Employee Welfare

Benefit, Well-being, Health, Safety, Security and Environment

Duty of Care
BLA 2006 [chapter 5, 6 and 7] includes are a number of clauses that govern the health, safety and welfare issues, but these are not comprehensive. Under what is known as common law* all employers have a duty of care imposed on them to protect their employees. There is also a term implied into all employment contracts requiring employers to take care of their employees health and safety. For example, employers to:

provide a place of work which is safe, secure and without any

health hazard

provide a safe system of work provide adequate resources and equipment recruit competent and safety conscious staff.
*..is law developed by judges through decisions of courts and similar tribunals rather than through legislative statutes or executive branch action.

Occupational health and safety defined

Joint ILO/WHO definition:
...the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations; the prevention amongst workers of departures from health caused by their working conditions; the protection of workers in their employment from risks resulting from factors adverse to health; the placing and maintenance of the worker in an occupational environment adapted to his physiological and psychological capabilities; and, to summarize, the adaptation of work to man and of each man to his job

Welfare Benefit (detailed in the next slide) First Aid Appliances (legal requirement)
minimum 1 for 150, sick room with dispensary for 300 and nursing, medical staff may be prescribed

Safety Record Book (legal requirement) Medical Facilities/Cost Washroom (legal requirement) - separate for male and female Canteen (legal requirement) legally required for organizations
employ more than 100 employees

Rooms for children (legal requirement) Insurance (legal requirement) compulsory group insurance for
organizations with 200 permanent workers

Work-life Balance Work related Stress

Benefit
Benefit, originally developed in the public sector, came from the welfare-state concept while it became more business needs oriented in the private sector. The concept has been evolved over the years and came to the current stage. Some organization might decide that rather than offering employee benefits, it will provide extra cash instead and employees can use this to buy those benefits that best reflect their individual circumstances (often referred to as clean pay). However, benefit is important: Since we do not have social service scheme, a person might be in of help if unemployed Employee could end up spending more money buying their own benefits than it would have cost the organisation to buy on their behalf Less stressful and time consuming for Employee (could spend worktime hunting and concerning around for the best deals) Employee could make bad decisions Employee could still expect a certain benefit to be provided

Benefit
Gratuity/End of Service Benefit: There are legal provisions concerning
gratuity. The legal framework apart, more and more organizations are considering gratuity scheme for employees. Properly devised (say, incremental) works very well for retention strategy. Also organizations get tax-advantage if gratuity is funded. Gratuity is a tax-free income for employees. Since the state does not provide social security payments, this scheme is important.

Provident Fund: This fund is governed by the relevant law. However, the
law does not enforce any organiation to establish a provident fund scheme for employee. Provident fund is also works as a retention tool and allows tax benefit for both organization and the employee.

Pensions It is currently applicable in the public sector organizations. Loans This scheme is sometime referred to as Golden Handcuffs
scheme and considered to be an excellent retention tool.

Benefit
Holidays and time off: Employees are also offered many types of time
off work including maternity, paternity, adoption and leave fare assistance.

Pick up and Drop off services: Important motivation as public transport

is not up to the expected level yet.

Company provided cars/ Car allowances: Many organizations

provide employees with a company car, either because the job needs it or as to recognise the status (job, grade or salary level) of the employee. Car allowance and car loan schemes are important benefits being offered by organiastion.

Healthcare and group life insurance: These are paid for and provided
by employers to ensure both the welfare and productivity of their employees.

Outpatient cost: More and more organiations are offering this (both
organisation administered and under insurance scheme)

Benefit
Childcare/Crche: Getting popularity in large labor intensive organisations. Gadgets: Also on the vogue lately. Salary sacrifice: Salary sacrifice is where an employee gives up part of their gross
salary due under their contract of employment and in return their employer agrees to provide a benefit. This concept is more prevalent in the developed countries but getting acceptance in our country.

Flexible benefits (also known as cafeteria benefits or flex plans) are formalized systems
that allow employees to vary their pay and benefits package in order to satisfy their personal requirements. Under true flexible benefits schemes, the dividing line between pay and benefits becomes less rigid than in standard reward packages. In most schemes, employees are able either to retain their existing salary while varying the mix or levels of various benefits they receive or to adjust their salary up or down by taking fewer or more benefits respectively.

Voluntary benefits (also known as affinity benefits) are those products and services that
are available through an employer for purchase by employees, usually at a discount, out of their own taxable income or sometimes via salary sacrifice arrangements. These schemes differ from flexible benefits schemes as the employee, rather than the employer, pays for the cost of the benefits. Under such schemes although the employer does not pay for the benefits provided some costs may be incurred, for example in respect of the time spent researching suppliers of services or for administration fees.

Occupational health and safety

Humidity and Temperature Lighting Ergonomics 1 2 Noise Personnel hygiene & welfare Access/egress, traffic, and pedestrian routes Machinery and Work Equipment Electrical Safety Vehicles and Driving Occupational Health Fire Safety

Maternal Care Maternity Leave (legal requirement) 8 weeks + 8 weeks [BLA],

6 months for government employees. Benefits as prescribed.

Examples of some policies

..An employee is entitled to time off for the purpose of ante natal care where it is not possible to make such arrangements outside of working hours. She should notify her Project Manager in advance of when she requires the time off.
.. An employees employment contract will not be terminated or any disciplinary action taken during the period of her maternity leave.

Rooms for children (legal requirement) wherein forty or more

workers are ordinarily employed, provision and maintenance of a suitable room or rooms for the use of children under the age of six years of such women.

Paternity Leave (not a legal requirement)

Maternal Care
.Time Off for Childcare On returning to work from maternity leave, XXXX will ensure that the
staff member will not be disadvantaged in her work environment. A lactating mother may be granted a maximum of two hours off during workdays for childcare and breast-feeding for a period of six months immediately after her resumption to work from maternity leave. The regional mangers will strive to make a room available in the regional office for a specific period each day for that purpose. Where all rooms are currently in use every effort should be made to keep a room free for the required time. In that case the employee concerned wishing to avail of this facility should agree specific time with her Manager. In providing facilities for mothers XXXX expects that whilst the maximum privacy and appropriate time is allowed, the requirements of the beneficiaries be met at all times.

Maternal Care European laws

Ordinary maternity leave (OML): All pregnant employees are
entitled to OML - there is no qualifying period. The length of the leave is 26 weeks. The allowances payable are Statutory Maternity Pay (SMP) or Maternity Allowance (MA) (see below) and the paid period extends into part of the additional maternity leave period (see below).

Compulsory leave: This is a period of two weeks (four weeks if

the woman works in a factory) immediately after giving birth during which the woman is not permitted to work. This is part of the ordinary maternity leave period, not additional to it.

Additional Maternity Leave (AML): Begins from the end of the

OML and is for a period of a further 26 weeks. There is no qualifying period of employment for AML. Part of AML is unpaid. However, some organisations have more generous contractual terms and pay a woman during all her AML.

Maternal Care European laws

In addition to maternity leave and pay, women employees who satisfy the relevant qualifying conditions are entitled to:

return to the jobs in which they were employed (if returning from OML) or ones of
equivalent status (if returning from AML), with protected rights to pay and conditions and benefits

time off to attend appointments for ante-natal care at the normal rate of pay, on
producing proof of the appointment

request a risk assessment during pregnancy request alternative work where any risks to the health of the expectant mother
and baby can be avoided

remuneration on suspension on maternity grounds, if health and safety measures

cannot be complied with

not be subjected to a detriment, disadvantage, unfair treatment or dismissal

because of the pregnancy, maternity leave, etc.

take up to ten keeping in touch days during maternity leave without losing any
entitlement to maternity pay. The employer is not obliged to offer any KIT days and the employee is not obliged to work any that are offered.

Security Secured Workplace Transportation Security Exposure (eg., Hartal, international affairs)

Making occupational health effective in the workplace senior management involvement and commitment. mission statement to communicate why, what and how. audit to establish the existing position. Benchmark. Plan the way forward what improvements are needed,
what needs to be developed, what are the priorities, how will success be measured.

Establish goals and targets relating to business needs. Develop a strategy to achieve the goals. Determine resources and assign responsibilities. Communicate to employees Review and monitor progress regularly.

Environment
Aspects and Impacts

Environmental Aspects and Impacts-ISO 14001 Definition

ENVIRONMENTAL ASPECTS Elements of an organizations activities, products or services which can interact with the environment. (For example: wastewater discharges, air emissions, resource consumption, energy usage, ecosystem alterations, etc.) ENVIRONMENTAL IMPACTS Any change to the environment, whether adverse or beneficial, wholly or partly resulting from an organizations activities, products, or services (based on the aspects, for example: air emissions impacts the air by degrading the air quality).

ISO 14001 requires organizations to:

develop procedures to identify environmental aspects in
order to determine those which have or can have significant impact on the environment

keep aspects information up-to-date (regularly, and

whenever changes occur), not once and done.

Necessary records will include aspects lists, and significant

aspects list

More on Environmental Aspects

Aspects are cause, impact is the effect Control and influence of aspects is a factor Aspects can be:
direct or indirect

normal, abnormal, or emergency

past, present, or future

Aspects address not only waste stream, but resource

consumption, energy, and other non-traditional factors (noise, odor, visual)

Examples of Aspects
Aspect:
Waste generation

Not an aspect:
Improve air quality this is an objective P2 this is an objective Vehicle maintenance this is a activity

Material usage
Fuel usage Air emissions Chemical consumption Energy consumption

Water pollution this is an impact

Thanks