welfare administration in industrial setting

1. TOPIC-WELFARE ADMINISTRATION IN
INDUSTRIAL SETTING
SUBMITTED TO : DR. R K BHARTI
SUBMITTED BY:
PRIYANKA BHASKAR
M.S.W(III SEM)
ROLL NO. -25

2. INTRODUCTION
Social welfare administration has twin concepts of
social welfare and administration embedded in it
.Thus it requires an understanding of welfare and its
origins as well as administration as a goal for
achieving welfare.
Social welfare administration refers to the process of
applying professional competence to implementing
certain programmes of social welfare through social
agencies in fulfillment objects and policy of the
agency.

3. DEFINITIONS
SOCIAL WELFARE ADMINISTRATION
ACCORDING TO ARTHUR DUNHAM
[1962]
“ Administration is the process of supporting or facilitating
activities a social agency. Administration activities range
from the determination of function and policies, and
executive leadership to routine operations such as keeping
records and accounts and carrying on maintenance or
services”

4. INDUSTRIAL RELATIONS
Industrial relation is defined as relation of individual or group of
employee and employer for engaging themselves in way to maximize
the productive activities.
In the words of Lester “industrial relation involves attempts at arriving
at solutions between the conflicting objectives and values between the
profit motive and social gain; between discipline and freedom, between
authority and industrial democracy: between bargaining and co-
operation :and between conflicting interests of the individual, the
group and community.

5. WELFARES SCHEMES AND
INDUSTRIAL RELATIONS
“Work safe productive and environmentally sound is
the key to economic and social progress everywhere”.
The wages and employment conditions determined by
labours market profoundly affect the quality of life of
workers and their families.

6. ROLE OF WELFARE SCHEMES
FOR WOMEN WORKERS
In the case of women workers, welfares measures have
a decisive role to play. Women workers contribute to
development of national economy. Women, apart from
their work, usually spend more than 10-12 hours per
day for children, household chores as well as collection
of fuel, fodder, water etc. Women workers supplement
the incomes of poor households. They have to face
many problems due to family responsibilities limited
mobility and social restrictions.

7. LABOUR ADMINISTRATION
Administrative machinery at the central and state level
should be strengthened by filling up all the vacant and
of labour statistics. Appropriate governments
/organisations concerned with the implementation of
labour welfare programmes should maintain and
arrange up to date statistics. For this purpose skilled
manpower should be employed and there should be
proper coordination among these bodies.

8. LABOUR WELFARE FUNDS
To finance welfare activities in industrial undertakings
owned and controlled by the Government of India
initiated an experimental scheme in 1946 .
The Railway board and major ports were excluded from
the purview of this schemes. The main aim of this scheme
is to introduce such of the measured as were outside the
scope of the existing statutory provisions in this respect.
The fund has been built up from the contribution of
worker.

9. WELFARE ACTIVITIES BY
EMPLOYERS
Some of the most prominent employers such as
Buckingham and Carnatic mills, madras, the Delhi
cloth and general mills, Delhi and the British India
corporation Kanpur, have played a significant role in
providing welfare facilities in their work places over
and above what is laid down by law. The employers
have now realized that welfare is an important aspect
of human relations, it is beneficial to the industry as to
workers.

10. WELFARE ACTIVITIES OF
THE GOVERNMENT OF
INDIA
The government of India did not do much in the field
of labour welfare till the second world war. An All-
India welfare conference was held at Bombay in 1922.
It was only during second war that the Government of
India started taking active interest in labour welfare.
They introduced schemes of labour welfare in their
ordinance, ammunition and other factories engaged in
war production.

11. WELFARE MEASURES IN
PLANTATIONS
Due to certain historical and geographical factors, the
plantation industry was obliged in early times to
provide accomodation to its employees. The
plantations are not grown in the neighbourhood of an
already populated area. Workforce was not available
locally for opening out virgin lands for cultivation,
except the abovigines as tribal settlements. Therefore,
labour had to be improved from villages in plains. The
labour recruited in this manner had to be housed by
the planters.

12. LEGISLATIVE ENACTMENT ON
LABOUR WELFARE IN
PLANTATION
Before independence, the only specific legislative
enactment covering plantations was the tea district
emigrant labour Act 1932. It was intended to regulate
employment of labour in the tea gardens of Assam
though workmen’s compensation Act, 1923, was
applied to plantation workers, it did not confer any
substantial benefit on them as accidents were recurrent
in plantation. The payment of wages Act, 1936 though
applied to plantations was concerned with the mode
of payment of wages only.

13. NEED FOR INDUSTRIAL
RELATION
Need of industrial relation has arisen to defend the
interest of workers for adjusting the reasonable salary
or wages. It also help the workers to seek perfect
working condition for producing maximum output.
Workers/employees are concerned with social security
measures through this industrial relations is also
needed for achieving the democracy by allowing
worker to take part in management, which helps to
protect human rights of individual.

14. THE NATIONAL COMMISSION
ON LABOUR (NCL)
Also emphasize on the same concept according to
NCL, industrial relations affect not merely the interests
relations of the two participation labour and
management but also the economic and social goals to
which the state addresses itself. To regulate these
relations in socially desirable channels is a function,
which the state is in the best position to in fact,
industrial relation encompasses all such factors that
influence behaviour of people at work.
A few such important factors are below:

15. CHARACTERS
It aims to study the role of workers unions and
employers federations officials, shop stewards,
industrial relations officers/manager/ mediator/
conciliators/ arbitrator/ judges of labour court,
tribunal etc.

16. INSTITUTION
It includes government, employers, trade unions,
union federations or associations, government bodies,
labour courts, tribunals and other organizations which
have direct or indirect impact on the industrial
relations systems.

17. METHODS
Methods focus on collective bargaining, workers
participation in the industrial relations schemes,
discipline procedure, grievance redressal, machinery,
dispute settlements machinery working of closed
shops, union reorganization, organization of protests
through methods like revisions of existing sales,
regulations, policies, procedures, wearing of labour
courts tribunals etc.

18. THE PLANTATION LABOUR ACT
(1951)
The conditions of plantation workers are statutorily
governed by the plantations labour Act 1951, as also a
host of other labour enactments. This act is a central
legislation administration by state government
through rules framed by them. The plantation labor
Act covers both conditions of work and living in
plantation. Provisions in the plantations labour act* are
the following.

19. CONDITIONS OF WORK
• Duration of work
• Weekly rest days
• Employment of women and
children
• Annual and sickness leave
overtime
CONDITIONS OF LIVING
• Housing
• Medical care
• Creche
• Canteen
• Education of children
• Protective clothing
• Conservancy
• Drinking water
• Recreational facilities

20. OTHER LEGISLATIONS
In addition to the plantations labour Act 1959
conditions of work are covered by a number of their
legislations. They can be divided into five categories.

21. WAGE RELATED
THE MINIMUM WAGES ACT, 1948
The act has been enacted primarily with the object of
protecting workers employed in factories against
industrial and occupational hazards.
For that purpose, it seeks to impose upon the owner or
the occupier certain obligations to protect the workers
and to secure for them employment in conditions
conductive to their health and safety.

22. THE PAYMENT OF WAGES
ACT 1936
The payment of wages Act regulates the payment of wages to certain classes
of persons employed in industry and its importance cannot be under
estimated the act guarantees payment of wages on time and without any
deductions except those authorized under the act provides for the
responsibility for payment of wages, fixation of wage period, time and mode
of payment of wages permissible deduction as also casts upon the employer a
duty to seek the approval of the government for the acts and permission for
which fines may be imposed by him and also sealing of the fines.

23. THE EQUAL REMUMERATION
ACT, 1976
The Equal Remuneration Act, 1976 aims to provide for
the payment of equal remuneration to men and
women workers and for the prevention of
discrimination, on the ground of sex, against women in
the matter of employment and for matters connected
there with or incidental there to.

24. JOB SECURITY RELATED
THE INDUSTRIAL EMPLOYMENT (STANDING ORDERS)
ACT , 1946
•To require employers to define the conditions of work
•To bring about uniformity in terms and conditions of employees
•To minimize industrial conflicts
•To foster harmonious relations between employers and
employees
•To provide statutory sanctity and importance to standings
orders

25. EMPLOYMENT INJURY OR
DEATH-RELATED
THE WORKMEN’S COMPENSATION ACT, 1923
The Workmen’s Compensation Act , 1923 aims to provide
workmen and/or their dependents some relief in case of
accidents arising out of and in the course of employment
and causing either death or disablement of workmen.

26. SOCIAL SECURITY-RELATED
THE EMPLOYEE’S PROVIDENT FUNDS AND
MISCELLANEOUS PROVISIONS ACT, 1952
The Employees Provident Funds Act, 1952 is enacted to
provide a kind of social security enacted to provide a kind of
social security to the industrial workers. The act mainly to
the industrial workers. The act mainly provident fund,
retirement and due superannuation pension, invalidation
pension, family pension and deposit linked insurance.

27. MISCELLANEOUS
THE FACTORIES ACT, 1948
The act has been enacted primarily with the object of
protecting workers employed in factories against
industrial and occupational hazards.

28. THE MATERNITY BENEFIT
ACT, 1961
To protect the dignity of motherhood by providing
complete and healthy care to women and her child
when she is unable to perform her duty.
To give the assurance that her rights will be looked
after while she is at home to take care for her child.

29. REFERENCES
• WELFARE SCHEMES AND
INDUSTRIAL RELATIONS
• LABOUR ADMINISTRATION
IN INDIA- RAM CHANDRA
PRASHAD

30. THANK YOU