The document discusses provisions of Indian labor laws relating to worker welfare and safety under the Factory Act of 1948 and other acts like the Mines Act and Plantations Labor Act. It outlines sections of the Factory Act dealing with safety provisions, welfare provisions, provisions for women workers, and the powers to make supplementary rules. It also summarizes a few key court cases related to interpretation of sections of the Factory Act. The second question discusses the role of ethics codes in organizations for managing employee discipline and grievances. It outlines benefits of ethical leadership, employee behavior, and organizational culture. It also suggests ways to effectively handle grievances. The third question briefly discusses the role of the International Labour Organization (ILO) in promoting healthy industrial relations in
This document discusses social welfare administration in industrial settings. It provides definitions of social welfare administration and industrial relations. It discusses the role of welfare schemes for women workers and the need for industrial relations. It outlines various welfare activities by employers, the government of India, and in plantations. It describes legislative enactments related to labour welfare and the Plantation Labour Act of 1951.
Welfare administration in industrial settings NIDHIDIWAKER1
This document discusses welfare administration in industrial settings. It begins by outlining the contents which include an introduction to welfare administration in industries, objectives of labor welfare, importance of labor welfare, and relevant welfare legislative acts. It then discusses key aspects of welfare administration in industries like improving workers' physical, mental, and moral conditions through housing, medical care, education facilities, and more. The objectives and importance of labor welfare are also summarized as improving workers' living standards, productivity, and sense of belonging. Finally, the document outlines statutory welfare schemes mandated by law and non-statutory schemes voluntarily provided by employers.
The document outlines the role and responsibilities of a Welfare Officer as appointed under the Factories Act of 1948 in India. A Welfare Officer must be appointed for factories with 500 to 2000 workers, with an additional officer for every 2000 workers thereafter. The officer is responsible for maintaining harmonious employee relations, addressing grievances, acting as a liaison, advising on statutory compliance and welfare facilities, and encouraging committees. However, the Welfare Officer cannot handle disciplinary cases or represent the factory against workers.
This document discusses labour welfare in India. It begins by defining labour welfare as anything provided to employees over and above wages to improve their comfort and motivation. This includes facilities like healthcare, housing, transport, recreation, education and more. Labour welfare is important for employee retention, good employee relations, and motivation. It can be statutory, mandated by law, or non-statutory and voluntarily provided. The document outlines several examples of statutory and non-statutory welfare schemes and programs implemented across various industries in India.
The document discusses the duties and responsibilities of a Labour Welfare Officer according to the Factories Act of 1948 in India. A Labour Welfare Officer acts as an advisor to both management and workers, helping to resolve disputes and improve workplace conditions. Their key duties include supervising health, safety and welfare programs; advising managers on compliance with labour laws and developing training programs; liaising with workers, management, and external agencies; and providing counselling to employees.
The document discusses collective bargaining, which it defines as the negotiation process between employers and employee representatives to establish mutually agreeable employment terms and conditions. It involves discussions and proposals between the two parties with the goal of reaching an agreement that benefits both sides. Collective bargaining aims to resolve disputes in a democratic manner, avoid third party intervention, and establish fair employment standards through good faith negotiations.
The document discusses labour welfare in industries. It outlines that labour welfare aims to improve working conditions and maintain good industrial relations. It includes facilities to ensure employee well-being and increase living standards. Labour welfare is provided by governments, employers, unions and other organizations. It has become more important with industrialization and globalization.
This document discusses labour welfare in India. It defines labour welfare as benefits provided to employees beyond wages to improve their comfort and well-being. Labour welfare is important to boost employee morale, motivation, and retention. It can include statutory schemes mandated by law as well as voluntary non-statutory schemes. Statutory schemes cover facilities like drinking water, seating, first aid, toilets, and canteens, while non-statutory schemes include health checks, flexible schedules, leave policies, and insurance. The goals of labour welfare are to improve workers' lives, make them satisfied, relieve work fatigue, and boost productivity and efficiency.
This document discusses social welfare administration in industrial settings. It provides definitions of social welfare administration and industrial relations. It discusses the role of welfare schemes for women workers and the need for industrial relations. It outlines various welfare activities by employers, the government of India, and in plantations. It describes legislative enactments related to labour welfare and the Plantation Labour Act of 1951.
Welfare administration in industrial settings NIDHIDIWAKER1
This document discusses welfare administration in industrial settings. It begins by outlining the contents which include an introduction to welfare administration in industries, objectives of labor welfare, importance of labor welfare, and relevant welfare legislative acts. It then discusses key aspects of welfare administration in industries like improving workers' physical, mental, and moral conditions through housing, medical care, education facilities, and more. The objectives and importance of labor welfare are also summarized as improving workers' living standards, productivity, and sense of belonging. Finally, the document outlines statutory welfare schemes mandated by law and non-statutory schemes voluntarily provided by employers.
The document outlines the role and responsibilities of a Welfare Officer as appointed under the Factories Act of 1948 in India. A Welfare Officer must be appointed for factories with 500 to 2000 workers, with an additional officer for every 2000 workers thereafter. The officer is responsible for maintaining harmonious employee relations, addressing grievances, acting as a liaison, advising on statutory compliance and welfare facilities, and encouraging committees. However, the Welfare Officer cannot handle disciplinary cases or represent the factory against workers.
This document discusses labour welfare in India. It begins by defining labour welfare as anything provided to employees over and above wages to improve their comfort and motivation. This includes facilities like healthcare, housing, transport, recreation, education and more. Labour welfare is important for employee retention, good employee relations, and motivation. It can be statutory, mandated by law, or non-statutory and voluntarily provided. The document outlines several examples of statutory and non-statutory welfare schemes and programs implemented across various industries in India.
The document discusses the duties and responsibilities of a Labour Welfare Officer according to the Factories Act of 1948 in India. A Labour Welfare Officer acts as an advisor to both management and workers, helping to resolve disputes and improve workplace conditions. Their key duties include supervising health, safety and welfare programs; advising managers on compliance with labour laws and developing training programs; liaising with workers, management, and external agencies; and providing counselling to employees.
The document discusses collective bargaining, which it defines as the negotiation process between employers and employee representatives to establish mutually agreeable employment terms and conditions. It involves discussions and proposals between the two parties with the goal of reaching an agreement that benefits both sides. Collective bargaining aims to resolve disputes in a democratic manner, avoid third party intervention, and establish fair employment standards through good faith negotiations.
The document discusses labour welfare in industries. It outlines that labour welfare aims to improve working conditions and maintain good industrial relations. It includes facilities to ensure employee well-being and increase living standards. Labour welfare is provided by governments, employers, unions and other organizations. It has become more important with industrialization and globalization.
This document discusses labour welfare in India. It defines labour welfare as benefits provided to employees beyond wages to improve their comfort and well-being. Labour welfare is important to boost employee morale, motivation, and retention. It can include statutory schemes mandated by law as well as voluntary non-statutory schemes. Statutory schemes cover facilities like drinking water, seating, first aid, toilets, and canteens, while non-statutory schemes include health checks, flexible schedules, leave policies, and insurance. The goals of labour welfare are to improve workers' lives, make them satisfied, relieve work fatigue, and boost productivity and efficiency.
This document outlines a code of ethics for companies with the following key points:
1) Ethics among shareholders, directors, and management are necessary for companies to meet objectives and balance stakeholder interests.
2) Directors and management should carry out activities professionally and ensure compliance with applicable laws and the company's code of ethics.
3) Shareholders should configure the company to create sustainable wealth in an ethical manner and appoint directors who manage responsibly.
The document discusses the social welfare activities of JSW Steel Ltd. It outlines the company's vision, mission and values. It then describes the various welfare programs offered by JSW Steel for employees and society, including healthcare, education, training, accommodations, and community development initiatives. The social welfare activities aim to improve living conditions for employees and local communities.
This presentation discusses labor welfare in India. It defines labor welfare as anything provided beyond wages for employees' comfort and improvement, like facilities, benefits, and services. Statutory welfare measures are legally required and include amenities like drinking water, rest areas, medical care, and more. Non-statutory measures are voluntarily provided and include health insurance, flexible schedules, and other benefits. The objectives of welfare are to improve workers' lives, health, satisfaction, and productivity. Various types of welfare programs and facilities are outlined for organized sectors.
Rajendra Onkar Wagh is a human resources and industrial relations professional with over 20 years of experience. He has expertise in areas such as personnel management, industrial relations, administration, and statutory compliance. His most recent role was as Senior Level HR/IR professional at Jaslok Hospital in Mumbai, where he helped sign a union wage settlement and implemented a voluntary retirement scheme. He is seeking a new opportunity and can start immediately.
“TO STUDY EMPLOYEE HEALTH, SAFETY AND WELFARE AT SUMUL DAIRY”Rishi Patel
The document is a summer internship project report submitted by Richa Brahmbhatt to study employee health, safety and welfare at Sumul Dairy. It provides definitions of health, safety and welfare as per the Factories Act, 1948. It outlines various measures mandated under the Act pertaining to health including cleanliness, ventilation, lighting, drinking water etc. It also discusses safety measures such as fencing of machinery, safety of hazardous parts, prohibition of dangerous machines etc. Welfare measures outlined include washing facilities, sitting areas, first aid, canteen etc. The report aims to understand employee satisfaction regarding these facilities at Sumul Dairy through primary research.
An internal audit assesses a company's internal controls, processes, and compliance. It can uncover fraud, waste, or abuse by examining activities, employee behavior, and information systems on a daily, weekly, monthly, or annual basis. Departments may be audited more frequently depending on their importance.
A social compliance audit documents a company's social and ethical practices regarding society, the environment, shareholders, and employees. It focuses on issues like fair labor laws, sustainability, workplace conditions, harassment, and health and safety. The auditor remains impartial and collects evidence to report findings rather than judge the organization.
An employee interview checklist includes questions about working hours, wages, disciplinary practices, discrimination, freedom of association,
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
This document provides an overview of the candidate's career objectives and experience in human resources roles. Some key points:
- The candidate has over 7 years of experience in HR roles including talent acquisition, training and development, performance management, employee engagement, and statutory compliance.
- Their most recent role was as Senior Executive HR at Inyantra Technologies from July 2015 to present, where they managed various HR functions such as salary administration, talent management, and training.
- Prior to this, they worked as Senior Executive HR at Mold Tek Packaging from October 2012 to July 2015, where they also handled HR responsibilities like payroll, performance reviews, and employee events.
- The candidate aims to join a
Study on "Effect of Employee welfare measures on J.R.T rock products"abinmp8060
This project aims at studying and analyzing the safety and welfare measures of the employees. The project objective is to evaluate the effect of the welfare measures on employee morale and satisfaction level of employee about the work environment and to study and analyze the safety and welfare measures of the employee,to evaluate the effects of the welfare measures on employee morale,evaluate the satisfactory level of employee about the work environment ,the level of satisfaction of employees
IRJET- Employer and Employee Rights and ResponsibilitiesIRJET Journal
In 3 sentences or less:
The document discusses the rights and responsibilities of employers and employees. It outlines various health, safety, and legal obligations that employers have to provide a safe work environment and protect employee well-being. The document also describes employee responsibilities to follow workplace rules and complete tasks effectively. Both employers and employees need mutual understanding of their roles to maintain productive working relationships.
A project report on to study the welfare facilities provided in the bahety ch...Babasab Patil
The document discusses Bahety Chemicals and Minerals Pvt Ltd, a small-scale chemical company located in Dandeli, India. It provides details about the company's history, facilities, products, finances, and use of the McKinsey 7S framework for organizational analysis. Specifically, it notes that the company offers welfare facilities like housing, medical care, transportation, and a canteen for its workers. It also discusses the company's plans for expansion into new products and markets.
Industrial relations at bangladesh steel re rolling mills (BSRM)Samia Ibrahim
This document summarizes an industrial relations presentation about Bangladesh Steel Re-Rolling Mills (BSRM). It discusses BSRM's employee strength, trade union activities, collective bargaining agreements, health and safety practices, training programs, benefits and allowances for employees, and recommendations. The key points are:
- BSRM has over 1,800 employees across its rolling, melting, and other plants. The main trade union is Bangladesh Steel Rolling Shromik Kormochari League with over 370 members.
- The trade union represents workers and negotiates with management on their behalf through collective bargaining. It also works to improve members' welfare.
- BSRM provides health benefits like medical facilities and check
“Rights of the Garment workers in Bangladesh”MUNNA BHI
This document is a research paper on the rights of garment workers in Bangladesh. It begins with an introduction that provides background on the garment industry in Bangladesh and issues facing garment workers. It then outlines the objectives, methodology, and importance of the research. The body of the paper discusses key concepts related to garment workers' rights such as the definition of a garment worker, right to wages, leaves and holidays, welfare, compensation, leisure, medical facilities, trade unions, workplace safety, and legal remedies. It includes tables of contents and figures to illustrate topics. The conclusion restates the importance of the research for clarifying workers' rights and legal protections in Bangladesh.
This document provides information about a study on employee welfare facilities at HLL Lifecare Limited in Kanagala, India. It includes the company profile, objectives of the study which are to study existing welfare facilities, employee opinions, satisfaction levels, and suggestions for improvement. The methodology involved questionnaires and interviews. Key findings were that 90% of employees were aware of welfare facilities but 10% were not, and 70% felt satisfied with current facilities. Suggestions included improving canteen food quality and providing transportation for contract workers. The conclusion is that welfare facilities play an important role in employee motivation and productivity.
The document discusses employee welfare schemes and performance management at G4S, a global security company. It provides details on the company's insurance policies for employees, which include a group personal accident policy and mediclaim. It also describes an employee trust fund for financial assistance. The document outlines G4S's grievance process and performance review system, which rates employees as excellent, very good, good, average or below average based on factors like quality of work, initiative, and skills. It provides guidance on correctly completing performance development reports.
Industry Visit Report of Coast to coast (pvt). ltdSakhawat Hossain
This document provides an overview of industrial relations at Coast To Coast (Pvt.) Ltd., a garment manufacturing company in Bangladesh. It discusses the company's history and operations. It also summarizes key aspects of Coast To Coast's industrial relations practices, including collective bargaining, employee benefits, health and safety policies, and disciplinary procedures. The company aims to maintain harmonious relationships between management and employees through these industrial relations activities and policies.
The document discusses the roles and responsibilities of a labour welfare officer in factories in India according to the Factories Act of 1948. A labour welfare officer acts as an advisor, counselor, and liaison between factory management and workers to improve efficiency, productivity, and profitability. Their main duties include supervising welfare programs, advising management on policies, resolving disputes, and ensuring statutory obligations to workers are met to maintain harmonious industrial relations. They are also responsible for counseling employees and helping management shape labour policies that benefit both workers and the company.
This document discusses labor welfare in India. It defines labor welfare as voluntary efforts by employers to provide better working conditions beyond legal requirements. This includes facilities like lighting, ventilation, sanitation, breaks etc. It outlines various statutory welfare measures mandated by law like the Factories Act regarding facilities for washing, clothing, rest, first aid, canteens and creches. It also discusses non-statutory voluntary welfare efforts and the importance of welfare in improving productivity and employee well-being. Social security measures and funds in India to provide protection to workers are also summarized.
Labor Welfare and the Importance of LW OfficerAlan Shany
The document discusses the relationship between social work and labour welfare. It outlines the role of welfare officers in improving employee living and working conditions based on statutes like the Karnataka Factories Act and Mines Act. The duties of welfare officers include addressing grievances, promoting harmony between management and employees, advising on amenities and policies, liaising with relevant parties, and providing counseling services to support employee well-being and productivity. The overall objective is to eliminate exploitation of labor and develop sound labor administration practices through welfare programs and services.
this ppt help you understanding the employee grievances. i hope you enjoy this typical topic. thanks
Kishan Kumar Panday
Scholar of
Banaras Hindu University, varanasi
221005.
mobil 7238809900
NCV 3 Business Practice Hands-On Support Slide Show - Module 1Future Managers
This slide show complements the learner guide NCV 3 Business Practice Hands-On Training by Nickey Cilliers, published by Future Managers Pty Ltd. For more information visit our website www.futuremanagers.net
BSCI (Business Social Compliance Initiative) Code of Conduct & it’s practical...Amatun Noor
A guide-line is prepared according to BSCI Code of Conduct & Check list, update amendment, 2014 which may be needful for RMG factories to implement BSCI standard.
This document outlines a code of ethics for companies with the following key points:
1) Ethics among shareholders, directors, and management are necessary for companies to meet objectives and balance stakeholder interests.
2) Directors and management should carry out activities professionally and ensure compliance with applicable laws and the company's code of ethics.
3) Shareholders should configure the company to create sustainable wealth in an ethical manner and appoint directors who manage responsibly.
The document discusses the social welfare activities of JSW Steel Ltd. It outlines the company's vision, mission and values. It then describes the various welfare programs offered by JSW Steel for employees and society, including healthcare, education, training, accommodations, and community development initiatives. The social welfare activities aim to improve living conditions for employees and local communities.
This presentation discusses labor welfare in India. It defines labor welfare as anything provided beyond wages for employees' comfort and improvement, like facilities, benefits, and services. Statutory welfare measures are legally required and include amenities like drinking water, rest areas, medical care, and more. Non-statutory measures are voluntarily provided and include health insurance, flexible schedules, and other benefits. The objectives of welfare are to improve workers' lives, health, satisfaction, and productivity. Various types of welfare programs and facilities are outlined for organized sectors.
Rajendra Onkar Wagh is a human resources and industrial relations professional with over 20 years of experience. He has expertise in areas such as personnel management, industrial relations, administration, and statutory compliance. His most recent role was as Senior Level HR/IR professional at Jaslok Hospital in Mumbai, where he helped sign a union wage settlement and implemented a voluntary retirement scheme. He is seeking a new opportunity and can start immediately.
“TO STUDY EMPLOYEE HEALTH, SAFETY AND WELFARE AT SUMUL DAIRY”Rishi Patel
The document is a summer internship project report submitted by Richa Brahmbhatt to study employee health, safety and welfare at Sumul Dairy. It provides definitions of health, safety and welfare as per the Factories Act, 1948. It outlines various measures mandated under the Act pertaining to health including cleanliness, ventilation, lighting, drinking water etc. It also discusses safety measures such as fencing of machinery, safety of hazardous parts, prohibition of dangerous machines etc. Welfare measures outlined include washing facilities, sitting areas, first aid, canteen etc. The report aims to understand employee satisfaction regarding these facilities at Sumul Dairy through primary research.
An internal audit assesses a company's internal controls, processes, and compliance. It can uncover fraud, waste, or abuse by examining activities, employee behavior, and information systems on a daily, weekly, monthly, or annual basis. Departments may be audited more frequently depending on their importance.
A social compliance audit documents a company's social and ethical practices regarding society, the environment, shareholders, and employees. It focuses on issues like fair labor laws, sustainability, workplace conditions, harassment, and health and safety. The auditor remains impartial and collects evidence to report findings rather than judge the organization.
An employee interview checklist includes questions about working hours, wages, disciplinary practices, discrimination, freedom of association,
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
This document provides an overview of the candidate's career objectives and experience in human resources roles. Some key points:
- The candidate has over 7 years of experience in HR roles including talent acquisition, training and development, performance management, employee engagement, and statutory compliance.
- Their most recent role was as Senior Executive HR at Inyantra Technologies from July 2015 to present, where they managed various HR functions such as salary administration, talent management, and training.
- Prior to this, they worked as Senior Executive HR at Mold Tek Packaging from October 2012 to July 2015, where they also handled HR responsibilities like payroll, performance reviews, and employee events.
- The candidate aims to join a
Study on "Effect of Employee welfare measures on J.R.T rock products"abinmp8060
This project aims at studying and analyzing the safety and welfare measures of the employees. The project objective is to evaluate the effect of the welfare measures on employee morale and satisfaction level of employee about the work environment and to study and analyze the safety and welfare measures of the employee,to evaluate the effects of the welfare measures on employee morale,evaluate the satisfactory level of employee about the work environment ,the level of satisfaction of employees
IRJET- Employer and Employee Rights and ResponsibilitiesIRJET Journal
In 3 sentences or less:
The document discusses the rights and responsibilities of employers and employees. It outlines various health, safety, and legal obligations that employers have to provide a safe work environment and protect employee well-being. The document also describes employee responsibilities to follow workplace rules and complete tasks effectively. Both employers and employees need mutual understanding of their roles to maintain productive working relationships.
A project report on to study the welfare facilities provided in the bahety ch...Babasab Patil
The document discusses Bahety Chemicals and Minerals Pvt Ltd, a small-scale chemical company located in Dandeli, India. It provides details about the company's history, facilities, products, finances, and use of the McKinsey 7S framework for organizational analysis. Specifically, it notes that the company offers welfare facilities like housing, medical care, transportation, and a canteen for its workers. It also discusses the company's plans for expansion into new products and markets.
Industrial relations at bangladesh steel re rolling mills (BSRM)Samia Ibrahim
This document summarizes an industrial relations presentation about Bangladesh Steel Re-Rolling Mills (BSRM). It discusses BSRM's employee strength, trade union activities, collective bargaining agreements, health and safety practices, training programs, benefits and allowances for employees, and recommendations. The key points are:
- BSRM has over 1,800 employees across its rolling, melting, and other plants. The main trade union is Bangladesh Steel Rolling Shromik Kormochari League with over 370 members.
- The trade union represents workers and negotiates with management on their behalf through collective bargaining. It also works to improve members' welfare.
- BSRM provides health benefits like medical facilities and check
“Rights of the Garment workers in Bangladesh”MUNNA BHI
This document is a research paper on the rights of garment workers in Bangladesh. It begins with an introduction that provides background on the garment industry in Bangladesh and issues facing garment workers. It then outlines the objectives, methodology, and importance of the research. The body of the paper discusses key concepts related to garment workers' rights such as the definition of a garment worker, right to wages, leaves and holidays, welfare, compensation, leisure, medical facilities, trade unions, workplace safety, and legal remedies. It includes tables of contents and figures to illustrate topics. The conclusion restates the importance of the research for clarifying workers' rights and legal protections in Bangladesh.
This document provides information about a study on employee welfare facilities at HLL Lifecare Limited in Kanagala, India. It includes the company profile, objectives of the study which are to study existing welfare facilities, employee opinions, satisfaction levels, and suggestions for improvement. The methodology involved questionnaires and interviews. Key findings were that 90% of employees were aware of welfare facilities but 10% were not, and 70% felt satisfied with current facilities. Suggestions included improving canteen food quality and providing transportation for contract workers. The conclusion is that welfare facilities play an important role in employee motivation and productivity.
The document discusses employee welfare schemes and performance management at G4S, a global security company. It provides details on the company's insurance policies for employees, which include a group personal accident policy and mediclaim. It also describes an employee trust fund for financial assistance. The document outlines G4S's grievance process and performance review system, which rates employees as excellent, very good, good, average or below average based on factors like quality of work, initiative, and skills. It provides guidance on correctly completing performance development reports.
Industry Visit Report of Coast to coast (pvt). ltdSakhawat Hossain
This document provides an overview of industrial relations at Coast To Coast (Pvt.) Ltd., a garment manufacturing company in Bangladesh. It discusses the company's history and operations. It also summarizes key aspects of Coast To Coast's industrial relations practices, including collective bargaining, employee benefits, health and safety policies, and disciplinary procedures. The company aims to maintain harmonious relationships between management and employees through these industrial relations activities and policies.
The document discusses the roles and responsibilities of a labour welfare officer in factories in India according to the Factories Act of 1948. A labour welfare officer acts as an advisor, counselor, and liaison between factory management and workers to improve efficiency, productivity, and profitability. Their main duties include supervising welfare programs, advising management on policies, resolving disputes, and ensuring statutory obligations to workers are met to maintain harmonious industrial relations. They are also responsible for counseling employees and helping management shape labour policies that benefit both workers and the company.
This document discusses labor welfare in India. It defines labor welfare as voluntary efforts by employers to provide better working conditions beyond legal requirements. This includes facilities like lighting, ventilation, sanitation, breaks etc. It outlines various statutory welfare measures mandated by law like the Factories Act regarding facilities for washing, clothing, rest, first aid, canteens and creches. It also discusses non-statutory voluntary welfare efforts and the importance of welfare in improving productivity and employee well-being. Social security measures and funds in India to provide protection to workers are also summarized.
Labor Welfare and the Importance of LW OfficerAlan Shany
The document discusses the relationship between social work and labour welfare. It outlines the role of welfare officers in improving employee living and working conditions based on statutes like the Karnataka Factories Act and Mines Act. The duties of welfare officers include addressing grievances, promoting harmony between management and employees, advising on amenities and policies, liaising with relevant parties, and providing counseling services to support employee well-being and productivity. The overall objective is to eliminate exploitation of labor and develop sound labor administration practices through welfare programs and services.
this ppt help you understanding the employee grievances. i hope you enjoy this typical topic. thanks
Kishan Kumar Panday
Scholar of
Banaras Hindu University, varanasi
221005.
mobil 7238809900
NCV 3 Business Practice Hands-On Support Slide Show - Module 1Future Managers
This slide show complements the learner guide NCV 3 Business Practice Hands-On Training by Nickey Cilliers, published by Future Managers Pty Ltd. For more information visit our website www.futuremanagers.net
BSCI (Business Social Compliance Initiative) Code of Conduct & it’s practical...Amatun Noor
A guide-line is prepared according to BSCI Code of Conduct & Check list, update amendment, 2014 which may be needful for RMG factories to implement BSCI standard.
The document provides an overview of the BSCI (Business Social Compliance Initiative) Code of Conduct and its implementation. It outlines 15 key performance areas that companies should address to properly implement the Code, including establishing a social management system, ensuring workers' rights to freedom of association and collective bargaining, and developing a grievance mechanism. The document provides detailed guidance on the policies, processes, trainings, and documentation needed to effectively address each performance area according to the BSCI Code of Conduct.
This document discusses trade unions, their objectives, functions, and importance in industrial relations. It defines a trade union and explains that their primary purposes are to regulate relations between workers and employers, negotiate wages and conditions, and provide member services. The key functions of trade unions are militant functions like achieving higher pay and better work conditions, and fraternal functions like welfare measures and promoting growth. Finally, it provides examples of collective bargaining processes between trade unions and hotel management to resolve issues around reducing employee holidays and layoffs.
Employee discipline involves orderliness, consistency with accepted norms, and absence of chaos. It can be positive through rewards and leadership or negative through punishments. Causes of indiscipline include unfair practices, lack of leadership, communication barriers, unresolved personnel issues, victimization, and lack of a code of conduct. Principles of discipline include understanding human behavior, consultation, reasonable rules, emphasis on prevention, and impartial appeals processes.
The document outlines several measures that can be taken to prevent industrial disputes: 1) Model standing orders define terms of employment for workers and employers; 2) A code of industrial discipline voluntarily binds workers and employers to resolve issues through mutual negotiations; 3) Grievance procedures and works committees provide ways to address worker issues. Joint management councils and suggestion schemes also encourage cooperation between workers and management.
EMPLOYEE EMPOWERMENT & EMPLOYEE WELFARE, HUMAN RESOURCE MANAGEMENTAkhilesh Mishra
The document outlines topics related to employee empowerment and employee welfare in two chapters. Chapter 1 defines employee empowerment and discusses its characteristics, managers' responsibilities, necessary conditions, core dimensions, process, and forms. It also compares traditional vs empowered organizations and discusses pros and cons of empowerment. Chapter 2 defines employee welfare, discusses its objectives, purposes, types of welfare schemes and facilities, theories of welfare, and quality of working life. It provides details on various welfare activities and facilities organizations can offer employees.
The document discusses employee discipline and grievance procedures. It defines key terms like discipline, grievance, complaint, and dissatisfaction. Discipline aims to regulate employee behavior and encourage adherence to rules through rewards and punishments. A grievance is a formal complaint about unjust treatment that negatively impacts work relations or productivity. Grievances can arise from factual or perceived issues and should be addressed promptly through a grievance redressal procedure to resolve employee dissatisfaction and prevent escalation.
This document discusses key concepts in industrial relations. It begins by defining industrial relations and noting that there is no single agreed upon definition. It discusses the main parties involved - management, workers, unions, and the state. The objectives of industrial relations are outlined as bringing about sound relations between employers and employees, facilitating production, safeguarding rights, achieving harmonious relations, and avoiding work stoppages. Discipline, grievance handling, and collective bargaining are examined as important functions in industrial relations.
The document discusses worker empowerment and participation in management. It defines empowerment as allowing workers to take responsibility for improving their jobs and contributing to organizational goals. Worker participation involves giving workers influence over managerial decision making through various forms such as joint councils, worker directors, works committees, and grievance procedures. Successful participation requires a cooperative relationship between management and workers with trust and a genuine desire to understand each other.
Safety welfare & performance appraisal1Mahesh Kumar
The document discusses safety, welfare, and performance appraisal in organizations. It provides details on various welfare measures organizations implement, including washing facilities, clothing storage, first aid, cafeterias, shelters, and creches. It also discusses the need for performance appraisal to provide feedback, counseling, and determine training needs. Benefits of good safety include protecting employees, reducing absenteeism, retaining staff, improving reputation, and increasing productivity. The industrial and company profiles provide context on the textile industry in India.
Nebosh Course in chennai is an interesting and at the same time challenging course, designed to Face the international workplace environment.
NEBOSH Course is easy, when there is a proper class room training, revision, coaching, Mock test, from the course provide side and honest and focused preparation from students end.
Many candidates have fear to join and Face the NEBOSH examination.The Main Footer behind is fear of english language. For example: when Indian cricket players move to England, they should be ready to face the swing and bounce. They should practice and prepare for England pitch. https://fireandsafetycoursesinchennai.in/nebosh-course/
The document discusses various types of employee participation in management including informative, consultative, associative, and decisive participation. It also discusses the objectives of management in introducing workplace participation such as increasing employee motivation and commitment. Several examples of workplace participation structures are provided, including mill committees established in the textile industry, works committees under the Industrial Disputes Act of 1947, and joint management councils recommended under the Second Five-Year Plan. The document also discusses employee discipline procedures and considerations for determining appropriate penalties.
Employee Welfare
EMPLOYEE WELFARE
Introduction
Types of Welfare Facilities and Statutory Provisions
EMPLOYEE GRIEVANCES
Employee Grievance procedure
Grievances Management in Indian Industry
DISCIPLINE
Meaning approaches to discipline
Essential of a good disciplinary system
Managing difficult employees.
INDUSTRIAL RELATIONS
Overview of industrial relations and industrial conflict
INDUSTRIAL DISPUTES
Preventive and settlement machinery
Collective bargaining
Industrial relations scenario: current issues and future challenges
Books referred - P. Subba Rao (Personnel & Human Resource Managment) & K. Ashwathappa (Human Resource Management)
Social compliance in the garment industriesAna Sheikh
This manual provides the procedures to set up Code of Conduct According to ISO, WRAP, Compliance, Accord & Alliance to any Garments Industry.
It will also help in making a better environment.
Ensure motivational activity in the organization/ Factory.
This will also help to maintain a good employee relationship and a sound working environment in the organization.
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
https://rb.gy/usj1a2
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Top 10 Free Accounting and Bookkeeping Apps for Small BusinessesYourLegal Accounting
Maintaining a proper record of your money is important for any business whether it is small or large. It helps you stay one step ahead in the financial race and be aware of your earnings and any tax obligations.
However, managing finances without an entire accounting staff can be challenging for small businesses.
Accounting apps can help with that! They resemble your private money manager.
They organize all of your transactions automatically as soon as you link them to your corporate bank account. Additionally, they are compatible with your phone, allowing you to monitor your finances from anywhere. Cool, right?
Thus, we’ll be looking at several fantastic accounting apps in this blog that will help you develop your business and save time.
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Final ank Satta Matka Dpbos Final ank Satta Matta Matka 143 Kalyan Matka Guessing Final Matka Final ank Today Matka 420 Satta Batta Satta 143 Kalyan Chart Main Bazar Chart vip Matka Guessing Dpboss 143 Guessing Kalyan night
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSS
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
1. HOME ASSIGNMENT-1
Q1. Explain the provisions of the factory act 1948 relating welfare and safety workers.
The following sections 21 to 41 deal with the safety provisions for factory workers.
State of Gujarat vs. Jethalal 1964 SC - (Sec 21 – Fencing of machinery. ) That someone without the
approval or knowledge of the occupier has removed a safety mechanism, is no defense.
Finch vs Telegraph Construction and Maintenance Co - (Sec 35 - Protection to eyes) - Only hanging of
goggles is not enough but the workers must be informed of their whereabout.
The following sections 42 to 50 deal with the welfare provisions for factory workers.
Sec 42 Washing Facilities
Sec 43 Facility for drying and storage of clothes
Sec 44 Facility for sitting
Sec 45 First Aid Appliances
Sec 46 Canteen
Bengal Water Proof Workers vs State of West Bengal 1970 - Held that the liability of a company is only
to set up a canteen so that workers can take advantage of it. The terms and conditions of service of the
staff of the canteen do not come under that liability.
Sec 47 Shelter, rest rooms, and lunch rooms
Sec 48 Creche
Sec 49 Welfare Officer
Sec 50 Power to make rules to supplement this chapter: This includes requiring any factory or class of
factories to involve workers representatives in the management of welfare activities for the workers. It
also allows the state to exempt certain factories from welfare provisions, provided that alternative
arrangements are made.
Health and Safety In Mines - Mines Act 1952
Sec. 19 - Drinking Water
Sec. 20 - Conservancy (Latrines and Urinals)
Sec. 21 - Medical Appliances
Notice, Prevention, and investigation of Accidents and Diseases.
Health and Welfare In Plantations - Plantations Labor Act 1951
HeathDrinking water, conservancy, medical facilities, Annual leave with wages, sickness and maternity
benefits.
2. Welfare
Canteens for 150+ workers, creches, recreational, educational, and housing facilities.
Provisions for welfare of Women
Given in Factory Act :
Sec. 19 - Toilets and Urinals,
Sec. 27 - Prohibition of employing women and children near cotton openers.
Sec. 48 - Creches
Sec. 66 - Further restrictions on employment of women - no flex on working hrs, no change of shifts
except after holiday.
Maternity Benefit Act 1961
Equal Remuneration Act 1976
Q2. Discuss the role of ethical codes in economic discipline in organizations. Suggest various ways of
handling grievances also
Leadership Ethics
The ethics that leaders in an organization use to manage employees may have an effect on the morale
and loyalty of workers. The code of ethics leaders use determines discipline procedures and the
acceptable behavior for all workers in an organization. When leaders have high ethical standards, it
encourages workers in the organization to meet that same level. Ethical leadership also enhances the
company’s reputation in the financial market and community. A solid reputation for ethics and integrity
in the community may improve the company’s business.
Employee Ethics
Ethical behavior among workers in an organization ensures that employees complete work with honesty
and integrity. Employees who use ethics to guide their behavior adhere to employee policies and rules
while striving to meet the goals of the organization. Ethical employees also meet standards for quality in
their work, which can enhance the company’s reputation for quality products and service.
Ethical Organizational Culture
Leaders and employees adhering to a code of ethics create an ethical organizational culture. The leaders
of a business may create an ethical culture by exhibiting the type of behavior they'd like to see in
employees. The organization can reinforce ethical behavior by rewarding employees who exhibit the
3. values and integrity that coincides with the company code of ethics and disciplining those who make the
wrong choices.
Benefits to the Organization
A positive and healthy corporate culture improves the morale among workers in the organization, which
may increase productivity and employee retention; this, in turn, has financial benefits for the
organization. Higher levels of productivity improve the efficiency in the company, while increasing
employee retention reduces the cost of replacing employees
Grievance may be any genuine or imaginary feeling of dissatisfaction or injustice which an employee experiences about
his job and it’s nature, about the management policies and procedures. It must be expressed by the employee and
brought to the notice of the management and the organization. Grievances take the form of collective disputes when
they are not resolved. Also they will then lower the morale and efficiency of the employees. Unattended grievances
result in frustration, dissatisfaction, low productivity, lack of interest in work, absenteeism, etc. In short, grievance arises
when employees’ expectations are not fulfilled from the organization as a result of which a feeling of discontentment
and dissatisfaction arises. This dissatisfaction must crop up from employment issues and not from personal issues.
Grievance may result from the following factorsa. Improper working conditions such as strict production standards, unsafe workplace, bad relation with managers,
etc.
b. Irrational management policies such as overtime, transfers, demotions, inappropriate salary structure, etc.
c. Violation of organizational rules and practices
The manager should immediately identify all grievances and must take appropriate steps to eliminate
the causes of such grievances so that the employees remain loyal and committed to their work. Effective
grievance management is an essential part of personnel management. The managers should adopt the
following approach to manage grievance effectively1. Quick action- As soon as the grievance arises, it should be identified and resolved. Training must
be given to the managers to effectively and timely manage a grievance. This will lower the
detrimental effects of grievance on the employees and their performance.
2. Acknowledging grievance- The manager must acknowledge the grievance put forward by the
employee as manifestation of true and real feelings of the employees. Acknowledgement by the
manager implies that the manager is eager to look into the complaint impartially and without
any bias. This will create a conducive work environment with instances of grievance reduced.
4. 3. Gathering facts- The managers should gather appropriate and sufficient facts exp explaining the
grievance’s nature. A record of such facts must be maintained so that these can be used in later
stage of grievance redressal.
4. Examining the causes of grievance- The actual cause of grievance should be identified.
Accordingly remedial actions should be taken to prevent repetition of the grievance.
5. Decisioning- After identifying the causes of grievance, alternative course of actions should be
thought of to manage the grievance. The effect of each course of action on the existing and
future management policies and procedure should be analyzed and accordingly decision should
be taken by the manager.
6. Execution and review- The manager should execute the decision quickly, ignoring the fact, that
it may or may not hurt the employees concerned. After implementing the decision, a follow-up
must be there to ensure that the grievance has been resolved completely and adequately.
7. An effective grievance procedure ensures an amiable work environment because it redresses
the grievance to mutual satisfaction of both the employees and the managers. It also helps the
management to frame policies and procedures acceptable to the employees. It becomes an
effective medium for the employees to express t feelings, discontent and dissatisfaction openly
and formally.
Q3.Discuss briefly the functioning ILO in promotion of healthy industrial relations in emerging
economies
To coordinate the preparation of a flagship Global Social Protection Floor Report, that will serve
as an advocacy tool and as general guidance on global and regional policies and strategies to
support the implementation of the social protection floor in developing countries and address
poverty issues in developed countries;
To provide input regarding the adaptation of the global concept of a social protection floor to
regional, national and local needs, priorities and constraints;
To encourage international dialogue among key actors and stakeholders on appropriate policy
issues;
To advise on policies and strategies to increase the fiscal space and ensure financial
sustainability and affordability of the social protection floor.
International Labour Organization (ILO), specialized agency of the United Nations (UN) dedicated to
improving labour conditions and living standards throughout the world. Established in 1919 by
5. the Treaty of Versailles as an affiliated agency of the League of Nations, the ILO became the first
affiliated specialized agency of the United Nations in 1946. In recognition of its activities, the ILO was
awarded the Nobel Prize for Peace in 1969.
The functions of the ILO include the development and promotion of standards for national legislation to
protect and improve working conditions and standards of living. The ILO also provides technical
assistance in social policy and administration and in workforce training; fosters cooperative
organizations and rural industries; compiles labour statistics and conducts research on the social
problems of international competition, unemployment and underemployment, labour and industrial
relations, and technological change (including automation); and helps to protect the rights of
international migrants and organized labour. n its first decade the ILO was primarily concerned with
legislative and research efforts, with defining and promoting proper minimum standards of labour
legislation for adoption by member states, and with arranging for collaboration among workers,
employers, government delegates, and ILO professional staff. During the worldwide economic
depression of the 1930s the ILO sought ways to combat widespread unemployment. With the postwar
breakup of the European colonial empires and the expansion of ILO membership to include poorer and
less developed countries, the ILO addressed itself to new issues, including the social problems created
by the liberalization of international trade, the problem of child labour, and the relationship between
working conditions and the environment.
Among intergovernmental organizations the ILO is unique in that its approximately 175 member states
are represented not only by delegates of their governments but also by delegates of those states’
employers and workers, especially trade unions. National representatives meet annually at the
International Labour Conference. The ILO’s executive authority is vested in a 56-member Governing
Body, which is elected by the Conference. The International Labour Office in Geneva, Switzerland,
composed of the permanent Secretariat and professional staff, handles day-to-day operations under the
supervision of an appointed director general.
The ILO Declaration on Fundamental Principles and Rights at Work is an enduring commitment by
Governments, workers’ and employers’ organisations to the universal values on which the ILO was
founded. Its purpose is to stimulate efforts that ensure social progress goes hand in hand with economic
progress and development.
6. The Principles and Rights
Freedom of Association and Collective Bargaining
Elimination of Forced and Compulsory Labour
Abolition of Child Labour
Elimination of Discrimination
Priorities of the Declaration:
Reconciling social justice with globalisation
Reducing inequalities within and between countries
Contributing to poverty reduction
Reducing unemployment and underemployment
Raising the quality of employment
Addressing rising insecurity and social polarisation
Objectives of the Declaration:
Re-assert fundamental social rights as universal values
Accelerate progress in poverty reduction
Recognise fundamental principles and rights as a tool for development
Offer Special Protection for vulnerable groups
Increase support from donors and other organisations for fundamental principles and rights
Role of the Social Partners
Engaging in social dialogue
Implementing fundamental principles and rights
Promoting and disseminating information on the fundamental principles and rights
Providing monitoring and feedback
Social Partners and Social Dialogue
Link between good labour relations and productivity
Minimises conflict and promotes stability
Enhances flexibility and adaptability
Promotes innovation and problem solving
Replaces adversarial approach with more constructive relations