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.
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.
Employment Exchange [Sec. 2]- It means any office or place established and maintained by the Government for the collection and furnishing of information either by keeping of registers.
Establishment [Sec. 2]. It means any Office, or any place where any industry, trade, business or occupation is carried on. Establishment in public sector means an establishment owned, controlled and managed by the Government. Establishment in private sector where ordinarily twenty five or more persons are employed to work for remuneration.
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 the scope, objectives, and principles of labor welfare. It defines labor welfare as voluntary efforts by employers to provide better employment conditions and improve workers' standard of living. The objectives of labor welfare are to enable workers to live richer lives, contribute to productivity and efficiency, enhance living standards, and foster development among the workforce. Key principles discussed include social responsibility, democratic values, adequate wages, efficiency, co-responsibility, and coordination of welfare efforts.
Labour welfare aims to promote the well-being of employees through facilities that improve living standards. It involves measures to ensure good physical, social, psychological, and general welfare. Labour welfare can be voluntary efforts by management or statutory requirements. Key objectives include improving health, efficiency, and relationships while encouraging development and a high quality work life. The Factories Act of 1948 outlines statutory welfare measures around facilities for washing, clothing storage, seating, first aid, canteens, shelters, and creches.
Government machinery for labor administrationAyisha Kowsar
This document outlines the key aspects of labor administration in India. It defines labor administration as public administration activities related to labor policy. The scope of labor administration includes issues like minimum wages, working conditions, safety, benefits, and more. Labor administration is important to improve worker conditions, maintain industrial peace, and ensure rights are respected. In India, labor administration involves both central and state government machinery. The central government ministry oversees attached offices, subordinate offices, autonomous organizations, and adjudication/arbitration bodies. State governments also have their own labor acts and administration systems to regulate industries. Many labor laws are jointly enforced by central and state authorities.
Labour refers to physical workers who are often illiterate and work in factories or construction sites. There are different categories of labour such as child labour, female labour, contract labour, and agricultural labour. Labour welfare refers to benefits provided to employees over and above wages to improve their well-being, health, and living conditions. It is aimed at creating a healthy work environment and high employee morale. Labour welfare can be provided by employers, government, unions, and organizations like the International Labour Organization which plays a significant role in labour welfare.
This document discusses labour welfare, including its concepts, objectives, and scope. Labour welfare aims to promote employees' physical, social, psychological, and overall well-being in order to improve their standard of living. It has evolved from early concepts like treating labour as a commodity or machinery to more modern views like a partnership or social welfare. The objectives of labour welfare are to increase productivity, improve loyalty, attract workers, and reduce union influence. Its scope encompasses working conditions, health facilities, general welfare programs, economic benefits, and labour relations programs.
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.
Employment Exchange [Sec. 2]- It means any office or place established and maintained by the Government for the collection and furnishing of information either by keeping of registers.
Establishment [Sec. 2]. It means any Office, or any place where any industry, trade, business or occupation is carried on. Establishment in public sector means an establishment owned, controlled and managed by the Government. Establishment in private sector where ordinarily twenty five or more persons are employed to work for remuneration.
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 the scope, objectives, and principles of labor welfare. It defines labor welfare as voluntary efforts by employers to provide better employment conditions and improve workers' standard of living. The objectives of labor welfare are to enable workers to live richer lives, contribute to productivity and efficiency, enhance living standards, and foster development among the workforce. Key principles discussed include social responsibility, democratic values, adequate wages, efficiency, co-responsibility, and coordination of welfare efforts.
Labour welfare aims to promote the well-being of employees through facilities that improve living standards. It involves measures to ensure good physical, social, psychological, and general welfare. Labour welfare can be voluntary efforts by management or statutory requirements. Key objectives include improving health, efficiency, and relationships while encouraging development and a high quality work life. The Factories Act of 1948 outlines statutory welfare measures around facilities for washing, clothing storage, seating, first aid, canteens, shelters, and creches.
Government machinery for labor administrationAyisha Kowsar
This document outlines the key aspects of labor administration in India. It defines labor administration as public administration activities related to labor policy. The scope of labor administration includes issues like minimum wages, working conditions, safety, benefits, and more. Labor administration is important to improve worker conditions, maintain industrial peace, and ensure rights are respected. In India, labor administration involves both central and state government machinery. The central government ministry oversees attached offices, subordinate offices, autonomous organizations, and adjudication/arbitration bodies. State governments also have their own labor acts and administration systems to regulate industries. Many labor laws are jointly enforced by central and state authorities.
Labour refers to physical workers who are often illiterate and work in factories or construction sites. There are different categories of labour such as child labour, female labour, contract labour, and agricultural labour. Labour welfare refers to benefits provided to employees over and above wages to improve their well-being, health, and living conditions. It is aimed at creating a healthy work environment and high employee morale. Labour welfare can be provided by employers, government, unions, and organizations like the International Labour Organization which plays a significant role in labour welfare.
This document discusses labour welfare, including its concepts, objectives, and scope. Labour welfare aims to promote employees' physical, social, psychological, and overall well-being in order to improve their standard of living. It has evolved from early concepts like treating labour as a commodity or machinery to more modern views like a partnership or social welfare. The objectives of labour welfare are to increase productivity, improve loyalty, attract workers, and reduce union influence. Its scope encompasses working conditions, health facilities, general welfare programs, economic benefits, and labour relations programs.
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.
Provisions of Factories Act 1948,
Statutory Provisions under the Factories Act 1948,
Provisions Regarding the Health of Workers,
Provisions Regarding the Safety of Workers,
Provisions Regarding the Welfare of Workers,
This document discusses 7 theories of labor welfare:
1. The Policing Theory views welfare as necessary to regulate selfish employers and ensure minimum standards.
2. The Religious Theory sees welfare as religiously-motivated good works that benefit both provider and recipient.
3. The Philanthropic Theory considers welfare a natural human urge to help others in need.
4. The Trusteeship Theory frames employers as trustees responsible for workers' interests and society's well-being.
5. The Placating Theory advocates periodic welfare to appease increasingly demanding and militant labor groups.
6. The Public Relations Theory uses welfare for goodwill and promoting a positive company image.
7. The
A PPT THAT EXPLAINS LABOUR WELFARE FUNDS AND ITS TYPES:
Beedi Workers Welfare Cess Act,1976
Cine Workers Welfare Cess Act,1981
The Iron Ore, Manganese Ore & Chrome Ore Mines Labour Welfare Cess Act ,1976
The Limestone and Mines Labour Welfare Fund Act, 1972
Mica Mines Labour Welfare Fund Act, 1946
Industrial Disputes: Dispute Settlement Methods and MachineryAjay Ram
This document discusses various methods for resolving industrial disputes between employers and employees, including collective bargaining, grievance procedures, conciliation, arbitration, and adjudication. It also defines key related terms like strikes, lockouts, layoffs, and retrenchment. Specifically, it provides 3 sentences on conciliation: Conciliation is a process by which representatives of workers and employers are brought together before a third party to resolve disputes through mutual discussion. The third party may be an individual or group aimed at persuading the parties to reach an agreement. Conciliation officers and boards can be appointed by the government to mediate in industrial disputes.
The Industrial Employment Standing Orders Act, 1946Sandip Satbhai
This document provides an overview of the Industrial Employment (Standing Orders) Act, 1946 in India. The key points are:
1. The Act aims to ensure workers know the terms and conditions of their employment by requiring employers to define rules regarding working conditions, leave, holidays, termination and more in certified standing orders.
2. Employers must submit draft standing orders to certifying officers, who certify the orders after considering any objections from workers. Certified standing orders have statutory force and define the terms of employment.
3. The Act applies to establishments with 100 or more workers and covers manual, clerical, skilled and unskilled workers. It aims to minimize conflicts and foster harmonious employer-
Various statutory provisions in India under the Factories Act,1948 and various other enactments, providing facilities like healthcare, canteens etc to labor.
Labour administration is concerned with labour welfare and social policy implementation. It establishes the framework for developing, implementing, coordinating, and enforcing national labour policies and laws. The key areas of national labour policy include employment and training, labour protection, inspection, and relations. Labour administration covers activities related to labour, employment, information/research, and labour-management relations. At the central level in India, the Ministry of Labour is responsible for administration and the Chief Labour Commissioner's office assists with enforcement. Other agencies include social insurance organizations, a labour education board, and industrial tribunals.
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.
The document discusses several reports from the 2nd National Commission on Labour regarding trade unions, industrial relations, technological change, collective bargaining, and welfare and working conditions in India. Some key points include: 1) Trade unions have become more fragmented and politicized. 2) Industrial disputes now focus more on job security rather than wages. 3) The government is more willing to grant permissions for business closures and layoffs. 4) Technological changes should accommodate displaced workers and ensure they receive an equitable share of increased productivity and efficiency.
The document provides an overview of India's four new labour codes introduced in 2020:
1) Code on Wages consolidates laws on minimum wages and working hours. It sets a national minimum wage and prohibits gender-based pay discrimination.
2) Occupational Safety, Health and Working Conditions Code sets standards for workplace safety, maximum work hours, and leave. It provides for contract and women workers.
3) Social Security Code extends social security benefits to all employees and gig workers by removing wage ceilings. It covers life insurance, pensions, maternity leave and more.
4) Industrial Relations Code reforms trade union laws and increases thresholds for mass firings and layoffs to be approved. It provides frameworks for worker unions
Labour welfare officers are appointed under the Factories Act of 1948 to act as advisors, counselors, and mediators between management and labour in factories employing 500 or more workers. Their duties include assisting management with labour welfare policies, ensuring compliance with labour laws, counseling workers, resolving disputes, administering wages, and maintaining good relations between workers and management. They also liaise between workers, management, and external agencies to promote harmonious industrial relations and enforce various acts. Their counseling role is especially important today to help workers manage stress, depression, and anxiety arising from workplace and personal issues.
This document discusses worker participation in management (WPM) in India. It defines WPM and explains its objectives and importance, including mutual understanding, higher productivity, and industrial harmony. Several forms of WPM are described, such as consultative participation, administrative participation, and decision/decisive participation. Examples of WPM levels in India include collective bargaining, works committees, shop councils, joint councils, and board representation. Challenges to effective WPM implementation in India are also outlined, as well as examples of WPM practices at Tata Steel and BHEL.
This document outlines statutory and non-statutory welfare schemes that can be provided in the workplace. Statutory schemes mandated by law include providing drinking water, seating facilities, first aid, latrines/urinals, canteens, lighting, washing places, changing rooms, and rest rooms. Non-statutory schemes encompass optional programs like health checkups, flexible work schedules, employee assistance programs, harassment policies, insurance, and employee referral incentives. Examples of non-statutory welfare include credit societies, stores, libraries, recreational activities, and support for religious/national celebrations.
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) The document discusses the key provisions of the Contract Labour Act of 1970 in India, which regulates the employment of contract labor.
2) It defines important terms like "contractor", "contract labor", and "principal employer".
3) The main provisions covered include registration of establishments employing contract labor, licensing of contractors, welfare measures for contract labor, penalties for non-compliance, and powers of inspection and rule-making.
The document summarizes key aspects of organized and unorganized labor sectors in India. It states that the unorganized sector consists of small, unincorporated private enterprises with less than 10 workers that make up 50.6% of India's GDP. Characteristics of unorganized labor include little job security, lack of unions, low and irregular wages, child labor, and lack of benefits or protections. Though it absorbs many workers, it has disadvantages like low awareness of hazards, long work hours, and exploitation. Several Indian labor laws aim to provide protections like minimum wages, rights to unionize, dispute resolution, and equal pay for women.
Employee welfare refers to programs and services provided to employees to improve their quality of life and work productivity. It includes both intramural facilities within the workplace like rest areas, medical facilities, and canteens, as well as extramural services outside the workplace like education, housing, and transportation assistance. The goal of employee welfare is to improve employee loyalty, morale, and productivity while reducing absenteeism through programs that benefit both employees and employers. Common employee welfare services are mandated by labor laws and also provided voluntarily by organizations, employers, unions, and other groups.
Human Resource Management: Employee Welfare,Productivity& Labour WelfarePalak Sood
Labor welfare aims to improve workers' living and working conditions through various facilities and benefits. This leads to higher worker morale and productivity, which benefits the organization. Happy and satisfied workers will be more efficient and focused on work. They will also have lower absenteeism and turnover. This stability and productivity enhances the organization's overall growth and success.
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.
Provisions of Factories Act 1948,
Statutory Provisions under the Factories Act 1948,
Provisions Regarding the Health of Workers,
Provisions Regarding the Safety of Workers,
Provisions Regarding the Welfare of Workers,
This document discusses 7 theories of labor welfare:
1. The Policing Theory views welfare as necessary to regulate selfish employers and ensure minimum standards.
2. The Religious Theory sees welfare as religiously-motivated good works that benefit both provider and recipient.
3. The Philanthropic Theory considers welfare a natural human urge to help others in need.
4. The Trusteeship Theory frames employers as trustees responsible for workers' interests and society's well-being.
5. The Placating Theory advocates periodic welfare to appease increasingly demanding and militant labor groups.
6. The Public Relations Theory uses welfare for goodwill and promoting a positive company image.
7. The
A PPT THAT EXPLAINS LABOUR WELFARE FUNDS AND ITS TYPES:
Beedi Workers Welfare Cess Act,1976
Cine Workers Welfare Cess Act,1981
The Iron Ore, Manganese Ore & Chrome Ore Mines Labour Welfare Cess Act ,1976
The Limestone and Mines Labour Welfare Fund Act, 1972
Mica Mines Labour Welfare Fund Act, 1946
Industrial Disputes: Dispute Settlement Methods and MachineryAjay Ram
This document discusses various methods for resolving industrial disputes between employers and employees, including collective bargaining, grievance procedures, conciliation, arbitration, and adjudication. It also defines key related terms like strikes, lockouts, layoffs, and retrenchment. Specifically, it provides 3 sentences on conciliation: Conciliation is a process by which representatives of workers and employers are brought together before a third party to resolve disputes through mutual discussion. The third party may be an individual or group aimed at persuading the parties to reach an agreement. Conciliation officers and boards can be appointed by the government to mediate in industrial disputes.
The Industrial Employment Standing Orders Act, 1946Sandip Satbhai
This document provides an overview of the Industrial Employment (Standing Orders) Act, 1946 in India. The key points are:
1. The Act aims to ensure workers know the terms and conditions of their employment by requiring employers to define rules regarding working conditions, leave, holidays, termination and more in certified standing orders.
2. Employers must submit draft standing orders to certifying officers, who certify the orders after considering any objections from workers. Certified standing orders have statutory force and define the terms of employment.
3. The Act applies to establishments with 100 or more workers and covers manual, clerical, skilled and unskilled workers. It aims to minimize conflicts and foster harmonious employer-
Various statutory provisions in India under the Factories Act,1948 and various other enactments, providing facilities like healthcare, canteens etc to labor.
Labour administration is concerned with labour welfare and social policy implementation. It establishes the framework for developing, implementing, coordinating, and enforcing national labour policies and laws. The key areas of national labour policy include employment and training, labour protection, inspection, and relations. Labour administration covers activities related to labour, employment, information/research, and labour-management relations. At the central level in India, the Ministry of Labour is responsible for administration and the Chief Labour Commissioner's office assists with enforcement. Other agencies include social insurance organizations, a labour education board, and industrial tribunals.
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.
The document discusses several reports from the 2nd National Commission on Labour regarding trade unions, industrial relations, technological change, collective bargaining, and welfare and working conditions in India. Some key points include: 1) Trade unions have become more fragmented and politicized. 2) Industrial disputes now focus more on job security rather than wages. 3) The government is more willing to grant permissions for business closures and layoffs. 4) Technological changes should accommodate displaced workers and ensure they receive an equitable share of increased productivity and efficiency.
The document provides an overview of India's four new labour codes introduced in 2020:
1) Code on Wages consolidates laws on minimum wages and working hours. It sets a national minimum wage and prohibits gender-based pay discrimination.
2) Occupational Safety, Health and Working Conditions Code sets standards for workplace safety, maximum work hours, and leave. It provides for contract and women workers.
3) Social Security Code extends social security benefits to all employees and gig workers by removing wage ceilings. It covers life insurance, pensions, maternity leave and more.
4) Industrial Relations Code reforms trade union laws and increases thresholds for mass firings and layoffs to be approved. It provides frameworks for worker unions
Labour welfare officers are appointed under the Factories Act of 1948 to act as advisors, counselors, and mediators between management and labour in factories employing 500 or more workers. Their duties include assisting management with labour welfare policies, ensuring compliance with labour laws, counseling workers, resolving disputes, administering wages, and maintaining good relations between workers and management. They also liaise between workers, management, and external agencies to promote harmonious industrial relations and enforce various acts. Their counseling role is especially important today to help workers manage stress, depression, and anxiety arising from workplace and personal issues.
This document discusses worker participation in management (WPM) in India. It defines WPM and explains its objectives and importance, including mutual understanding, higher productivity, and industrial harmony. Several forms of WPM are described, such as consultative participation, administrative participation, and decision/decisive participation. Examples of WPM levels in India include collective bargaining, works committees, shop councils, joint councils, and board representation. Challenges to effective WPM implementation in India are also outlined, as well as examples of WPM practices at Tata Steel and BHEL.
This document outlines statutory and non-statutory welfare schemes that can be provided in the workplace. Statutory schemes mandated by law include providing drinking water, seating facilities, first aid, latrines/urinals, canteens, lighting, washing places, changing rooms, and rest rooms. Non-statutory schemes encompass optional programs like health checkups, flexible work schedules, employee assistance programs, harassment policies, insurance, and employee referral incentives. Examples of non-statutory welfare include credit societies, stores, libraries, recreational activities, and support for religious/national celebrations.
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) The document discusses the key provisions of the Contract Labour Act of 1970 in India, which regulates the employment of contract labor.
2) It defines important terms like "contractor", "contract labor", and "principal employer".
3) The main provisions covered include registration of establishments employing contract labor, licensing of contractors, welfare measures for contract labor, penalties for non-compliance, and powers of inspection and rule-making.
The document summarizes key aspects of organized and unorganized labor sectors in India. It states that the unorganized sector consists of small, unincorporated private enterprises with less than 10 workers that make up 50.6% of India's GDP. Characteristics of unorganized labor include little job security, lack of unions, low and irregular wages, child labor, and lack of benefits or protections. Though it absorbs many workers, it has disadvantages like low awareness of hazards, long work hours, and exploitation. Several Indian labor laws aim to provide protections like minimum wages, rights to unionize, dispute resolution, and equal pay for women.
Employee welfare refers to programs and services provided to employees to improve their quality of life and work productivity. It includes both intramural facilities within the workplace like rest areas, medical facilities, and canteens, as well as extramural services outside the workplace like education, housing, and transportation assistance. The goal of employee welfare is to improve employee loyalty, morale, and productivity while reducing absenteeism through programs that benefit both employees and employers. Common employee welfare services are mandated by labor laws and also provided voluntarily by organizations, employers, unions, and other groups.
Human Resource Management: Employee Welfare,Productivity& Labour WelfarePalak Sood
Labor welfare aims to improve workers' living and working conditions through various facilities and benefits. This leads to higher worker morale and productivity, which benefits the organization. Happy and satisfied workers will be more efficient and focused on work. They will also have lower absenteeism and turnover. This stability and productivity enhances the organization's overall growth and success.
Organizations provide both statutory and non-statutory welfare schemes to employees to improve motivation. Statutory schemes are legally required and provide facilities like drinking water, first aid, rest areas, and hygienic food. Non-statutory schemes vary by organization and industry but may include regular health checks, flexible schedules, counseling programs, anti-harassment policies, and insurance benefits. The document outlines the specific facilities required by law and some common voluntary benefits offered to employees.
This document discusses the concepts of labour welfare and industrial hygiene. It covers the origins of labour welfare in India following World War 1 and India's adoption of ILO standards in 1919. It discusses the need for labour welfare to support economic development and improve employee belonging and relationships. It defines labour welfare and outlines its objectives like improving employees, work conditions, and quality of work life. It also discusses the principles, scope, approaches, and interrelationship between labour welfare and productivity.
This document discusses various types of labour and welfare programs for different categories of labour in India. It begins by defining labour and discussing the constitutional arrangements regarding labour laws in India. It then discusses the objectives and principles of successful labour welfare programs. The document outlines both statutory and non-statutory welfare schemes provided by organizations in India. It concludes by specifically discussing welfare programs targeted at women labour, child labour, and migrant labour.
This document discusses employee welfare measures at Mas Enterprises Ltd. It begins by defining employee welfare and outlining its importance for productivity and the economy. It then describes the objectives and scope of a study conducted on welfare measures at Mas Enterprises. The study examined statutory provisions like wages, leave policies, medical facilities, as well as non-statutory measures like uniforms, housing, and transportation. It also discusses limitations of the study and provides context on definitions, concepts, and types of welfare facilities through a review of relevant literature.
Employee welfare,Employee grievance, and discipline PriyankaSahu84
This document provides an overview of employee welfare and related topics. It defines employee welfare and discusses the objectives, types, and agencies involved in employee welfare. It also outlines statutory welfare provisions in India and covers topics like employee grievances, grievance procedures, approaches to discipline, and essential elements of an effective disciplinary system. Guidelines for managing difficult employees are also presented.
The document discusses employee welfare, including its definition, objectives, types, and impact on productivity. Employee welfare aims to improve employees' quality of life and includes various services, facilities, and amenities provided beyond wages. The objectives are to improve employee loyalty, morale, retention, and productivity while reducing absenteeism. Welfare can be statutory, mandated by law, or voluntary. The International Labour Organization also promotes welfare programs.
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.
Employee welfare refers to programs and services provided to employees by employers or organizations for their health, comfort, and improvement beyond regular wages. The objectives of employee welfare are to improve employee loyalty and morale, reduce absenteeism and turnover, and improve industrial relations. Employee welfare can be statutory, mandated by law, or voluntary and includes benefits like healthcare, housing, education, and leave travel assistance. Proper employee welfare contributes to higher productivity by improving employee commitment and satisfaction.
The role of the labour welfare officer evolved in 1931 from a royal commission aimed at protecting labourers. The officer is tasked with eliminating jobbery and indebtedness, developing and improving labour administration, and serving as a liaison between the state labour commission and factories/mines.
According to the Factories Act of 1948 and Mines Act of 1952, factories with 500+ workers and mines with 2,500+ workers must employ at least one labour welfare officer. The duties of the officer include supervising health, safety and welfare programs; advising managers on policies and statutory obligations; and liaising between workers, management and inspectors to enforce acts, resolve disputes and promote harmonious relations. Counselling workers on
The role of the labour welfare officer evolved in 1931 from a royal commission to protect workers. The officer aims to eliminate jobbery and indebtedness, develop and improve labour administration, and serve as a liaison between workers and the state labour commission.
Factory and mines acts from 1948 and 1952 require factories with 500+ workers to have one welfare officer, and those with 2500+ to have additional officers. The duties of a labour welfare officer include supervising health, safety and welfare programs; advising managers on policies and statutory obligations; and liaising between workers, management, and inspectors to enforce acts and resolve disputes. Counselling workers on workplace stress has also become an important role of the labour welfare officer.
The document discusses employee welfare in India. It defines employee welfare as efforts to improve the lives of workers beyond just wages. It outlines the objectives of welfare, which include improving loyalty, morale, and productivity. It also discusses the agencies that provide welfare, including central/state governments, employers, unions, and other organizations. Common types of statutory and voluntary welfare schemes in India are described.
Project Report on Labour Welfare Planning, summer internship MBA HRDigvijay V. Jaykar
Project Report on Labour Welfare Planning, summer internship MBA HR . A complete report Approved and Submitted to Pune university.
Human resources MBA HR Project. SIP
Project on welfare faculty provided to employees by bank of indiaProjects Kart
This document is a project report on the welfare facilities provided to employees by Bank of India. It begins with an executive summary stating that Bank of India provides various welfare benefits to employees in addition to salaries. These expenses are offset by increased employee productivity and satisfaction.
The report then covers an introduction to employee welfare and its importance. It also defines the scope and objectives of welfare programs. It describes the types of welfare facilities provided, dividing them into intramural activities within the organization and extramural activities outside the organization. Some examples of facilities provided are education, housing, transportation, recreation, canteens, restrooms and libraries.
Occupational health program structure, benefit, background, responsibility & ...slliim
An occupational health physician outlines key considerations for setting up an occupational health program. It is important to establish why an OH program is needed based on risks to individual, organizational, and societal health. An OH program should include occupational health services to assess risks, advise on health and safety, conduct health surveillance, and promote worker well-being. Data collection on sickness, accidents and diseases is essential to measure an OH program's performance and design effective prevention strategies. Challenges in Trinidad and Tobago include a lack of OH professionals and weak national occupational safety and health programs.
Employee welfare refers to benefits and services provided to employees for their health, comfort and improvement beyond regular wages. The objectives of employee welfare are to improve employee loyalty and morale, reduce absenteeism and turnover, and improve productivity. Employee welfare measures are provided by central and state governments through various labor laws, as well as employers and trade unions. They include both statutory requirements like rest areas and canteens, as well as voluntary benefits such as housing, education, and medical care. Proper employee welfare contributes to higher productivity by increasing employee commitment and satisfaction with their work.
Employee welfare refers to benefits and services provided to employees to improve their living standards. It aims to make work meaningful and includes amenities provided beyond wages. Statutory welfare includes provisions mandated by law like drinking water and first aid, while voluntary welfare differs between organizations. Welfare benefits employee morale, loyalty, and productivity while also improving the employer's public image. It is provided through agencies like governments, employers, unions, and social organizations. Common types are intramural facilities within offices and extramural benefits outside like housing and healthcare. Welfare schemes impact productivity by increasing commitment, satisfaction, and enthusiasm among workers.
Employee welfare measures are advocated to maintain a strengthen manpower both physically and mentally. The study of various welfare measures brings in to light that the present measures taken by the company.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
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A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
7. What is Labour welfare ???
Labour Welfare refers to anything that is done for the
comfort and improvement of employees and is
provided over and above the wages.
Why is labour Welfare important in a company ???
Welfare helps in keeping the morale and motivation
of the employees high so as to retain the employees
for longer duration.
10. Labour Welfare…
• need not be in monetary terms only
• It may be in any kind/forms also.
Employee welfare includes:
1. monitoring of working conditions.
2. creation of industrial harmony through
infrastructure for health.
3. insurance against disease, accident and
unemployment for the workers and their families.
11. What are the OBJECTIVES of Labour Welfare ???
1. better life and health to the workers
2. make the workers happy and satisfied
3. relieve workers from industrial fatigue.
4. improve intellectual, cultural and material
conditions of living of the workers.
12. Features of labor welfare measures :
1. includes various facilities, services and amenities
provided to workers for improving their
health, efficiency, economic betterment and social status.
2.Welfare measures are in addition to regular wages and
other economic benefits available to workers due to legal
provisions and collective bargaining.
3. Labor welfare schemes are flexible and ever-changing. New
welfare measures are added to the existing ones from time
to time.
13. 4. Welfare measures may be introduced by the
Employers (Voluntary)
Government (Statutory)
Employees
Social or charitable agency.
5. The purpose of providing such facilities is to make their work
life better and also to raise their standard of living.
14. Important Benefits of welfare measures:
To Employees:
• Facilities like housing schemes, medical benefits,
education and recreation facilities for workers’ families
help in raising their standards of living.
• Provides better physical and mental health to workers
and thus promote a healthy work environment·
• This makes workers to pay more attention towards
work and thus increases their productivity.
15. To Employer:
• Stable labor force by providing welfare facilities.
• Workers take active interest in their jobs and work with a
feeling of involvement and participation.
• Eg: Saurashtra Cement Ltd.
To Organization:
• Employee welfare measures increase the productivity of
organization
• promote healthy industrial relations
• Helps to maintain maintaining industrial peace. The social
evils prevalent among the labors such as substance abuse, etc.
are reduced to a greater extent by the welfare policies.
• Eg. CUMI – Murguppa group
16. Classification of Labour Welfare Activities
Labour Welfare
Activities
Statutory Non - Statutory
Voluntary Mutual
18. Statutory Schemes
• The statutory schemes are those schemes that are
compulsory to be provided by an organization as
compliance to the laws governing from time to time.
• It is the product of coercive power of government.
19. STATUTORY WELFARE SCHEMES
• The statutory welfare schemes include the following
provisions:
1.Drinking Water: At all the working places safe hygienic
drinking water should be provided.
2.Facilities for sitting: In every organization, especially
factories, suitable seating arrangements are to be provided.
3.First aid appliance: First aid appliances are to be provided
and should be readily assessable so that in case of any minor
accident initial medication can be provided to the needed
employee.
20. 4. Latrines and Urinals: A sufficient number of
latrines and urinals are to be provided in the
office and factory premises and are also to be
maintained in a neat and clean condition.
5. Canteen facilities: Cafeteria or canteens are to be
provided by the employer so as to provide
hygienic and nutritious food to the employees.
6. Spittoons: In every work place, such as ware
houses, store places, in the dock area and office
premises spittoons are to be provided in
convenient places and same are to be maintained
in a hygienic condition.
21. 7. Lighting: Proper and sufficient lights are to be provided for
employees so that they can work safely during the night
shifts. (eg TCS)
8. Washing places: Adequate washing places such as
bathrooms, wash basins with tap and tap on the stand pipe
are provided in the port area in the vicinity of the work
places.
9. Changing rooms: Adequate changing rooms are to be
provided for workers to change their cloth in the factory
area and office premises. Adequate lockers are also
provided to the workers to keep their clothes and
belongings.
10. Rest rooms: Adequate numbers of restrooms are provided
to the workers with provisions of water supply, wash
basins, toilets, bathrooms, etc.
22. NON STATUTORY WELFARE SCHEMES
These are provided ‘Voluntarily’ or by ‘Agreeing Mutually’ with
the workers. The non statutory schemes differ from organization
to organization and from industry to industry.
Non statutory welfare schemes include the following schemes:
1. Personal Health Care (Regular medical check-ups): Some of the
companies provide the facility for extensive health check-up.
2. Flexi-time: The main objective of the flextime policy is to provide
opportunity to employees to work with flexible working schedules.
Flexible work schedules are initiated by employees and approved
by management to meet business commitments while supporting
employee personal life needs.
3. Maternity & Adoption Leave – Employees can avail maternity or
adoption leaves. Paternity leave policies have also been introduced
by various companies.
23. 4. Employee Assistance Programs: Various assistant programs are
arranged like external counseling service so that employees or
members of their immediate family can get counseling on various
matters. (Eg. SCL-Talk to ME)
5. Harassment Policy: Toprotect an employee from harassments of
any kind, guidelines are provided for proper action and also for
protecting the aggrieved employee. (E.g.: SCL- awareness posters)
6. Medi-claim Insurance Scheme: This insurance scheme provides
adequate insurance coverage of employees for expenses related
to hospitalization due to illness, disease or injury or pregnancy.
7. Employee Referral Scheme: In several companies employee
referral scheme is implemented to encourage employees to refer
friends and relatives for employment in the organization.
24. WELFARE PROGRAMMES FOR ORGANIZED
SECTORS
Sanitary and Hygiene:
• Includes toilets and water for drinking and washing.
• The factories Act requires that every factory must be kept clean and free from dirt.
• Separate latrine and urinals for male and female workers must be provided
• Spittoons must be kept in convenient places in clean and hygienic conditions
Rest Facilities:
• The factories Act provides that, for the purpose of rest, suitable sitting
arrangements have to be made and maintained for all workers who are obliged to
work standing and rest rooms and lunch rooms in a factory with more than 150
workers.
25. Canteen:
• The construction of canteens is compulsory as per the Factories Act
(1948), the Mines Act (1952), Motor Transport Workers Act (1961)
and the Plantation Labour Act (1951).
• Mess rooms are an elementary feeding facility with a sufficient
chairs tables where workers can sit and eat in comfort.
Health Care:
• This includes health and medical facilities inside and outside the
workers place of work, intra-mural health and medical amenities
cover first aid, ambulance rooms, industrial hygiene, occupational
health, and emergency medical care in case of accidents or sudden
illness inside factory premises.
Occupation and Health Services:
• These services include carrying out of periodical medical checks of
certain categories of workers to detect early signs of ill-health and
prevent the outbreak of serious health complaints.
• The Factories Act lays down that in any factory with more than 30
women workers, a crèche should be provided.
26. Housing:
• Housing is an integral part of worker’s welfare.
• Recommendation of the ILO states that housing should be a national policy. Both
the Industrial Commission (1918) and the Royal Commission (1i913) realized the
importance and necessity of improving housing conditions of industrial workers
and made recommendations for the purpose.
(Eg- Reliance , Bharuch; SCL – Porbandar)
Transport:
• Transport facilities to and from the place of work are given to workers as one of
the desirable welfare amenities. (Eg – SCL :Bus service is provided)
• This facility is gaining in popularity because of growing urbanization, location of
industries, transport loads and traffic congestion.
• The main purpose of this amenity is to enable workers reach their place of work
without undue delay or fatigue, reduces absenteeism.
Recreation:
• Recreation is a leisure time activity which is a healthy diversion and a spare-time
occupation.
• It refreshes an individual mentally. (eg – TCS: den rooms with coffee machine,
newspapers, computer)
27. Education:
• Education improves the quality of the labour force, provides opportunities for
a proper training for the acquisition of skills and techniques which are
essential for workers in an industry and enable them to adjust themselves to
their particular way of life,
• Yet, there is no statutory obligation with regard to education for worker’s
children in any industry except in plantations. (Eg – SCL – school for girls in
Porbandar)
Co-operative and Saving:
• The co-operative credit societies help the worker to save for unforeseen
domestic crises. By means of this service, workers are able to receive advice
and counsel on some of the personnel and sometimes also on the personal
problems inside and outside their place of work. A trained social worker is
usually appointed for this purpose.
• There are many non statutory welfare amenities available to industrial
workers. For eg. Ex-gratia payment, cash benefits paid in case of
death, injury, sickness, marriage or as a felicitation grant.
28. SOCIAL SECURITY IN INDIA
• Workmen’s Compensation Act 1923
• Employee State Insurance Act, 1948
• Employee Provident Funds and Miscellaneous Provisions Act, 1952
• Payment of Gratuity Act, 1972
• Industrial Disputes Act, 1947
• Maternity Benefit Act, 1961
• The Seaman’s Provident Fund Act, 1966 : Under this, worker’s contribution of 12
percent with an equal contribution from the employers are entitled to a full refund
on retirement or after 15 years of membership.
• The Plantation Labour Act, 1951: The benefits statutorily provided under this Act
include the provision of drinking water and its conservancy, medical facilities,
canteen in the case of 150 or more workers, crèches in case of 50 or more women
workers, recreational facilities, umbrellas, blanket and rain coats. Cash benefits in
the case of sickness and maternity.
29. CONCLUSION
• Labour welfare services is an important personnel function in a business.
• Effective utilization of other factors of production depends on the
efficiency of human factor.
• The worker spends more than a quarter of his life in his working place.
Therefore, the worker has every right to demand that the condition under
which he works should be reasonable and provides proper safeguards for
life and health.
• The amount of dedication, quality of work, commitment to the
organization, morale etc. are all determined by the type and amount of
welfare a worker receives.