DAMODARAM SANJIVAYYA NATIONAL LAW UNIVERSITY

VISHAKAPATNAM

TOPIC

LABOUR AND LABOUR WELFARE MEASURES

SUBJECT

LABOUR LAW II

FACULTY

C.H. LAKSHMI

STUDENT NAME

L. SAI RADHA KRISHNA

ROLL.NO/SEC

2016055-A

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 ACKNOWLEDGEMENT

I am using this opportunity to express my gratitude to everyone who supported me through

the course of the project. I would like to thank our teacher who encouraged and supported me
for doing this project. And I am sincerely grateful to them

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 TABLE OF CONTENTS

INTRODUCTION
CONCEPT OF LABOUR WELFARE
PRINCIPLES OF LABOUR WELFARE
AGENCIES OF LABOUR WELFARE IN INDIA
GOVERNMENT INTERVENTIONS THROUGH WELFARE MEASURES
CHARACTERISTICS OF LABOUR
IMPORTANCE OR SIGNIFICANCE OF LABOUR WELFARE
THE ROLE OF UNION
TYPES OF WELFARE SERVICE
LABOUR WELFARE THEORIES
SUGGESTIONS
CONCLUSION

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OBJECTIVE

The objective of the study is to know about the labour laws and more particularly about the
welfare measures they need and they are getting, this project deals about types and uses of
welfare measures and more.

SCOPE

The scope of this project is limited to Indian context.

RESEARCH QUESTION

Is the present labour welfare measures are good enough to facilitate a labourer and are there
any suggestions or changes to be done?

RESEARCH METHODOLOGY:

This Research is purely d0ctrinal type. The type 0f study d0ne here is Descriptive and
expl0rat0ry. This Research pr0cess deals with c0llecting and analysing inf0rmati0n t0
answer questi0ns.

REVIEW OF LITERATURE:

B0th 0n primary and sec0ndary s0urces are taken such as websites, and internet s0urces. The
Research is purely descriptive in its b0undaries 0f the t0pic

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 INTRODUCTION

Labour welfare is one of the major aspects of national programmes towards betterment of the
majority of labour creating population. The term 'labour welfare' is very flexible as well as
comprehensive. Labour welfare is a part of social welfare, conceptually and operationally. It
covers a broad field and connotes a state of well-being happiness, satisfaction, conservation
and development of human resources. The Government has enacted various rules and
regulations for the betterment of the worker's life. The ideal of the welfare state has added
new dimensions to the labour welfare philosophy. The changing scenario has thrown for
labour new challenges to cope up in regard to technical skills and know-how etc.

This welfare approach has become necessary because of the social problems that have
emerged as a result of industrialisation in a capitalistic setting. As against their social
problem, many social welfare amenities have been provided for the benefit of the employees
in various industrial units. There is an increasing awareness of recognition in developed as
well as developing countries of the need for such welfare measures in industrial employment.
The significance of labour welfare has been increasingly recognised in the context of
economic development and industrialisation.

CONCEPT OF LABOUR WELFARE

The concept of welfare can be approached from various angles. Welfare has been described
as a total concept. It is a desirable state of existence involving physical, mental, moral and
emotional well-being. All these four elements together constitute the structure of welfare on
which its totality is based. The social concept of welfare implies the welfare of man, his
family and his community. There is interconnection of these three aspects, in the sense that
all the three work together or individually supplement one another, in a three-dimensional
approach, each serving as ends and means.

Welfare is called a relative concept, for it is related to time and space. Changes in it have an
impact on the system of welfare as well. As welfare is growing and dynamic, the welfare
potential changes, as a result of which its content keeps on varying and has to keep pace with
the changing times.

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Labour welfare has both positive and negative sides associated to it. On the positive side, it
deals with the provision of opportunities which enable the worker and his family to lead a
good life, socially and personally, as well as help him adjust to social transition in his work
like, family life and social life. On the negative side, it functions in order to neutralize the
baneful effects of large-scale industrialisation and provides a counterbalance to the
undesirable social consequences and labour problems which have evolved in the process of
this transition.

The word labour means any productive activity. In a broader sense, therefore, the physical,
social, psychological and general well-being of the working population. Welfare work in any
industry aims, or should aim at improving the working and living conditions of workers and
their families.

The concept of labour welfare originated in the desire for a humanitarian approach to the
sufferings of the working class. Later, it became a utilization philosophy which worked as a
motivating force for labour and for those who were interested in it.

PRINCIPLES OF LABOUR WELFARE

Labour welfare is dependent on certain basic principles, which must be kept in mind and
properly followed to achieve a successful implementation of welfare programmes. The
Underlying rules of Labour welfare are explained under the following points:

 The labour welfare activities should pervade the entire hierarchy of an organisation.
Management should be welfare-oriented at every level.
 The employer should not bargain labour welfare as a substitute for wages or monetary
incentives. In other words, the workers have a right to adequate wages in addition to
welfare measures.
 The employer should look after the welfare of his employees as a matter of social
obligation. The Constitution of India, in its Directive Principles of State Policy, also
emphasizes this aspect of labour welfare.

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  Labour Welfare must aim at helping employees to help themselves in the long run.
This principle of self-help will enable them to become more responsible and more
efficient.
 Labour Welfare must aim at helping employees to help themselves in the long run.
This principle of self-help will enable them to become more responsible and more
efficient.
 The labour welfare work of an organisation must be administratively viable and
essentially development oriented.
 The management should ensure co-operation and active participation of unions and
workers in formulating and implementing labour welfare programmes.
 There should be periodical assessment or evaluation of welfare measure and
necessary timely improvements on the basis of feedback.

AGENCIES OF LABOUR WELFARE IN INDIA

The importance of labour welfare activities in India has been recognized very recently by the
employers, by the Government and by other agencies. The main agencies engaged in labour
welfare, in India includes:-

CENTRAL GOVERNMENT:

Till the Second World War, the Government of India did very little in the field of labour
welfare. It was during the Second World War that the Government of India, for the first time,
launched schemes for labour welfare in their ordinance, ammunition and other war industries
to increase the productivity of the workers and to keep up their morale.

With the achievement of independence and emergence of India as a Republic, wedded to the
idea of a welfare state and to a socialistic pattern of society, efforts in this direction were
intensified. Since then, various legislations were passed for the welfare of different types of
workers. The important Acts which incorporate measures for the welfare of the workers are,
Factories Act, Indian Mines Act, Employment of Children Act, Maternity Benefits Act, and
Plantation Labour Act. Under these Acts, employers have to provide certain basic welfare
facilities to the workers.

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STATE GOVERNMENT:

Various State Governments and Union Territories provide welfare facilities to workers. The
implementation of many provisions of various labours laws also rests with the state
governments. The state governments run health and family planning centres, centres for
education, vocational guidance, recreation and training of workers and other welfare centres.
The state governments also keep a vigil on the employers that they are operating the welfare
schemes made obligatory by the central or state government. The state governments have
also been empowered to prescribe rules for the welfare of workers and appoint appropriate
authorities for the enforcement of welfare provisions under various Acts.

EMPLOYERS:

At present, the welfare activities are being brought more and more under the legislation
rather than being left to the good sense of the employers. The government has made certain
facilities obligatory on the part of employers. Most of the employers consider the expenditure
on labour welfare activities as waste of money rather than an investment. Even then, some
enlightened employers, on their own initiative have been doing a bit in the direction of
welfare. They have provided medical facilities, hospital and dispensary facilities, canteens,
fair price shops, recreation clubs etc. These facilities are apart from their liability under
various central or state legislations.

TRADE UNIONS:

In India, trade unions have done very little for the welfare of workers. They have not taken
much interest in welfare work because of lack of proper leadership and trends. However, a
few sound and strong unions have been the pioneers in this respect. They are Ahmedabad
Textile Labour Association and the Mazdoor Sabha, Kanpur.

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OTHER AGENCIES:

Apart from the agencies closely associated with the industries (Government, Employees and
Trade Unions) several other agencies have also done some work in the field of labour
welfare. Philanthropic charitable and social service organisations like Bombay Social Service
League, Seva Sadan Society, the Depressed Classes Mission Society, and the Y.M.C.A etc
provide facilities for the welfare of the working class on a voluntary basis.

GOVERNMENT INTERVENTIONS THROUGH WELFARE MEASURES

Both Central and State Governments has also laws enacted and schemes established for
providing social security and welfare of specific categories of worker. The most significant
social security laws enacted are the following:

 The Workmen’s Compensation Act, 1923.

 The Employees State Insurance Act, 1948.
 The Employees Provident Funds and Miscellaneous Provisions Act, 1953.
 The Maternity Benefit Act, 1961.
 The Payment of Gratuity Act, 1972.

The Employees Provident Funds and Miscellaneous Provisions Act, 1953 is managed by the
Government of India through the Employees Provident Funds Office (EPFO). The cash
benefits transfer under the ESI act are managed by the Central Government through the
Employees State Insurance Corporation (ESIC) whereas medical care under the ESI Act is
being administered by the State Governments and respective Union Territory. The Payment
of Gratuity Act is administered by the Central Government with branches in various States,
major ports, mines, oil fields and the railways.

In mines and circus industry, the provisions of the Maternity Benefit Act are being controlled
by the Chief Labour Commissioner (Central) for the Central Government and by the State
Governments in factories, plantation and other industrial applicable establishments. The

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provisions of the Workmen’s compensation Act are being administered exclusively by State
Governments.

Vocational Training has been the concurrent subject for skill and capacity development. The
development of training schemes at national level, evolution of policy, laying of training
standards, procedures, conducting of examinations, certification, etc. are the responsibility of
the Central Government, whereas the implementation of the training schemes largely rests
with the State/U.T. governments. It covers and provides training to large number of people.

The most significant industrial skills training schemes comprise of Apprenticeship Training
Scheme, training of women as a special target group, Craftsmen Training Scheme, Training
of skilled workers, Training of Craft Instructors, Training of Supervisors and also to carry
out research work on industrial skills oriented training problems while paying adequate
attention towards preparation & development of training module.

The Government of India mainly emphasis on developing and implementing the policies,
procedures and training standards while the administration of Industrial Training Institutes
(ITIs) are with the concerned State Government(s)/Union Territories. The Craftsmen
Training Scheme (CTS) was introduced in 1950 for imparting skill training among
unemployed youth. These vocational training is mainly meant for lower level engineering
trades. There are trades outside the engineering field are also taken but the bulk of them are
in service sector and meant for requirement of industries with manufacturing activities.
Women’s Vocational Training Programme was introduced in 1977. The programme aimed at
providing vocational training to women worker, thereby enhancing their employability and
consequently their participation in the economy by providing training through a network of
Women's Vocational Training Institutes.

The development of labour welfare functionality and productivity with social security is one
of the main objectives pertaining to policy of the state. The resources has been allocated to
achieve the goal of labour welfare through the various five year plan towards skill and
capacity development, assessment of working conditions, creation of industrial harmony,
development of infrastructure, health insurance & services, accident and unemployment for
the workers and dependent. The situation of surplus labour in market leads to ill social and

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industrial practices such as bonded labour, child labour and unfavourable working
conditions.

CHARACTERISTICS OF LABOUR

Labour is an important factor of production. It is different from other factors of production.

All factors i.e. land, capital, material and machines are non-living things whereas, labour is a
living human being. This makes all the differences. No production is possible without labour,
at least one person would require to handle the switch and to start the machine for work in
the age of cent percent mechanisation of atomisation. The important characteristics of labour
can be stated as:

 Labour cannot be stored:

If a worker does not work for a particular day he loses that very day which would never
come back to him in future. So it is always said labour is perishable.
 Labour cannot be separated:
The labour has to go himself to deliver the goods. He has to go to the place of work in
which he is employed. Hence, labour is inseparable.
 Labour is his own property :
The investment in labour, i.e. training and efficiency are of great importance, because he
himself retains his own property.
 Labour has a very weak bargaining power:
Labour has to work on the terms and conditions as laid down by their employers. Since
the state of the labour is generally poor and has no reserve fund, they cannot easily
withhold it from the labour market.
 Labour is not so mobile as capital:
Labour cannot be mobile easily from one place to another place like capital. The
differences in environments, languages, habits, customs and traditions, religions etc. at
different places put a great hindrance of the mobility of labour from one place to another.
 The supply of labour is rigid:

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 The supply of labour cannot be curtailed immediately even if wages fall and it also takes
time for children to grow up or for people to get trained in order to increase the supply of
labour.
 Labour is a human factor:
Labour is not an article or commodity to be purchased and sold like other commodities,
so handling of labour issues requires human touch.

 Labour is the ultimate goal or end of production:

Labour is not only a factor of production. What is being produced by the co-operation of
all the factors of production is ultimately meant for the consumption of the people
including the labour.

All the aforesaid peculiarities of labour give rise to many problems. Every nation should seek
to solve the labour problems providing better facilities to the worker.

IMPORTANCE OR SIGNIFICANCE OF LABOUR WELFARE

Labour Welfare is very important in every nation as it helps to bring about all round
development in workers. Welfare measures are important on the following grounds:

 It improves the health of worker:

Adequate provisions of welfare facilities are greatly helpful to create healthy worker
provisions of canteen; balanced food must improve the physical standard of the
worker.
 Modernization and Automation:
Modernization, automation is the important part for growth of organization satisfied
and healthy worker always helps to implement the scheme of modernization and
automation. But if workers are unsatisfied they always oppose the schemes of
modernization. Labour welfare plays very important role in the implementation of
new schemes and to develop the organizations.
 National Economic Development:

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 Labour welfare also helps to develop National Economy. It helps to increase
productivity of organization. It makes effect on National productivity, Industrial
growth rate etc. Indirectly, Labour Welfare helps to national economic development.
 Positive Image of the Organization:
The image of the organization depends upon the welfare scheme introduced by the
employer adequate labour welfare creates positive image of organization among the
workers.
 Workers Personal Safety:
Labour welfare ensures workers personal safety and provides them with the
equipment and atmosphere needed to draw a fair days wage without any feeling of
guilt.
 Satisfy the needs of Workers:
Basically, workers are financially weak and the wages paid to workers were quite
inadequate to meet their basic needs. Labour welfare satisfies the needs through
entertainment, recreation, medical, education etc.
 Job Satisfaction:
Works on same industries was hazardous with long hours duty no rest and no
recreation. The worker had to work in slum and in unhygienic conditions. But labour
welfare gives job satisfaction to the worker and motivates them through best efforts to
achieve the goals of organization.
 Improve Industrial Relations:
Welfare facilities like provision of good housing, minimum wages and other benefits
create a feeling of satisfaction and contentment amongst the workers, which helps to
avoid conflicts. They feel that they are not ignored as they are the weaker sections of
the society thus, industrial relations will be improved. It will bring industrial peace
and cordial relations.
 Increase in Efficiency Productivity and Income:
Labour welfare provisions help to relieve the workers from basic worries like housing
health, education facilities means of recreation etc. All this results in increasing the
efficiency and productivity of the workers.

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  Increase in Morale:
The willing co-operation of the workers becomes possible. Satisfied workers will be
less tempted by immoral and anti-social activities. The workers can extend their
whole-hearted co-operation.
 Sense of Belonging:
Labour welfare measures help to protect the interest of the workers. Once the workers
realize that they are not ignored and are the part and parcel of the organization then
their devotion to the job will also increase. Sense of belonging is a psychological
aspect.
 Change in Outlook of Employers:
Once employers will find that workers are co-operative, their outlook will also
change. They would become more and more sympathetic towards workers and the
workers may be allowed to participate in the management.
 Social Advantages:
There are many social advantages of Labour welfare. According to Labour
Investigation Committee "Provision of canteens where cheap, clean and balanced
food is available to workers must improve their physique, medical aid and child
welfare must improve the health of workers and their families and bring down the
rates of general and infant mortality and educational facilities must increase the
mental efficiency and economic productivity ".

In this way, these measures help in raising the status, efficiency as well as standard of living
of workers.

THE ROLE OF UNION

The role of the union in relation to the labour welfare activities emerges from an acceptance
of the fact that workers need welfare services apart from those available to them as citizens
and members of the community. The unions think that such services should be provided by
the Government either from its own resources or by further taxing the employers.

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This peculiar role of the Unions in the welfare activities has been influenced among other
things by the socio-political environment, the state of the economy and the legal framework
of the country.

It is often said that trade unions do not engage in labour welfare activities due to inadequacy
of funds. The argument is valid only to a certain extent. But that is only a part of the story.
The phenomenon of unequal interest in non-bargaining activities on the part of different
unions also has to be recognised. Two reasons seems to explain this situation. First, the state
of labour management relations is relevant to the Union's motivation or lack of it to
undertake non-bargaining activities. Secondly, the ideological commitment oi a union also
influences its desires to undertake non-bargaining activities.

The financial conditions of the majority of unions are quite deplorable and they do not have
adequate funds to take up welfare measures. But looking at the conditions prevailing in the
country, it is imperative that they must diversify their activities and confine to the
maintenance of industrial relations mainly. In the near future they will be required to
shoulder greater burdens and should not hesitate in accepting the challenge. "Efforts are
necessary to awaken the trade unions to the facts that unless they lay proper stress on other
factor besides industrial relations, all are doomed to a dismal failure ". They should take up
those measures which may be helpful in making the lives of the members happier and richer
and should not merely look to the Government and the employers.

For the time being they may take the following measures. They should:

 Assist the employers and the Government in the formulation and administration of
welfare schemes.
 Find out the needs of the workers and bring them to the notice of the employers and
the Government.
 Educate different workers to avail of the facilities offered to them.
 Organise simple and inexpensive programmes.
 Serve as a watch-dog of worker's interests and see that the statutory measures are
duly implemented.

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EMPLOYERS

Many employers provide voluntarily welfare facilities along with the statutory welfare
facilities. These include residential accommodation to the employees medical and transport
facilities, reading rooms, scholarships to children of the workers, patronise teams of the
employees for hockey, football, etc. Employers can provide welfare facilities individually or
collectively i.e. through their associations.

Employers have to play a major role in providing welfare facilities to industrial workers. The
welfare facilities offered by the employers on their own are called voluntary welfare
facilities. Some associations of employers also provide welfare facilities collectively, for e.g.
Indian Jute Mills Association.

CHARITABLE TRUSTS:

Charitable Trusts conduct social welfare activities which are useful to all sections of the
society including industrial workers. These agencies provide educational facilities medical
facilities, scholarships, etc. However, the contribution of such organization in labour welfare
is insignificant.

TYPES OF WELFARE SERVICE

Welfare services are concerned with physical and social well-being of the employees both
within and outside the organisation. The provision of medical benefits, recreational facilities,
libraries, canteens, rest rooms are included within the organization etc. They may also
include meals and refreshments supplied free of cost or at subsidised rates to the employees.
But outside the organization welfare arrangements include provision of housing
accommodation, education of children of employees, sports fields, medical advice for the
family, etc. On the whole, these services may be basically of three types:
 Economic
 Recreational
 Facilitative

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ECONOMIC SERVICES:

Economic services provide some additional economic security over and above wages or
salaries, such as pension, life assurance, credit facilities, etc. Establishing a proper pension
programme will reduce dissatisfaction in the area of economic security. Pension is a kind of
deferred payment to meet the needs of the employees in their old age. Generally, the amount
of pension is related to the last pay drawn and the total number of years of service. Some
organizations have a family pension scheme which provides for payment of pension to the
family members, in case of death of an employee. Similarly, the employer may contribute
towards the premium of life insurance of each employee. Some organizations also help the
employees to start co-operative credit societies to meet the urgent financial needs of the
employees or consumers co-operative stores to provide the workers with consumers goods at
low margin of profit.
RECREATIONAL SERVICES:

There is need of occasional diversion for employees. Their attitude improves when the
routine of everyday living is broken occasionally. The management may provide for
recreational facilities for this purpose. More agreeable, informal atmosphere is promoted
through the contacts and relationships built up in the recreational events. The management
may provide for indoor games like Table Tennis in the common room for employees. In case
of big organisations, management may provide playgrounds for outdoor games and induce
the workers to prepare a team to play matches with other similar teams which will increase
co-operation and understanding among the employees. The management may also provide
for reading rooms, libraries, radios, T.V., Computer facility for the recreation of the
employees.

FACILITATIVE SERVICES:

These are conveniences which the employees ordinarily require such as:

 Canteen, rest rooms and lunch room:

Unless proper facilities for good, tea and rest rooms are available, health and
consequential efficiency of the workers will decrease. Hence, almost all the Stores are

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 required to provide canteens where food can be obtained either at a fair price or at
subsidised rates. In the same manner, lunch rooms may be provided where workers
may take their food which they bring from their homes. Workers also need some
place or shelter for taking rest during leisure hours. This is also required for proper
upkeep of health and efficiency.
 Housing facilities:
Some organisations provide housing facilities for their employees and provide the
same either free or at a nominal rent. In some cases cash compensations are provided
while in other cases, loans are given to the employees so that they can construct or
purchase their own houses or flats.
 Education facilities:
Educational facilities may be provided by the organization to the employees child by
starting a school for them.
 Medical facilities:
First aid facilities must be provided for within the factory premises. In addition,
medical scheme is generally in operation under which reimbursement of medical
expenses actually incurred is allowed. The organization may also provide doctors
from whom the employees may get medical facilities.
 Leave travel concession(LTC):
Many organisations reimburse actual fares incurred by the employee in undertaking a
tour along with his or her spouse and minor children once during a specified number
of years.

LABOUR WELFARE THEORIES

The approach towards the labour was changed according to the time and industrial
development, from a long time 'labour' is considered as one of the factors of production
process. But now the 'labour' has got importance in the organizational and industrial sector. It
is very interesting to study the theories of 'labour welfare' from the ancient period. These
different theories of welfare provide us with the ideas about, how to improve labour welfare.

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  The Policy Theory or Compulsion theory:

This theory believes that without compulsion and periodical supervision and fear of
punishment employer will not provide even the minimum welfare facilities to the
workers. Man is selfish and always tries to achieve his objectives, even at the cost of
welfare of other or exploitation of others, those are under him. So to improve welfare,
the state should take steps to prevent exploitation of the worker and offer a minimum
standard of welfare. This theory emphasises on fear and not on the spirit of welfare
which should be guiding factor. So this theory of compulsion leads to:

 Making provision of laws regarding minimum welfare for workers.

 Supervision and implementation of law through proper authority.
 Punishment to employers, who disobeys the laws.

In the countries where, minimum provision of safety and work conditions are not provided
adequately and where the workers are illiterate, in that case some extent amount of
compulsion through laws becomes essential. But in developing countries, where employers
can easily do so, compulsion is not essential.

 The Religious Theory:

This theory believes that an employer has to take up welfare activities in the
expectation of future benefit either in this life or in some future life. Thus, according
to this theory any good work is considered 'an investment' both the benefactor and the
beneficiaries are reward, some people take up welfare activities in a spirit of
atonement for their sins. In short, the benevolent acts of welfare are treated either as
an investment or atonement.

Human being is primarily concerned with his own welfare and only secondarily, with
the welfare of others when man offers wealth or goods to other people to attain
'Kalyan' or 'Mukti' or 'Moksha' is the motive behind such act. We come across many
trusts and charitable persons in India which function on the basis of this belief.

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 The religion basis of welfare cannot be rational; fundamentally it is based on charity
and so is not good for the beneficiary in the long run. However, these services and
facilities are voluntary and it depends upon the views of employer.

 The Philanthropic theory:

'Philanthropic' means 'loving mankind', Man is believed to have an instinctive urge by

which he strives to remove the suffering of others and promote their well being. This
drive may be a rather powerful one and may impel him to perform noble sacrifices.

In fact, the labour welfare movement began in the early years of the Industrial
Revolution with the support of such philanthropists as Robert Own. Employer is the
important factor of organization. He is responsible for the well-being of his workmen.

 The Trust ship Theory:

According to this theory, the industrialist or employer holds the total industrial estate
and profit accruing from them in trust. He uses all properties and estate for himself,
for the benefit of worker and also for the society. Workers in the organization is like a
minors, they are ignorant because of lack of education and are not able to look after
their own interest. Employer therefore, has the moral responsibility to look after the
interest of their wards, who are the workers.

To provide facilities to the worker is a moral obligation and no legal binding. So

employers take interest in providing facilities to his worker. He uses the funds under
his control for the well-being of the workers.

This theory believes worker as perpetual minors and industrialists as eternal

guardians.

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 The Public Republican Theory:

The Public Relation theory is based on the assumption that the labour welfare
movement may be utilized to improve relations between the management and labour.
Good relations between the labour and the management help to rise in the efficiency
of labour and productivity of organization. So labour welfare programme under this
theory works as a sort of an advertisement and help an industrialist to build up good
and healthy public relations.

An advertisement or exhibition and labour welfare programme may help an

industrialist to project to the public good image of the company. His sales, production
as well as industrial relation may improve as a result a twofold benefit to the
company. But one thing is here that, welfare may tend to become a publicity stunt.

SUGGESTIONS

 Public limited companies have provided employment to the people coming from rural
area of Maharashtra, so this study will provide actual information about labour
welfare position in Maharashtra.
 Industrialisation is one of the factors of development of nation and labour is an
important factor of industrialization and labour relation and development of society
thus, this study will provide information regarding the importance of labour welfare
to the Government.
 After knowing the welfare problems of the worker and the factors responsible for the
same, one would be in a position to suggest proper measures for the improvement of
standard of living of the workers.
 The problems of the workers working in the small companies may be similar all over
India. This study will help to solve such types of problems particularly those are
related with the welfare of labour. In short, the finding and suggestions of this study
may be useful in applying other states too.

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 CONCLUSION

Ignorance, ill-health and dirt are the three giants; labour welfare has to fight in the home life,
personal life, work life and community life of the workers. They have to be fought out
steadily on all sides. In the years to come, the labourers shall be made mightier than the
machine with which he works, more fruitful than the dust on which he treads and richer than
the earth into which he digs. Decent wages, adequate perquisites, and safe clean work
environment are basic to all other activities in the area of human welfare, and, therefore, the
enterprises which reduce the wage bill on these counts are sure to lose the goodwill of
employees.

BIBILOGRAPHY

http://www.whatishumanresource.com/employee-welfare
http://www.businessmanagementideas.com/employee-management/welfare-
service/employee-welfare-in-india/4628
http://ermt.net/ojs/index.php/ermt/article/download/160/159

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