supervision

of the amenities provided, especially as regards canteens, rest rooms,

washing and toilet facilities and drinking water. He shall examine

grievances voiced by the dock workers and employees in respect of

welfare facilities and other amenities.

Asst Secretary:

Asst Secretary shall deal with all establishment matters like salary

bills, annual increments, conveyance allowance, TA & DA, LTC claims,

advances, recovery of advances, leaving including leave encashment,

conveyance allowance. He shall be in charge of Board’s Library. He shall

perform such other functions that may be entrusted to him by the

Chairman or the Deputy Chairman with the approval of the Chairman.

Asst. Executive Engineer:

Asst Executive Engineer shall be in charge of maintenance of

Colony at Kailasapuram including amenity buildings like Branch

Dispensary, Junior College, High School, Recreation Centre,

Kalyanamandapam and also the maintenance of Office Building, Call

stands and Hospital. He shall be responsible for arranging regular water

supply for all the above Buildings. He shall be responsible for

maintenance of electrical fittings of the above Buildings and street

lighting in the Colony. He shall supervise all construction works both

capital and minor works. He shall be responsible for procurement of

cement, steel and other Engineering Stores and capital works and

maintenance works and also be the over all incharge of the Engineering

Section. He shall prepare estimates and detailed drawings for the works.

He shall prepare Tender Schedules/Agreements. He shall assist the Chief

Accounts Officer in preparation of budget estimates/ revised estimates

pertaining to capital works and maintenance works. He shall process

contract bills after check measurement and effecting recovery for the

stores issued by the Department to Contractors.

Accounts Officer:

Accounts Officer shall be incharge of all financial transactions of

Funds operated by the Administrative Body, Registered Scheme and

maintain accounts of the Funds. He shall be responsible for collection of

Wages (including piece-rate wages) levy and other dues from employees

in proper time. He shall advise on investments and financial matters of

the Registered Scheme. He shall be responsible for wages and other

payments to the workers in proper time and for collection of advances

and other dues from them as per recovery advices. He shall prepare

budget for the funds maintained by the Administrative Body, Registered

Scheme. He shall deal with matters concerning audit of accounts

maintained by the Administrative Body. H shall be responsible for proper

assessment of levy contributions, dues payable to the Administrative

Body and collection thereof. He shall be responsible for submission of

monthly and annual statistics to the Board. He shall perform any other

functions that may be entrusted by the Chairman or the traffic manager or

the Administrative Body, Registered Scheme, with the approval of the

Chairman.

Labour Officer:
 The Labour Officer shall be in charge of allocation of workers. He

shall visit the work spots to see that the work goes on efficiently. He

shall settle disputes that arise between the employers and the workers or

among the workers and ensure that the workers comply with the

provisions of the Scheme and rules and regulations of the Board. He shall

be sanctioning authority for casual leave/earned leave/sick leave and

processing of applications for advances, etc to the workers. He shall deal

with all disciplinary matters. He shall be responsible for submission of

monthly and annual statistics relating to employment of workers. He

shall advise the Administrative Body on all labor management matters

through the Senior Labour Officer. He shall be in charge and submit

reports to the Deputy Chairman about any signs of Labour unrest in

proper time. He shall perform such other duties as may be entrusted to

him by the Chairman or the traffic manager with the approval of the

Chairman.

Medical Officers:

The Medical Officer shall attend to shift duties in Causality to

render out-patient/emergency treatment. He / She shall also work in

General Shift when posted either at Main Hospital or Kailasapuram

Dispensary. He/She shall make rounds of various wards during 2nd and 3rd

shifts and attend to inpatients. He/She shall attend to any other duties as
may be assigned to him/her by the Chairman or the Chief Medical Officer

with the approval of the Chairman.

Hindi Officer:

The Hindi Officer shall be responsible for implementation of

Section 3 (3) of Official Language Act. She shall conduct Official

Language Implementation Committee Meetings for every quarter. She

shall be responsible for Hindi Training Programme of Officers and

Employees. She shall be responsible for conducting Hindi work-shops.

She shall perform any other work that may be entrusted by the Chairman

and with the approval of the Chairman.

Assistant Director (Systems):

Asst Director (Systems) shall be responsible to ensure convenient

methods for adoption of the computer media for wages/pay roll

calculations and billing in consultation with the Labour Officers and

Accounts Officers. He shall be responsible to plan and propose additions/

alterations for the existing system for better performance stage by stage.

He shall be responsible to plan improvement to the existing system by

creating a computer section. He shall be responsible to the proper

implementation of the systems and generate required output. He shall be

responsible to look after the proper upkeep and maintenance of all aspects

of the computer Centre. He shall be responsible for procuring, storing,

issue and usage of computer stationery in consultation with the

Administrative Officer. He shall be responsible to propose such

additional configurations as may be feasible for achieving better and

greater satisfaction of the users divisions. He shall also attend to such

other duties as may be entrusted by the Chairman and with the approval

of the Chairman.

Safety Officer:

The duties of the Safety Officer shall be to advise and assist the

management in the fulfillment of its obligations, statutory or otherwise,

concerning prevention of personal injuries and maintaining a safe

working environment.

The duties shall include the following namely: -

1. To advise the concerned department in planning and organizing

measures necessary for the effective control of personal injuries;

2. To advise on safety aspects in all dock work and to carry out detailed

job safety studies of selected dock work.

3. To check and evaluate the effectiveness of the action taken or

proposed to be taken to prevent personal injuries.

4. To advise the purchasing and stores departments in ensuring high

quality and availability of personal protective equipment.

WORK ACTIVITIES:

Port and Docks are services industries and play on important

role in the economy of a country. They are the gateways of

export and import of cargo. Handling of cargo is the main activity

that is carried out through port and docks. Beside there are a

large number of ancillary and supportive activities that go on

simultaneously with cargo handling with activities. There is

dredging, maintenance of navigational channels, berthing of ships

that comes into the ports, piloting them for the high sea ,

maintains and repairing of ships , signaling them. thus ports

and dock are center of multifarious activities and provide

employment to a large number of people .

The dock labor board, Visakhapatnam is service industry. The

nature of work performed here is nothing but handling of cargo. The

CHD has two schemes namely RS and URS, both for workers and

stevedores. It applies gangs of workers to stevedores i.e. agents

who under take the operation of loading and unloading of cargo.

STATEMENT SHOWING THE STRENGTH OF WORKERS

STAFF

As on 30-04-2009
REGISTERED SCHEME STRENGTH
Sr. Tally clerks 02
Tally clerks 78
Winch drivers 145
Tindals 57
T/signal man 98
Mazdoors 519
TOTAL 899

UN-REGISTERED SCHEME STRENGTH

Maistries 71
Light job 03
Tindals 26
Woman sweepers 03
Casual Mazdoors 32
Casual Mazdoors(daily wage) 315
TOTAL 450

STAFF STRENGTH
Class-I 11
Class-II 06
Class-III 112
Class-IV 64
Total 193

Registered scheme workers 899

Unregistered scheme workers 450
Total workers strength 1349
Total staff strength 194
TOTAL 1543
 LABOUR WELFARE
Welfare is abroad concept referring to a state of an individual Or a
group in a desirable relationship with the total environment, ecological,
Economic & Social. The term welfare includes both the social and
economic Contents of welfare.

Definition :

The oxford dictionary defines labour welfare as efforts to make

Life worth living for workmen. Chambers dictionary defines welfare as
a State of faring or doing well; freedom from calamity, enjoyment of
health And prosperty.
It is some what difficult to accurately lay down the Scope of labor
welfare work, especially because of the fact labour is Composed of
dynamic individuals with complex needs. While expressing its
Interpretation regarding the scope of labour welfare, the ILO has
observed; “the term is one which lends itself to various interpretations
and it has not Always the same significance in different countries.”

SOCIALSECURITY:
According to Lord Beveridge; it is an attack of five Giants, want,
disease, ignorance, squalor and idleness.”The concept of social Security
is essentially related to the high ideals of human dignity and social
Justice. In a modern welfare state comprehensive social security
schemes Take care of persons from “womb to tomb”. It is of the pillars
on which the Structure of the welfare rests.
It has been defined by the ILO as “the security that society
furnishes , appropriate organization against certain risks to which
its members are exposed. These risks are essentially contingencies
against Which the individuals of small means cannot effectively provide
by his own Ability or the foresight alone or even with the private
combination with his Fellows.

Labour Welfare in CHD :

In CHD, in its meeting which was held on 20-7-1967
approved about the administration of Visakhapatnam Dock
workers welfare fund rules. The board declared at its meeting held on
23-11-1967, constituted a welfare Committee, administration
body and union representative are members of the Committee,
welfare officer is the secretary of the committee. The board
Collects welfare levy from the registered employers and
administer the Welfare funds providing the intramural and extra
mural welfare facilities.

Employee Welfare and Social Security:

The CHD under takes many activities for the welfare of
its workers. The amount is spends for the welfare activities at its
total expenditure will Be half of its annual income. It is undertakes
welfare programmes and not Only for the workers but also for their
family and children. It also looks After them at the call stand
also by providing them with all facilities Required. The various
welfare measures are in CHD all the statutory Welfare provision
are provided as per the dock workers, (Safety, health and Welfare
regulation Act.) 1990.
 WELFARE MEASURES

The welfare measures are of two types.

1. Statutory welfare measures.

2. Non statutory welfare measures or

Voluntary welfare measures.

1.STATUTORY WELFARE MEASURES:

Employers in India are restricted statutorily to Comply with
the provisions of various welfare amenities under the Different labor
legislations. The statutory welfare facilities provided Under the
Factories act 1948, plantations labor act5 1951, mines act 1952, motor
transport workers act 1961, and contract of labor act1970, the
merchant shipping act 1958 and the dock workers scheme
(safety,health,welfare) 1961 etc.

The statutory welfare measures are:

1. Facilities for sitting,

2. first aid appliances,

3. shelters, rest rooms, and lunch rooms,

4. canteen,

5. crèche,

6. welfare officer.
2. NON STATUTORY WELFARE MEASURES:

There are certain employers especially in the Organized sector of

industry, who have promised a wide verity of welfare Amenities and
services to their employees. The non statutory or the voluntary
Welfare measures are..
1. Educational facilities
2. Medical facilities
3. Transport facilities
4. Recreational facilities
5. Housing facilities
6. Consumer co operative societies.

STATUTORY WELFARE MEASUERS

A comprehensive dock workers scheme, 1961, has been Framed

for all major ports and administered by the chief advisor, factories. It is
framed under the dock workers (regulation of e4mployement) act 1948.
Amenities provided in the port premises include provision of (a) urinals
and Latrines, (b) drinking water, (c) washing facilities, (d) bathing
facilities, (e) Canteens, (f) rest rooms, (g) call stands and (h) first aid
arrangements.
Other welfare measures provided are,
(a) housing facilities, (b) schools, (c) educational facilities, (d) grants
of scholarships, (e) library facilities, (f) sports and recreation (g)
fair price shop and (h) co operative credit societies.

1. Washing facilities:

Section 42 of the factories act lays down that Every factor has to
provide adequate and suitable washing facilities Separately for the
use of male female workers. In this regard the state Government may
prescribe standards of adequate and suitable facilities for Washing.
Section 18(c) of the contract labour act, provides that every
Contractor employing contract labour in connection with the work of
an Establishment has to provide and maintain washing facilities.
Suitable facilities for bathing and washing of workers
uniform and Also for storing drying clothes proper provisions are
made. These provisions Are separately provided for both Male &
Female workers. A part from these They are also provided with a fixed
monthly washing allowance. They are Also issued with soaps and
detergents for the purpose of washing.
2. Facilities for storing and drying:

It is only the factories act incorporated such a provision, under the

Section 43 of the act, a state government may make rules for the
provision of Suitable places for keeping all clothing nit worn during the
working hours And for the drying of wet clothing. The chief inspector of
the factories will See the necessary arrangements in all cases of factories
such as engineering Workshops, iron and steel works etc…
3. Facilities for sitting:
Every factory has to provide necessary sitting facilities,
Particularly for workers who are obliged to work in a standing position.
The Chief inspector of factories may direct the occupier of any factory to
provide Suitable seating arrangements as far as possible.
4. First aid appliances:
Section 21 of the mines act and the section 12 of the
Motor transport workers act and under the section of 19 of the contract
labor
Act every factory must provide and maintain the first aid boxes and
medical
Facilities and the number of the boxes must not be less than one for
every Employees or workers.
First-aid arrangements in C.H.D:
Adequate first aid boxes are maintained with the prescribed
contains In respect of every 50 employees. The dispensary which is
very near to the Dock area is of great use in case of emergencies and
accidents . Ambulances Used emergencies & Accidents
5. Shelters, rest rooms and lunch rooms:

According to the section 9 of the motor Transport workers act

and the section 17 of the contract labour act every Factor employing
more than 150 workers must provide the adequate and Suitable
shelters or rest rooms and a lunch room, with provision for drinking
Water ,where workers can eat meals brought by them. But in case a
canteen Is maintained in according with the provision of section 46,
it will be Regarded as part of this requirement.
Shelter, Rest Rooms and Lunch Rooms :

The Dock Labour Board (OLB) management provided

Shelter, rest rooms to their employees according to facilities Act
1948, section 47. The management provided sufficient lighting,
ventilation, furniture and Other equipment in those lunch room and
shelters.

6. Canteen:
According to the section 46 of the factories act and the rules
79 To 85 of the Maharashtra factories rules and the Maharashtra co
operative Societies act 1960 and under the section 394 of the
Bombay municipal Corporation act 1833 and the section 16 of the
contract labor act and the Section 11 of the plantations act and the
section 8 of the motor transport Workers act and the ILO
recommendations No. 102 adopted in 1956 in the 39th session gave
further impetus to the establishment and improvement in

The exisisting canteens in factory establishments.The canteen expanses

were bore by welfare department out of Welfare fund. Supply of
the Tea to the workers at the subsidized rates at theCall stand and
works sports continued in addition to the main canteen. The Canteen
is managed by canteen committee constituted with respective of
Workers, staff and management on no profit and no loss basis. The
canteen is Give subsidiary towards payment of salaries of staff and
for fuel, also free Accommodation, electricity, furniture and
equipment to the canteen is Provided, subsidies paid during the
previous years by the board are
Subsidies during the previous year:

Year Canteen Subsidies

2002-2003 18,84,368

2003-2004 19,34,230

2004-2005 22,65,908

2005-2006 2,589,719,77

2006-2007 2,791,846,96

2007-2008 34,62,864
Canteen Timings:

S.No. Timings From To

1. Tiffin Section 9.00 AM 9.30 AM

2. Tea & Coffee 10.30 AM 11.30 PM

3. Meals Section 12.30 PM 1.30 PM

4. Snacks and tea 3.00 PM 3.30 PM

Canteen Management Structure

 President

Secretary

Manager Asst.
Manager

Store in charge

Cashiers (6) Members

Cooks (5) Members

Suppliers (4) Members

Helpers (3) Members

Cleaning (6) members

Canteen Subsidy Rates by the board :

S.No. Items Price

1 Tea 0.50

2 Coffee 1.00

3 Idly (2) 0.35

4 Puri (1) 1.00

5 Rawa Dosa / pesaratu 1.00

6 Plain Dosa / Upma 1.00

7 Ulli Vada 1.00

8 Pakoda (50g) 1.00

9 Masala Vada (2) 1.00

10 Baji (4) 1.00

11 Bonda (2) 1.00

12 Egg bonda 1.50

13 Meals (300g) 1.50

14 Egg Meals 2.50

15 Extra Rice one cup 1.00

16 Curd 1.50

17 Chicken / Fish curry 8.00

7. Welfare officer:
 The labour investigation committee also
gave Importance to the institution of a welfare officer its
recommendations had Considerable impact on the thinking of
government before independence. The factories act of 148 provides for
the statutory appointment of the labor Welfare officer in a factory.
Section 49(1) and (2) of the factories act, lays Down that(1) in every
factory where in the five hundred or the more workers Are ordinary
employed the occupier shall employ in the factory such Number of
welfare officers as may be prescribed. (2) the state government May
prescribe the duties, qualifications and the conditions of service of
Officers employed under the sub section (1).

Welfare officer in C.H.D:

Visakhapatanam Dock Labour Board has a separate

welfare officer for both the registered and unregistered scheme
workers. The role of the Welfare officers in DLB is to look after the
a) Welfare activities.
b) Establish liaison with worker / management.
c) Redress of grievance and co-coordinating of welfare activities.
d) Implementation of statutory, non statutory measures.
e) Coordinating cultural canteen, health and recreation facilities.
8.Call stands:
Call stands are places where workers at both schemes are
recruited for the day, there are 2 stands one for the registered and
Unregistered schemes. Attendance is taken so as to calculate their
wage at the call stands workers Are sent from the call stands their
respective work places. This call stands Also have the facility for
recreation through recreation centers.
9.Drinking water:
Water coolers are provided at the call stands, Board’s hospital
and Offices water taps were adequately provided. Also arrangements
are made to Supply water through water coolers at the work spots in
the mineral are Dumps and jetty’s where taps are not provided at
wagon
unloading call stand through another well at the registered scheme
callstand water coolers are Provided for use of staff at the
administrative office and also one water Cooler at the staff canteen.
10. Urinals and Latrines:
Separate latrines and urinals for male and female workers are
provided with proper ventilation and lighting.

OTHER BENEFITS
Payment of wages during holidays:
Each worker should entitle for holiday not exceeding 09 days
in year. He shall be paid for the holidays at the time rate wage
inclusive of DA to the Category to which the permanently belongs
apart from these holidays the Leave benefits are as follows.
Earned Leave:
1/22 of the number of days worked attend in the first year
of service There after 1/11 of the number of days attended can be
utilized as earned Leave accumulation will be allowed up to 240 days.
Casual Leave : 12 days in a year Sick Leave : 07 days in a year
Attendance Allowance:

Subject to other provisions of in schemes a workers on

the reserve Pool registers who is a valuable for work but
whom no allowance at the Rate of 1/5 th of the monthly wage
composing of basic pay and Dearness Allowances and full daily rate
of HRA and CCA for the days on which During a calendar month
be attended for work, as directed by the Administrative body
when no work was found for him.
Provident Fund:
A fixed percentage (10%) on the basic and DA is deducted
from both the registered and unregistered workers towards the
provident fund. An annual interest prescribed by the Govt. is paid on
this amount. An employee can also avail loans on the amount
contributed by him. These loans are give upto 75% on the basis
of length of service.
Pension Scheme:

Pension payment is made monthly by the employer to

employee not of post rendered. An amount of 1.67% deducted from
employee is paid from time to time in to the pension fund in respect of
every employee, so every Employee is covered by the pension
scheme. The CHD is also extending employees family pension
scheme to its workers according to employee’s family pension
scheme to be dependents whose service is above 33 years.
Gratuity:

Gratuity shall be give equal to 15 days wages in a

year. The authority issue the Gratuity is deputy Chairman.
Gratuity is admissible for services not exceeding 30years to all. No
gratuity is paid to any employee who has less than 5 years
continuous service with the board except if the worker dies in
service or retires on medical grounds or is retrenched.
Ex- gratuity in lieu of bonus:

Both registered scheme workers and unregistered scheme

workers are eligible for ex-gratuity in lieu of bonus. The Board has
fixed the ex-gratia in lieu of bonus the rate of 20% of total
emoluments subjected to maximum of Rs. 6000/ workmen’s.
Compensation:
 This was India’s first social security legislation passed in
the year 1923 to provide employment injury compensation to
industrial workers are covered under the workmen compensation act,
1923. The compensation is related to the extent of injury or death.
In CHD the compensation is paid according to the amounted
workmen’s compensation act, 1984 in case of death and
disablement. For death (40% of average monthly wage), permanent
disablement (50% of the average monthly earnings ) permanent
partial disablement, (50% of monthly earning) temporary (25% of
monthly average wage).
Family Security Scheme:

In CHD for the future protection to the family of all

the employees from every employee Rs. 20/- per month will be
deducted and maintained as fund. At his retirement or when he dies in
middle of the lump sum amount will be given.

Over Time:

Over Time is allowed only when his work can be

completed within two hours and over and above the shift timings. Over
time has to be certified by the shift incharge. The “payment of the
wage act, 1936” is applicable to the extent that wages are paid on
or before 10 days after the expiry of the wage period.
Payoff wage will be given if there is no work for that shift
provided he is available for alternative work is piped through out the
shift. They have a holiday and weekly off, but they have work for a
minimum four days in a month and reset of the days can be taken
leave. A worker can work only for it shift and over time is not
generally not allowed.
Wage Incentive Scheme (piece Rate System):
A wage incentive scheme called piece rate system was
introduced
in CHD. The term incentive is used to signify inducement offered
to the employees to put for their best in order to maximum production
results. It is a payment of further emoluments to the maximum not
depending upon extra profits but on extra production, as an
encouragement to put in more labour than normal. The wage
inactive scheme, aim as the fulfillment of one or more for the
following objectives.
1. To increase a worker earning without dragging the organization
into higher wage rate structure regardless of productivity.
2. To improve the profit or through a reduction in the unit cost of
labour and materials or both.
3. To use wage inactive as a useful tool for securing a better
utilization of manpower better and effective personnel
policies from the management point of view outer the
incentive provision is made it motivate the worker to work
more which is clearly visible and this in course leads to
increase in productivity so it is giving benefits to both the
employer and the workers.
NON STATUTORY WELFARE MEASURES

Educational facilities:

The need for imparting necessary education to the Workers in

India had been emphasized by the Indian industrial commission 1981
and the royal commission 1931 . the Indian industrial commission
Observed that “a factory which has the past to delay the progress of
Indian Industrial development has been the ignorance and the
conservation of the Uneducated workmen.”
Education facilities in C.H.D:
Reimbursement of cost of text books and tuition fee Rs. 480/- is
being paid per year to the employees of CHD per year two children from
1st standard to 10th class on par with port trust. Rs. 400/- is being paid
as scholarship per year to two children of the employee for intermediate
classes. Rs. 500/- is being paid as scholarship for Degree / Master
Degree per year to two children of the employees of CHD on per with
port trist. Rs. 3,600/- for first year and 3,300/- for the remaining three
year are being paid of B.E, B.Tech. courses and Rs. 6,000 /- per year
for MBBS courses subject to the condition that the child should not cross
20 years of age on per with port trust. DLB junior college is
being maintained by the CHD educational society. The total expenditure
of the college in met from the CHD welfare fund.
Grant of Scholarships:
The board provides scholarship to the children of workers of different
grades
Scholarships in the previous years are as follows:

Particulars Grant of scholarship

2002-2003 37,908,00
2003-2004 12,791,00
2004-2005 45,743,00
2005-2006 273,286,00
2006-2007 262,116,00
2007-2008 53,60,643

Re-imbursement of tuition fees:

 VOLB has scheme for reimbursement of tuition fee, examination fees
and
cost of the books for the children of employees. Who is studying from
class-I to Degree level? Amount spent for education purpose in
previous years is as given below.

Year Reimbursement of tuition fees

2002-2003 1,86,110
2003-2004 1,10,160
2004-2005 1,38,449
2005-2006 4,026,690
2006-2007 4,652,750
2007-2008 5,360,643

Adult Education:

In CHD most of the employees / workers are uneducated. So the

Management is giving an adult education classes daily for 1 hour before
the Working timing for the workers who are being conducted at the call
stands. And these are not that much or upto the mark presently.
Cultural association & sports Councils

The Dock Labour Board Kolkata association has organized

many Cultural programmes during the year. Inter department annual
sports are Conducted to the workers / employees / officers and
distinguished player are Sponsored to participate in the sports organized
by major ports and other organizations.

Medical facilities:

Employers, whether in private or public sector have been

Providing medical facilities for their workers and their families, even
before The introduction of ESI scheme. The workers in departmental
undertakings Are more are less governed by the medical rules applicable
to government Servants, or such other facilities, both Indoor or out door.
The committee on the labour welfare has recommended That in the
case of smaller units, medical facilities should be provided on Joint
basic by a group of employers in scattered areas. The instructions like
Industrial co operatives, industrial estate can play an important role
in Providing medical facilities to the workers by a joint drive.

Medical Facilities in C.H.D:

The work in dock comprises of loading and unloading of cargo

is
of very high risk and accident-zone. In order to face this situation the
dock labour board started a hospital very near to the dock area with all
facilities like surgical, medical gynecology and ophthalmology
departments under medical officers specialized in these fields. It
comprises of 40 beds in the hospital. There is a dispensary and also a
part time homeopathic dispensary working in workers colony at
housing colony continues to be popular among the residents of the
colony. A scheme for treating the retired employees in board hospital
is also available.
Medical facilitating is being extended to the worker and to
the eligible family members. Two dispensaries one at port area
and other on at Kailasapuram, housing colony are being
maintained. Workers / employees are being referred to local super
specialty hospital and out station hospital in case of emergency.
Homeo dispensary is being maintained at OLB dispensary,
AGB and at housing colony on Tuesday and Friday at specific
timings. Family planning increment is being granted to the
 worker. Employees those who have undergone vasectomy /
Tubectomy operation with two children. Incentives of state
Government of Rs 120/- and boards share of incentives of Rs.
170/- are being granted to those employees who have under gone
family planning operation with two living children.
Six working days of special casual leave to the workers
who have undergone vasectomy operation and 15 days paternity leave
to the workers whose spouse under gone. Tubectomy with two living
children is being granted. The cost of the specialized purchased
are being reimbursed @ Rs. 225/- for non-vision test and rs. 375/- for
vision test category once in every two years. Financial assistance of
Rs. 50/- and Rs. 75/- being granted to the worker in acute distress
due to long sickness.

Visakhapatnam Dock Labour Board – Hospital:

The Main Hospital in the port area the Branch Dispensary at

Boares Housing colony, kailasapuram are continued to provide out-
door patient treatment during the year.
Amount spent on during the year 2006-2007 - 216.42 lakhs.
Amount spent on during this year 2007-2008 – 339.45 lakhs.
Transport facilities:

The provision of transport facilities to the

industrial Workers forms an integral part of the general transport facility
and is by and
Large, the responsibility of the public authorities like the local
bodies Transport corporation and state governments.
 Transport facilities to workers residing at a long
at along distance are essential to relive them from strain and anxiety.
Such facilities also provide greater opportunity for relaxation and
recreation and help in reducing the rate of absenteeism. The international
labour conference while adopting utilization of spare time
recommendation urged its member countries that by means of a well
conceived transport system and by affording special facilities in
regard to fares and time tables, workers should be enabled to traveling
between their homes and their work places.
Recreational facilities:
Recreation is commonly taken to be the opposite of work. It has
an important bearing on the individual’s personality as well as his
capability to contribute to social development. The process of
industrialization it self has accelerated the need for recreational amenities.
In many of the developing countries the need to provide adequate
facilities for The workers employed in medium sized and smaller
undertaking has been widely felt.
The ILO recommendations on welfare facilities adopted
in 1956 urged upon the member countries to take appropriate
measures, “to encourage the provision of recreational facilities for the
workers in or near the undertaking in which they are employed,
where suitable facilities organized by special bodies or by
community action are not already available and where there is a
real for such facilities as indicated by there presentatives of the
workers concerned.

Recreation facilities in C.H.D:

 There recreation centers are being maintained at
call stand, Kailasapuram AOB, CHD with the provisions of
TV, Magazines and periodicals along with some in door game
facilities. Sports council of CHD is organizing various annual games
and sports to the workers. Workers / employees are sponsored for
various competitions of major ports / state / National level by
granting special casual level and financial assistance on per with
port trust. Dock Labour Board cultural association is organizing
various cultural activities among workers.
Housing facilities:-

Some of the employers both in the public sector and

private sectors have been providing the housing facilities to their
workers. In Mumbai, some of the member mills of the Bombay mill
owners association have provide tenements to their workers. The
tenements consists of single as well as double rooms, there are a few
two room self contained tenements also. In some of the reaming centers
of the industry like Calcutta, Delhi, Gwalior, Nagpur, Kanpur,
Chennai, Bangalore, Mumbai, the employers have provided housing
facilities with different types of quarters for different categories of
workers. In this connection it is worth mentioning the housing colonies
that have sprung up Telco, Larsen, and Tourbro, Godrej Hindustan
machine tools .

Housing facilities in C.H.D:

The Board has constructed quarters for workers at kailasapuram
with Facilities for water tanks, street lights, post office, bus shelters
etc. the Board grants fund from time to time look after quarters
maintenance. These are categories into different types for different
categories of workers.

Staff Quarters Workers Quarters

Type-I 07 Type-I 77
Type-II 11 Type-II 70
Type-III 19 Type-III 10
Type ‘A’ 06 Type ‘A’ 69

Others Vacant
Type-I 06 Type-I 08
Type-II 06 Type-II 09
Type-III 01 Type-III
Type ’A’ 20 Type ‘A’ 35
Quarters under Repair Total Quarters
Type-I 04 Type-I 102
Type-II Type-II 96
Type-III Type-III 30
Type ‘A’ 22 Type ‘A’ 152

Welfare Centers at the Call Stands & Housing colony:

There are 2 welfare centers at the call stands, one at the
registered scheme call stand and other at the unregistered scheme call
stand. These welfare centers provide. T.V. indoor games, radio,
magazines, news papers and record players etc. to the Dock workers. The
expenditure on recreation is given below.

Particulars Housing colony

 2002-2003 15,72,237
2003-2004 17,99,164
2004-2005 46,81,964
2005-2006 188,721,42
2006-2007 202,114,78
2007-2008 169,97,530

Consumer co operative societies:

According to the co operative planning committee
“co-operative is a form of organization in which persons voluntarily
associate together on the basis of equality for the promotion of their
economic interest.
It is based on definite rules which are as follows.

1) No one is compelled to join in co operative society nor is its

member ship closed afterwards.
2) The management of the co operative society is democratic “one
man One vote” is the ruling principle.
3) The members combine to promote the economic interests of them
selves and not of anybody else, “self help through mutual help is
their guiding principle.
4) Co operative association is not an association selfish
individual. There prevails a co operative instead of competitive
spirit and
5) Lastly, co operative is not simply a movement for
economic betterment. It leads to the development of higher values
of life. I.e.Honesty and unselfishness.

Balavihar at housing colony:

 A Balavihar is established in the colony for the benefit of the
children aged below 5 years under the department of employment and
social welfare under Government of Andhra Pradesh.
Mahila Samajam:
The Mahila Samajam consists of woman fold of the Dock labour
Board workers colony. It organizes tailoring, needle work, embroidery
classes and also social functions involving ladies and children of the
colony. 12 sewing machines, furniture and fee accommodation is
provided by the Board. The samajam is under taking the stitching of
school uniforms, ready made dresses and bags there by contribute some
amount to their family it also started Mahila adult education of the
colony. A nursery English medium school is also being run with the
help of the board. They organize annual get together picnics. Stationary
and departmental stores and also a soap making unit was started by the
Mahila Samajam.
Recreation:
There recreation centers are being maintained at call
stand, Kailasapuram AOB, CHD with the provisions of TV,
Magazines and periodicals along with some in door game facilities.
Sports council of CHD is organizing various annual games and sports to
the workers. Workers / employees are sponsored for various
competitions of major ports / state / National level by granting special
casual level and financial assistance on per with port trust. Dock
Labour Board cultural association is organizing various cultural
activities among workers.

Uniforms / Protective equipment:

 Two pairs of uniform to the eligible workers / employees are
being supplied every year and four saree’s per year to the woman
employees, safety shoes to the eligible workers is being supplied
nose masks are provided to all the workers is a month per worker.
Four (4) sets of hand gloves to the winch men categories are being
supplied in month, uniform are supplied to the eligible staff on par with
port. Soaps and towels are being supplied to all the worker every
year i.e., 24 lifebuoy international soaps and 10 sunlight soaps to each
worker every Year 16 lifebuoy international soaps a year to each of the
sanitary Khalasis / mazdoors. Lux international soaps 12 each to the
class III employer a year 3 towels to each worker / officers in year. Ball
point pen (Jotter refill) once in year and ordinary ball point pen month
Are being supplied to all the staff who involved in writing.

Funeral expenses:
Funeral expenses of Rs. 2,501 /- to those workers / employees
die while in service and Rs. 1201 /- to those worker / employees
died after retirement are being paid.
Kalyanamandapam:
Shramshakti Vihar (DLB kalyanamandapam) at housing colony is
being Maintained by VOLB, the hire and other charges are collected on
with VPT.
Workers Teachers Training:

Workers / employees are being sponsored for workers

Teachers training Courses conducted at the regional worker education

center.

Picnic grants:
Rs. 15/- worker / employees is being paid towards picnic grant.

Festival Advance:

The Festival advance is given to every employee of CHD at the end of

year means in the month of December. Presently the CHD has decided

to give Rs. 3000/- as Festival Advance and this can be recovered in 10

installments as Rs. 300/- per month from the employees salary.

Other amenities:

Grant upto Rs. 500/- is being paid to the group of workers / employees

who celebrate religious functions. Financial assistance upto Rs. 500/-

to the workers / employees is being extended to the workers whose

house gutted in fire accident and whose house damaged in floods.

Transportation is being provided to the workers from call stand to work

spots. Allowances such as unclean allowances and washing allowances

are being paid to all the eligible workers of the board.

SOCIALSECURITY MEASURES

There are several kinds of social security measures, by

several government acts. They are…

1. Compensation,
2. Sickness extended sickness benefits,
3. Maternity benefits,
4. Disablement benefits,
5. Dependent benefits,
 6. Funeral benefits,
7. Medical benefits,
8. Family pension benefits,
9. Life insurance benefits,
10.Retirement benefits,
11.Withdrawal benefits,
12.Gratuity benefits,
13.Provident fund.

Compensation:

The beginning of social security in India was affected with the

passing of workmen’s compensation act in 1923. prior to 1923 it
was almost impossibility on the part of an injured workman to recover
damage or Compensation for any injury sustained by him in the ordinary
course of his employment. The object of the act is to impose an
obligation upon employers to pay compensation to workers for
accidents arising out of and in the course of employment. The scheme of
the act is not to compensate the workman in lieu of the wages to pay
compensation for the injury caused.
Sickness & extended benefits:
Sickness benefits represents periodical payments made to an insured
person for the period of certified sickness after completing nine
months in insurable employment. To quality for this benefits,
contributions should have been paid for at least 78 days in the
relevant contribution period. The maximum duration for availing
sickness benefit is 91 days in two consecutive benefit periods.
There is a waiting of 2 days which is waived if the insured person is
certified sickness benefit was last paid.
Maternity benefit:

Maternity benefit implies cash payment to insured woman in

case of confinement or miscarriage or sickness arising out of
pregnancy, premature birth of child as certified by a duly appointed
medical officer or midwife. For entitlement to maturity benefit, the
insured woman should have contributed for not less than 70 days
ion the immediately preceding two Consecutive contribution periods
corresponding to the benefit period in Which the confinement occurs
or is expected to occur.

Disablement benefits:-

In case of temporary disability arising out of

an employment injury disablement benefit is admissible to an insured
person for the entire period so certified by an insurance medical
officer/practitioner for which the insured person does not work wages.
The benefit is not subject to any contributi on condition and is payable at
a rate which is not less than 70% of the daily average wages. The
benefit is however not payable if life Incapacity is less than 3 days
excluding the date of accident.

Dependents benefits:-

Periodical pension is paid to the dependent of a

diseased insured person where death occurs as a result of an
employment injury or occupational disease. The window receives
monthly pension for life or until remarriage at a fixed rate equivalent to
3/5th of the disablement benefit are rate and each dependent child is
paid an amount equivalent to 2/5th
there of until he/she attains to 18 years of age, provided that, in case of
infirmity, the benefit continues to be paid till infirmity.
Medical benefits:-

An insured person and his family members become

entitled to medical care from the date he enters the insurable
employment or is qualified to claim sickness, maternity or
disablement benefit. The entitlement to medical care is extended up
to two years persons suffering from any specified chronic or long-
term diseases. Medical treatment to persons, who go out of the
coverage during the period of treatment, is not discontinued till the spell
of sickness ends.

Funeral benefits:-

Funeral expenses are in the nature of lump sum payment up to a

maximum of Rs. 2500 made to defray the expenditure of the funeral of
deceased insured person. The amount is paid either to the eldest
surviving member of the family or in his absence, to the person who
actually incurs the expenditure on the funeral.
Rehabilitation benefits:-
The corporation grants rehabilitation allowance to the insured
persons, for each day on which they remain admitted in an artificial
limb center, on the rates, which generally conform to double the
standard sickness benefit rate.
Provident fund benefits:-

There are four kinds of provident finds, viz. (1) statutory fund,
(2) recognized provident fund, (3) un recognized provident fund, and
(4) Public provident fund.

(1) Statutory provident fund:

This is a fund to which the provident funds act of
1925,
applies. This fund in institution like universities, local bodies,
railways, government and the semi governmental organization like Life
Insurance Corporation of India, and state training Corporation.
(2) Recognized provident fund:
This is a fund that is recognized by the
commissioner of income tax for the purpose of the
income tax act 1961.

(3) Unrecognized provident fund:

This is a fund that is not recognized by the income
tax Commissioner, it is generally found in non-governmental
organizations.
(4) public provident fund:
Instituted under the public provident fund a 1968, it is a fund whose
membership is open to all but self-employed People should find it
especially beneficial.
Family pension benefits:
The scheme was applied to all coalmines in
the State of Bihar, west Bengal, Madhya Pradesh, Maharashtra,
Orissa, Assam, Andhra Pradesh, Rajasthan, Nagaland and
Tamilnadu. The Provision of the scheme are more or less the same
as that of the scheme Under employees’ provident funds and
miscellaneous provisions act, 1952.

Gratuity benefits:
Gratuity as an additional retirement benefit has
been Secured by labor in numerous instances, either by
agreement or by Awards. It was concede as a provision for old age
and a reward for good, Efficient and faithful service for a
considerable period. It was subjected By the payment of gratuity act,
1972.

STUDY ANALYSIS
(Welfare Amenities in Visakhapatanam Dock Labour Board)
 The primary data about welfare measures are collected from a
sample of 50 respondents choose randomly through a questionnaire
which was prepared for the purpose were given and their details were
collected. And from the details an analysis was made and results were
tabulated in a tabular from along with pie charts.
The respondent’s options are categorized under various heads
like satisfied, unsatisfied, bad, good, very good, poor, average etc. the
data is collected about the facilities at work place, safety measures,
fringe benefits, sanitary facilities, sufficiency of health centers, medical
facilities, hygienic conditions, canteens, rates of items supplied in
canteen, drinking water facilities, extra moral welfare activities and
education facilities.
On analysis of the data it is felt that half of the respondents are
Satisfied with all the welfare facilities provided by the Visakhapatanam
Dock Labour Board. The remaining half of the respondents was not
satisfied or little satisfied with the welfare facilities provided to them.
Some are satisfied in some facilities and some are not. On the whole are
satisfied and most of them are satisfied with the canteen facility,
medical facilities, drinking water facilities, welfare the sanitary facilities
has the least satisfied respondents.
This chapter presents the brief analysis of the respondents,
collected from 50 employees at various levels of the organization.
Simple random sampling was the technique used for drawing sample.
Secondary data is gathered from various publications annual reports of
CHD & News magazines. The responses were collected through direct
interaction with respondent employees in the from of simple interview,
and then they were properly tabulate and interpreted.
As in any study there are certain limitations, my study also includes
some limitations. Firstly the available information is not adequate for
studying the organizations attitude towards the participative management
in CHD. Second that some of the employees are not co-operative and
interaction With them was not possible.

Employees Perception- Welfare & social security Measures

(Mentioned bellow)
1.Are you satisfied facilities at work place?

OPINION NO OF RESPONDENT PERCENTAGE

SATISFIDE 70 70%

UN SATISFIDE 10 10%

AVRAGE 20 20%

PIE CHART:

20%

satisfide

unsatisfide
10%
70%
avrege
INTERPRETATION:

From the above chart shows that 70% of

the employees have an option that the facilities at the work sport are
satisfied where as 20% of employees said that facilities are average and
another 10% employees are responded that they are unsatisfied

2.Have you satisfied with safety measures in the organization?

OPINION NO OF RESPONDENT PERCENTAGE

SATISFIDE 60 60%

UNSATISFIDE 10 10%

AVERAGE 30 30%

PIE CHART:

30%
60%

satisfide

unsatisfide

avrege

10%

INTERPRETATION:
 From the above chart
shows that 60% of the employees are satisfied where as 30% of
employees said that facilities are average and another 10% employees are
responded that they are unsatisfied

3.Have you satisfied with opportunity for learning and growth?

OPINION NO OF RESPONDENT PERCENTAGE

SATISFIDE 20 20%

UNSATISFIDE 10 10%

AVERAGE 70% 70%

PIE CHART:

70%

20%
satisfide

10% unsatisfide

avrege

INTERPRETATION:
 From the above chart
shows that 20% of the employees are satisfied where as 70% of
employees said that facilities are average and another 10% employees are
responded that they are unsatisfied

4.how do you fell about the sanitary facilities in the organization ?

OPINION NO OF RESPONDENT PERCENTAGE

GOOD 10 10%
VERY GOOD 10 10%

AVERAGE 60 60%

POOR 20 20%

PIE CHART:

10%
20% good
10%

very good

avrege
poor

60%

INTERPRETATION;
 The above chart shows that 10% of employees said that they are feel
good about sanitary facilities in CHD 10% of the employees are feel very
good , 60% of employees are feel average and 20% employees are feel
poor.

5.Have you satisfied with canteen facilities in organization?

OPINION NO OF RESPONDENT PERCENTAGE

SATISFIDE 80 80%

UNSATISFIDE 0 0%

AVERAGE 20 20%

PEI CHART:
20%

SATISFIDE

UN SATISFIDE

avrege

80%

INTERPRETATION:
 From the above chart
shows that 80% of the employees are satisfied where as 20% of
employees said that facilities are average and another 0% employees are
responded that they are unsatisfied

6.How do you feel about rates of items being supplied in canteen?

OPINION NO OF RESPONDENT PERCENTAGE

HIGH 0 0%

LOW 100 100%

AVERAGE 0 0%

PIE CHART:

HIGH

LOW

avrege
100%

INTERPRETATION:
 From the above chart
shows that 100% of the employees are feel that the rates are low where
as 0% of employees feel that rates are average and 0% employees are
responded that rates are high.

7.Do you have any medical facilities provided by CHD?

OPNION PERCETAGE
NO OF RESPODENT

YES 100 100%

NO 0 0%

PIE CHART:

yes

no

avrege

INTERPRETATION:
From above chart shows that 100% EMPLOYEES said that they have
good medical facilities.
8. Have you satisfied with health schemes facilitate by your organization?

NO OF RESPONDENT PERCENTAGE
OPINION

YES 9O 90

NO 10 10%

PIE CHART:

yes

no
avrage

INTERPRETATION:
From above chart shows that 90% EMPLOYEES satisfied with health
schemes. And 10% of the employees unsatisfied with health schemes.
9.Huw do you feel about hygienic condition of the health centres ?

OPINION
NO OF RESPODENT PERCENTAGE

GOOD 70 70%

VERY GOOD 20 20%

AVERAGE 10 10%

POOR 0 0%

PIE CHRT:

10%

GOOD
70%
20% VERYGOOD

AVERAGE

POOR

INTERPRETATION;
 The above chart shows that 70% of the employees feel good about
hygienic conditions of health center,20% of the employees feel very good, 10% of
the employees feel average and 0% of the employees feel poor.

10.how do you feel about extra moral welfare activities in

organisation?

OPINION NO OF RESPONDENT PERCENTAGE

SATISFIDE 20 20%

UNSATISFIDE 10 10%

AVERAGE 70 70%

PIE CHART;

20%

SATISFID

UNSATISFIED
10%

AVERAGE

70%

INTERPRETATION;

The above chart shows that 70% of the employees

satisfied with extra moral welfare activities ,20% of the employees feel
average and 10% of the employees unsatisfied with moral welfare
activities.

11.Do you have any credit facility to purchase retail goods provided by
CHD?

NO OF RESPONDENT PERCENTAGE
OPINION

YES 0 0%

NO 100% 100%

PIECHART;

YES

NO

AVERAGE

INTERPRETATION;

The above chart shows that there is no credit facility to

purchase retail goods provided by CHD.
12.Have you satisfied with educational facilities ?

OPINION
NO OF RESPODENT PERCENTAGE

SATISFIED 70 70%

UNSATISFIED 0 0%

AVERAGE 20 20%

POOR 10 10%

PIECHART;

10%

70% SATISFIED

20% UNSATISFIED

AVERAGE

POOR

INTERPRETATION:

The above chart shows that 70% of the employees satisfied

with education facilities and 20% of employees feel average ,10% of
employees opted poor and 0% of the employees are unsatisfied.
13. Does your management provide school or college for your children?

NO OF RESPONDENT PERCENTAGE
OPINION

YES 100 100%

NO 0 0%

PIE CHART:

YES

NO

INTERPRETATION:

From above chart employees said that management provide

school and college for their children .
14.does your organization provide scholarship for your children?

NO OF RESPONDENT PERCENTAGE
OPINION
YES 100 100%

NO 0 0%

PIE CHART:

YES

NO

INTERPRETATION:

From above chart employees said that management provide

scholarship for their children.
15.Are you satisfied with the reimbursement of tuition fee provided for
professional courses to the children of employees?

OPINION
NO OF RESPODENT PERCENTAGE
SATISFIED 70 70%

UNSATISFIED 0 0%

AVERAGE 20 20%

POOR 10 10%

PIE CHART:

10%

70% SATISFIED

20% UNSATISFIED

AVERAGE

POOR

INTERPRETATION:

The above chart shows that 70% of the employees satisfied with
reimbursement of tution fee and 20% of employees feel average ,10% of
employees opted poor and 0% of the employees are unsatisfied.
16.Have you satisfied with family security schemes provided by CHD?
OPINION
NO OF RESPODENT PERCENTAGE

SATISFIED 70 70%

UNSATISFIED 0 0%

AVERAGE 20 20%

POOR 10 10%

PIE CHART:

10%

70% SATISFIED

20% UNSATISFIED

AVERAGE

POOR

INTERPRETATION:

The above chart shows that 70% of the

employees satisfied with family security schemes and 20% of employees
feel average ,10% of employees opted poor and 0% of the employees are
unsatisfied.

17.How do you feel about cooperative credit society ?

 OPTION NO OF PERCENTAGE
RESPONDENT
UAEFULL 90 90%

NOT USEFULL 0 0%

CANT’ SAY 10 10%

PIE CHART:

10

90%

USEFULL

NOT USEFULL

CON'T SAY

INTERPRETATION:
From above chart 90% employees said that cooperative credit
societies usefull.10% employees said that can’t say 0% of the employees
feel that it is not useful

18. Have you satisfied with housing facilities provided ?

OPINION
NO OF RESPODENT PERCENTAGE

SATISFIED 80 80%

UNSATISFIED 0 0%

AVERAGE 20 20%

POOR 0 0%

PIE CHRT:

20%
80%
SATISFIDE

UN SATISFIDE

AVERAGE

POOR

INTERPRETATION:
The above chart shows that 80% of the employees satisfied with
housing facilities provided by CHD.20% employees feel average 0%
employees opted poor.0% employees are unsatisfied.

19.Have you satisfied with after death incentives provided by CHD?

OPINION
NO OF RESPODENT PERCENTAGE

SATISFIED 80 80%
UNSATISFIED 0 0%

AVERAGE 20 20%

POOR 0 0%

PIE CHRT:

20%
80%
SATISFIDE

UN SATISFIDE

AVERAGE

POOR

INTERPRETATION:
The above chart shows that 80% of the employees satisfied with
after death incentives provided by CHD.20% employees feel average 0%
employees opted poor.0% employees are unsatisfied.

20. Have you satisfied with transport allowances provided by CHD?

 Opinion No of respondent Percentage

Sufficient 50 50%

Insufficient 20 20%

To be increase 30 30%

PIE CHART:

sufficient
insufficient
to be increased

INTERPRETATION:
The above chart shows that 50% of employees have sufficient
transport allowances , 30% of the employees have insufficient transport
allowances and 20% of the employees feel that it should be increased.

21. Have you satisfied with LTC facilities provided by CHD?

OPINION
NO OF RESPODENT PERCENTAGE

SATISFIED 60 60%
UNSATISFIED 10 10%
AVERAGE 30 30%
POOR 0 0%

PIE CHART:

satisfied
unsatisfied
average
poor

INTERPRETATION:

The above chart shows that 60% of the employees are satisfied
with LTC facilities,30% of the employees feel average and 10% of the
employees are unsatisfied.

22. Are you satisfied with pension provided by CHD after retirement?
 OPINION
NO OF RESPODENT PERCENTAGE

SATISFIED 80 80%
UNSATISFIED 0 0%

AVERAGE 20 20%

POOR 0 0%

PIECHART

satisfied
unsatisfied
average
poor

INTERPRETATION:

The above chart shows that 80% of the employees are satisfied with
pension provided by CHD after retirement and 20% of the employees feel average.

23.Are you satisfied with cultural activities extended for motivating the employees?
 NO OF RESPONDENT PERCENTAGE
OPINION

YES 100 100%

NO 0 0%

PIECHART:

YES

NO

INTERPRETATION:

The above chart shows that 100% of the employees are

satisfied with cultural activities extended by CHD.

24. Are you satisfied with activities of recreational centres?

 OPINION
NO OF RESPODENT PERCENTAGE

SATISFIED 90 90%
UNSATISFIED 0 0%

AVERAGE 10 10%

POOR 0 0%

PIECHART:

SATISFIED
UNSATISFIED
AVERAGE
POOR

INTERPRETATION:

The above chart shows that 90% 0f the employees are satisfied with
activities of recreational centres and 10% of the employees feel average.

A study on

WELFARE AND SOCIAL SECURITY

 In
CARGO HANDLING DIVISION

Visakhapatnam.

A report submitted in partial fulfilment of the

Requirements for the award of the degree of

“MASTER OF BUSINESS ADMINISTRATION”

Submitted By
CH.PURNIMA
REG.NO.0931056

Under the guidance of

Mrs.K.VASUDHA,MBA
Faculty Guide

Department of business management

SRI PADMAVATI MAHILA VISVA VIDYALAYAM
Tirupati-517502(A.P)
2009-2011
 CERTIFICATE

This is to certify that CH.PURNIMA student

of SRI PADMAVATI MAHILA VISVA
VIDYALAYAM ,Tirupati ,has successfully completed
her project work “A STUDY ON EMPLOYEE
WELFARE &SECRIUTY ” with reference to
CARGO HANDLING DIVISION, Visakhapatnam
during period of April to May 2010.

Mrs.K.VASUDHA,MBA

Date:

Place:
 DECLARATION

I hereby declare that this project entitled “ A STUDY ON

EMPLOYEE WELFARE &SECRIUTY ”
with special reference to CARGO
HANDLING DIVISION, Visakhaptnam is a
project study submitted by me at SRI
PADMAVATI MAHILA VISVA
VIDYALAYAM ,Tirupati , is a bonafide work
done by me I further also declare that project
was not submitted earlier to my university or
any other institution for similar degree.

Place:
CH. PURINIMA
Date:
 ACKNOWLEDGEMENT

I would like to extend my sincere thanks to

Secretary-CHD for granting permission to do project work on
welfare and security in Cargo Candling Division .

I further extend my sincere gratitude to Sir.

G.R.V.Prasad Rao, Personnel officer, Shri.P.Bangarusetti,
Account Officer and all other important people who gave us
immense help in guiding us information regarding various
aspect of HRM ,CHD.

In addition ,I would gratefully acknowledge

Mr.Ch.NAGESWARA RAO (JA) Mrs.B.VIJAYA
KUMARI(Jr.Asst), Mr.G.V.NARASINGA RAO (Clerk) for helping
us in very possible way.

Ch.PURINIMA

FINDINGS
Very poor employees are availing company quarters because
of poor sanitary conditions and lack of sufficient water and
electricity facilities.most of the employees are felt that the
medical facilities are satisfied provided by CHD.Remaining
employees are expecting more facilities in medical facilities
from CHD.They responded to excellent on safety measures
60% of the employees agree on the excellence of safety
measures adopted by organization.

Most of the employees are satisfied with facilities at

work place.The canteen facilities provided by the
organization is sufficient to the 80% of the employees only
20% of the employees are felt negative openion.Most of the
employees openioned that the subsidy provided by
organization is sufficient.

The education facilitie are satisfies 70% fo the

employees.And 70% of the employees openioned that they
had received reimbursement of tuition fee incurred on
course.
 CONTENTS

CHAPTER 1 : INTRODUCTION

. Significance
. Need for the study
. Objectives of the study
. Methodology
. Limitations

CHAPTER 2 : INDUSTRIAL PROFILE

CHAPTER 3 : COMPANY PROFILE

CHAPTER 4: THEARITICAL FRAME WORK OF

EMPLOYEE WELFARE& SOCIAL
SECURITY

CHAPTER5: DATA ANALYSIS & INTERPRETATION

CHAPTER 6: FINDINGS & SUGGETIONS

 REFERENCES

MV Murthy Principles of Labour welfare

AM Sharma (1998) Personal and Human Resource

Management
2nd edition, Himalaya publishing

P Subba Rao (1999) Essentials of Human Resource

Management
And Industrial relations 2nd edition,
Himalaya Publishing

BA Chava Director of central Board for workers

Education. Annual Reports in Visakhapatanam Dock

Labour
QUESTIONNAIRE
A STUDY ON EMPLOYEE WELFARE IN CARGO HANDLING DIVISION

NAME ------------------------------------------------------------

AGE --------------------------

GENDER ---------------------------------

QUALIFICATION --------------------------------------

DESGNATION ------------------------------------

DEPARTMENT ----------------------------------------------

EXPERIENCE ------------------------------------

MARITAL STATUS --------------------------------

1. Are you satisfied with facilities at work place?

a)satisfied b)unsatisfied c)average

2. Have you satisfied with safety measures in the organisation?

a)satisfied b)unsatisfied c)average

3. Have you satisfied with opportunity for learning and growth?

a)satisfied b)unsatisfied c)average

4. How do you feel about the sanitary facilities in the organisation?

a)good b)very good c)average d)poor

5. Have you satisfied with canteen facilities in organisation?

a)satisfied b)unsatisfied c)average

6. How do you feel about rates of Items being supplied in canteen?

a)High b)average c)low

7. Do you have any medical facilities provided by CHD?

a)Yes b)No
 8. Have you satisfied with health schemes facilitated by your organisation?
a)Yes b)No

9. How do you feel about hygienic conditions of health cent?

a)good b)very good c)average d)poor

10. How do you feel about extra moral welfare activities in organisation?
a)satisfied b)unsatisfied c)average

11. Do you have any credit facility to purchase retail goods provided by
organisation?
a)Yes b)No

12. Have you satisfied with educational facilities

a)satisfied b)unsatisfied c)average d)poor

13. Does your management provide school or college for your children?
a)Yes b)No

14.Does your organisation provide scholarship for your children?

a)Yes b)No

15. Are you satisfied with reimbursement of tuition fee for professional courses
provided by
CHD to the children of the employees?
a) Satisfied b) unsatisfied c) average d) poor

16.Have you satisfied with family security schemes provided by CHD?

a)satisfied b)unsatisfied c)average d)poor

17. How do you fell about cooperative credits society ?

a) Use full b) not use full c)can’t say

18. Have you satisfied with housing facilities provided?

a) Satisfied b) unsatisfied c) average d) poor

19.Have you satisfied with after death incentives provided by CHD?

a) Satisfied b) unsatisfied c) average d) poor

20. Have you satisfied with Transport allowances provided by CHD?

a)sufficient b)Insufficient c)To be increased

21. Have you satisfied with LTC facilities provided by CHD?

a)satisfied b)unsatisfied c)average d)poor

22.Are you satisfied with pension provided by CHD after retirement?

a)satisfied b)unsatisfied c)average d)poor

23.Are you satisfied with cultural activities extended for motivating the employees?
a)Yes b)No
 24.Are you satisfied with activities of recreational centres?
a)satisfied b)unsatisfied c)average d)poor

25.Any suggestions ?
 ORGANIZATION CHART

BOARD

CHAIRMA
N

DEPUTY CHAIRMAN

SECY A D O P O C A O S L O DCMO

L W MO
A S A X AO (R) LO (R)
O
E
H O A E AD AO LO
(S) (L)
SECY : SECRETARY SLO : SENIOR ADO : ADMINISTRATIVE
LABOUR OFFICER OFFICER
CAO = CHIEF ACCOUNTS PO : PERSONNEL DCMO = DY CHIEF MEDICAL
OFFICER OFFICER OFFICER
LWO = LABOUR WELFARE AS : ASST AXE : ASST EXECUTIVE
OFFICER SECRETARY ENGINEER
AO(R) : ACCOUNTS OFFICER MO : MEDICAL LO (R) : LABOUR OFFICER
(R) OFFICER (R)
AD (S) : ASST DIRECTOR HO : HINDI AO(L) : ACCOUNTS OFFICER
(SYS) OFFICER (L)
LO : LABOUR OFFICER AE : ASST
ENGINEER