This PPT defines the SAIL as a company.This presentation is about my summer internship programme in Steel Authority Of India Limited,New Delhi....it was a part of my curriculam of MBA,being a part of Central University of Haryana as a student.
The workers resisted the factory's sale for the following key reasons:
- They felt insecure about losing their jobs and livelihoods under the new ownership given Videocon's financial troubles. Selling the factory threatened their employment.
- They had built long careers and commitments at Philips and did not want to start over under a new company.
- Wages were already low and they feared further cuts or delays in payments from Videocon.
The company could have avoided this resistance by:
- Involving the unions more in discussions and addressing their concerns about job security, wages, etc. upfront.
- Finding ways to retain more workers under the new ownership through negotiations.
- Providing
ORGANISATIONAL STUDY REPORT OF STEEL AUTHORITY OF INDIA lpptxHarikrishnan M
Organisational study report of steel authority of India presented in School of management and business studies, Mahatma Gandhi University, Kottayam, kerala
SAIL is India's largest steel producer, operating integrated steel plants and alloy steel plants across India. The document discusses SAIL's sources of strength like its captive iron ore operations and skilled workforce, as well as areas for improvement like reducing reliance on imported coking coal and completing expansion plans. The study analyzes SAIL's working capital, treasury management, and benefits provided to employees.
Bata India Limited was originally incorporated in 1931 as BataShoe Company Limited to manufacture and market footwear and related products. It has undergone several name changes over the years. Bata faced significant labor problems at its major factories in West Bengal and Bangalore, with the Bata Mazdoor Union (BMU) in West Bengal being a central issue. In the 1990s and 2000s, Bata struggled financially and made major changes like top management overhaul and factory closures, exacerbating tensions with unions and leading to shutdowns and violence, often influenced by political parties. Communication failures between management and workers as well as political interference contributed to the long-running labor disputes faced by Bata.
The Equal Remuneration Act of 1976 aims to provide equal pay for equal work for men and women. It seeks to prevent discrimination against women in employment and provide increased job opportunities. The key features are that it applies across India, restricts discriminatory contracts, applies to all workers regardless of hours, and establishes enforcement authorities. Non-compliance can result in fines, imprisonment, or both. Implementation is done at the central level by the central government and at the state level by state governments. Exceptions are made for special treatment related to pregnancy, retirement, marriage or death.
This PPT defines the SAIL as a company.This presentation is about my summer internship programme in Steel Authority Of India Limited,New Delhi....it was a part of my curriculam of MBA,being a part of Central University of Haryana as a student.
The workers resisted the factory's sale for the following key reasons:
- They felt insecure about losing their jobs and livelihoods under the new ownership given Videocon's financial troubles. Selling the factory threatened their employment.
- They had built long careers and commitments at Philips and did not want to start over under a new company.
- Wages were already low and they feared further cuts or delays in payments from Videocon.
The company could have avoided this resistance by:
- Involving the unions more in discussions and addressing their concerns about job security, wages, etc. upfront.
- Finding ways to retain more workers under the new ownership through negotiations.
- Providing
ORGANISATIONAL STUDY REPORT OF STEEL AUTHORITY OF INDIA lpptxHarikrishnan M
Organisational study report of steel authority of India presented in School of management and business studies, Mahatma Gandhi University, Kottayam, kerala
SAIL is India's largest steel producer, operating integrated steel plants and alloy steel plants across India. The document discusses SAIL's sources of strength like its captive iron ore operations and skilled workforce, as well as areas for improvement like reducing reliance on imported coking coal and completing expansion plans. The study analyzes SAIL's working capital, treasury management, and benefits provided to employees.
Bata India Limited was originally incorporated in 1931 as BataShoe Company Limited to manufacture and market footwear and related products. It has undergone several name changes over the years. Bata faced significant labor problems at its major factories in West Bengal and Bangalore, with the Bata Mazdoor Union (BMU) in West Bengal being a central issue. In the 1990s and 2000s, Bata struggled financially and made major changes like top management overhaul and factory closures, exacerbating tensions with unions and leading to shutdowns and violence, often influenced by political parties. Communication failures between management and workers as well as political interference contributed to the long-running labor disputes faced by Bata.
The Equal Remuneration Act of 1976 aims to provide equal pay for equal work for men and women. It seeks to prevent discrimination against women in employment and provide increased job opportunities. The key features are that it applies across India, restricts discriminatory contracts, applies to all workers regardless of hours, and establishes enforcement authorities. Non-compliance can result in fines, imprisonment, or both. Implementation is done at the central level by the central government and at the state level by state governments. Exceptions are made for special treatment related to pregnancy, retirement, marriage or death.
Thank you for the detailed summary of the Minimum Wages Act, 1948. This will help provide important context and an overview of the key aspects of the Act.
BHEL is India's largest engineering company providing systems for power, industry, and transportation. It has 13 manufacturing plants, 8 service centers, and over 46,000 employees. BHEL works in both domestic and international markets, receiving orders from countries around the world. While it aims to grow steadily and be profitable, challenges include maintaining commitments and reducing delivery cycles.
This document summarizes the key aspects of the Equal Remuneration Act, 1976 in India. The act aims to provide equal pay for equal work between men and women. It prohibits discrimination in recruitment, pay, and other employment conditions based on sex. Employers must pay men and women workers the same remuneration for the same or similar work and cannot discriminate in hiring, promotions, training or transfers. Employers must also maintain registers related to employees. Violations of the act, such as unequal pay or discrimination in recruitment, are punishable by fines or imprisonment.
The Maternity Benefits Act, 1961 provides maternity leave and benefits to protect the dignity of motherhood. It applies to all establishments with 10 or more employees. Eligible women receive 84 days of paid maternity leave before and after delivery. The Act prohibits dismissal of pregnant women and provides other benefits like nursing breaks and medical reimbursement. Employers must maintain proper records and may face penalties for violations of the Act. In a 2012 case, a woman successfully sued her former employer for sacking her while pregnant in contravention of the Act.
The pitch includes content around general HR policies, Learning and Development initiatives, Integrity & Compliance over-view etc. It aims at providing a flavor of Life @Genpact to prospective Genpact employees which will further smoothen their transition to Genpact.
A bonus payment is usually made to employees in addition to their base salary as part of their wages or Salary. While the base salary usually is a fixed amount per month, bonus payments more often than not vary depending on known criteria, such as the annual turnover, or the net number of additional customers acquired, or the current value of the stock of a public company. Thus bonus payments can act as incentives for managers attracting their attention and their personal interest towards what is seen as gainful for their companies' economic success. There are widely‐used elements of pay for performance and working well in many instances, including when a fair share of an employees participation in the success of a company is desired. There are, however, problematic instances, most notably when bonus payments are high. When they are tied to possibly short-lived figures such as an increase in monthly turnover, or cash flow generated from an isolated marketing action, such figures often do not reflect a solid reliable win for a company, and they certainly do not reflect a manager's lasting efforts to the company's best. On the contrary, such figures are prone to being adjusted or even manipulated to the benefit of those employees who are responsible for reporting them, while they are already planning their leave with a golden handshake.
The Equal Remuneration Act of 1976 aims to provide equal pay for equal work between men and women. Key objectives include preventing discrimination against women in employment and increasing opportunities for women. The Act applies to all employers across India and mandates equal remuneration for men and women performing the same or similar work. It also prohibits discrimination in recruitment, training, or promotions based on sex. Advisory committees provide recommendations to increase women's employment. Authorities appointed by the government hear complaints and claims regarding violations and direct appropriate actions such as payment of unequal wages.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
The Payment of Gratuity Act of 1972 establishes rules for the payment of gratuities to employees in India. The act applies to factories, mines, oilfields, plantations, ports, and railway companies with 10 or more employees. It requires that gratuity be paid to employees who have worked continuously for at least 5 years upon superannuation, retirement, resignation, or death. Gratuity is calculated based on last wages and years of service. The act defines employees and wages and outlines when gratuity can be withheld. It also addresses nominations, determinations, penalties, and exemption powers. Various forms are provided to facilitate nominations and applications related to gratuity.
The document summarizes the Employees' Deposit Linked Insurance Scheme 1976 in India. Key points:
1. The scheme provides term life insurance coverage linked to an employee's PF account balance to protect their family upon death.
2. The insurance coverage amount is equal to the PF balance if it is below Rs. 35,000, and Rs. 35,000 plus one-fourth of the excess over Rs. 35,000, subject to a maximum of Rs. 60,000.
3. Only employers contribute 0.5% of salary up to Rs. 6,500 per month toward insurance premiums. No contributions are required from employees.
This document is a project report on understanding the financial position of Radico Khaitan Pvt Ltd using ratio analysis of financial statements from 2012-2016. It provides background information on Radico Khaitan, which was established in 1943 as Rampur Distillery and began producing its own brands in 1999. The report aims to analyze the company's financial position through calculating various ratios like liquidity, profitability and turnover ratios from its financial statements over the past 5 years and drawing conclusions. It seeks to supplement the author's academic knowledge with practical exposure to the financial management and decision making processes of a business organization through this study.
Training and development programme by TATA GroupShrey Kapoor
The Tata Group places strong emphasis on training and development. They have established programs like the Tata Administrative Service (TAS) and Tata Management Training Centre (TMTC) to develop leaders within the organization. TAS is a one-year training program that provides cross-functional rotations, rural exposure, and mentorship. TMTC conducts 250 programs annually using internal and external faculty to disseminate knowledge and skills. The goal is to maximize employee potential and encourage mobility across companies. Training helps employees adapt to changes, new roles, and advances learning.
The document summarizes the key aspects of the Payment of Wages Act, 1936 in India. It outlines the applicability of the Act, definitions, responsibilities for wage payment, fixation of wage periods at a maximum of one month, timelines for payment within 7-10 days of the wage period, methods of payment, authorized deductions including fines and loans, and procedures for appeals. The purpose of the Act is to ensure timely and full payment of wages to employees without unauthorized deductions.
A study on employee job satisfaction h r final projectProjects Kart
The document discusses a study on employee job satisfaction at HAMUL. It outlines the objectives of the study which are to measure job satisfaction levels, study employee perceptions and attitudes, and identify motivational factors. The scope includes how job satisfaction comprises intrinsic and extrinsic factors and influences productivity. It also provides background on the dairy industry in India, tracing its origins and the development of the cooperative model pioneered in Anand.
Characteristics of Industrial Relations in INDIAPratik Lahiri
The document provides an overview of the characteristics of the industrial relations system in India. Some key points from the summary:
- Trade unions in India are traditionally poorly organized and perceive their main role as opposing management decisions. Bargaining is centralized but parties often disagree on issues.
- The evolution of industrial relations in India occurred in three phases from 1947-1991, starting with import substitution and public sector growth in the first phase. The second phase saw employment and wage crises while the third phase had more independent unionism and regional systems.
- Several central labour acts govern industrial relations in India related to trade unions, wages, working conditions, equality, social security and employment. The Trade Unions Act of 1926
This document summarizes the Bonded Labour System (Abolition) Act of 1976 in India and the key 1983 Supreme Court case Bandhua Mukti Morcha v. Union of India.
The Act aims to abolish bonded labor by cancelling all debts of bonded laborers, prohibiting new bondage agreements, and requiring the economic rehabilitation of freed bonded laborers. It criminalizes attempts to compel bonded labor.
The 1983 case found that migrant workers in mines and quarries were being exploited as bonded laborers without proper wages, housing, or safety conditions. The Supreme Court upheld the workers' right to approach the court under Article 32 to seek relief for violations of their fundamental rights and freedoms.
The contract labour (regulation and abolition), 1970ACS Shalu Saraf
The document outlines the key provisions of the Contract Labour (Regulation and Abolition) Act of 1970 in India. It aims to prevent the exploitation of contract labor and improve their working conditions. The Act applies to establishments employing 20 or more contract laborers. It requires the registration of establishments and licensing of contractors. It also mandates various welfare measures for contract workers like canteens, restrooms, drinking water, first aid, and timely payment of wages. The appropriate government appoints inspectors to ensure compliance. Principal employers are responsible for welfare provisions and unpaid wages if contractors fail to provide them. Numerous forms are also prescribed under the Act.
Thank you for the detailed summary of the Minimum Wages Act, 1948. This will help provide important context and an overview of the key aspects of the Act.
BHEL is India's largest engineering company providing systems for power, industry, and transportation. It has 13 manufacturing plants, 8 service centers, and over 46,000 employees. BHEL works in both domestic and international markets, receiving orders from countries around the world. While it aims to grow steadily and be profitable, challenges include maintaining commitments and reducing delivery cycles.
This document summarizes the key aspects of the Equal Remuneration Act, 1976 in India. The act aims to provide equal pay for equal work between men and women. It prohibits discrimination in recruitment, pay, and other employment conditions based on sex. Employers must pay men and women workers the same remuneration for the same or similar work and cannot discriminate in hiring, promotions, training or transfers. Employers must also maintain registers related to employees. Violations of the act, such as unequal pay or discrimination in recruitment, are punishable by fines or imprisonment.
The Maternity Benefits Act, 1961 provides maternity leave and benefits to protect the dignity of motherhood. It applies to all establishments with 10 or more employees. Eligible women receive 84 days of paid maternity leave before and after delivery. The Act prohibits dismissal of pregnant women and provides other benefits like nursing breaks and medical reimbursement. Employers must maintain proper records and may face penalties for violations of the Act. In a 2012 case, a woman successfully sued her former employer for sacking her while pregnant in contravention of the Act.
The pitch includes content around general HR policies, Learning and Development initiatives, Integrity & Compliance over-view etc. It aims at providing a flavor of Life @Genpact to prospective Genpact employees which will further smoothen their transition to Genpact.
A bonus payment is usually made to employees in addition to their base salary as part of their wages or Salary. While the base salary usually is a fixed amount per month, bonus payments more often than not vary depending on known criteria, such as the annual turnover, or the net number of additional customers acquired, or the current value of the stock of a public company. Thus bonus payments can act as incentives for managers attracting their attention and their personal interest towards what is seen as gainful for their companies' economic success. There are widely‐used elements of pay for performance and working well in many instances, including when a fair share of an employees participation in the success of a company is desired. There are, however, problematic instances, most notably when bonus payments are high. When they are tied to possibly short-lived figures such as an increase in monthly turnover, or cash flow generated from an isolated marketing action, such figures often do not reflect a solid reliable win for a company, and they certainly do not reflect a manager's lasting efforts to the company's best. On the contrary, such figures are prone to being adjusted or even manipulated to the benefit of those employees who are responsible for reporting them, while they are already planning their leave with a golden handshake.
The Equal Remuneration Act of 1976 aims to provide equal pay for equal work between men and women. Key objectives include preventing discrimination against women in employment and increasing opportunities for women. The Act applies to all employers across India and mandates equal remuneration for men and women performing the same or similar work. It also prohibits discrimination in recruitment, training, or promotions based on sex. Advisory committees provide recommendations to increase women's employment. Authorities appointed by the government hear complaints and claims regarding violations and direct appropriate actions such as payment of unequal wages.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
The Payment of Gratuity Act of 1972 establishes rules for the payment of gratuities to employees in India. The act applies to factories, mines, oilfields, plantations, ports, and railway companies with 10 or more employees. It requires that gratuity be paid to employees who have worked continuously for at least 5 years upon superannuation, retirement, resignation, or death. Gratuity is calculated based on last wages and years of service. The act defines employees and wages and outlines when gratuity can be withheld. It also addresses nominations, determinations, penalties, and exemption powers. Various forms are provided to facilitate nominations and applications related to gratuity.
The document summarizes the Employees' Deposit Linked Insurance Scheme 1976 in India. Key points:
1. The scheme provides term life insurance coverage linked to an employee's PF account balance to protect their family upon death.
2. The insurance coverage amount is equal to the PF balance if it is below Rs. 35,000, and Rs. 35,000 plus one-fourth of the excess over Rs. 35,000, subject to a maximum of Rs. 60,000.
3. Only employers contribute 0.5% of salary up to Rs. 6,500 per month toward insurance premiums. No contributions are required from employees.
This document is a project report on understanding the financial position of Radico Khaitan Pvt Ltd using ratio analysis of financial statements from 2012-2016. It provides background information on Radico Khaitan, which was established in 1943 as Rampur Distillery and began producing its own brands in 1999. The report aims to analyze the company's financial position through calculating various ratios like liquidity, profitability and turnover ratios from its financial statements over the past 5 years and drawing conclusions. It seeks to supplement the author's academic knowledge with practical exposure to the financial management and decision making processes of a business organization through this study.
Training and development programme by TATA GroupShrey Kapoor
The Tata Group places strong emphasis on training and development. They have established programs like the Tata Administrative Service (TAS) and Tata Management Training Centre (TMTC) to develop leaders within the organization. TAS is a one-year training program that provides cross-functional rotations, rural exposure, and mentorship. TMTC conducts 250 programs annually using internal and external faculty to disseminate knowledge and skills. The goal is to maximize employee potential and encourage mobility across companies. Training helps employees adapt to changes, new roles, and advances learning.
The document summarizes the key aspects of the Payment of Wages Act, 1936 in India. It outlines the applicability of the Act, definitions, responsibilities for wage payment, fixation of wage periods at a maximum of one month, timelines for payment within 7-10 days of the wage period, methods of payment, authorized deductions including fines and loans, and procedures for appeals. The purpose of the Act is to ensure timely and full payment of wages to employees without unauthorized deductions.
A study on employee job satisfaction h r final projectProjects Kart
The document discusses a study on employee job satisfaction at HAMUL. It outlines the objectives of the study which are to measure job satisfaction levels, study employee perceptions and attitudes, and identify motivational factors. The scope includes how job satisfaction comprises intrinsic and extrinsic factors and influences productivity. It also provides background on the dairy industry in India, tracing its origins and the development of the cooperative model pioneered in Anand.
Characteristics of Industrial Relations in INDIAPratik Lahiri
The document provides an overview of the characteristics of the industrial relations system in India. Some key points from the summary:
- Trade unions in India are traditionally poorly organized and perceive their main role as opposing management decisions. Bargaining is centralized but parties often disagree on issues.
- The evolution of industrial relations in India occurred in three phases from 1947-1991, starting with import substitution and public sector growth in the first phase. The second phase saw employment and wage crises while the third phase had more independent unionism and regional systems.
- Several central labour acts govern industrial relations in India related to trade unions, wages, working conditions, equality, social security and employment. The Trade Unions Act of 1926
This document summarizes the Bonded Labour System (Abolition) Act of 1976 in India and the key 1983 Supreme Court case Bandhua Mukti Morcha v. Union of India.
The Act aims to abolish bonded labor by cancelling all debts of bonded laborers, prohibiting new bondage agreements, and requiring the economic rehabilitation of freed bonded laborers. It criminalizes attempts to compel bonded labor.
The 1983 case found that migrant workers in mines and quarries were being exploited as bonded laborers without proper wages, housing, or safety conditions. The Supreme Court upheld the workers' right to approach the court under Article 32 to seek relief for violations of their fundamental rights and freedoms.
The contract labour (regulation and abolition), 1970ACS Shalu Saraf
The document outlines the key provisions of the Contract Labour (Regulation and Abolition) Act of 1970 in India. It aims to prevent the exploitation of contract labor and improve their working conditions. The Act applies to establishments employing 20 or more contract laborers. It requires the registration of establishments and licensing of contractors. It also mandates various welfare measures for contract workers like canteens, restrooms, drinking water, first aid, and timely payment of wages. The appropriate government appoints inspectors to ensure compliance. Principal employers are responsible for welfare provisions and unpaid wages if contractors fail to provide them. Numerous forms are also prescribed under the Act.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
The chapter Lifelines of National Economy in Class 10 Geography focuses on the various modes of transportation and communication that play a vital role in the economic development of a country. These lifelines are crucial for the movement of goods, services, and people, thereby connecting different regions and promoting economic activities.
Lifelines of National Economy chapter for Class 10 STUDY MATERIAL PDF
Philips india labor problems at salt lake
1. PHILIPS INDIA - LABOR PROBLEMS AT
SALT LAKE
GUJARAT NATIONAL LAW UNIVERSITY
MBA (FINANCIAL MANAGEMENT AND BUSINESS LAW)
PRESENTED BY :
MANI SHANKAR DWIVEDI
16MB05
2. SELLING BLUES
ABOUT
PLACE : KOLKATA, WEST BENGAL.
COMPANY : PHILIPS ELECTRICALS CO. (INDIA) LTD. (1930)
NOW
PHILIPS INDIA PVT. LTD. (1956)
3. HISTORY OF COMPANY
LAMP MANUFACTURING IN 1938 IN KOLKATA
A RADIO MANUFACTURING FACTORY IN 1948.
AN ELECTRONICS COMPONENTS UNIT WAS SET UP IN LONI, NEAR PUNE, IN 1959.
AN ELECTRONICS MEASURING EQUIPMENT. KALWA FACTORY IN MAHARASHTRA
TELECOMMUNICATION EQUIPMENT IN KOLKATA
4. CASE DETAIL
LABOR PROBLEMS OF THE PHILIPS INDIA LTD ,PIL IN 1998 SALT LAKE FACTORY KOLKATA INDIA.
TWO UNION ACTIVE AT PHILIPS EMPLOYEE UNION (PEU) & PIECO WORK UNION (PWU).
PIL MANAGEMENT DECIDED TO SELL THE FACTORY
TARGET : PIL TARGETED TO IMPROVE PRODUCTION 40,000 TO 270,000 UNIT
THE COMPANY EVEN EXPECTED TO WIN THE PHILIPS WORLDWIDE AWARD FOR
QUALITY AND BECOME THE SOURCE OF PHILIPS EXPORTS IN ASIA.
DECISION : RELOCATION ITS AUDIO PRODUCT, PUNE.
RESULT : DISPLACEMENT OF 600 WORKERS
PRODUCTION FALLS
5. CONT…
PRODUCTION FALLS
FEAR OF LOSING JOBS
ISSUES : WORKERS CLAIM ON MANAGEMENT FAULTS .
MANAGEMENTS SAYS ITS FALLS IN CTV MARKET.
LEADS : 20 MONTHS LONG BATTLE.
CONTINUOUS FALLS PRODUCTION.
MANAGEMENTS DECIDED TO SELL SALT LAKE FACTORY
(1998).
6. SELLING TROUBLES
APPOINTED HONG KONG AND SHANGHAI BANKING CORPORATION (HSBC)
VIDEOCON (KITCHEN APPLIANCES INDIA LTD.)APPROACHED
VALUATION ASCERTAINED 28 CRORE.
AGM CONDUCTED &51 % VOTE IN FAVOR OF SALE.
FI’S AND SHARE HOLDER OPPOSED THE DECISION
7. CONT.…
EGM CONDUCTED & FI’S VOTED IN FAVOR OF PIL.
WORKERS APPROACHED VIDEOCON TO WITHDRAW DEAL,
VIDEOCON DENY
WORKERS FILED PETITION IN KOLKATA HIGH COURT
8. JUDGMENT BY KOLKATA HIGH COURT
IN MARCH1999, RESTRAIN THE DEAL OF SALE
ON THE GROUND OF LOW PRICE
PIL MOVES TO SUPREME COURT
9. JUDGEMENT DAY
SUPREME COURT (DECEMBER 2000)
THE WORKERS CAN DEMAND FOR THEIR RIGHTS,
THEY HAD NO SAY IN ANY OF THE POLICY DECISIONS OF THE COMPANY,
IF THEIR INTERESTS WERE NOT ADVERSELY AFFECTED.
DECISION IN FAVOUR OF PHILIPS INDIA PVT. LTD.