This document summarizes a case analysis on accident leave at Balsara India, a confectionary manufacturing subsidiary in India. It provides background on the company and details that it was experiencing problems with lost man-days due to workers taking long accident leaves. To address this, the company implemented several schemes like no-loss-time, medical policies, and awareness schemes. While these helped reduce absenteeism, the personnel department proposed an additional new scheme called Work-Force Effectiveness Awards to further strengthen measures against overstaying on leave after accidents. The document poses questions about withdrawing a housing loan benefit, the most effective existing scheme, and the need for the additional proposed scheme.

1. CASE ANALYSIS ON
ACCIDENT LEAVE: BOON OR BANE

2. FACTS OF CASE
 Balsara International a leading manufacturing
company in confectionary products in USA started
before 1910 and having presence in over 260 countries
world wide.
 Balsara India a subsidiary of Balsara Interanational
was a dominating palyer in confectionary market
 When the India was open to new ideas and new
products this brand came to India in 1951 as a trading
concern but Balsara India was corporated as a Pvt.Ltd
company with its headquarters in Bangalore with
5units across the country comprising of 1600
employees.

3. • In 1989 company has started its world class plant in
Amritsar located on 21 acres of land which had a sales
turnover of Rs. 230 crores in 2002.
 The factory had a young force with an average age of
being 31 years.
 All workers were males and ITI qualified and
distributed in 7 Grades whereas managers and
executives had 4 Grades each.
 The units operates on three shift basis of 8 hours each
round the clock with 21 earned leave,9 casual leave,7
sick leave and 8 paid holidays.

4.  To enhance the employability in workers company has
invested 10 lakhs on training in the year 2002.
 The company has lost many man-days since workers
availed leave due to accidents for a long period.
 The company had an agreement with the HDFC for
providing housing loans to the employees of the
company at 4% interest only and the remaining by
company.
 Due to the absence of workers the company felt in
problems in year 2000 because the company is paying
to salaries to workers even on their absence.

5.  Balsara India had a policy of revising salaries for every
4years and the average salary of worker was Rs.1.8 lakh
per year.
 Realizing the importance of knowledge, skills ,
attitudes, union implemented certain schemes like
NO-LOSS-TIME, MEDICAL POLICY AND
AWARENSS SCHEME.
 To strengthen the measures to avoid the relapse of
absenteeism to overstay on leave after accidents , the
personnel Department proposed an additional scheme
for implementation in future this scheme called to
Work-Force Effectiveness Awards.

6. Was it wise to withdraw the housing loan facility
because workers had misused it?

7. Which scheme in particular do you think was most
effective in solving the problem of absenteeism due to
accident leave?

8. Since the existing the schemes helped the organization
in reducing number of man-days lost , why was it
necessary for the personnel department to devise an
additional scheme?