This document discusses labour welfare and industrial hygiene. It provides definitions and outlines the origins, need, objectives, principles, scope, and approaches of labour welfare. Key points include: - Labour welfare originated after World War 1 and India followed ILO guidelines since 1919. It aims to improve employee development and working conditions. - Objectives include enhancing quality of work life, improving the industrial system, and increasing a sense of belonging among employees. - Principles include coordination, administration, quality control, and respecting employee values and traditions. - Labour welfare includes voluntary and statutory efforts to better employee conditions, such as benefits, safety measures, and family support. It applies to various industries and organizational

1. Labour Welfare and
Industrial Hygiene

2. Origin of the concept…
• First world war 1914-18.
• India being one of the founder member .
• India followed International Labour
Organisation (ILO) since 1919.
• Many labour legislations have been introduced
by central and state government
• Various agents and mediators also appointed for
this task.

3. Need for Labour Welfare
The Objectives and principles of labour welfare includes,
• Necessary for Industrial System.
• Rural and agriculture turns to urban and Industry.
• Key role in Economic Development.
• Need felt seriously by the Royal Commission of labour
in 1931.
• Increases the employees belonging towards orgn.
• Encourages Healthy and cordial relationships.

4. Objectives of Social Welfare
[2004/06/09]
• Improvement and Development of employees.
• High standards of work, apart from other labour
legislations.
• Improvement in Quality of work life (QWL)
• Improve the Industrial system, and conditions
of work.
• Enhance sense of belonging, responsibility and
dignity among the employees.

5. Principles of labour welfare(2009)
• Carried At all levels in the organisation.
• Proper Co-ordination and Co-operation.
• Is handled by the Administration.
• Periodical check, Quality control.
• Believes in Mental, physical, emotional and
moral well-being of the employees.
• Welfare of not only employees but his family.
• Respects values, beliefs and tradition.

6. Definitions
• Welfare basically means-
wellness, health, happiness, cordial
relations, prosperity.
• It is a desirable state of existence involving the
physical, mental, moral and emotional stability.
• Labour welfare are the voluntary efforts by the
management.
• Industrial/labour welfare also refers to the Statutory
and voluntary efforts made for betterment of the
labour
• Some of the welfare benefits commonly used are as

7. Welfare measures handled : -
Intra-mural activities Extra- Mural activities
• Drinking Water • Health and medical
• Toilets/ Spittoons. benefits.
• Washing facilities. • Maternity benefits.
• Occupational Safety. • Insurance.
• Day-care centre. • Gratuity, P.F.
• Educational benefits

8. Scope of labour welfare [2006]
• Industrial Establishments.
• Factory workers.
• Organisational Employees.
• Family benefits.
• Medical benefits
• Insurance.

9. Approaches to labour welfare
(2003/05)
• The Policing theory of labour welfare.
• The religion theory.
• Philanthropic theory.
• Paternalistic theory.
• Placating theory.
• Public Relations.
• Functional Theory.
• Social Theory.

10. Approaches to labour welfare….
• Approaches to labour welfare gives a clear idea
about the attitudes, beliefs and traditions applied by
the labour welfare agencies.
• Many organisations are becoming aware of the
welfare facilities being provided to its employees.
• employers are establishing welfare standards
voluntarily, willingly an enthusiastically.
• Welfare benefits not only extended to self but the
society also.
• Many approaches have been designed in this
perspective.

11. I) The Policing Theory
• This theory is basically meant for making the
employees and the workers availed with the basic
facilities needed. E.g- latrines, drinking
water, enough rest and lunch intervals, etc.
• In this approach the government has introduced
the practices to control the exploitation of
workers by their management/ employer. E.g-
heavy work load and less payments, very small
time intervals, no freedom of speech, etc.
• In case of non completion of the above, the
management is liable to get a severe punishment.

12. II) The religion Theory
• This theory believes in two key approaches:-
1) The Investment. &
2) 2)The Atonement ( punishment)
The Investment theory explains the welfare
benefits provided to the workers is the current
Investment made for future progress.
“Man is a religious animal”
“Raw fruit today, flourish to tomorrow.”
The atonement approach says,

13. If the employees/workers are not getting availed
with the benefits, it is a part of there sins in the
past.. They need to be atone for that purpose.

14. III) Philantropic approach
• This is a benevolent approach which has a keen
interest in “giving strategy”.
• Provisions for good conditions of work, day-
care facilities for children, canteens, washing
facilities. (In regards to the employees)
• And rehabilitation of disabled people, working
boys/girls hostel facilities, donations to NGO‟s,
• Rewards to the educational institutions, etc.
This theory is only encouraged for the well being
of internal and external environment.

15. IV) Paternalistic Approach
• In this theory, the owner, occupier or the
employer, holds the funds of the Industry in a
trust.
• This trust consist of board or trust members,
and any amount to be spent in favor of the
employees and the society is first being taken in
discussion.
• It creates a good moral for the internal and
external envoirnment.
• Also known as the trusteeship theory of labour
welfare.

16. V) The Placating theory
• This theory mainly responds to the peaceful
measures applicable for the workers and
employees.
• Application of this theory is basically meant for
the organized and committable/ enthusiastic.
• This theory enables the employees to be pleased
and oblige with the provided welfare benefits.

17. VI) Public Relations Theory
• This theory basically focuses on the attraction or
goodwill for the industry.
• In this theory the welfare benefits are directly
related to the impression of the Industry.
• Impression with the point of view of internal
and external envoirnment.
• E.g- the In -house employees and the visitors
too.

18. VII) Functional Theory
• This theory believes the high productivity/
outcome of employees, by providing them the
welfare benefits.
• Approach expects the results in the
employees/workers efficiency and effectiveness
on work.
• This concepts is commonly used in nature.
• Also known as the efficiency theory of labour
welfare.

19. VIII ) Social theory
• This theory believes in well being of the society
with the employees.
• Various provisions related to the society are to
be established with this theory.
• Therefore this theory results in enhancing the
condition / state of the society .

20. Limitations of labour welfare
• Available in Statutory and non-statutory mode.
• Separate investments to be done for giving
welfare benefits.
• Chances of employees/workers to take undue
benefit of such measures.
• Needs to be very well studied and analyzed.
• Should result in result orientation.
• Should be flexible and not rigid.

21. Labour Welfare Officer
• Introduction:- Labour Welfare officer is being
appointed in any establishment wherein 500 or
more workmen are employed on any-day
preceding 12 months.
• The intention behind his appt. is to minimize to
end the mal practices in jobber system.
• This appointment is made under The factories
Act, 1948.
• Approved by the state labour commissioner.

22. Qualifications of L.W Officer
[2006]
• Min Qualification University master‟s degree.
• Degree or Diploma in Social Sciences or Social
Work or social welfare from a recognized
institute.
• Knowledge of local language is essential.
Or which is spoken by majority of working class.
• According to the legislation, he has to be a head
of the department in the organisation.

23. • In case of his termination of service, special
permissions needs to be obtained by
government.
• He should have passed viva-voce test by
Commissioner of labour, and get himself
enrolled with the labour officers list maintained
by Commissioner of labour.
• Viva-voce test contains:- general
knowledge, labour problems pertaining in State
of Maharashtra.
• Test is conducted in every Quarter‟s beginning.
January, April, July and October.

24. Functions/Duties of L.W. Officer
[2003/05]
• To Maintain discipline in the Organisation.
• To Maintain safety and Medical administration.
• Maintaining Wage and salary administration.
• Legislations related to the employee concern.
(labour safety /welfare)
• Supervision of health, safety, wealth
programmes.
• Counseling workers in personal, family and
work envoirnment

25. Continued:-
• Advising Management- apprenticeship, fringe
benefits, workers education, etc.
• Maintain the security for industrial
health, Industrial peace and resolving disputes.
• Arrangements for redressal of workers and
securing their Interest, grievance solving, etc.
• Analyzing the proper benefits for increasing the
productivity and overall growth.
• Working on various acts related to
environment, society, plantation and social
responsibility.

26. Difference between
[2004/ 06]
Personnel manager Welfare Officer
• Expertise in personnel • Expertise in legislative
Administration. and social administration
• Manage • Counseling, advising,
Induction, Training, to looking after welfare.
the workers • Supervision on the
• Supervision on welfare and safety
performance and overall measures for workers.
development of the
employees • Wherein 500 > workmen
• Any Organisation

27. Personnel Manager Welfare Officer
• Appointed by the • Appointed by the
management Commission of labour.
• To Develop • Do develop new
Organisational Skills . strategies for labour
welfare and safety
management.
• To Motivate the
employees and develop • To Create an impact on
sense of moral employees to safegaurd
their interest through
various measures.

28. lnter-relationship of Welfare with
Productivity
• Labour welfare is a very important concept in
labour welfare and HRM.
• After the period of Industrialization, it has
gained even much importance.
• The success of labour welfare measures, enable
to introduce more welfare policies.
• The labour welfare measures can be adopted as
per the capability of the Organisational
management.

29. • Labour are considered as the most active factor
of production, therefore, has to be maintained
and retained in a proper way.
• Therefore, labour welfare not only encourages
the employee or worker but also
his, personnel, family and societal life..
• Labour welfare supports employees
mental, physical, emotional Intellectual and
moral conditions.
• The Committee on Labour Welfare [ CLW]
supported employers and employees in this
process.

30. • Labour Welfare can be considered by 2
perspectives- 1)Negative and 2) Positive.
• Negative Perspective :Moreover concerned with
the employees/workers in Manufacturing/
production sector.
• Needs Investment to be done for a long period
Which might not really possible for the employer
and the management.
• Prediction of results cannot be done as it is
totally depending on workers perception.

31. • Positive perspective :
• Increase the motivation level of employees.
• Results in high end Morale in workers/employees.
• Employees enjoys their jobs and starts working
with enthusiasm.
• Also gives rise to the Healthy Communication
between superior and subordinates .
• Minimize conflict , indifferences and disputes
between the employees.

32. • The Labour Welfare has converted the
Humanitarian approach with the Utilitarian.
• Welfare policies makes employee‟s binding
with the Organisation.
• As a result, more output and high productivity
and indeed continuous and high profit margin.

33. Workers Participation in
Management [WPM]
• Workers/ employees are considered as the stake
holders of the Organisation.
• Worker is the most active support for the
organisation
• No process or system runs without the worker.
• It is very essential for the worker get freedom of
speech and right to demand.
• WPM not only increases the satisfaction levelof
the workers but also increase the overall morale.

34. • WPM encourages the cordial relationship
between superior and subordinates.
• Also it increases the belongingness of workers
towards the employment and superior.
• It is as good as considering the opinion of the
workers before decision making.
• Here workers acts as a co-decision maker.
• This fact also relates to the authority and
responsibility factor in the Organisation.
• The process matches both formal and informal
type of communication.
• Leader works on behalf of all employees.

35. Objectives of
WPM .
[ S.N 2009]
• To meet the
psychological
needs of the
workers.
• Self Interest
• Education.
• Satisfaction.
• Know
technology.

36. • Understand the Economy and Economic
conditions.
• Link between Management/Employer and
Worker.
• Sharing the voice and opinion of the worker.
• Creation of his own expertise, area of interest.
• Worker-management Co-operation was earlier
introduced by Mahatma Gandhi on voluntary
basis.
And already running successfully in many
countries like UK, France, Sweden, Germany.

37. Role of WPM in LW and IH
Three main Objectives
• Economic
1) Most Important
factor.
2) Make the employee
think rational
3) Economic welfare.
4) Motive of Industrial
Production.

38. • Social Objective
• Human being is a social being.
• Status in the society, with due respect.
• Healthy Industrial Relations.
• Positive Environment impact.
• Industrial Harmony.
• Growth with goodwill.

39. • Psychological Objective
• Change in Attitude.
• Not be Treated as mechanical
Instrument.
• Difference in perspective.
• Inputs for production process.
• Enhance Decision Making skills.
• Responsible employee.

40. Forms of WPM……..[2003]
• Co-partnership.
• Suggestion Scheme.
• Employee Representation on the BOD’s.
• Joint Management Council.
• Works Committee.
• Counseling/ Advising.
• Consulting.

41. Limitations of WPM/ Negativism
• Workers have insufficient Education.
• Incompetent.
• Cannot provide solutions on Technical
Complications.
• Can only be involved in certain scenarios.
• Instability of Labour/ Trade unions.
• Misunderstanding may create more
complications.

42. Workers Education Scheme
[2003/04/06]
Aims and Objectives
• It is important for Industrial peace and
Harmony, healthy Management- labour relations.
• Develop Effective trade unions through better trained
officials and more enlightened members.
• Enhance the leadership skills which enables the
worker in his development.
• Increase the total labour mass literacy.
• Better understanding of the problem, with effective
solutions

43. With the ref. to LW and IH
• To fulfill the Organisations requirements through
proper responsibility handling.
• The pre-condition of workers education literacy.
• Important consideration at the present stage of
developing country.
• To understand the workers privileges, rights and
obligations.
• Time-to-time training programs to upgrade the
workers knowledge.
• Minimize the Industrial Accidents and other
mishaps on the shop floor.

44. • National Commission on Labour, has said
that the labour‟s/ workers education should
have the following key areas to be studied:-
• This should employee independent, intelligent
and innovative.
• He should be responsible, alert, and self-
disciplined.
• Also Guided the National trade union centers to
arrange for the quality programs with the
Collaboration with some of the universities and
Institutions.

45. Suggestions to make workers
participation Successful……..
How to improve WPM?- [2003]
• Total Co-operation from the Collegues.
• Stress-free work environment, easy work
schedules, comfortable work shifts.
• Work related literacy. E.g- mechanics knowledge
to the mechanic/ worker.
• Strong faith in workers union, proper
communication.
• No political pressure, avoidance of cultural
barriers.

46. • Every department to be formed with separate
units and unions so as to get a feel of leadership
and team work to every Individual.
• More participation in the form of suggestion
schemes, advising ,counseling and consultation.
• Collective bargaining should gain importance in
the sense of together problem solving.

47. Statutory welfare amenities…..
• In the report presented by the
Investigation Committee , 1946,
the provisions related to statutory
amenities of labour welfare were
made.
• The cleanliness of the factory
premises and healthy environment is
now considered as a basic welfare
amenity.

48. • Also various welfare amenities such as pure
drinking water,
• medical benefits/ health check-ups for
employees and their family members
• Scholarships/ educational benefits for
employees children.
• Food and canteen facility.
• Crèches for the children of women employees.
• Transport ,etc.
• Housing/ Quarters, etc
• Also add in voluntary benefits schemes.

49. The Statutory Benefits can be
studied through the following
• The Government approach towards the labour
Welfare are been already discussed in the below
Acts:-
• The Factories Act, 1948
• The Plantation Act, 1951
• The Mines Act, 1952
• The Motor Transport Act.

50. The Factories Act, 1948
• Definition:
• The factories Act, 1948 is an Act to consolidate
and amend the law regulating labour in factories
The main object of the Factories Act, 1948 is to
ensure adequate safety measures and to promote
the health and welfare of the workers employed
in factories.

51. Scope/ Applicability
• The Act extends to whole of India
including Jammu and Kashmir and also
covers all manufacturing processes and
establishments falling within this definition
of „factory‟ as defined under Section 2 (m)
of the Act.

52. Administrative Machinery for
Implementation
• The State Government guides the whole
administration practices of the Act through the
following machineries:
• 1. Inspection staff
• 2. Certifying surgeons
• 3. Welfare officers
• 4. Safety officers

53. 1) The Inspecting Staff
• Appointment : Section 3
• Authorizes the State Government to appoint
Inspectors, Additional Inspectors and Chief
Inspectors, the persons who possess prescribed
qualifications.

54. • Section 8 (2) empowers the State Government
to appoint any person be to a Chief Inspector.
To assist him, The Government may appoint
Additional Joint or Deputy Chief Inspectors and
such other officers as it thinks fit [Section 8(2)].
Every District Magistrate shall be an Inspector
for his district.
• The State Government may appoint certain
public officers to be the Additional Inspectors
for certain areas assigned to them [Section 3 (5)].

55. • A Chief Inspector is appointed for the whole
state. He shall be in addition to the powers
conferred an a Chief Inspector under this
Act, exercise the power of an Inspector
throughout the State.
• Therefore, if a Chief Inspector files a
complaint, the Court can legally take cognizance
of an offence.
• The Additional, Joint or Deputy Chief Inspector
or any other officer so appointed shall in
addition to the powers of a Chief Inspector
exercise the powers of an Inspector throughout
the state.

56. 2) Certifying Surgeons
• Appointment- Section 10
provides for the appointment of the
certifying surgeons by the State Government for
the purposes of this Act to perform such duties
as given below within such local limits
• 1) The examination and certification of young
persons under this Act;
• (2) The examination of persons who are
engaged in factories in such dangerous
occupations or processes as may be prescribed.

57. • the exercising of such medical supervision as
may be prescribed for any factory or class or
description of factories where :
1)Causes of illness due to the nature of the
manufacturing process carried on.
2) By reason of any change in the manufacturing
process carried on or in the substances used
therein.
3) Young persons who are or are about to
be, employed in any work which is likely to
cause any injury to their health.

58. 3) Welfare Officers
Appointment:
Section 49 of the imposes statutory
obligation upon the occupier of the Factory of
the appointment of Welfare Officer‟s Wherein
500 or more workers are ordinarily employed.
Duties, qualifications and conditions of service
may be prescribed by the State Government.

59. 4) Safety Officers
• Appointment : Section 40 – B
• empowers the State Government for directing a
occupier of factory to employ such number of
safety officers as specified by it where more than
1,000 workers are employed or where
manufacturing process involves risk of bodily
injury, poisoning or disease or any other hazards
to health of the persons employed therein.
• The duties, qualifications an working conditions
may be prescribed by the State Government.

60. Measures taken by ,
The factories Act, 1948…..
The provisions related to the health, safety
work hours, welfare of the workers:-
• Health - Chapter III
• Safety – Chapter IV
• Welfare- Chapter V
• Working hours for adult workers- Chapter VI
• Working hours for young workers- Chapter VII

61. Health - Chapter III
(from: Section 11-20)
• Cleanliness: Section 11.
• Disposal of waste and effluents- Section 12.
• Ventilation and Temperature – Section 13.
To reduce excessive temperature at shop- floor
• Dust and Fumes- Section 14.
• Artificial Humidification- Section 15.
• Overcrowding- Section 16.

62. • Lighting : Section 17.
• Drinking water : Section 18.
• Latrines and Urinals : Section 19
• Spittoons : Section 20.
• Posting of a Notice : Section 16(3)

63. Safety- (Chapter- IV)
• Fencing of the Machinery – Section 21.
The safety fence near the machinery is made a
provision under this section:
• Such types of machinery or their parts are :
• Every moving part of a prime-mover and fly
wheel connected to a prime-mover. It is
immaterial whether the prime-mover of fly
wheel is in the engine house or net.
• Head-race and tail-race of water wheel and water
turbine.

64. • Any part of an electric generator, a motor or
rotary converter or transmission machinery
unless they are in the safe position.
• Every part of an electric generator, a motor or
rotary converter or transmission machinery
unless they are in the safe position.
• Every dangerous part of any other machinery
unless they are in the safe position.

65. Safety measures undertaken
(Section 22- 40-B )
• Lays down the procedure for
carrying out examination .
• 1)-(a) Such worker shall not
handle a belt at a moving pulley
unless.
• (i) The belt is not more than fifteen
centimeters in width;
• (ii) The pulley is normally for the
purpose of drive and not merely a
fly-wheel or balance wheel (in which
case a belt is not permissible);

66. • (iii) The belt joint is either laced or flush with the belt;
• (iv) The belt, including the joint and the pulley rim,
are in good condition,
• (v) There is reasonable clearance between the pulley
and fixed plant or structure.
• (vi) Secure foothold and, where necessary, secure
handhold, are provided for the operator and
• (vii) Any ladder in use for carrying out any
examination or operation aforesaid is securely fixed or
lashed or is firmly held by second person.

67. • (b) Without prejudice to any there provision of
this Act relating to the fencing of
machinery, every set screw, bolt and key on any
revolving shaft, spindle, wheel or pinion and all
spur, worm and other toothed or friction
gearing in motion with which such worker
would otherwise be liable to come into
contact, shall be surely be used to prevent such
contact.

68. Other Safety Provisions:
• Employment of young persons on dangerous
machines. – Section 23.
• Striking gear and devices for cutting off power-
Section 24.
• Self- acting Machines- Section 25
• Casting of new machinery – Section 26.
• Prohibition of employment for women and
children near cotton openers- Section 27

69. • Hoists and lifts- Section 28.
• Lifting machines, chains, Ropes and lifting
tackles – Section 29.
• Safety near revolving machinery- Section30.
• Pressure plant- Section 31.
• Floors, stairs, means of access- Section 32.
• Pits, sumps, opening in floors, etc- Section 33.
• Excessive weights : Section 34.
• Protection to the eyes: Section 35
• Precautions against dangerous fumes and gases-
Section 36.

70. • Precautions regarding the use of portable
electric light- Section 36A
• Explosive or inflammable dusk gas, etc-
Section 37
• Precautions in case of fire- Section 38
• Power to require specification on defective parts
or tests to stability: Section 39
• Safety of building or Machinery- Section 40
• Maintenance of Buildings or Machinery-
Section 40 A
• Safety officers- Section 40 B

71. Welfare measures-
Chapter V- [Section 42- 50]
• 1) Washing Facilities- Section 42
• 2) Facilities for storing and drying clothing
Section 43.
• 3)Facility for sitting/resting- Section 44.
• 4) First aid appliance – Section -45.
• 5)Canteens – Section 46.
• 6)Shelters, lunch rooms- Section 47.
• 7) Crèches- Section 48
• 8) Welfare officer –Section 49
• 9) Rules to supplement this chapter - Section50

72. Provisions regarding duty hours
for adult workers
• Chapter VI- [Section 51- 62]
• Weekly hours - Section 51
• Weekly holiday – Section 52.
• Compensatory Holiday- Section 53.
• Daily working hours – Section 54
• Intervals for rest – Section 55.
• Spread over – Section 56
• Night shifts- Section 57.

73. • Prohibition of overlapping shifts- Section 58
• Extra wages – Section 59 (1)
• Ordinary wages Section 59 (2)
• Rate for piece rate wages- Section 59 (3)
• Restrictions on double employment- Section 60
• Notice of periods of work for adult – Section 61
• Register of adult workers – Section 62

74. Provisions regarding employment
of young persons and children
• Chapter VII – [Section 67- 71]
• General prohibition as to employment of children-
Section 67.
• Employment of children and adolescents- Section 68.
• Certificate of fitness- Section 69.
• Certificate of fitness to work as a child-
Section 69(2) (a)
• Working hours for the children –Section 71.

75. Penalties and Procedures
• Chapter X - [Section92- 94]
• In case of Contravention of the above rules, the
occupier or the manager shall be guilty
of an offence:
1) Imprisonment- may extend to 2 years, or
2) Fine- may extend to Rs. 1 lakh or both.
Non followance of the rule: for contravention
Fine of Rs. 1000/- for each day, till contravention
continues.

76. • Section 92 provides contravention to any
provisions in chapter IV or under section 87
( resulted in accidental death/ permanent
disability of earning member of the family.)
• Fine- not less than Rs. 25000/- in the case of
death. And Rs. 5000/- in case of serious injury
caused.

77. • Section 94 - covers penalty after the previous
conviction under section 92.
• For the Individual who is again guilty of an
offence including contravention of the above
provision.
• Punishment –
• Imprisonment- may extend 3 years or
• Fine- not less than Rs. 10,000 which may
extend to Rs. 2 lakh or both.

78. • Section 95
• Penalty for Obstructing the Inspector
• Imprisonment for – 6 months or
• Fine- Rs. 10,000/- or Both
• For obstructing the inspector in doing any
duties.
• Or refusal on the demand of required files or
other documents.

79. Plantation Act, 1951
• Applied for the workers ,working on the farms
of Tea, Coffee, rubber.
• The Act applies to the provisions for
housing, medical aid, recreational facilities as per
framed by the State government.
• The workers are also entitled with the sickness
allowance and maternity allowance under the
prescribed conditions.

80. The Mines Act 1952
• Provides the application for provisions of
Health, Safety and welfare of the workers ,
working in mines.
• Also the basic facilities to be given to the
workers of pure drinking water and adequate
toilet facilities.
• It also provides the rules regarding first aid
provision and immediate response by
management.

81. The Motor Transport Act, 1961
• As the name indicates, the act is applicable to
the Companies providing motor and transport
facilities.
• The act has the provision for providing adequate
accessories such as uniforms, raincoats and
protection devices to the drivers.
• First aid kit and adequate facilities for the place
of halt or rest rooms.

82. Amenities described in main
report of labour Investigation
Committee
• Sanitary and hygienic Facilities.
• Rest Facilities.
• Feeding Facilities
• Medical Facilities.
• Occupational services and Educational facilities.
• Crèches and housing facilities.
• Transport Facilities

83. Chapter 5.
• Non-Statutory welfare
Amenities

84. Role of Trade union
• “Trade Union is the continuous long period
worker‟s organization which is meant for
attainment of specific objectives to protect the
interests of its members and for the
improvement of labour relations.”
- Dale Yoder

85. Role of Trade Union
• The role of trade union involves the following :-
• (i) To improve working and living conditions of
the workers.
• (ii) To secure fair wages for themselves.
• (iii) To promote individual and collective
welfare.
• (iv) To safeguard security of tenure and
improve conditions of service.
• (v) To enlarge opportunities for promotion and
training.

86. • (vi) To provide educational, cultural and
recreational facilities.
• (vii) To promote identity of the interests of the
workers with their industry.
• (viii) To co-operate and facilitate technological
progress by explaining the workers the problems
and advantages of such progress.
• (ix) To develop sense of responsibility towards
industry and community amongst the members.
• (x) To fulfill certain social responsibilities such as
integration, influencing socio-economic policies of
local community through active participation etc.

87. • (xi) To acquire control of industry by
workers.
• (xii) To develop self confidence and
sincerity, honesty and discipline amongst the
members.
• (xiii) To promote morale of the workers.
• (xiv) To promote national integration.

88. NGO’S and Local Government
NGO‟S- Non-governing Orgsanisation
• Basically meant for the well being of the society.
• NGO‟s are also known as non- profit making
organisation.
• NGO‟s also of the society by work in good
faith.
• NGO‟s also provide the helping hand to the
needed part of the society, as free
education, free medical camps/ check-
ups, medication,work opportunities, etc.

89. ILO and ILC
• ILO- International Labour Organisation.
• ILC- International Labour Council.

90. History of ILO
• ILO‟s work is the importance of cooperation between
governments and employers‟ and workers‟
organizations.
• The International Labour Organization is the United
Nations specialized agency devoted to advancing
opportunities for women and men to obtain decent
and productive working conditions of
freedom, equity, security and human dignity.
• Since Beginning the ILO has sought to promote a
better life for all.
• Existence for more than 100 years.

91. Scope and Object of ILO/ILC
• Basically ILO and ILC are established for
safeguarding the interest of workers or the
working class.
• It supports with the statutory provisions to be
made applicable by the employers.
• To understand the practical problems faced by
the working class and to try and resolve it.
• Even the provisions to be made on national and
International basis.
• Monetary /Financial help also provided as a
result of good performance.

92. ILO/ILC Structure
• It is a permanent working organization.
• The Members of the International Labour
Organization shall be the States which were
Members of the Organization on 1 November
1945.
• Any original member of the United Nations and
any State admitted to membership of the United
Nations by a decision of the General Assembly.

93. • The General Conference of the International Labour
Organization may also admit Members to the
Organization by a vote concurred in by two- thirds of
the delegates attending the session, including two-
thirds of the Government delegates present and
voting. Such admission shall take effect on the
communication to the Director-General of the
International Labour Office
• Therefore, there are three bodies handlying the
functions of ILO,
• 1)ILC 2)Governing body 3)International labour
Office

94. Functions of ILO/ILC
• The ILO is the international organization
responsible for drawing up and overseeing
international labour standards.
• It is the only 'tripartite' United Nations agency that
brings together representatives of
governments, employers and workers to jointly
shape policies and programmes promoting Decent
Work for all.
• This unique arrangement gives the ILO an edge in
incorporating 'real world' knowledge about
employment and work.

95. Provisions for women and
Children
• ILO/ ILC has worked effectively for the
provisions towards women and children.
• They have protected the interest of women
employees by establishing new standards of
work and the work timings.
• It has also set standard working conditions with
regards to the small working children in the
factory establishments.
• ILO/ILC acts as a good support in favour of
the above class

96. Labour welfare measures by the
Trade Union
• To safeguard the workers services and better working
conditions.
• To provide appropriate wage scale according to the
job done.
• To improve Industrial hygiene and overall work
atmosphere.
• To encourage individual and collective efforts for
productivity.
• Concentrate on workers education and upgradation.

97. • Provide financial support services by the co-operative
society and loans and funds.
• Health and family planning program.
• Worker‟s family literacy and social learning
enhancement.
• Welfare centers and consultancy for well-being of the
worker.
• Safety related applications and consequences.
• Transportation and other amenities, etc.
• National saving schemes.

98. Also be known to the associations
like:-
• Textile Labour Association- Ahmedabad.
• Rashtriya Mill Majdoor Sangh/ Mill Majdoor
Sabha.
• Dock Union Movement.
• Railway Majdoor Union- Kanpur, etc

99. Corporate social Responsibility
[CSR] [2009]
• CSR is becoming a very popular term in today‟s
Era.
• It has achieved tremendous response from the
society.
• Basically CSR is meant to provide the help to
the needed part of the society, such as
orphanage, child labour, disabled
children, Infected children, etc.

100. • Ultimately CSR is distribution of Corporate profits in
Society.
• Social allocation of resources is managed by CSR.
• CSR also helps in the changes happening in the
society.
• Basically makes a strong relationship between
corporate and society.

101. Examples of CSR
• SAIL – Agriculture, sports, pollution control.
• Colgate – Free dental check-ups and camps,
• Hindustan Liver – Animal care , veterinary
services.
• Reliance- Rural Development and adult
education.
• Patni and Cybage- distribution of free study
material in rural areas.
• P & G- providing solar systems in villages,etc.