The document discusses labour welfare in industries. It outlines that labour welfare aims to improve working conditions and maintain good industrial relations. It includes facilities to ensure employee well-being and increase living standards. Labour welfare is provided by governments, employers, unions and other organizations. It has become more important with industrialization and globalization.
This document discusses labour welfare, 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.
The document discusses the concept and scope of labor welfare. Labor welfare aims to improve the well-being of workers and make their lives more worthwhile. It involves activities that promote worker health and counteract disadvantages they face. Labor welfare also aims to enable richer lives for workers, develop their sense of responsibility, and fulfill their needs and aspirations while boosting enterprise productivity and efficiency. The scope of labor welfare needs to be dynamic, elastic, and pragmatic to directly improve efficiency and productivity while also focusing on employee well-being.
Labor Welfare and the Importance of LW OfficerAlan Shany
The document discusses the relationship between social work and labour welfare. It outlines the role of welfare officers in improving employee living and working conditions based on statutes like the Karnataka Factories Act and Mines Act. The duties of welfare officers include addressing grievances, promoting harmony between management and employees, advising on amenities and policies, liaising with relevant parties, and providing counseling services to support employee well-being and productivity. The overall objective is to eliminate exploitation of labor and develop sound labor administration practices through welfare programs and services.
This document provides an introduction and overview of labour welfare. It discusses:
1) The definition of labour welfare according to various sources, focusing on improving worker well-being.
2) The scope of labour welfare, which varies based on factors like industry, country, and level of development. It can include statutory, voluntary, and mutual programs.
3) The objectives and need for labour welfare programs, which aim to increase productivity and morale while attracting workers and reducing union influence or government intervention.
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.
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.
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.
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.
The document discusses the concept and scope of labor welfare. Labor welfare aims to improve the well-being of workers and make their lives more worthwhile. It involves activities that promote worker health and counteract disadvantages they face. Labor welfare also aims to enable richer lives for workers, develop their sense of responsibility, and fulfill their needs and aspirations while boosting enterprise productivity and efficiency. The scope of labor welfare needs to be dynamic, elastic, and pragmatic to directly improve efficiency and productivity while also focusing on employee well-being.
Labor Welfare and the Importance of LW OfficerAlan Shany
The document discusses the relationship between social work and labour welfare. It outlines the role of welfare officers in improving employee living and working conditions based on statutes like the Karnataka Factories Act and Mines Act. The duties of welfare officers include addressing grievances, promoting harmony between management and employees, advising on amenities and policies, liaising with relevant parties, and providing counseling services to support employee well-being and productivity. The overall objective is to eliminate exploitation of labor and develop sound labor administration practices through welfare programs and services.
This document provides an introduction and overview of labour welfare. It discusses:
1) The definition of labour welfare according to various sources, focusing on improving worker well-being.
2) The scope of labour welfare, which varies based on factors like industry, country, and level of development. It can include statutory, voluntary, and mutual programs.
3) The objectives and need for labour welfare programs, which aim to increase productivity and morale while attracting workers and reducing union influence or government intervention.
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.
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.
This document discusses labour welfare in India. It begins by defining labour welfare as anything provided to employees over and above wages to improve their comfort and motivation. This includes facilities like healthcare, housing, transport, recreation, education and more. Labour welfare is important for employee retention, good employee relations, and motivation. It can be statutory, mandated by law, or non-statutory and voluntarily provided. The document outlines several examples of statutory and non-statutory welfare schemes and programs implemented across various industries in India.
The report summarizes a study of the labor welfare system at Usha Martin Limited, a steel wire rope manufacturing company. It finds that most workers are aware of welfare benefits provided, such as uniforms, medical facilities, transportation, and education for children. However, some workers have grievances regarding allowances, the canteen, and holidays. The report suggests increasing awareness of benefits, housing assistance, death relief funds, and improving worker-management relations.
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 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.
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 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.
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.
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.
The document discusses labor welfare and social security programs in India. It covers the objectives of labor welfare like improving worker conditions and morale to increase efficiency. It also discusses the different approaches to welfare over time from paternalistic to ensuring worker participation. The key principles of welfare programs are that they should meet real worker needs and not be a substitute for fair pay. The document outlines the classification of welfare programs and examples of common provisions like healthcare, housing, transport, recreation and education facilities provided in India's organized sectors.
This document discusses labour welfare and classifies labour welfare facilities into four categories: statutory welfare provisions, voluntary welfare amenities, intramural activities, and extramural activities. It outlines seven objectives and approaches to labour welfare, and theories of labour welfare such as the police theory, religious theory, and philanthropic theory. Finally, it provides a brief history of labour welfare in India from 1875 onward and discusses the concept and evolution of social security programs.
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.
The document discusses social security and labor welfare in India. It provides context on the evolution of social security measures in India, from provisions existing before independence to major developments after the constitution outlined the right to public assistance. Key social security programs for Indian workers are described, including health insurance, unemployment insurance, provident funds, pensions, and compensation for work-related injuries. The concept of labor welfare is then reviewed, defining it as voluntary efforts by employers to improve working and living conditions beyond legal requirements, focusing on workers' overall well-being and development.
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.
Labour welfare in India aims to improve conditions for workers beyond wages alone. It addresses physiological, social, esteem, monetary and other needs. Key labour laws establish social security programs like Employees' State Insurance (ESI) for healthcare, Employees' Provident Fund for post-retirement benefits, Workmen's Compensation for workplace injuries, Payment of Gratuity for retirement lump sums, and Maternity Benefit for paid leave. These organized sector programs are administered through autonomous bodies but face issues like healthcare quality and infrastructure gaps. Labour welfare is important in India due to lack of unions, illiteracy, poverty, and industrial backwardness.
SAFETY, HEALTH, AND WELFARE IMPORTANCE AND BEST PRACTICE
How the environment of an organization should be designed for the upgrading of the employee. This presentation is used by the Sri Balaji society Pune student managers.
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.
The document discusses employee welfare and provides an executive summary of welfare activities at Coal India Limited (CIL). It notes that the basic purpose of labor welfare is to enrich employees' lives and keep them happy and content. Welfare facilities aim to improve workers' standard of living by reducing costs. The document then discusses intramural and extramural welfare services provided by CIL to employees and their families, including medical services, housing, transportation, and education. It finds that employees are generally satisfied with the welfare facilities.
The document discusses the duties and responsibilities of a Labour Welfare Officer according to the Factories Act of 1948 in India. A Labour Welfare Officer acts as an advisor to both management and workers, helping to resolve disputes and improve workplace conditions. Their key duties include supervising health, safety and welfare programs; advising managers on compliance with labour laws and developing training programs; liaising with workers, management, and external agencies; and providing counselling to employees.
The document discusses social justice, organized and unorganized sectors, and labour welfare in India. It provides definitions and characteristics of organized sectors, unorganized workers, and informal sectors. It also describes the importance of labour welfare for workers, employers, and society. Labour welfare aims to provide equal access to wealth, health, and opportunities for all people through amenities, regulations, and institutions.
Labour welfare aims to promote workers' physical, social, psychological, and general well-being beyond just wages. It has become more important with industrialization. There are various definitions of labour welfare but it generally refers to voluntary efforts by employers to improve workers' conditions and lives. The scope of welfare varies between industries and countries but commonly includes amenities to improve workers' working and living conditions. Objectives include increasing efficiency, improving loyalty, attracting workers, and reducing union influence. Welfare can be statutory, voluntary, or mutual and includes intramural activities within the workplace and extra-mural activities outside of it. There is a need for welfare due to workers' needs, ethical considerations, and benefits to employers like improved
The report summarizes a study of the labor welfare system at Usha Martin Limited, a steel wire rope manufacturing company. It finds that most workers are aware of welfare benefits provided, such as uniforms, medical facilities, transportation, and education for children. However, some workers have grievances regarding allowances, the canteen, and holidays. The report suggests increasing awareness of benefits, housing assistance, death relief funds, and improving worker-management relations.
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 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.
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 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.
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.
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.
The document discusses labor welfare and social security programs in India. It covers the objectives of labor welfare like improving worker conditions and morale to increase efficiency. It also discusses the different approaches to welfare over time from paternalistic to ensuring worker participation. The key principles of welfare programs are that they should meet real worker needs and not be a substitute for fair pay. The document outlines the classification of welfare programs and examples of common provisions like healthcare, housing, transport, recreation and education facilities provided in India's organized sectors.
This document discusses labour welfare and classifies labour welfare facilities into four categories: statutory welfare provisions, voluntary welfare amenities, intramural activities, and extramural activities. It outlines seven objectives and approaches to labour welfare, and theories of labour welfare such as the police theory, religious theory, and philanthropic theory. Finally, it provides a brief history of labour welfare in India from 1875 onward and discusses the concept and evolution of social security programs.
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.
The document discusses social security and labor welfare in India. It provides context on the evolution of social security measures in India, from provisions existing before independence to major developments after the constitution outlined the right to public assistance. Key social security programs for Indian workers are described, including health insurance, unemployment insurance, provident funds, pensions, and compensation for work-related injuries. The concept of labor welfare is then reviewed, defining it as voluntary efforts by employers to improve working and living conditions beyond legal requirements, focusing on workers' overall well-being and development.
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.
Labour welfare in India aims to improve conditions for workers beyond wages alone. It addresses physiological, social, esteem, monetary and other needs. Key labour laws establish social security programs like Employees' State Insurance (ESI) for healthcare, Employees' Provident Fund for post-retirement benefits, Workmen's Compensation for workplace injuries, Payment of Gratuity for retirement lump sums, and Maternity Benefit for paid leave. These organized sector programs are administered through autonomous bodies but face issues like healthcare quality and infrastructure gaps. Labour welfare is important in India due to lack of unions, illiteracy, poverty, and industrial backwardness.
SAFETY, HEALTH, AND WELFARE IMPORTANCE AND BEST PRACTICE
How the environment of an organization should be designed for the upgrading of the employee. This presentation is used by the Sri Balaji society Pune student managers.
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.
The document discusses employee welfare and provides an executive summary of welfare activities at Coal India Limited (CIL). It notes that the basic purpose of labor welfare is to enrich employees' lives and keep them happy and content. Welfare facilities aim to improve workers' standard of living by reducing costs. The document then discusses intramural and extramural welfare services provided by CIL to employees and their families, including medical services, housing, transportation, and education. It finds that employees are generally satisfied with the welfare facilities.
The document discusses the duties and responsibilities of a Labour Welfare Officer according to the Factories Act of 1948 in India. A Labour Welfare Officer acts as an advisor to both management and workers, helping to resolve disputes and improve workplace conditions. Their key duties include supervising health, safety and welfare programs; advising managers on compliance with labour laws and developing training programs; liaising with workers, management, and external agencies; and providing counselling to employees.
The document discusses social justice, organized and unorganized sectors, and labour welfare in India. It provides definitions and characteristics of organized sectors, unorganized workers, and informal sectors. It also describes the importance of labour welfare for workers, employers, and society. Labour welfare aims to provide equal access to wealth, health, and opportunities for all people through amenities, regulations, and institutions.
Labour welfare aims to promote workers' physical, social, psychological, and general well-being beyond just wages. It has become more important with industrialization. There are various definitions of labour welfare but it generally refers to voluntary efforts by employers to improve workers' conditions and lives. The scope of welfare varies between industries and countries but commonly includes amenities to improve workers' working and living conditions. Objectives include increasing efficiency, improving loyalty, attracting workers, and reducing union influence. Welfare can be statutory, voluntary, or mutual and includes intramural activities within the workplace and extra-mural activities outside of it. There is a need for welfare due to workers' needs, ethical considerations, and benefits to employers like improved
The document discusses the concept of labour welfare in India. It provides a history of labour welfare from the pre-independence period through present day. Key aspects covered include statutory and non-statutory welfare services within and outside establishments, the objectives and philosophy of labour welfare, social security programs, and the roles of government agencies and private organizations in promoting worker welfare.
The document discusses the concept of labour welfare. It begins by explaining that labour welfare aims to improve the well-being of workers through measures taken by employers, unions, and government organizations. These measures provide facilities beyond wages to enable workers to lead good work and personal lives. Labour welfare also aims to counteract the negative effects of industrialization. The document then examines labour welfare from holistic, social, and relative perspectives. It emphasizes that the concept of labour welfare is dynamic and depends on factors like economic development, social customs, and industrialization levels.
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.
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.
The impact of welfare schemes on the motivational level of employees at peeka...akshay1771
The document discusses various aspects of employee welfare, including definitions, objectives, scope, and types of welfare services. It defines employee welfare as efforts to improve workers' living and working conditions. The objectives are to increase living standards, improve satisfaction, reduce problems, and recognize human values. Welfare scope depends on social/economic factors and aims to enhance worker conditions. Agencies providing welfare include governments, employers, unions, and other organizations. Services are intramural (within workplaces) and extra-mural (outside). Statutory welfare measures outlined include accident benefits, annual bonuses, canteens, drinking water, and first aid.
The document discusses labour welfare, employee relations, and related government policies and laws in India. It notes that the government has established a Ministry of Human Resource Development to improve human capital development. Labour welfare is an important part of industrial relations. The document outlines key areas for labour standards and reforms, and objectives of employee relations like participation, productivity, and industrial peace. It discusses constitutional provisions and many laws enacted in India to safeguard employee welfare and relations. International labour standards set by the ILO are also important to achieve fair and humane working conditions.
This document provides an acknowledgement and preface for a report on employee welfare at IFFCO Aonla. It thanks various people who provided support and guidance during the training and research for the project. It introduces the topics that will be covered in the report, including the theoretical framework of employee welfare, company profile of IFFCO, welfare activities at IFFCO Aonla, objectives, methodology, findings and conclusion. The document aims to provide a strategic overview of employee welfare practices as an important part of personnel management at IFFCO Aonla.
This document discusses employee welfare and safety measures in the workplace. It covers several key points:
1. Employee welfare aims to improve workers' health, morale, and living/working conditions to increase productivity. It includes services, facilities, and amenities provided beyond required wages.
2. Safety is also important, as thousands of workers worldwide are injured or killed in industrial accidents each day. Establishing effective safety programs and accident prevention measures can help minimize losses.
3. Indian law, specifically the Factories Act of 1948, mandates various safety standards for workplaces regarding machinery guarding, power controls, hoists/lifts, and more. Regular inspections are also required.
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 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.
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.
Labour Policy in Indian Five Years Plan.pptxKaushik Kundu
Labour policy in India aims to increase productivity while also protecting workers' rights and welfare. Key aspects of labour policy outlined in the document include:
1. Establishing a minimum wage, improving working conditions, and encouraging workers' participation in management to promote industrial harmony essential for economic growth.
2. Recognizing trade unions and collective bargaining, while also expecting unions to take on greater responsibilities in national development.
3. Expanding vocational training programs to meet the increasing demand for skilled labour in a developing economy.
Labour welfare aims to protect workers' rights by providing services and amenities. It is a flexible concept that varies by place, time, and culture. Services are designed according to factors like age, sex, socioeconomic status, and marital status. Labour welfare includes intramural amenities within the workplace like rest areas and canteens, as well as extramural benefits outside of work like maternity leave, insurance, and retirement funds. Key principles are coordination of programs, worker association in planning and execution, responsibility, accountability, and timely assistance. Approaches to labour welfare include policing, religion, philanthropy, paternalism, placation, public relations, functional, and social.
The document discusses labor administration, including defining it as public bodies involved in labor policy and standards set by the ILO. It outlines the history and roles of labor inspection, standards, and administration. Key topics covered include labor policies and acts in India, the functions of labor administration in projects and regional integration, and legislative acts related to employment, wages, and industrial relations.
The document discusses the origin and growth of labor welfare in India. It defines labor welfare as services, facilities, and amenities established near workplaces to enable employees to work in healthy environments and provide comforts to improve morale. Early definitions are provided from sources like the ILO and Indian committees. The scope and types of welfare services like intramural and extramural amenities are outlined. The importance to laborers, employers, and society is explained. Various theories behind labor welfare like the police, religious, philanthropic, trusteeship, placating, public relations, and functional theories are summarized.
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.
The document discusses the roles and responsibilities of a labour welfare officer in factories in India according to the Factories Act of 1948. A labour welfare officer acts as an advisor, counselor, and liaison between factory management and workers to improve efficiency, productivity, and profitability. Their main duties include supervising welfare programs, advising management on policies, resolving disputes, and ensuring statutory obligations to workers are met to maintain harmonious industrial relations. They are also responsible for counseling employees and helping management shape labour policies that benefit both workers and the company.
The importance of occupational safety and healthyshazadsookram
This document summarizes an occupational health and safety training presentation given by Shazad Sookram. It defines occupational health as promoting workers' physical, mental, and social well-being. The objectives of occupational health are maintaining workers' health and capacity, improving the work environment, and developing safety-focused work cultures. The document outlines Guyana's OSH legislation and covers workplace hazards like physical, biological, chemical, psychological, and other risks. It identifies unsafe conditions and acts as basic causes of accidents.
2. Labour Welfare Sector aim at improving the
working conditions, maintenance of
better Industrial relations, strict enforcement
of Labour Laws and launching of welfare
activities for the benefit of industrial workers
and their families.
3. Labour welfare is an important dimension of
industrial relation, labour welfare includes overall
welfare facilities designed to take care of well being
of employee's and in order to increase their living
standard.
It do not generally constitutes monetary benefits nor
these are provided by employers alone, it can also be
provided by government, non government agencies
and trade unions. Industrialization, mechanization
and globalization has increased importance of labour
welfare in industries.
The importance of labour in industrialization and
economic development has been recognized globally.
In global scenario need and importance of labour
welfare has been increasingly appreciated.
4. In India the labour welfare started sometime during
the 1st world war (1914-1918).till then wellbeing of
workers in factories was hardly by anybody. Since, 1st
world war labour welfare has been expanding on
voluntary basis.
Industrial Labour Organization has played a very
significant role for labour welfare. Many labour
legislations have been formed by Indian central
government and state governments for welfare of
labours in Industries.
Government has laid down minimum standards for
employment and working conditions in organizations.
Besides the government, the employers, trade unions
and various social organizations also function as
agencies for implementation of labour welfare
measures.
5. The ILO report refers labour welfare as, “
such services, facilities and amenities, which
may be established in, or on the vicinity of
undertaking to enable person employed
there in to perform their work in healthy and
congenial surrounding and provided with
amenities conducive to good health and high
morale.”
6. It is the work which is usually undertaken within
the promises or in the vicinity of the undertaking
for the benefit of the employees and member of
their families.
The work generally include those item of welfare
which and over and above what the employees
expect as a result of the contract of service from
the employers.
The purpose of providing welfare amenities is to
bring about the development of the whole
personality of the workers his
social,psycological,economic, moral, culture and
intellectual development to make him a good
worker, a good citizen and a good member of the
family.
7. (1)Working Environment
Favorable working environment enhances efficiency of
workers and includes proper illumination, safety,
temperature, ventilation, sanitation, cleanliness and
canteen facilities.
(2)Health facilities
Health center should be provided within factory.
Ambulance service should be provided within factory in
case of any emergency.
Free medical checkup of workers and health and diet
counseling of workers.
Availability of Doctor inside the factory for emergency.
Women and child welfare work.
Recreation facilities inside the organisation
Education and library services
8. (3) General welfare programs
Housing facilities for workers
Family case work and counseling
(4)Economic welfare programs
Subsidized consumer goods including grains,
vegetables, milk, oil and other daily
requirements.
Banking services and credit facilities.
Health insurance schemes
Bonus and profit sharing schemes.
Transportation services in factory
9. The importance of labour officer in Indian
industry was realized as early as 1931.
when the royal commission on labour
recommended that their appointment in
order to protect the worker from the evils of
jobbery and indebtedness, to act as
generally as a spokesman of labour and to
promote amicable relation between workers
and the management.
(amicable= friendly)
10. The post of the labour officer was instituted
initially to:
1) Eliminate the evil and malpractices of the
jobbery system in the recruitment of the
labour.
2) Develop and improve labour
administration.
3) Serve as a liaison with state labour
commissioner.
(liaison=communication & contact bet group)
11. The legislation provision for the appointment
of welfare officer under the factory act was
made in 1948(1) (2) of the act provides that:
“in every factory, where in 500 or more
workers are ordinarily employed, the
employer shall employ in the factory such
number of welfare officers as may
prescribed. The state is authorized to
prescribe the duties, qualification and
conditions of service of such officers”
12. According to plantation labour act, “in every
plantation wherein 300 or more worker are
employed, the employer shall employ in the
factory such number of welfare officers as
may be prescribed . The state is authorized
to prescribed the duties, qualification and
condition of service of such officer.”
Section 58 of the mines act,1952 states:
“for every mine where in 500 or more
persons are employed the owner, the agent
or manager shall appoint a suitable qualified
welfare officer.”
13. A welfare officer to be appointed should
have:
1) A university degree.
2) Degree or diploma in social science or
social work or social welfare from any
recognized institution.
3) Adequate knowledge of the language
spoken by majority of workers in the area
where factories, mines, or plantation are
situated.
14.
15. (i) to establish contacts and hold consultations
with a view to maintaining harmonious relations
between the factory management and workers .
(ii) to bring to the notice of factory management,
the grievances of workers, individual as well as
collective, with a view to securing their
expeditious redress and to act as a Liaison
Officer between the management and labour .
(iii) to study and understand the point of view of
labour in order to help the factory management
to shape and formulate labour policies and to
interpret these policies to the workers in
language they can understand .
16. (iv)
to advise on the fulfilment by the
concerned departments of the factory
management of obligations statutory or otherwise
concerning the application of the provisions of the
Factories Act, 1948 and the rules made there under
and to establish liaison with the Inspector of
Factories,
and the medical services concerning medical
examination of employees, health
records, supervision of hazardous jobs, sick visiting
and convalescence, accident prevention and
supervision of safety committees, systematic plant
inspection, safety education, investigation of
accidents, maternity benefits and workmen's
17. Welfare Officers not to deal with disciplinary cases
or appear on behalf of the management against
workers.,- No Welfare Officer shall deal with any
disciplinary case against a worker or
appear before a conciliation office, or in a Court or
Tribunal on behalf of the Factory management
against any worker or workers.
18. toadvise on provision of welfare
facilities, such as housing
facilities, foodstuffs, social and recreational
facilities, sanitation, advice on individual
personnel problems and education of children;
tobring to the notice of the factory
management the grievances of
workers, individual as well as collective, with
a view of securing their expeditious redress
and to act as a liaison officer between the
management and labour;
21. As per the medical care, the welfare set up
the Central govt. have no provisions for
meeting the expenditure on any of the well-
recognized branches of social security such
as sickness benefit, occupational injury
benefit, old age benefit, survivor benefit
unemployment benefit. In other words, these
WF cannot be considered to be providing
social security, but they have the scope &
potential to become instruments of social
security .
22. Community & social edn centre including
reading rooms and libraries.
Games, sports & other programs of physical
fitness.
Entertainment & other forms of recreations.
To improve the standard of living & promote
the health, fmly planning by the state govt.
23. The basic objective of all WF’s is to provide a measure
of social security & insurance for workers.
Welfare assistance consists of financial assistance for
housing, edn of children, & marriage of daughters.
24.
25. The follow-up to discussions on the challenges to
labour market and welfare policies as a consequenc
of immigration will focus on four themes:
•To increase employment among immigrants with a
focus on language as the key to integration.
•To strengthen Nordic cooperation on the
implementation of the Posting of Workers
Enforcement Directive.
•To analyse the extent of posted workers in the
Nordic region.
•To cooperate on the consequences of a possible
growth in immigration from Southern Europe.
26. Youth unemployment has high
political priority in the Nordic
region. At the latest Nordic Council
of Ministers meeting, labour
ministers agreed to encourage
employers to take on some of the
responsibility for young people who
don’t work and who are not in
education.
27. We begin by discussing the challenges for labour
arising from the dual crises of the economy and
ecology.
To understand the factory takeovers, we must also
understand their relation to the union movement .
This endeavour includes building a sustainable global
union movement and network, forging new
transnational union alliances, and organizing
transnational and cross-border campaigns (Harrod and
O’Brien, 2002;Bronfenbrenner, 2007;
Webster, Lambert and Bezuidenhout, 2008).
28. Understand their role and the confidentiality it
involves.
Understand the UNISON Welfare charity structure and
staff responsibilities.
Understand the application process and areas where
welfare can assist members.
Develop influencing and communication skills and
practice active listening.
Promote 'There for You' to managers and as a part of
recruitment drives.
Practice presentation skills and to handle problems in
an assertive manner.
Understand the importance of promoting and
publicising 'There for You'.
29. stages to the
training
Two-day face-
On-line 'e-note' to-face course
30. Stage 1: On-line 'e-note'
This one-hour online module with short videos
and interactive quizzes will help you
understand how branch welfare officers work
with the charity and with members.
It is open to elected branch welfare officers
and anyone interested finding out more about
how 'There for You' supports members.
You don't have to complete the e-note in one
go - you can exit at any point and return to
where you left off when you next log in.
31. You will need access to a computer with
internet connection but no particular
computer skills are needed. You may be
able to do this at your workplace, at
home or in your branch office. You may
wish to use earphones to avoid disturbing
those around you.
32. Stage 2: Two-day face-to-face course
This course is for elected branch welfare
officers. It will help you develop the skills
and knowledge to help you in your role.
You will need to complete the e-note
module before attend this course as you
will use this information during the
course.
33. The twenty-first century has brought serious
structural challenges to workers and the
poor, but it has also brought renewed vitality in
response, with creative and innovative.
34. LABOUR IN THE GLOBAL SOUTH CHALLENGES AND
ALTERNATIVES FOR WORKERS
edited by Sarah Mosoetsa and Michelle Williams
Nordic Labour Journal
Work Research Institute
redaksjonen@arbeidslivinorden.org
:thereforyou@unison.co.uk