FAT-WHYME

EMPLOYEE WELFARE

• EMPLOYEE WELFARE

INTRODUCTION

employee well-being defined as "efforts to make life worth living for workers." These efforts have their origin, whether in any statute made by the state or some local custom or collective agreement or an employer's own initiative.

• To give expression to feelings philanthropic and paternalistic.
• To gain more loyalty and increase employee morale.
• To combat trade unionism and socialist ideas.
• To increase the stable workforce, to reduce labor turnover and absenteeism.
• To develop the efficiency and productivity among workers.
• To escape the heavy taxes on excess profits.
• To win the good will and improve public image.
• To reduce the threat of further government intervention.
• To make procurement more effective (and that these benefits add appeal work).

  Principles Employee Welfare Service

The following is generally principles to follow in the creation of a welfare service employees:

• The service should meet the real needs of workers. This means that the manager must first determine what the real needs of the employees are with the active participation of workers.
• The service must, as can be handled by the cafeteria approach. Due to the difference in sex, age, marital status, number of children, job type and level of income of the employees there are great differences in choosing a particular benefit. This is known as the cafeteria approach. This individualized approach to the benefit system, although it may be difficult to manage and administer.
• The employer should not assume a benevolent.
• The service costs should be calculated and funding established on a sound footing.
• There should be regular assessment or evaluation of the service timely and necessary based on feedback.

  Types of Employee Welfare Services

° Services Security

Accident prevention is a goal that requires an explanation o.

The costs of accidents are enormous suffering of the wounded, the reduction or loss of profits, disability and disabilities that affect those involved and, in compensation, insurance and legal costs, lost time, filling in reports and query, and deterioration of materials, equipment and management tools.

Accidents are the result of two basic factors:. Technical and human, technical factors include all engineering deficiencies related to plants, tools and working materials overall environment. For example, inadequate lighting, inadequate ventilation, poor supervision and neglect machine cleaning are some of the dangers that cause accidents. Human factors include all acts insecure the employees. An unsafe act is usually the result of an oversight.

Young and new employees, because of his difficulty adjusting to the situation work and life in general, also have many more accidents than older workers and nature.

The Phenomenon of the Propensity to accidents. Some people mistakenly believe in the theory that certain individuals are prone to accidents, that is, have some personality trait rather than some feature of the environment that predisposes to have more accidents than others in working conditions where the risk of danger is the same for everyone.

Components a Security Service

            Among the many components of a security service following have proven effective when applied in combination:

• Appointment of safety officer

In large organizations, the appointment of a security officer at the head

security department is a necessity. In organizations small, the personnel manager can take care of the functions of this department. The director of security, usually a man of personal power is granted to inspect the plant to the security situation, to promote good security practices (through posters safety campaigns d), so that standards security, and to report violations to the plant manager.

• The support of line management

The director of security, whether enjoying a staff member or a

functional position, by itself, can not make a safety plan. His appointment coos the line management in the event that all safety issues have been resolved.

• Elimination of risks

Although full elimation all is a dangerous practice

but following the steps impossibility can take to help reduce them:

• Work safety analysis

All working procedures and practices must be analyzed by

an expert to discover the dangers. then to suggest changes in movement patterns, and similar sequence.

• Placement

A misplaced employee is more likely to cause injury

that an employee properly positioned. Employees must be placed in positions work only after a careful assessment and taking into account the requirements of working with the individual apparently has.

• personal protective equipment

endless variety of personal safety equipment is available

today that can be used to prevent INJU

• Safeguarding of machinery

Guards must be securely attached to all Powerdrive

machinery.

• Material Handling

Although often overlooked, the careless handling of heavy

flammable materials is an important source of various injuries and fire.

• Hand Tools

Minor injuries often result from misapplication of property

tool or using a poorly designed tool. Therefore, close supervision and training should give employees the right tool to use a proper use of the tool.

• Training security, education and publicity

Security training has to do with the development of safety skills,

Considering that security education refers to the increasing competition programs, safety campaigns, awards, suggestion, and various media can be considered as different forms of employee education.

• Safety inspection

An inspection by a person trained to detect or committee

evidence of potential safety hazards (eg, poor lighting, slippery floors, unguarded machinery, faulty wiring, poor working methods and disregard for safety standards) is a very effective to promote safety.

  Health Services

            Accident prevention is the only segment of the maintenance function of the employees. Another equally important segment is the overall health of the worker, both physical and mental.

There are two aspects of industrial hygiene services

1. Preventive
2. Healing, the first is
3. pre-employment and periodic medical examination
4. elimination or reduction of health risks as far as possible
5. Surveillance of certain categories of workers such as women, youth and people exposed to special risks.

  Services Counseling

An employee often encounter problems with emotional content. For example, you may be coming to the insecurity and sense retirement or he can get promotion and feeling hesitant to take greater responsibility or may be concerned about a family problem.

Workers' Welfare in India

The chapter on the Guiding Principles of State Policy in our Constitution expresses the need for welfare workers as follows:

1. The State shall endeavor to promote the welfare of people by securing and protecting as effectively as it can order where social justice, social, economic and political, will inform all institutions of national life.
2. The State, in particular, to direct policy toward the production:
3. Citizens, men and women alike, have the right to an adequate means of livelihood;
4. That ownership and control of material resources are so distributed as to serve the common good.
   1. The State shall take measures to ensure fair and human work and for maternity relief.

Factories Act, 1948

The principal Act to provide a range of measures Labour welfare in India is the Factories Act 1948. The Act applies to all establishments employing 10 or more workers using power and 20 or more workers that power is not used, and a manufacturing process is being taken forward.

Employee Welfare Officer

Article 49 of the Factories Act provides that in every factory where 500 workers or more usually employed, the employer must designate at least one welfare officer.

The welfare officer must have: (i) a college degree, (ii) the degree or diploma in social service or social work or social welfare institution recognized, and (iii) adequate knowledge of the language spoken by most workers in the area where the factory.

· Supervision

° Workers Counseling

Management · Advice

Establish links with workers

· Working with management and workers to improve productivity.

• Work with outside groups to ensure proper implementation of various acts.

  Health Workers

• Clean. Every factory shall be kept clean by the daily sweeping and washing floors and workplaces and through the use of disinfectants necessary.
• The disposal of wastes and effluents. Effective measures must be taken to eliminate waste and to render them harmless.
• The mechanisms of ventilation and temperature. shall be effective for ventilation and temperature to provide comfort to the workers and prevent damage your health.

• The dust and smoke. Effective measures must be taken to prevent inhalation of dust and fumes or other impurities in the workplace.

• artificial humidification. The State Government shall make rules prescribed level humidification and the methods to be adopted for this purpose.

• Overcrowding. Will be in each workroom of a factory existing on the date of commencement of this act, at least 9.9cubic meters and a factory built after the opening of the bill by at least 4.2 cubic meters of space for each employee.

• Lighting. The State Government may prescribe standards of sufficient and suitable lighting.

• Potable water. There will be effective arrangement for drinking water quality for workers in the practical points.

• Latrines and urinals. Will a sufficient number of latrines and urinals, clean, well ventilated, properly located and constructed in accordance with standards established separately for workers.

• Spittoons. A sufficient number of spittoons placed in convenient locations in the factory.

Employee Safety

• Fencing of machinery. All dangerous moving parts of machinery shall be properly fences. Screws, bolts and teeth must be completely enclosed to prevent danger.
• Work on or near machinery in motion. Lubrication or other adjustment operation in moving machinery shall be performed only by a specially trained adult male worker.
• Youth employment on dangerous machines. No youth is allowed to work in any dangerous machine (as prescribed by the state government) unless enough training or work under the supervision of well-informed person.
• Cut-off device. Suitable device to cut power in emergency situations be provided.
• Hoists and elevators. These must be of good material and strength, thoroughly examined at least once every six months and properly protected to prevent any person or thing to be caught.

  The welfare of employees

Chapter V of the Factories Act contains provisions on the welfare of employees are as follows.:

• There must be independent and adequately selected washing facilities for the use of male and female employees.
• Whenever appropriate places will not carry the load during working hours and death of wet clothing.
• No suitable arrangement for all workers to sit and take rest if they are forced to work in a position foot.
• This will install the required number of first aid kits or closet (a ratio of one for every 150 workers) equipped with the prescribed content available during the hours of factory work.
• The State Government may make rules requiring that in any specified factory that employs more than 250 employees of a bar, be provided and maintained by the occupant for employee use.
• Not enough room lit and ventilated lunch, if the number of employees normally employed more than 150.

  Restrictions The Factories Act on employment of young people:

1. Prohibitions against employment of children (Article 67)

No no child who has not completed his fourteenth year shall be required or may work in any factory.

2. Employment of Children and Adolescents (article 68)

A child who has attained the age of fourteen or adolescent is not required to be or may work in any factory unless they meet the following conditions:

1. The factory manager has obtained a certificate of competence issued to such young
2. While at work, that child or adolescent has a symbolic reference giving the certificate.

3. Fitness certificate (Article 69)

Before a young person is employed in the factory, a certified surgeon must certify that such person is qualified for the job at the factory.

  Welfare Funds

In order to provide welfare services to workers employed in the mica, iron ore, manganese ore chrome ore and limestone and dolomite mines and in the bidi industry, social welfare funds have been created to complement the efforts of employers and the State Government under laws.

The welfare measures financed with funds related to the development of medical services, housing, water supply drinking, support for education of dependents and recreation, etc.

Voluntary Benefits

Benefits were also given voluntarily the workers by some forward-thinking entrepreneurs. These include loans to purchase homes and to educate children, leave travel concession, fair price shops for essential commodities and loans to purchase personal transportation.

Related Machinery Workers' Welfare work

1. Chief inspector of factories

It is the duty of the chief inspector of factories (which usually works under the control administrative labor commissioner in each state) to ensure the implementation of various provisions of Act i8n factories respect the safety, health and welfare workers.

2. Central Labour Institute

The institute was established in Bombay in 1966 to facilitate the correct implementation of the Factories Act, 1948, to provide an information center for inspectors, employers, workers and others interested in the welfare of the industrial workforce and to stimulate interest in the application of the principles of industrial safety health and welfare.

3. National Council Security

The National Security Council was wet until March 4, 1966 in Bombay at the initiative of the Ministry of Labour and Rehabilitation Union, the Government of India, an autonomous national body in order to generate development and maintenance of a safety awareness movement nationwide.

4. Director General of Mines Safety

The Director General of Mines Safety enforces the Mining Act of 1952. Electrical installation is inspected and mechanisms provided in the mines and the thickness of the barrier of two adjacent mines to prevent the spread of fire and the danger of flooding.

Assessment of Welfare Services

1. One of the main obstacles to implementation effective provisions for the welfare of the Factories Act has been the quantitative and qualitative inadequacy of the inspection staff.
2. currently an assistant social work can not enforce laws independently because he has to work under pressure from the administration.
3. Women workers not to use childcare, either because they are deterred by management to take their children with them or because they have to face transport difficulties.

National Commission Staff Recommendations

1. The legal provisions are adequate security the time, effective implementation is the current need.
2. Every fatal accident must be thoroughly investigated and widely publicized among workers.
3. Employers should play a more concerted role in the safety program and accident prevention and raise awareness of safety.
4. Safety must become a habit with employers and workers rather than being a mere ritual as it is today.
5. Unions must take at at least as much interest in the promotion of their safety measures on claims for higher wages.

  SOCIAL SECURITY

The connotation of the term "social security" varies from country to country with different ideologies shape policies. In socialist countries, the stated objective is the complete protection to all forms citizen from cradle to grave.

There are some components Social Security:

• Medical
• Sickness benefit
• Unemployment benefit
• Old-age
• Injury benefits
• Family benefits
• Maternity benefits
• Disability benefits and
• survival benefit

Social values can be of two types

1. Social assistance under which the State funding the total cost of facilities and services.
2. Social insurance under the State organizes the facilities financed by contributions from workers and employers, with or without a subsidy.

Social Security in India

At present, two types of security social systems are in vogue in our country. Among the social assistance schemes are the most important.

The social security method that has gained acceptance much wider than the method of social assistance consists of the following laws.

The Law of Compensation for industrial accidents, 1961.

The employee of the State Insurance Act, 1948.

Employees State Insurance Act 1948.

The Maternity Benefit Act, 1961.

employee compensation Act 1923

one. Coverage. This law applies to all workers employed in factories, mines, plantations, transport companies, construction works, railways, ships, circus and other hazardous work listed in Annex II of the law.

The Act empowers the Government the State to extend the coverage of the Act by the addition of any hazardous work to the list of occupations is in Schedule II.

1. Administration. The Act is administered by the state government to appoint commissioners for this purpose under Sec. 20 of the Act.
2. Benefits. Under the Act, compensation is payable by the employer to an employee for all injury caused to him by accident arising out of and in the course of their employment which disabled him for more than 3 days.

2. 'State Insurance Employees Act, 1948

1. Apart from the factories season, running with power and employing 20 or more workers.
2. Administration. The Act is administered by the company ESI an independent body comprising representatives of state and central governments, employers, employees, medical professionals and the parliament.
3. Benefits. The Act, which establishes a system of compulsory insurance, is a milestone in the history of social security legislation in India.
   1. Medical Benefits. The insured person or (if bas extended medical benefits to his family) a family member requiring medical treatment is entitled to receive free medical benefits.
   2. Disease benefits. The insured person, when sick, is also entitled to benefits in disease rates normal profit for the average daily wage.
   3. An insured woman is entitled to maternity benefits (which is double the rate of subsidy disease) for all non-working days to stay for a period of 12 weeks of which no more than 6 weeks before the expected date of delivery.
   4. The Law makes a three-fold classification of the lesions in the same way as in the Law on compensation for industrial accidents.
   5. Depending Benefit. If an insured person meets with an accident in the course of his employment as a result died at his expense, that is, his widow, legitimate legitimate or adopted children and unmarried daughters get this benefit.

3. The Maternity Benefit Act, 1961

Maternity benefit is one of the important benefits provided in the

State Workers Insurance Act 1948. Another important legislation in this regard is the Maternity Benefit Act 1961. The law applies only to people who are not covered by the Insurance Act for State Employees. The Act entitles an employee to claim maternity leave your employer if you have actually worked during a period of at least 160 days in the 12 months immediately preceding the date of delivery.

The law also provides for payment of medical bonus of Rs. 250

working women inmates.

The Committee on the Situation of women in India 1974 has not therefore

recommends the following changes in the Act:

1. Fund management should follow the pattern already established by the ESIC.
2. For casual workers a minimum of 3 months of service must be considered as service qualifying for this benefit.
3. This will provide greater incentive for workers to participate in union activities.

1. Payment of gratuity Act, 1972

1. Coverage. The law applies to all factories, mines, oil fields, plantation, port and railway company and every shop or establishment in which 10 or more persons are employed or were employed on any day of the last 12 months.
2. Administration. The Act is managed by a supervisory authority designated by the appropriate Government.
3. Benefits. Under the Act, gratuity is payable to an employee's termination of his employment after having served continuously for less than five years. The completion of five years' continuous service, how ever, is not necessary for termination of employment due to death or disablementGratuity is paid at 15 days' wages based on the rate of wages last drawn by the taken to complete each year of service or fraction over six months. But the amount of gratuity payable to an employee does not exceed Rs. 3.5 lakh.
4. Source of Funds. Under the Act, gratuity is paid in full by the employer. This requires either (i) obtain insurance with the Corporation Life insurance, or (ii) establish a reward fund. Therefore, it is your responsibility to pay the premium in the first instance to the contribution in the second case.

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