The document discusses social security and welfare schemes in India. It provides details about various social security laws like Employees' State Insurance Act, Employees' Provident Funds & Miscellaneous Provisions Act, and Payment of Gratuity Act. It also summarizes BHEL's social security and labor welfare schemes like Group Insurance Scheme and Provident Fund. BHEL effectively implements these schemes to provide compensation and benefits to employees.

1. Social Security and Welfare Schemes in Public and Private Sector. Prepared By: Ankit Michael Samuel MBA 4 th Sem Sch No.: 102103107 (Hr and Finance)

2. Social Security protects the subscriber and his/her entire family by giving beneficial packages in financial security and health care. It facilitates people to plan their future through insurance and assistance. Social Security schemes are designed to guarantee at least long-term sustenance to families when the earning member retires, dies or suffers a disability .

3. The principal social security laws enacted in India are the following: The Employees’ State Insurance Act, 1948 (ESI Act) The Employees’ Provident Funds & Miscellaneous Provisions Act, 1952 (EPF & MP Act) The Workmen’s Compensation Act, 1923 (WC Act), The Payment of Gratuity Act, 1972 (P.G. Act), The Maternity benefit Act,1961.

4. Withdrawal before retirement : A member can withdraw up to 90% of the amount of provident fund at credit after attaining the age of 54 years or within one year before actual retirement. Claim application in form 19 may be submitted to the concerned Provident Fund Office. Accumulations of a deceased member : Amount of Provident Fund at the credit of the deceased member is payable to nominees/ legal heirs. Claim application in form 20 may be submitted to the concerned Provident Fund Office.

5. Is one of the important social security legislations. It aims at providing financial protection to workmen and their dependants in case of accidental injury by means of payment of compensation by the employers . WHO IS A WORKMAN Workman means any person (other than a person whose employment is of a casual nature and who is employed otherwise than for the purposes of the employer’s trade or business) who is- a railway servant as defined in section 3 of the Indian Railways Act, 1890 not permanently employed in any administrative, district or sub-divisional office of a railway and not employed in any such capacity as is specified in Schedule II, or employed in any such capacity as is specified in Schedule II, provisions of the Act have been extended to cooks employed in hotels, restaurants using power, liquefied petroleum gas or any other mechanical device in the process of cooking . Compensation In case of death the minimum amount of compensation fixed is Rs,. 80,000 and Rs. 90,000 in case of permanent total disablement. The maximum amount of compensation payable is Rs. 4.56 lakh in the case of death and Rs. 5.48 lakh in the case of permanent total disablement.

6. The employer of any establishment covered under this Act, is required to compensate an employee : Who has suffered an accident arising out of and in the course of his employment, resulting into (i) death, (ii) permanent total disablement, (iii) permanent partial disablement, or (iv) temporary disablement whether total or partial, or(v) occupational disease. HOWEVER THE EMPLOYER SHALL NOT BE LIABLE In respect of any injury which does not result in the total or partial disablement of the workmen for a period exceeding three days ; In respect of any injury not resulting in death, caused by an accident which is attributable to - the workmen having been at the time thereof under the influence or drugs, or the willful removal or disregard by the workmen of any safeguards. when the employee has contacted a disease which is not directly attributable to a specific injury caused by the accident or to the occupation.

7. Which provides 15 days wages for each year of service to employees who have worked for five years or more in factories, establishments having a minimum of 10 workers. The maximum amount of gratuity payable is Rs. 3,50,000/-.

8. Every woman shall be entitled to, and her employer shall be liable for, the payment of maternity benefit, which is the amount payable to her at the rate of the average daily wage for not less than 12 weeks i.e. preceding and following the day of her delivery does not exceed 12 weeks.

9. The Factories Act, is a social legislation which has been enacted for occupational safety, health and welfare of workers at workplaces. Factories covered under the Factories Act – The industries in which 10 or more than 10 workers are employed on any day of the preceding 12 months and are engaged in manufacturing process being carried out with the aid of power. The industries in which 20 or more than 20 workers are employed in manufacturing process being carried out without the aid of power.

10. Washing Facilities Facilities for storing and drying clothing Facilities for sitting First – aid appliances Canteens Shelters, rest rooms and lunch rooms Creches Welfare officers

11. Bharat Heavy Electricals Limited ( BHEL ) ( BSE : 500103 , NSE : BHEL ) is one of the oldest and largest state-owned engineering and manufacturing enterprise in India in the energy-related and infrastructure sector which includes Power , Railways , Transmission and Distribution , Oil and Gas sectors and many more. It is the 12th largest power equipment manufacturer in the world. BHEL was established more than 50 years ago, ushering in the indigenous Heavy Electrical Equipment industry in India. The company has been earning profits continuously since 1971-72 and paying dividends since 1976-77. 74% of the total power generated in India is produced by equipment manufactured by BHEL. It is one of India's nine largest Public Sector Undertakings or PSUs, known as the Navratnas or 'the nine jewels. March 1, 2012 Ankit Michael Samuel, HR Trainee (MANIT Bhopal) Introduction

12. Introduction: Social Security is one of the fundamental needs of the day. Freedom and security against economic risk is the minimum that must be secured in under developed economies as early as possible. In the view of International labor organizations, “Social Security is that security which a society furnishes through appropriate organization against certain risk to which its members are exposed”. March 1, 2012 Ankit Michael Samuel, HR Trainee (MANIT Bhopal) Analysis of Social Security & Labor Welfare Project in BHEL

13. Some important schemes for the “Social Security” of the workers are as follows:- Group Saving Linked Insurance Scheme (GSLIS) Death Relief Fund (DRF) Employee Deposit Linked insurance (EDLI) Group Insurance Scheme (GIS) The payment of Gratuity The employee’s family pension scheme Provident Fund March 1, 2012 Ankit Michael Samuel, HR Trainee (MANIT Bhopal) Analysis of Social Security & Labor Welfare Project in BHEL

14. Objectives of the Study The main objectives of the study are as follows:- a) To know about the Social security schemes and policies followed by the company. b) To know about the Welfare Schemes of the company. c) To gather the information about the structure of the schemes in BHEL. d) To gather the information about the process of implementation of the schemes in BHEL. e) To know about the rules and regulations followed by the company for various policies and schemes. f) To know about the effectiveness of the schemes for both the employees and the organization. March 1, 2012 Ankit Michael Samuel, HR Trainee (MANIT Bhopal) Analysis of Social Security & Labor Welfare Project in BHEL

15. Findings of the Study BHEL follows the Social Security & Labour Welfare Schemes very effectively & efficiently. The Timeframe provided by the BHEL to give the compensation to their employees at the time of Accidents & Death cases is very less. BHEL Personnel procedures and information regarding internal circulars etc. were communicated to the workers at the right time and it is be easily available. The relation between the management and employees was found quiet cooperative and constructive in nature. BHEL employees were very satisfied with the current Schemes. March 1, 2012 Ankit Michael Samuel, HR Trainee (MANIT Bhopal) Analysis of Social Security & Labor Welfare Project in BHEL

16. Onsite Programs Express wellness onsite is a program that is offered at select US sites, that provide important health screenings for cholesterol, blood pressure, glucose, body fat percentage, and bone density , as well as welfare coach consultation and goal setting. Online Programs Employees can access health and wellness programs without leaving their home or office. In US, Virtual Fitness Center (VFS) can be used by employees to help make fitness a part of their daily lives.

17. Accessible 24 x 7 from any computer in Internet Employees are able to set goals, track their activities and chart their success and stay focused on fitness goal. Health and Wellness Companion Interactive online health information tool to make them informed choices about their health. They can learn about prescription, and nonprescription medications, evaluate their health risk and discover ways to improve their health including better nutrition, stress management, and maintaining a healthy weight.

18. Healthy Living Rebate Program for employee who don’t smoke or if they do, are willing to participate in an IBM – sponsored working cessation program – can receive a $150 cash rebate. Virtual Fitness Center Routine of physical activity and log their performance

19. IBM provides a range of accommodations and assistive devices for employees who have disabilities, including: Constructing ramps, power doors, parking facilities and other accommodations to provide access for people with impaired mobility. Captioning videotapes and providing sign-language interpreters and note takers for classes and meetings for employees who are deaf or hard of hearing. Recording company publications on audiocassette for employees and retirees who are visually impaired. Providing travel assistance for employees with mobility impairments. Providing adaptive services or modifications such as screen readers, display-screen magnifiers, keyboard guards, real-time captioning of meetings and Webcasts, and telecommunications devices and telephone amplifiers— to enable people with disabilities to use work-related equipment.

20. Two new IBM Accessibility Centre developments also provide IBM employees with disabilities with enhanced assistive technology tools and options: Home Page Reader v3.04, provides employees with disabilities with a range of new capabilities, including the ability to read accessible, tagged PDF documents and Macromedia Flash content, and a new zoom feature that enlarges everything on a Web page. aDesigner is a disability/barriers simulator that helps Web designers test the accessibility of Web pages for people who are visually impaired. The software program is now available on IBM alphaWorks for download.

21. Portable computers are being used everywhere today. Work can be performed anywhere anytime. IBM’s ergonomics program is for remote and mobile workers with a focus on communicating the availability of ergonomic accessories to our employees as well as continuing an education campaign on healthy computing practices and behaviours worldwide.

22. Stock options Intel University Tuition Assistance Mentoring Career Opportunities

23. Flexible work schedules Compressed work weeks and alternate work schedules Telecommuting Home office options Part-time employment Job share Childcare assistance Resource and referral services Work/Life seminars and training Employee discounts

24. Onsite convenience stores Fitness centres and recreation facilities Nursing mothers rooms Health and wellness benefits Employee groups and clubs Family events Rideshare and transportation programs Intel volunteer programs Geographically dispersed teams Paid time off (including sabbaticals in the United States) Leaves of absence

25. Improve the lives of employee Employee loyalty increases Employee identifies themselves with company Employee satisfaction increases Attrition rate goes down Enhance the work life of employee Employee remains healthy, absenteeism lowers increasing the productivity

26. Employee get lazy Employee may feel they are getting a free ride Not everybody avails the facilities like gym… hence employees do not get healthy

27. Philanthropic Responsibilities Be a good corporate citizen. Ethical Responsibilities Be ethical. Legal Responsibilities Obey the law. Economic Responsibilities Be profitable.

28. CSR in Equation Form Is the Sum of: Economic Responsibilities ( Make a profit) Legal Responsibilities ( Obey the law ) Ethical Responsibilities ( Be ethical) Philanthropic Responsibilities ( Good corporate citizen ) CSR

29. CSR can only be resilient if it is part of the DNA of an organisation, i.e. CSR will only survive the vagaries of fickle markets, fluctuating profits, financial crises and leadership whims if it is totally embedded in the corporate culture, strategy and governance systems” – Wayne Visser, 2008 Copyright CSR International / Wayne Visser 2010 Environmental Integrity Societal Contribution Good Governance Value Creation CSR 2.0

30. Copyright CSR International / Wayne Visser 2010 Goal Economic development Indicators Beneficial products Inclusive business Environmental Integrity The CSR 2.0 Model Institutional effectiveness Stakeholder orientation Sustainable ecosystems Transparency Ethical conduct Philanthropy Fair labour practices Renewable resources Zero-waste production Societal Contribution Good Governance Value Creation DNA Code