PROTECTING	
  THE	
  VULNERABLE:	
  
PROVIDING	
  SOCIAL	
  WELFARE	
  TO	
  
INFORMAL	
  SECTOR	
  WORKERS	
  
83.34	
  
67.39	
  
88.38	
  
18.72	
  
82.64	
  
84.25	
  
72.34	
   71.34	
  
28.63	
  
75.24	
  
4.24	
  
38.35	
  
41....
0	
  
1	
  
2	
  
3	
  
4	
  
5	
   NSAP	
  
AABY	
  
WLBCW	
  
RSBY	
  
RKVY	
  
DELIVERABLE	
  INDEX	
  
DELIVERABLE	
  ...
BENEFITS	
  PROVIDED	
  :	
  
•  HEALTH	
  BENEFITS	
  ü	
  
•  LIFE	
  INSURANCE	
  ü	
  
•  OLD	
  AGE	
  PENSION	
  ü...
PHASE	
  I:	
  STAKEHOLDER	
  
ANALYSIS	
  AND	
  SETTING	
  UP	
  
COMMITTEES	
  
•  SOLUTION	
  TO	
  THE	
  IDENTIFICAT...
STRUCTURAL	
  LAYOUT	
  (A	
  GLIMPSE	
  OF	
  STAKEHOLDERS	
  INVOLVED)	
  	
  
DISTRICT	
  GRIEVANCE	
  REDRESSAL	
  OFF...
•  REGISTRATION	
  STARTS	
  BY	
  ISSUING	
  SMART	
  
CARD	
   TO	
   EACH	
   WORKER	
   THAT	
   SHALL	
  
DEFINE	
  H...
MONITORING,	
  GRIEVANCE	
  AND	
  REDRESSAL	
  MECHANISM	
  
BENEFICIARY	
  REGISTERS	
  THE	
  COMPLAINT	
  
THROUGH	
  ...
MINIMUM	
  SOCIAL	
  SECURITY	
  
BENEFIT	
  PACKAGE	
  
	
  
TO	
  PROVIDE	
  UNIVERSAL	
  MINIMUM	
  
SOCIAL	
  SECURITY...
PREPARING	
  FOR	
  THE	
  FUTURE	
  
MOBILIZATION	
  INTO	
  ORGANIZED	
  SECTOR	
  
COLLABORATION	
  WITH	
  INDIAN	
  	...
BOTTLENECKS	
  ENVISAGED	
  
	
  
INERTIA	
  TO	
  REGISTER	
  IN	
  ASSOCIATIONS:	
  
•  INEFFECTIVENESS	
  OF	
  A	
  HO...
REFERENCES	
  
•  Goswami,	
  Paromita.	
  (2009).	
  A	
  Cri`que	
  of	
  the	
  Unorganized	
  Workers’	
  Social	
  se...
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Swaniti

  1. 1. PROTECTING  THE  VULNERABLE:   PROVIDING  SOCIAL  WELFARE  TO   INFORMAL  SECTOR  WORKERS  
  2. 2. 83.34   67.39   88.38   18.72   82.64   84.25   72.34   71.34   28.63   75.24   4.24   38.35   41.24   82.35   0   10   20   30   40   50   60   70   80   90   100   (Share  of  non-­‐benefited  total  workers)  /(total   informal  sector  workers  in  a  trade)  (in  percent)   •  HIGHLY  SKEWED  NATURE  OF  TRADES  AND   MIGRATORY  NATURE  CAUSES  IDENTIFICATION   ISSUES.   •  LACK  OF  CO-­‐ORDINATION  BETWEEN  CENTRE   AND  STATE  BOARDS  AND  COMMISSIONS.   •  LACK  OF  AWARENESS  AMONG  THE  WORKERS   ABOUT  VARIOUS  SCHEMES.   •  LACK  OF  TEETH  GIVEN  TO  THE  VARIOUS   LEGISLATIONS  IN  THIS  REGARD.   •  NO  SCHEME  SPECIFIC  TO  THE  PROBLEMS  OF   FEMALE  WORKERS  WHO  FORM  A  LARGE   PORTION  OF  THE  UNORGANISED  WORK-­‐ FORCE     IDENTIFICATION  OF  GAPS  
  3. 3. 0   1   2   3   4   5   NSAP   AABY   WLBCW   RSBY   RKVY   DELIVERABLE  INDEX   DELIVERABLE  OF  THE  SCHEME  RATINGS   1   2   3   4   5   Financial  spend/Total  Financial  Outlay   <25%   25-­‐50%   50-­‐70%   70-­‐90%   >90%   Actual  Beneficiaries/Es`mated  Beneficiaries   <25%   25-­‐50%   50-­‐70%   70-­‐90%   >90%   Financial  burden  weighed  by  exchequer/Total  financial  circula`on     >90%   70-­‐90%   50-­‐70%   30-­‐50%   <30%   Fundamentals  and  Prospect  of  the  Scheme   Widely  popularized   with  minimal   success  than   an`cipated  and  no   further  scope  of   improvement   Widely  popularized   but  has  no  scope  of   improvement  in   terms  of  reach   Not  so  popularized   but  has  scope  of   improvement  in   fundamental  terms   Not  so  popularized   or  stands   fundamentally   strong  in  terms  of   reach  and  quality   benefits     Extremely  rich  in   fundamentals   and  benefits  of   op`mum  quality   SCHEME  DELIVERABLE  MATRIX   INFERENCES:   •  RSBY  SCORES  SUBSTANTIALLY  IN  FUNDAMENTALS   AND  LONG  TERM  PROSPECTS,  OWING  TO  USE  OF   SMART  CARDS  AND  MODERN  FACILITIES.   •  AABY  HAS  PERCEPTIBLY  FAIRED  WELL  IN  TERMS  OF   REACH  AND  FINANCIAL  SPEND  (OWING  TO  ITS   EFFICIENT  IMPLEMENTATION  BY  THE  LIC).   RSBY-­‐  RASHTRIYA  SWASTHYA  BIMA  YOJNA    NSAP:  NATIONAL  SOCIAL  ASSISTANCE  PROGRAMME                            AABY-­‐  AAM  AADMI  BIMA  YOJNA                                        RKVY:  RASHTRIYA  KRISHI  VIKAS  YOJANA  BCWA:  BUILDING  AND  CONSTRUCTION  WORKERS  WELFARE  CESS  ACT              IGNOAPS-­‐  INDIRA  GANDHI  NATIONAL  OLD  AGE  PENSION  SCHEME  
  4. 4. BENEFITS  PROVIDED  :   •  HEALTH  BENEFITS  ü   •  LIFE  INSURANCE  ü   •  OLD  AGE  PENSION  ü   •  PROVIDENT  FUND  SCHEME  û   •  EMPLOYMENT  INJURY  BENEFIT   SCHEME  û   •  HOUSING  SCHEME  û   •  EDUCATIONAL  SCHEME  û   •  SKILL  UPGRADATION  OF  WORKERS   û   •  FUNERAL  ASSISTANCE  û   •  MARRIAGE  OF  DAUGHTERS  û   COVERAGE  OF  BENEFICIARIES:   •  3.5  CRORE  ACTIVE  SMART  CARDS   (FAMILY  BASED)  UNDER  RSBY  AS  ON   15/08/13     •  4.8  CRORE  LIVES  COVERED  UNDER   THE  AABY  AS  ON  31/03/13   IMPLEMENTED  BY  THE  LIC   •  ACCORDING  TO  THE  NSAP  WEBSITE   AROUND  1.7  CRORE  PEOPLE  ARE   RECEIVING  BENEFITS  OF  IGNOAPS           A  CRITIQUE:   •  THOUGH  THERE  HAVE  BEEN  CONTINUOUS  DEMANDS   FOR  A  MINIMUM  SOCIAL  SECURITY  FLOOR,  THE  GOVT.   HAS  BEEN  QUITE  RELUCTANT  TO  FORMULATE  ONE   •  MORE  SOCIAL  SECURITY  PACKAGES  SHOULD  HAVE  BEEN   INTRODUCED  REGARDING  HOUSING,  MATERNITY   BENEFITS,  DISABILITY  COVER   •  OFFICIAL  FORUMS  SHOULD  BE  SET  UP  TO  ENSURE  THAT   GRIEVANCES  ARE  HEARD  AND  ADDRESSED.   •  PROPER  WORKING  CONDITION  FOR  THE  WORKERS   SHOULD  HAVE  BEEN  A  PART  OF  THE  LEGISLATION.   •  HARASSMENT  OF  WOMEN  AT  WORK-­‐PLACES  IS  NEEDED   TO  BE  ADDRESSED  (95.6%  OF  WOMEN  IN   UNORGANIZED  SECTOR  DON’T  GET  MINIMUM  WAGES).     UNORGANISED  WORKERS’  SOCIAL  SECURITY  ACT  2008  
  5. 5. PHASE  I:  STAKEHOLDER   ANALYSIS  AND  SETTING  UP   COMMITTEES   •  SOLUTION  TO  THE  IDENTIFICATION  AND  REGISTRATION  PROBLEMS   •  COMPOSITION  OF  THE  BOARDS  AND  ASSOCIATIONS  AT  VARIOUS  LEVELS   PHASE  II:  SETTING  UP   REGISTRATION  AND  DELIVERY   MECHANISMS   •  ISSUING  SMART  CARDS  TO  THE  WORKERS  AND  OPENING  OF  BANK  ACCOUNTS   •  SYSTEM  WORKING  AND  DELIVERY  MECHANISM   •  CESS  LEVIED  ON  THE  WORKER  AND  THE  EMPLOYER   PHASE  IV:  UNIFICATION  OF   EXISTING  AND  NEW  SOCIAL   SECURITY  SCHEMES   •  EXISTING  SCHEMES  LIKE  RSBY,  AABY,  NPS  LITE  DISPENSE  BENEFITS  USING  THIS  ONE  SMART  CARD   •  INTRODUCING  NEW  MUCH  NEEDED  SCHEMES  UNDER  THIS  SYSTEM   •  GRIEVANCE  RERESSAL  MECHANISM   PHASE  V:  PREPARING  FOR  THE   FUTURE   •  PROVIDING  VOCATIONAL  TRAINING  TO  EXCEL  IN  THEIR  FIELD  OF  WORK   •  ORGANISING  THE  WORKERS  INTO  STRONG  REGISTERED  UNIONS  BRINGING  THEM  UNDER  THE   PURVIEW  OF  VARIOUS  LAWS   PROPOSITION  OVERVIEW   PHASE  III:  MONITORING,   REVIEW  AND  GRIEVANCE   REDRESSAL  MECHANISM   •  SYSTEM  MONITORING  AND  DELIVERY  MECHANISM   •  GRIEVANCE  REDRESSAL  MECHANISM  
  6. 6. STRUCTURAL  LAYOUT  (A  GLIMPSE  OF  STAKEHOLDERS  INVOLVED)     DISTRICT  GRIEVANCE  REDRESSAL  OFFICE   (COMPRISING  OF  RETIRED  OFFICERS  AND  JUDGES)   BLOCK  LEVEL  ASSOCIATION   FOR  REGISTRATION  AND   DELIVERY  OFFICE  RAMIFIED   AS  PER  LINE  OF  WORK  (BY   CONSOLIDATING  EXISTING   WFCs  AND  BLOCK   COUNCILLOR)     HEALTH  AND   LIFE  INSURANCE   PROVIDERS  (LIC   INDIA)   STATE  HOUSING   BOARDS   MATERNITY   ASSISTANCE   PROVIDERS       PUBLIC  SECTOR   AND   COOPERATIVE   BANKS   NGOs  AND  SHGs   CENTRAL  SOCIAL  SECURITY  ADVISORY  BOARD  (  HEADED  BY   INTER  MINISTERIAL  COMMITTEE)   STATE  SOCIAL  SECURITY  WELFARE  BOARD   DISTRICT  LEVEL  ENFORCEMENT  BODY  (CHAIRED  BY   OFFICE  OF  COLLECTORATE)     SERVICE  PROVIDERS   IDENTIFICATION   BLOCK  LEVEL  ASSOCIATION  SHALL  ACT  AS   DE   JURE   EMPLOYER   WITH   ALL   THE   UNORGANIZED   WORKERS   OF   THE   BLOCK   REGISTERED  UNDER  THEIR  LINE  OF  WORK   IN   ASSOCIATION   FAILING   TO   WHICH   HE/ SHE  LOSES  THE  ADMISSIBILITY  TO  PROVIDE   SERVICE.   AUTHENTICATION   AUTHENTICATION  OF  TRADE  OF  A  WORKER  IS   DONE  AT  HABITATION  LEVEL  (BY  BLOCK  LEVEL   ASSOCIATION   AND   THE   OFFICE   OF   COLLECTORATE   IN   COLLABORATION   WITH   EXISTING   WELFARE   BOARDS,   NGOS   AND   SHGS),  WITH  STRICT  IMPEDE  IN  DUPLICATION   OF  REGISTRATION  OF  A  WORKER  .     REGISTRATION   AFTER  HAVING  IDENTIFIED  AND  VALIDATED   UNDER   A   LINE   OF   WORK,   HE/SHE   IS   REGISTERED  IN  BLOCK  LEVEL  ASSOCIATION   UNDER  PHASE-­‐II.      
  7. 7. •  REGISTRATION  STARTS  BY  ISSUING  SMART   CARD   TO   EACH   WORKER   THAT   SHALL   DEFINE  HIS  LINE  OF  WORK  AND  GIVE  HIM   ADMISSIBILITY  OF  JOB  IN  THAT  BLOCK  AND   SHALL   ENTITLE   HIM   FOR   ALL   SECURITY   BENEFITS    (TAKING  CUE  FROM  RSBY  AND   IT’S   DETAILED   ANALYSIS   IN   SCHEME   MAPPING  MATRIX).   •  A   REGISTERED   WORKER   IS   LINKED   TO   HIS   PRE-­‐EXISTING  BANK  ACCOUNT  ELSE  HE/SHE   GETS  A  NEW  BANK  ACCOUNT  REGISTERED   IN  PARTICIPATING  BANKS.   •  IT  MAY  BE  SAFELY  ASSUMED  THAT  THE  UID   AADHAAR   PROJECT   WOULD   COVER   ALMOST   WHOLE   OF   THE   UNORGANIZED   WORK-­‐FORCE.   THE   SMART   CARD   WOULD   CARRY  THE  UID  NO.  THIS  WOULD  ENSURE   THAT   NO   ONE   PERSON   REGISTERS   TWICE   FOR  THE  SMART  CARD.   •  AT  A  LATER  STAGE  OF  UPGRADATION  AND   REFINEMENT,   THE   SMART   CARD   CAN   BE   INCORPORATED  WITH  THE  UID  AADHAAR   CARD.    SETTING  UP  REGISTRATION  AND  DELIVERY  MECHANISMS   TOTAL  NO.  OF  WORKERS  REGISTERED  =  A   WORKERS  ALLOTED  TO  EMPOYERS  =  B   WORKERS  LEFT  UNALLOTED  =  A-­‐B   THE  ASSOCIATION  MAINTAINS  THE  RECORD  OF  THE   REGISTERED  WORKERS  (A)   A  PERSON  IN  NEED  OF   WORKERS  APPROACHES  THE   ASSOCIATION  (EMPLOYER)     THE  ASSOCIATION  DISPENSES   THE  REQUIRED  WORKERS   (EMPLOYEES)   THE  EMPLOYER  PAYS  THE   PROMISED  WAGES  +  A  FIXED  SOCIAL   SECURITY  CESS  TO  THE   ASSOCIATION   THE  ASSOCIATION  AUTOMATICALLY   DISBURSES  THE  WAGE  AMOUNT  TO   THE  EMPLOYEE’S  BANK  ACCOUNT   •  THE  WORKERS  LEFT  UNALLOTED  (A-­‐B)  WOULD  WORK  INDEPENDENTLY  AS  USUAL  BUT  TO  AVAIL  SOCIAL  SECURITY  BENEFITS  THEY  HAVE  TO  DEPOSIT  A  FIXED   MONTHLY  AMOUNT  AS  CESS  TO  THE  ASSOCIATION.   •  AT  THE  NEXT  ALLOTMENT  THESE  WORKERS  WOULD  BE  GIVEN  PREFERENCE  OVER  THOSE  RECENTLY  EMPLOYED  BY  THE  ASSOCIATION.   •  THE  WORKERS  WOULD  BE  ENCOURAGED  TO  WORK  UNDER  THE  ASSOCIATION  AS  THEY  WOULD  NOT  BE  REQUIRED  TO  PAY  THE  MINIMUM  CESS.  
  8. 8. MONITORING,  GRIEVANCE  AND  REDRESSAL  MECHANISM   BENEFICIARY  REGISTERS  THE  COMPLAINT   THROUGH  WEB  BASED  PORTAL  OR   TELEPHONE  IVRS  SYSTEM   IN  PERSON  AT  THE  DISTRICT  GRIEVANCE   REDRESSAL  OFFICE  (DRGO)   COMPLAINT  WILL  BE  AUTOMATICALLY   REDIRECTED  BY  THE  SYSTEM  TO  DISTRICT   GRIEVANCE  REDRESSAL  OFFICE   A  UNIQUE  COMPLAINT   REGISTRATION  NO.  IS   GIVEN  TO  THE   COMPLAINANT   THE  DRGO  WILL  CATEGORISE  IT  AS  A  GRIEVANCE/ COMPLAINT   COMPLAINT   GRIEVANCE   THE  DRGO  WILL  SEND  THE   COMPLAINT  TO  THE   APPROPRIATE  AUTHORITY    FOR   ADDRESSAL  AND  REASONING   COMMENTS  RECEIVED  WITHIN   15  DAYS   COMMENT  FOUND   SATISFACTORY  AFTER   REVIEWING  OF  COMMENT  BY   DRGO   COMMENT  NOT  FOUND   SATISFACTORY  BY  THE  DRGO   COMMENT  NOT  RECEIVED  WITHIN  15   DAYS   COMPLAINT  FORWARDED  TO  THE   DISTRICT  GRIEVANCE  REDRESSAL   COMMITTEE  (DGRC)   COMPLAINT   CLOSED   THE  DGRC  WILL  TAKE  ACTION   WITHIN  30  DAYS   APPEAL  TO  APPELLATE  BODY  BY  THE   AGGRIEVED  PARTY   IF  THE  DGRC  DOES  NOT  TAKE   ANY  ACTION  WITHIN  30  DAYS   ACTION  NOT  FOUND   SATISFACTORY  BY  THE   COMPAINANT   ACTION  FOUND  SATISFACTORY  BY   THE  COMPLAINANT   OR  
  9. 9. MINIMUM  SOCIAL  SECURITY   BENEFIT  PACKAGE     TO  PROVIDE  UNIVERSAL  MINIMUM   SOCIAL  SECURITY  TO  THE  WORKERS   WITH  EXISTING  SCHEMES:     •  HEALTH  BENEFITS  UNDER  RSBY  TO   BE  PROVIDED  TO  ALL  THE  REGISTERED   WORKERS  (MANAGED    BY   ASSOCIATION  AT  THE  BLOCK  LEVEL).   •  LIFE  INSURANCE  AND  OLD  AGE   PENSION  TO  BE  PROTRACTED  UNDER   AABY(MANAGED  BY  LIC)  AND  NBS   LITE(SWABALAMBAN)  RESPECTIVELY.   SCHEMES  PROPOSED  FOR   DISCRETE  GROUPS:   •  EMPLOYMENT  INJURY  BENEFITS       •  MATERNITY  BENEFITS  SPECIFICALLY   FOR  WOMEN  LABOURERS     •  THE  CENTRAL  SOCIAL  SECURITY   ADVISORY  BOARD  AND  THE  STATE   SOCIAL  SECURITY  WELFARE  BOARD   MAY  FORMULATE  WELFARE  SCHEMES   FOR  WORKERS  IN  A  SPECIFIC  LINE  OF   WORK.   •   THE  SMART  CARD  WOULD   THEREFORE  ENSURE  EASY   DISPENSATION  OF  A  LARGE  NO.  OF   SCHEMES  AND  ALSO  NEW  SCHEMES   AS  AND  WHEN  THEY  ARE  ADDED.   UNIFICATION  OF  EXISTING  AND  NEW  SOCIAL  SECURITY  SCHEMES   NYUNTAM  KARYAKARI   PARISTHITHI  YOJANA:   •  WORKING  HOURS  :  8-­‐HOUR/DAY   WITH  AT  LEAST  1/2-­‐HOUR  BREAK   •  AT  LEAST  ONE  PAID  DAY  OF  REST   •  A  STATUTORY  NATIONAL  MINIMUM   WAGE  FOR  ALL  WAGE  WORKERS  AND   HOME   •  SICKNESS  ALLOWANCE  FOR  15  DAYS   BEYOND  3  DAYS  OF  HOSPITALIZATION   @  RS.  50  PER  DAY     •  A  WOMAN  EMPLOYEE  IS  ENTITLED  TO   90  DAYS  OF  PAID  LEAVE  ON  DELIVERY   OR  ON  MISCARRIAGE.     •  BLOCK  LEVEL  ASSOCIATION  TAKES   RESPONSIBILITY  FOR  ITS   IMPLEMENTATION  
  10. 10. PREPARING  FOR  THE  FUTURE   MOBILIZATION  INTO  ORGANIZED  SECTOR   COLLABORATION  WITH  INDIAN    INDUSTRY  ORGANIZATIONS  FOR  SKILL  DEVELOPMENT:   ENTERING   INTO   AN   MOU   WITH   THE   MINISTRY   OF   LABOR   AND   EXPANDING   COLLABORATION   WITH   INDIAN   INDUSTRY  ORGANIZATIONS  LIKE  CII,  FICCI  CAN  LEAD  TO  THE  PROPER  GROWTH  OF  ITI’S  THAT  CAN  CAUSE   THOUSANDS  OF  WORKERS  TO  GET  ORGANIZED  AND  ABSORBED  INTO  ORGANIZED  INDUSTRIES.     BRINGING  WORKERS  UNDER  PURVIEW  OF  TRADE  UNIONS:   COLLABORATION  AMONG  TRADE  UNIONS  AND  THEIR  EXTENSIVE  MEMBERSHIP  PROVIDE  IMPORTANT  CHANNELS   THROUGH  WHICH  THE  CONCEPTS  AND  PRAC-­‐  TICES  OF  SUSTAINABLE  DEVELOPMENT  CAN  BE  SUPPORTED.  THE   ASSOCIATION  MAKING  IT  COMPULSORY  FOR  WORKERS  OF  A  PARTICULAR  VOCATION  TO  FORM  TRADE  UNIONS  IN   ORDER.     DEVELOPMENT  AND  CONSOLIDATION  OF  ITI:     •  UNDER  SIMILAR  LINES  OF    PROGRAM  CALLED  IITIANS  FOR  ITI  (ORGANIZED  BY  PAN-­‐IIT)  AIMING  AT   FOCUSING  ON  QUALITY,  TECHNICAL  GUIDANCE  AND  IMPROVING  EQUIPMENT  AND  INTERACTION  WITH   INDUSTRY,  THE  CENTRAL  GOVERNMENT  CAN  STRIVE  TO  REPLICATE  THE  PAN-­‐IIT  PROGRAM  OR  OFFER  TO   EXTEND  GOVERNMENTAL  SUPPORT.    
  11. 11. BOTTLENECKS  ENVISAGED     INERTIA  TO  REGISTER  IN  ASSOCIATIONS:   •  INEFFECTIVENESS  OF  A  HOST  OF  PRE-­‐EXISTING  SCHEMES  ACT  AS  DETERRENT  TO  ENGAGE  IN  MORE  SUCH  INITIATIVES.   •  UNWILLINGNESS  OF  WORKERS  TOWARDS  PAYING  MINIMUM  CESS  FROM  THEIR  INCOME   •  SINCE  WAGES  ARE  PAID  THROUGH  ELECTRONIC  MODES,  LACK  OF  BANKING  NETWORKS  CAN  PROVE  A  MAJOR  FAULT  LINE.       EMPLOYER’S  RESENTMENT:   •  FIXED  EXTRA  AMOUNT  FOR  WELFARE  FUND  PAID  BY  EMPLOYERS  SHALL  BE  A  SOURCE  OF  GRUDGE.   •   RANDOMNESS  OF  THE  ALLOTMENT  PROCESS  MAKES  WORKFORCE  OF  VARIED  QUALITY,  NOT  MEETING  WORKFORCE   REQUIREMENTS.   INFRASTRUCTURAL  INSUFFICIENCY:   •  LACK  OF  AVAILABILITY  OF  HI-­‐TECH  MACHINERY  AND  PROPER  KNOW-­‐HOW  TO  HANDLE.   •  SETTING  UP  OF  OFFICES  AT  BLOCK  LEVEL    
  12. 12. REFERENCES   •  Goswami,  Paromita.  (2009).  A  Cri`que  of  the  Unorganized  Workers’  Social  security  Act.  Economic  and  Poli,cal  Weekly.  Retrieved  from  hpp://www.epw.in/ system/files/pdf/2009_44/11/A_Cri`que_of_the_Unorganised_Workers_Social_Security_Act.  Pdf     •  hpp://dcmsme.gov.in/NCEUS.html     •  hpp://dcmsme.gov.in/The_Challenge_of_Employment_in_India.pdf   •  www.rsby.gov.in   •  Aam  Admi  Bima  Yojana  -­‐  Life  Insurance  Corpora`on  of  India  www.licindia.in/aam_admi_features.htm   •  hpp://labour.nic.in/upload/uploadfiles/files/ActsandRules/SocitySecurity/TheUnorganisedWoekersSocialSecurityAct2008.pdf   •  WWW.rkvy.nic.in   •  hpps://www.npscra.nsdl.co.in   •  www.nsap.nic.in     TEAM  MEMBERS:   AAYUSH  MUDGAL   PIYUSH  JAIN   SHARBATANU  CHATTERJEE   TATHAGAT  GUPTA   UTSAV  SADANA  
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