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 and Human Resource Management), K. Ashwathappa (Human Resource Management)

1. WELCOME
MODULE – 5
Part-D Maintenance of Human Resource
Employee welfare
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2. 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
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Synopsis – Module 5

3.  Meaning - Labour welfare relates to taking care of the well-being of
workers by employers, trade unions, governmental and non-governmental
institutions and agencies. Welfare includes anything that is done for the
comfort and improvement of employees and is provided over and above the
wages.
 According to ILO, labour welfare can be defined as a term, which is
understood to include such services, facilities, and amenities as may be
established in or in the vicinity of undertakings to enable the persons
employed in them to perform their work in healthy, congenial surroundings
and to provide them with amenities conducive to good health and high
morale.
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Employee welfare

4. However, the researchers have summarized the scope and listed the following
facilities covered in the scope are:
• Scope # 1. Working Environment: Conducive working environment helps to
improve efficiency of workers and includes proper lighting, temperature,
ventilation, safety, sanitation, transportation, cleanliness, seating arrangement and
canteen facilities. Workplace sanitation and cleanliness is very important for
making workplace helpful for workers to work.
Following activities are important to make it conducive for working:
1. Proper ventilation using cross windows and doors, adequate lighting, controlled
temperature, regular cleanliness, seating/standing arrangements for working, etc.
2. Proper safety measures for lift, elevators, ropes, cranes, electric and dangerous
operating.
3. Sufficient urinals separate for gents and ladies, lavatories and bathing facilities with
regular proper cleaning.
4. Proper gardening with watering facilities and cleanliness of surrounding regularly.
5. Pure drinking water facilities with purification and cooling facilities.
6. Well maintained canteen services with good quality of food at nominal rates.
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5. • Scope # 2. Health Facilities: Health is wealth. To maintain good health of the
workers, the required health facilities should be maintained up to required
standard.
It includes the following facilities:
1. Health centre for regular check-up for workers and their families should be
provided within factory or nearest place.
2. Availability of ambulance service at telephone call itself should be provided in case
of emergency.
3. Free and regular medical check-up of workers and counseling regarding health and
diet to workers.
4. Availability medical staff and of doctors inside the factory for emergency.
5. Welfare facilities for women and children such as – crèches, checking for
pregnancy, etc.
6. Suitable sports and recreation facilities in the premises.
7. Schooling, vocational training facilities and library services
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6. Scope # 3. General Welfare Facilities:
1. Housing facilities for workers near to the work facilities.
2. Cleaning and sanitation facilities in housing facilities.
3. To and from transportation facilities for workers and their children going for
schools
4. Sports facilities of indoor and outdoor in the residential location.
5. Family planning and family care counseling.
6. Entertainment facilities in the campus for workers and their families.
7. Transport facilities for tours, picnics and festival celebration.
Scope # 4. Economic Welfare Facilities:
1. Subsidized consumer goods including grains, vegetables, milk, oil and other daily
requirements through cooperative stores.
2. Banking, postal, services and credit facilities through credit society.
3. Health insurance schemes by employers free of costs.
4. Regular basis bonus and profit-sharing schemes.
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7. Statutory welfare benefits
1. Drinking water
2. Facilities for sitting
3. First aid appliances
4. Toilets and urinals
5. Canteen facilities
6. Spittoons
7. Lighting
8. Washing places
9. Changing room
10. Rest rooms
11. Maternity & adoption leave
12. Medi-claim insurance policy
13. Sexual Harassment Policy
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Statutory Welfare Benefits
Non statutory benefits
1. Personal health care (Regular
medical check-ups)
2. Ensure health checkup
3. Flexi time
4. Employee Assistance Programs
5. Employee Referral Scheme

8. • Dale Yader defines a grievance as “a written complaint filed by an
employee and claiming unfair treatment.
• Keith Davis, defines a grievance as “any real or imagined feeling of
personal injustice which an employee has concerning his employment
relationship.”
• The International Labour Organisation (ILO) defines grievances as “a
complaint of one or more workers in respect of wages, allowances,
conditions of work and interpretation of service stipulations, covering such
areas as overtime, leave, transfer, promotion, seniority, job assignment and
termination of service.”
• An employee grievance is a concern, problem, or complaint that
an employee has about their work, the workplace, or someone they work
with—this includes management. Something has made them feel
dissatisfied, and they believe it is unfair and/or unjust on them
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Employee Grievance

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Employee Grievance Procedure
Voluntary
Arbitration
Committee of Union
and Management
Representatives
Manager
Grievance Committee
Departmental
Representative
Head of the
Department
Departmental
Representative
Supervisor
Foreman
Grievant Employee
Note: N.S = Not Satisfied
V Stage Appeal
to management
for Revision
I Stage Answer to be
given within 48 Hours
II Stage Decision
within 3 Days
IV Stage Communicates the
Decision within 7 Days
Conveys Verbally
VI Stage
within 7 Days
Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 368
N.S
N.S
N.S
N.S
N.S
N.S

10.  Stage 1: Answer to be given within 48 hours conveys verbally
 Stage 2: Decision within 3 days
 Stage 3: Recommendations within 7 days
 Communication of decision within 3 days
 Stage 4: Appeal to management for revision
 Stage 5: Reference with 7 days of committee’s decision
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Steps in Grievance handling procedure
Prompt Actions
Identification of the problem
Defining correctly
Collection of facts
Analyzing and solving the cause of Grievance
Implementation and follow up

12.  According to Richard D. Calhoon, “Discipline may be considered as a
force that promotes individuals or groups to observe the rules, regulations
and procedures which are deemed to be necessary for the effective
functioning of an organisation.”
 As per Dr. Spriegel, “Discipline is the force that prompts an individual or a
group to observe the rules, regulations and procedures which are deemed to
be necessary to the attainment of an objective; it is force or fear of force
which restrains an individual or a group from doing things which are
deemed to be destructive of group objectives.
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Discipline

13. Aspects / Approaches to discipline
1. Positive aspect
2. Negative aspect
Essential of a good disciplinary system
1. Proper understanding of rules
2. Documentation of the misconduct
3. Training of supervisors
4. Quick action
5. Properly defined procedure
6. Fair action
7. Disciplinary action be taken tactfully
8. Impersonal discipline
9. Reviews and revision
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Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 369, HRM Notes, 373
Types of Punishment
1. Oral warning
2. Written warnings(Pink Slip)
3. Loss of privileges & fines
4. Punitive suspension
5. With holding of increments
6. Demotion
7. Termination
Managing Difficult Employees
1. Listen
2. Given clear, behavioral feedback
3. Document
4. Be consistent
5. Set consequences if things don’t
change
6. Work through the company
process
7. Don’t poison the well
8. Manage your self talk
9. Be courageous
(Negative, corrective, punitive approach or autocratic approach)

14.  According to Dale Yoder, Industrial relations is a “whole field of
relationship that exists because of the necessary collaboration of men and
women in the employment process of an industry.”
 According to Indian Labour Organization (ILO), “Industrial relations deal
with either the relationship between the state and employers and workers
organizations or the relation between the occupational organizations
themselves.”
 Industrial relations are the relationships between employees and employers
within the organizational settings. The field of industrial relations looks at
the relationship between management and workers, particularly groups of
workers represented by a union.
 Industrial relations are basically the interactions between employers,
employees and the government, and the institutions and associations
through which such interactions are mediated.
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Industrial Relation

15. Factors of industrial relations
1. Institutional factors
2. Economic factors
3. Technological factors
4. Social and cultural factors
5. Political factors
6. Governmental factors
Three actors of Industrial Relations
1. Workers and their organizations
2. Employer and their organizations
3. Government
Conditions for congenial industrial relations
1. Existence of strong, well organized & democratic employees union
2. Existence of sound and organized employers union
3. Spirit of collective bargaining and willingness to resort to voluntary arbitration
4. Maintenance of industrial peace
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Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 347, 350

16.  According to Dale Yoder, “Collective bargaining is the term used to describe a situation in
which the essential conditions of employment are determined by bargaining process
undertaken by representatives of a group of workers on the one hand and of one or more
employers on the other.”
 According to Flippo, “Collective bargaining is a process in which the representatives of a
labour organization and the representatives of business organization meet and attempt to
negotiate a contract or agreement, which specifies the nature of employee-employer-union
relationship.”
 Meaning – collective bargaining is a process between employers and employees to reach the
agreement regarding the rights and duties of people at work.
 Collective bargaining aims to reach a collective agreement which usually sets out issues such
as employees pay, working hours, training, health and safety, and rights to participate in
workplace or company affairs.
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Collective Bargaining

17. Characteristics of collective bargaining
 It’s a group of action as opposed to individual action and is initiated through the
representatives of workers.
 It is flexible and mobile, and not fixed or static
 It is a two-party process
 It is a continuous process
 It’s a dynamic and not static
 It is industrial democracy at work
 Collective bargaining is not a competitive process but it is essentially a complementary
process
Collective Bargaining Process
 Negotiation
1. Identification of problem
2. Preparing of agreement
3. Negotiations of agreement
 Contract administration
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Source: “Personnel & Human Resource Management” Book by P.Subba Rao-PgNo 376, 380, 381
Collective Bargaining in India
Causes for the limited success of collective
bargaining in India
1. Problems with unions
2. Problems with government
3. Legal problems
4. Political interference
5. Attitude of management

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