HUMAN RESOURCE MANAGEMENT

A PROJECT REPORT ON
AN ANALYSIS OF HEATH & SAFETY PROGRAMS UNDETAKEN BY
CORPORATES

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD

OF THE M.COM DEGREE OF

MASTER IN COMMERCE
(MANAGEMENT)

SUBMITTED TO
UNIVERSITY OF MUMBAI,
LALA LAJPATRAI COLLEGE,MAHALAXMI,MUMBAI

SUBMITTED BY

NAME OF THE STUDENT: UNIVERSITY ROLL NO:

RAMSHA SHAIKH 15160618

SUPERVISED BY
DR. GITA SHETTY

MARCH 2016

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 CERTIFICATE

I hereby certify that the work which is being presented in the M.Com. Internal Project Report
entitled An analysis of health and safety programs, in partial fulfillment of the requirements
for the award of the Master of Commerce in Management and submitted to the Lala Lajpatrai
College of Commerce and Economics,Mahalaxmi,Mumbai 400034 is an authentic record of my
own work carried out under the supervision of _________________. The matter presented in
this Project Report has not been submitted by me for the award of any other degree elsewhere.

Signature of Student:

Signature of Supervisor(s):

Internal Examiner:

External Examiner:

College Stamp Principal

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 ACKNOWLEDGEMENT

I would like to place on record my deep sense of gratitude to professor ______________. Dept
of for his generous guidance,help and useful suggestions.

I express my sincere gratitude to professor_____________ or his stimulating guidance,

continuous encouragement and supervision throughout the course of present work.
I also wish to extend my thanks to professor______________ and other colleagues for
attending my seminars also for their insightful comments and constructive suggestions to
improve the quality of this project work.
I am extremely thankful to _______________ coordinator and Principal _____________for
providing me infrastructural facilities to work in, without which this work would not have been
possible.

Signature of Student:

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 CONTENT

SR.NO TITLE PGE NO.

1 CHAPTER 1: Introduction 5
Research Methodology 6
Research plan 6
Sample procedures 6
Data sources 7
Limitation of study 8
Objectives of the study 8
Need of the study 8
2 CHAPTER 2: Literature review 9
3 CHAPTER 3: Health and Safety 12
Types of safety 13
Need for safety 14
Health and safety at work 15
Effective health &safety management system 16
Statutory provision of safety in India 18
Identifying health hazards in the workplace 23
Statutory provisions of health in India 24
4 CHAPTER 4: Case Study Tata Motors 26
- Samsung 32
- Johnson & Johnson
38
- Reliance industries limited
- Ambuja cement 42
5 CHAPTER 5: Suggestions 48
Conclusion 49
References 50
Appendix: Questionnaire 51

CHAPTER 1
INTRODUCTION

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 Due to rapid industrialization, industrial workers are exposed to several types of hazards
and accidents. Every year lakhs of workers are injured due to mechanical, chemical, electrical
and radiation hazards and it leads to partial or total disablement. So in recent years, greater
attention is given to health and safety due to pressure from government, trade unions, labour
laws and awareness of employers.

The efficiency of workers depends to a great extends on the environment in which the
work. Work environment consists of all the factors, which act and react on the body and mind
of an employee. The primary aim is to create an environment, which ensures the greatest ease
of work and removes all causes of worries.

Occupational health and safety is a discipline with a broad scope involving many
specialized fields. In its broadest sense, it should aim at:
a) The promotion and maintenance of the highest degree of physical, mental and social
well-being of workers in all occupations.
b) The prevention among workers of adverse effects on health caused by their working
conditions.
c) The protection of workers in their employment from risks resulting from factors adverse
to health.
d) The placing and maintenance of workers in an occupational environment adapted to
physical and mental needs.
e) The adaptation of work to humans.

Successful occupational health and safety practice requires the collaboration and
participation of both employers and workers in health and safety programmes, and involves the
consideration of issues relating to occupational medicine, industrial hygiene, toxicology,
education, engineering safety, ergonomics, psychology, etc.

RESEARCH METHODOLOGY

Research Methodology commonly refers to a search for knowledge. One can also define also
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research as a scientific and systematic research for pertinent information a specific topic.
Research is an art of systematic investigation. Some people consider research as a movement, a
movement to the known to the unknown.

According to Clifford Woody: - Research comprises defining and redefining problems,

formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,
making deductions mil reaching conclusion, and at last carefully testing the conclusion to
determine whether they fit the formulating hypothesis.

Marketing research is defined as a systematic gathering and analysis of the data concern with
an objective. The whole activity is divided into various parts and after compilation of that we
reach at certain findings, which enable us to marketing decision. It involves the diagnosis of
information needed and the selection of the relevant and inter-related variables.

RESEARCH PLAN:

Research approach: Survey method.

Research Instrument : The research instruments used for collecting the primary data were the
questionnaire.

Period of study: The study was undertaken within duration of 15 days.

SAMPLE PROCEDURE:

Sample size: 5 companies

Sample Method: Random Sampling Method.

DATA SOURCES:

PRIMARY:
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Primary sources of data are the data which needs the personal efforts of collect it and which are
not readily available. Primary source of data are the other type of source through which the data
was collected. Following are few ways in the data was collected:

1. Questionnaires: It is the set of questions on a sheet of paper was being given to fill it, bases
on which the data was interpreted.

2. Direct interviewing: Direct interviewing involved the process where I asked the
questions directly to the people and I got the feedback.

SECONDARY:

Secondary sources are the other important sources through which the data was collected. These
are the readily available sources of the data where one had need not put much effort to
collected, because it is already been collected and part in an elderly manner by some researcher,
experts and special.
The secondary sources helpful for the study were:
1) Text books were referred.
2) Internet was made use for the collection of the data
3) Newspapers were also referred.
4) Business magazines were referred.

LIMITATION OF THE STUDY

Time has been a major constraint throughout the study as it has been only for duration of 1
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 months.

As this survey was restricted to Mumbai this cannot be stated as an in depth research on
this subject.

Enough care is taken in formulating the questionnaire, still some errors may creep in.

Some of the managers were not corporative.

Reaching out to the right person was little difficult.

Company staffs maintained confidentiality.

OBJECTIVES OF THE STUDY

The main objectives To ascertain the health and safety measures.

NEED FOR THE STUDY

Health and Safety measures are inevitable to any organization where workers are involved. Its
an organizations responsibility to provide to its workers beyond the payment of wages for their
services. The workers health and safety on and off the job within the organization is a vital
concern of the employer. The working environment in a factory adversely affects the workers
health and safety because of the excessive heat or cold, noise, odors, fumes, dust and lack of
sanitation and pure air etc., which leads to accident or injury or disablement or loss of life to the
workers. Providing a health and safer environment is a pre-requisite for any productive effort.
These must be held in check by providing regular health check-up, protective devices and
compensatory benefits to the workers. This research deals with the study on the health and
safety measures provided to the workers.

CHAPTER 2
LITERATURE REVIEW

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Johannson B; Rask K; Stenberg M (2010)1, this study was to carry out a broad survey and
analysis of relevant research articles about piece rate wages and their effects on health and
safety. A total of 75 research articles were examined extensively and 31 of these were found
relevant and had sufficient quality to serve the purpose of this study. The findings of these
relevant articles are summarized and analysed in the survey. More recent research shows a clear
interest for health, musculoskeletal injuries, physical workload, pains and occupational injuries.
The fact that 27 of the 31 studied articles found negative effects of piece rates on different
aspects of health and safety does not prove causality, but together they give very strong support
that in most situations piece rates have negative effects on health and safety.

Tompa, Emile PhD; Dolinschi, Roman MA; de Oliveira (2009)2, we reviewed the
occupational health and safety intervention literature to synthesize evidence on financial merits
of such interventions. A literature search included journal databases, existing systematic
reviews, and studies identified by content experts. We found strong evidence that ergonomic
and other musculoskeletal injury prevention intervention in manufacturing and warehousing are
worth undertaking in terms of their financial merits. The economic evaluation of interventions
in this literature warrants further expansion. The review also provided insights into how the
methodological quality of economic evaluations in this literature could be improved.

Conor CO Reynolds; M Anne Harris; Peter A Cripton; Meghan Winters (2009)3,

Bicycling has the potential to improve fitness. Understanding ways of making bicycling safer is
important to improving population health. We reviewed studies of the impact of transportation
infrastructure on bicyclist safety. To assess safety, studies examining the following outcomes
were included: injuries; injury severity; and crashes. Results to date suggest that sidewalks and
multi-use trails pose the highest risk, major roads are more hazardous than minor roads, and the
presence of bicycle facilities (e.g. on-road bike routes, on-road marked bike lanes, and off-road
bike paths) was associated with the lowest risk. Street lighting, paved surfaces, and low-angled
grades are additional factors that appear to improve cyclist safety.

Lucia Artazcoz; Imma Cortes; Vincenta Escriba-aguir; Lorena Cascant (2009) 4, the
objectives of this study was to identify family and job characteristics associated with long work
hours. The sample was composed of all salaried workers aged 1664 years (3950 men and 3153
women) interviewed in the 2006 Catalonian Health Survey. Factors associated with long

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working hours differed by gender. In men, working 5160 h a week was consistently associated
with poor mental health status, self-reported hypertension, job dissatisfaction, smoking,
shortage of sleep. Among women it was only related to smoking and to shortage of sleep. The
association of overtime with different health indicators among men and women could be
explained by their role as the family breadwinner.

Dee W. Edington; Alyssa B. Schultz (2008) 5, The aim was to present the literature which
provides evidence of the association between health risks and the workplace economic
measures of time away from work, reduced productivity at work, health care costs and
pharmaceutical costs. A search of PubMed was conducted and high quality studies were
selected and combined with studies known to the authors. A strong body of evidence exists
which shows that health risks of workers are associated with health care costs and
pharmaceutical costs. A growing body of literature also confirms that health risks are associated
with the productivity measures. The paper shows that measures of success will continue to be
important as the field of worksite health management moves forward.

David E. Cantor (2008)6, The purpose of this paper was to review the literature and call for
additional research into the human, operational, and regulatory issues that contribute to
workplace safety in the supply chain. This paper identifies several potential research
opportunities that can increase awareness of the importance of improving a firm's workplace
safety practices. This paper identifies 108 articles which informs, how the logistics and
transportation safety has evolved. The paper identifies 14 future research opportunities within
the workplace safety in the supply chain, that have been identified can have a positive effect on
practitioners confronted with safety issues.

Lucia Artazcoz; Imma Cortes; Vincenta Escriba-aguir; Lorena Cascant (2007) 7, To

provide a framework for epidemiological research on work and health that combines classic
occupational epidemiology and the consideration of work in a structural perspective focused on
gender inequalities in health. Gaps and limitations in classic occupational epidemiology, when
considered from a gender perspective, are described. Classic occupational epidemiology has

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paid less attention to womens problems than mens. Research into work related gender
inequalities in health has rarely considered either social class or the impact of family demands
on mens health. The analysis of work and health from a gender perspective should take into
account the complex interactions between gender, family roles, employment status and social
class.

Shouji Nagashima; Yasushi Suwazono; Yasushi Okubo; Mirei Uetani (2007)8, The aim was
to clarify the influence of working hours on both mental and physical symptoms of fatigue and
use the data obtained to determine permissible working hours. The survey of day-shift male
workers, using the Self-Rating Depression Scale (SDS) and Cumulative Fatigue Symptoms
Index (CFSI). A total of 715 workers participated. In the group working 260279 h/month, the
odds ratios for SDS and irritability and chronic tiredness of the CFSI were increased. In the
group working 280 h/month, the odds ratios on CFSI for general fatigue, physical
disorders, anxiety and chronic tiredness were likewise increased. The research clarified that
working hours should be <260 h/month in order to minimize fatigue symptoms in male day
workers.

CHAPTER 3
HEALTH AND SAFETY

Successful occupational health and safety practice requires the collaboration and
participation of both employers and workers in health and safety programmes, and involves the
11
consideration of issues relating to occupational medicine, industrial hygiene, toxicology,
education, engineering safety, ergonomics, psychology, etc.

Occupational health issues are often given less attention than occupational safety issues
because the former are generally more difficult to confront. However, when health is addressed,
so is safety, because a healthy workplace is by definition also a safe workplace. The converse,
though, may not be true - a so-called safe workplace is not necessarily also a healthy
workplace. The important point is that issues of both health and safety must be addressed in
every workplace.

Work plays a central role in people's lives, since most workers spend at least eight hours
a day in the workplace, whether it is on a plantation, in an office, factory, etc. Therefore, work
environments should be safe and healthy. Unfortunately some employers assume little
responsibility for the protection of workers' health and safety. In fact, some employers do not
even know that they have the moral and often legal responsibility to protect workers.

WHAT IS SAFETY..

Safety refers to the absence of accidents. Stated differently, safely refers to the protection of
workers from the danger of accidents. Safety, in simple terms, means freedom from the

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 occurrence or risk of injury or loss. Industrial safety or employee safety refers to the
protection of workers from the danger of industrial accidents. An accident, then is an
unplanned and uncontrolled event in which an action or reaction of an object, a substance, a
person, or a radiation results in personal injury.

TYPES OF ACCIDENTS

Accidents are of different types. They may be classified as major and minor ones,
depending upon the severity of the injury. An accident which ends in a death, or which
results in a prolonged disability to the injured is a major one. A scratch or a cut which does
not seriously disable him/her is a minor accident, but an accident nevertheless. A mere
incision or a deep scratch, say, on the leg or the shoulder, may or may not immediately
disable the worker, but he or she may develop disability later. Again, a wound which may
disable one worker may not disable another who receives a similar injury.

An accident may be internal or external. If a worker falls, or an object falls on him or her, it
is possible he or she may show no external signs of injury, but he or she may have fractured
a bone or strained a muscle or nerve- which is an internal injury. A worker may be disabled
by an injury for hour, half a day, a day, a week, a month, or a few months. If he or she
recovers from such a disability, his or her disability is temporary. If the injury is such that
he or she will never recover fully, his or her disability is permanent.

NEED FOR SAFETY

Cost Saving :
Two types of costs are incurred by the management when an accident occurs. There are the
direct costs, in the form of compensation payable to the dependents of the victim if the
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accident is fatal, and medical expenses incurred in treating the patient if the accident is
non-fatal. The management, however, is not liable to meet the direct costs if the victim is
insured under the ESI scheme. When the victim is uninsured, compensation and medical
expenses are the responsibility of the management . More serious than the direct costs are
the indirect or hidden costs which the management cannot avoid. In fact, the indirect costs
are three to four times higher than the direct costs. Hidden costs include loss on account of
down-time of operators, slowed-up production rate of other workers, materials spoiled and
labour for cleaning and damages to equipment.

Increased Productivity :
Safety plants are efficient plants. To a large extent, safety promotes productivity.
Employees in safe plants can devote more time to improving the quality and quantity of
their output and spend less time worrying about their safety and well-being.

Moral :
Safety is important on human grounds too. Managers must undertake accident prevention
measures to minimise the pain and suffering the injured worker and his/her family is often
exposed to as a result of the accident. An employee is a worker in the factory and the bread-
winner for his/her family. The happiness of his/her family depends upon the health and
well-being of the worker.

Legal :
There are legal reasons too for undertaking safety measures. there are laws covering
occupational health & safety, and penalties for non-compliance have become quite severe.
The responsibility extends to the safety and health of the surrounding community, too.

The supreme court held : An enterprise which is engaged in a hazardous or inherently

dangerous industry which poses a potential threat to the health and safety of the persons
working in the factory and industry in the surrounding areas, owes an absolute and non-
delegable duty to the community to ensure that no harm results to anyone on account of the
hazardous or inherently dangerous nature. this implies unlimited liability.
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 The civil law establishes the extent of damages or compensation. In the criminal law,
sentences are prescribed under the pollution control laws. There is no legal ceiling on the
extent of liability.

HEALTH AND SAFETY AT WORK

According to Cole (2002), employer has a common law duty to provide a safe place of work
for his or her employees and is liable at common law for accidents encounter by his or her
employees in the course of their employment. The duties (regarding health and safety) which
employer owes his or her employees basically include the following:

A duty of care to ensure that employees are not subjected to any unreasonable risks in
the workplace.
The provision of competent co-workers.
The provision of adequate equipment, materials and clothing to enable employees to
carry out their work safely.
The provision of safe systems of working.
The provision of safe means of access to work.
The provision of a safe place of employment.

BUILDING AN EFFECTIVE HEALTH & SAFETY MANAGEMENT

SYSTEM

The components of effective health and safety management system are briefly explained below:
Management Leadership & Organizational Commitment :
For this system to be effective, management must show leadership and commitment to the
program. To achieve this, management should put the organizations expectation around
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health and safety into writing by developing a health and safety policy. Employees who
forms part of the health and safety committee, should be involved in writing the policy, and
to be signed by senior operating officer, to indicate the commitment of management.

Roles & Responsibilities : Clearly defined and well communicated health and safety
roles and responsibilities for all levels of the organizations will create an expectation of
a standard level of performance and accountability among employees, contractors, and
visitors. All levels must be aware of their individual roles and responsibilities under
both state law and company standards.

Management Commitment : For a health and safety management system to be

effective, management at all levels, should demonstrate their support of the health and
safety program. This may be demonstrated through management, participation in health
and safety leadership training meetings, facility inspections incident investigations etc.

Employee Participation : It is important for workers to be involved in the development

of the system in order to create ownership as well as help a better fit with the culture of
the organization

Hazard Identification & Assessment Process : Employers are required to assess a work
site for existing and potential hazards before work begins. Hazard assessment data
could be used to determine what workertraining needs to be done, and to build the
content of employee orientations and job training hazard assessment data could be used
as the basis for inspection checklists. In the case of incident investigation, hazard
assessment and control data can be used to help determine if a system failure was the
cause of an incident.

Determine Controls : Address identified hazards by assigning methods of control to

eliminate or reduce the hazard. The most effective controls can be determined based on
legal requirements, manufacturers specifications, company rules, industry best
practices, and worker inputs.

Hazard Control : Once the hazard assessments are completed, the next step in the
development of health and safety management system is the implementation of control
measures to eliminate or reduce the risk of harm to workers. In this case, employers
should take all reasonable steps to eliminate or control identified hazards in order to
make the workplace safer.

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 Enforcement of Controls : To enforce control methods, develop a constructive
enforcement policy, and communicate the consequences to employees and the steps that
will be taken if noncompliance occurs.

Emergency Response Plan : A serious emergency (Such as explosion, fire, or flood)

could seriously affect the operation of a business and put the health, safety, and
livelihood of many employees in jeopardy. The best health and safety management
system cannot protect your company from all natural or unexpected disasters; however,
having a good emergency response plan (ERP) in place can reduce the severity and risk
of loss. Knowing what to do and who to contact can save lives and reduce costs if
disaster should strike.

STATUTORY PROVISIONS OF SAFETY IN INDIA

Statutory provisions:
According to factories Act, 1948, the statutory provisions regarding the safety of the
workers are stated in the sections 21 to 41. They are

Fencing of machinery (Sec 21):

In every factory, every dangerous part of any machinery, every moving part of a prime
mover and every flywheel connected to prime mover the head-race and tail-race of every water
wheel and water turbine, and every part of an electric generator, motor or rotary converter,
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every part of transmission machinery, must be securely fenced by safeguards of substantial
construction.

Work on or near machinery in motion (Sec 22):

It is necessary to examine any part of the machinery while it is motion. The examination
and lubrication of the machinery, while in motion, should be carried out only by a specially-
trained adult worker wearing tight-fitting clothing.

Employment of young persons on Dangerous machines (Sec 23):

A young person should not be allowed to work at dangerous machines unless, has been
sufficiently instructed and received sufficient training.

Striking gear and devices for cutting off power (Sec 24):
In every factory, suitable striking gear or other efficient mechanical appliance has to be
provided, maintained and used to move driving belts.

Self-acting machines (Sec 25):

No travelling part of a self-acting machine in any factory and no material carried
thereon shall be allowed to run on its outward or inward traverse within a distance of 18 inches
from any fixed structure which is not a part of the machine, if a person is liable to pass over the
space over which it runs.

Casing of new machinery (Sec 26):

All machinery driven by power, every set-screw, bolt or key or any revolving shaft,
spindle, wheel or pinion, spur, worm and other toothed or friction-gearing has to be properly
encased or guarded in order to prevent danger to the workmen.

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Prohibition of employment of women and children near cotton openers (Sec 27):
Women and child workers are prohibited to be employed in any part of a factory for
pressing cotton in which a cotton opener is at work.

Hoists, lifts, lifting machines (Sec 28&29):

Lifting machines, chains, ropes and lifting tackles must be of good mechanical
construction, sound material and adequate strength and free from defects. They are to be
properly maintained and thoroughly examined by a competent person at least once in every 6
months.

Revolving machinery (Sec 30):

The maximum safe working peripheral speed of every grindstone or abrasive wheel
shall be permanently affixed. Safe working peripheral speed of every revolving vessel, cage,
basket, flywheel, pulley or disc has also to be ensured.

Pressure plant (Sec 31):

In any factory operation is carried on at a pressure above the atmospheric pressure,
effective arrangements shall be taken to ensure that the safe working pressure is not exceeded.

Floors, stairs and means of access (Sec 32):

In every factory all floors, steps, stairs, passages and gangways shall be of sound
construction and properly kept and maintained.

Pits, sumps, openings in floors (Sec 33):

Every fixed vessel, sump, tank, pit or opening in the ground or in a floor, which may be
a source of danger shall be either securely covered or securely fenced.

Excessive weights (Sec 34):

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 No person is to be employed in any factory to lift, carry or move any load so heavy as is
likely to cause him injury.

Protection of eyes (Sec 35):

The state government may require the provision of effective screens or suitable goggles
if the risk of injury to the eyes is caused from particles or fragments thrown off in the
manufacturing process or from exposure to excessive light.

Precautions against dangerous fumes (Sec 36):

In any factory, no person shall be allowed to enter any chamber, tank, vat, pipe, flue or
other confined space in which dangerous fumes are likely to be present to an extent involving
risks to persons.

Explosive or inflammable dust, gas (Sec 37):

All practicable measures have to be taken to prevent explosion by, effective enclosure
of plant and machinery, removal or prevention of the accumulation of dust, gas etc and
exclusion or effective enclosure of all possible sources of ignition.

Precaution in case of fire (Sec 38):

Every factory has to be provided with adequate means of escape in case of fire.
Effective and clearly audible means of giving warning in the case of fire have to be provided. A
free passage-way giving access to each means of escape in case of fire has to be maintained.

Power to require specifications of defective parts or tests of stability (Sec 39):

The factory inspector to serve on the manager of a factory to furnish specifications of
defective parts or he may order the manager to carry out tests as he may specify and to inform
him of the results.

Safety of buildings and machinery (Sec 40):

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 Every factory should adopt the measures to ensure the safety of the buildings and
machinery. The factory must employ the required safety officers according to the number of
workers working in the factory.

Power to make rules (Sec 41):

The state government has the power to make rules to supplement the provisions relating to
safety contained in the act.

WHAT IS HEALTH

Health is a state of complete physical, mental and social wellbeing and not merely the absence
of diseases. Its a positive and dynamic concept which means something more than the absence
of illness.

Physical Health : The health of employees results in reduced productivity, high unsafe
acts, and increased absenteeism. A healthy worker, on the other hand, produces results
opposite to these. In other words, healthy employees are more productive, more safe
conscious, and are more regular to work. The worker who is healthy is always cheerful,
confident looking and is an invaluable asset to the organization
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 Mental Health :In recent years, mental health of employees, particularly that of
executives, has engaged the attention of employers. Three reasons may be given for this
development. First, mental breakdowns are common in modern days because of
pressures and tensions. Second, mental disturbances of various types result in reduced
productivity and lower profits for the organization. Third, mental illness takes its toll
through alcoholism, high employee turnover, and poor human relationships. A mental
health service is generally rendered in the following ways :
(i) Psychiatric counselling.
(ii) Co-operation and consultation with outside psychiatrists and specialists.
(iii) Education of company personnel in the manner and the importance of mental
health. (iv) Development & maintenance of an effective human relations programme.

IDENTIFYING HAZARDS IN THE WORKPLACE

Some occupational diseases have been recognized for many years, and affect workers in
different ways depending on the nature of the hazard, the route of exposure, the dose, etc. Some
well-known occupational diseases include :
A)Asbestosis (caused by asbestos, which is common in insulation, automobile brake linings,
etc.) b) Silicosis (caused by silica, which is common in mining, sandblasting, etc.)
c) Lead poisoning (caused by lead, which is common in battery plants, paint factories, etc.)
d) Noise-induced hearing loss (caused by noise, which is common in many workplaces,
including airports, and workplaces where noisy machines, such as presses or drills, etc.)

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IMPORTANCE OF MANAGEMENT COMMITMENT ON HEALTH &
SAFETY

In order to develop a successful health and safety programme, it is essential that there be strong
management commitment and strong worker participation in the effort to create and maintain a
safe and healthy workplace. An effective management addresses all work-related hazards, not
only those covered by government standards. All levels of management must make health and
safety a priority. They must communicate this by going out into the worksite to talk with
workers about their concerns and to observe work procedures and equipment. In each
workplace, the lines of responsibility from top to bottom need to be clear, and workers should
know who is responsible for different health and safety issues.

STATUTORY PROVISION OF HEALTH IN INDIA

Statutory provisions:
According to factories Act, 1948, the statutory provisions regarding the health of the
workers are stated in the sections 11 to 20. They are

Cleanliness (sec 11):

Every factory shall be kept clean by daily sweeping or washing the floors and
workrooms and by using disinfectants where every necessary. Walls, doors and windows shall
be repainted or varnished at least once in every 5 years.

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Disposal of wastes and effluents (sec 12):
The waste materials produced from the manufacturing process must be effectively
disposed of wastes.

Ventilation and temperature (sec 13):

There must be provision for adequate ventilation for the circulation of fresh air. The
temperature must be kept at a comfortable level. Hot parts of machines must be separated and
insulated. The State Government may make rules for the keeping of thermometers in specified
places and the adoption of methods which will keep the temperature low.

Removal of Dust and fumes (sec 14):

If the manufacturing process used gives off injurious or offensive dust and steps must
be taken so that they are not inhaled or accumulated. The exhaust fumes of internal combustion
engines must be conducted outside the factory.

Artificial humidification (sec 15):

The water used for this purpose must be pure. The State Government can frame rules
regarding the process of humidification etc. The water used for humidification shall be taken
from a public supply or other source of drinking water and must be effectively purified before
use.

Overcrowding (sec 16):

There must be no overcrowding in a factory. In factories existing before the
commencement of the Act there must be at least 9.9 cubic meters of space per worker. For
factories built afterwards, there must be at least 4.2 cubic meters of space. The chief inspector
of factories can also prescribe the maximum number of workers who can work in each work
room.

Lighting (sec 17):

Factories must be well lighted. Effective measures must be adopted to prevent glare or
formation of shadows which might cause eye strain.

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Drinking water (sec 18):
Arrangements must be made to provide a sufficient supply of wholesome drinking
water. All supply points of such water must be marked drinking water.
No such points shall be within 20 ft. (or 7.5 meters) of any latrine, washing place etc.
Factories employing more than 250 workers must cool the water during the hot weather.

Toilet facilities (sec 19):

Every factory must provide sufficient number of latrines and urinals. There must be
separate provisions for male and female workers.
Latrines and urinals must be kept in a clean and sanitary condition. In factories
employing more than 250 workers, they shall be of prescribed sanitary types.

Spittoons (sec 20):

A sufficient number of spittoons must be provided at convenient places, in a clean and
hygienic condition. The State Government may take rules regarding their number, location and
maintenance.

CHAPTER 4
CASE STUDY

TATA MOTORS

25
In early 2004, the mood at Tata Motors, earlier called Telco (Tata Engineering and Locomotive
company) was distinctly optimistic. After a spectacular comeback in the past two years, Tata
Motors was planning to expand the capacity of its Pune factory from 1.5 lakh cars to 2.5 lakh
cars by December2004, to meet the growing domestic and international demand for its
products. This was the first major capital investment by the company since 1999, when it had
invested Rs 1,800 crore to design and manufacture its small car, the Indica. Just three years
back, not many analysts believed such a transformation could happen. The company was
reeling under the biggest ever loss in its 58-yearcorporate history. Following a whopping Rs
500 crore loss (in 2001), its stock price fell from Rs 564 in 1996 to Rs 59 in 2001.The recovery
had been led by the remarkable success of its small car, the Indica. The larger and more
recently introduced Indigo also seemed to be faring well. The Tatas had made major forays into
global markets. The acquisition of
Daewoos commercial vehicles division in Korea for $102 million, signaled the
companys global intentions. There was a speculation that Tata Motors was ready to develop a
new car that would take on Suzukis highly successful small car, the
Maruti 800, which dominated the Indian roads. Did the Tatas have the capabilities and
resources needed to implement such ambitious plans? That was the question uppermost in the
minds of analysts in mid-2004, notwithstanding the optimism of chairman Ratan Tata and his
colleagues

The Tatas :

In 1868, Jamsetji Nusserwanji Tata, the founder of the Tata group, started a private trading firm
in Bombay with a capital of Rs.21,000. His travels in the Far East and Europe inspired him to
start manufacturing cotton goods. In 1874, thefirst Indian textile mill, The Central India

26
Spinning, Weaving & Manufacturing Company, was established. In 1877, Jamsetji established
the famous Empress Millin Nagpur. And in the same year, Tata and Sons was set up. In 1886,
Jamsetji launched the Swadeshi Mills to mark the beginning of a movement to popularize the
use of indigenous goods in place of British goods.Jamsetji foresaw the significance of the
industrial revolution for India. He believed three basic ingredients were needed for progress:
steel, hydro electric power, and technical education. In 1900, Jamsetji got the approval for
building a steel plant. In 1904, Jamsetji passed away in Germany, but his vision became a
reality under his son, Dorabji Tata. The Tata Iron and Steel Company was set up in1907, in
Jamshedpur, in Bihar. In 1910, the Tata Hydro Electric Power Supply Company was
established. In 1938, JRD Tata was appointed as the head of Tata group. One of Indias most
respected business leaders, JRD guided the group for well over half a century. In 1956, he
initiated a programme to facilitate greater participation of workers in the management of the
company. Five core values - Integrity, Understanding, Excellence, Unity, and Responsibility
directed the group's expansion. JRD succeeded in attracting and nurturing talented mangers
who were empowered to manage individual businesses with considerable freedom.Over time,
the Tatas became a large, diversified business group with interests in metals, automobiles,
energy, engineering, chemicals, consumer products, finance, international operations,
information technology, and agri-industries. Since the mid-1990s, under the leadership of Ratan
Tata (Tata), the group had restructured itself. Many business activities had been rationalized
ordivested. New blood had been brought in as the need for change was strongly felt in a
liberalized environment.For Ratan Tata, automobiles were a strong passion. Within the Tata
group,Tata Motors enjoyed a special place. Tata genuinely believed the company had init to
become a global player.

The Formation of Tata Motors :

The Telco saga began in 1948 when the Tatas acquired an Eastern Railway Workshop to build
boilers and steam locomotives for the railways. Though Telcomade 1,000 locomotives, the
company did not make any profit in the first ten years. By then Sumant Moolgaokar, head of
27
Telco, was desperately scouting for a foreign collaboration.Shortly after World War II, when the
German industry lay in tatters, hungry for business, Daimler-Benz looked eastward. It
approached Telco with a proposalto manufacture diesel road transport vehicles. T.T.
Krishnamachari, then industries minister, flagged off the project in 1954 on the undertaking
that within four years,Telco would in digenise considerably, a commitment that was met by
Telco.Thereafter, the company never looked back.Until 1969, when the collaboration
agreement ended, Jamshedpur became virtually a German town. It was widely believed that
Tata Motors picked up its uncompromising standards of quality and meticulous engineering
from Daimler Benz. Before the collaboration ended, Moolgaokar had succeeded in developing
strong engineering capabilities within the organization. The master plan to duplicate
Jamshedpur began in 1966 when 800 acres of barren, rocky land was purchased in Pune. The
facility became the testimony to Moolgaokars long term vision and ability to look years ahead
into the future. Variously described as an "industrial jewel" and a "grand masterpiece", it
epitomized Moolgaokars engineering philosophy: vertical integration, self -reliance, constant
technical innovation, research and development.

HEATH AND SAFETY PROGRAMMES UNDERTAKEN AT TATA

MOTORS

Ensuring safe working conditions is of paramount importance to us. We believe that a safe
workplace in stils a sense of security and confidence among our workforce which enhances our
productivity. We have put in place a companywide occupational health and safety policy. This
policy coupled with our strong implementation and assessment measures helps us achieve our
objective of minimizing workplace injuries as well as occupational diseases.

Across our plants, we have dedicated teams of safety and health professionals working to
devise safer work procedures.
Work related hazards have been identified in specific areas of operations including the foundry,
paint shop, welding line, etc. and their individual task related safety procedures have been
devised.

28
We have procedures in place to ensure that all the workers entering the plant premises are
medically fit to carry out the job they are assigned.

We have made it mandatory for all workers to undergo a primary health check-up on joining
and similar checkups at regular intervals.

A host of initiatives on health and wellness were taken across the plants.

At Pune a Health Index was created and an ergonomics study was conducted to improve the
workplace environment.

Workmen participate in various proactive safety and IR committees to suggest and aid
implementation of improvements at the workplace.

Currently 210 of our employees are part of statutory plant level safety committees with equal
representation from management and non-management staff.

.We are committed to our goal of achieving zero fatalities in our operations.ZAP meetings are
held across all plants and defined bay owners champion these meetings.

To address the issue of inculcating a safety culture within our contract workforce, tata motos
have developed a centralized system for contractor safety management. The salient features of
this system are:

Distribution of contractor safety & guidelines along with work order.

Obtaining a declaration from the contractor as per the requirements of the safety

29
 department (list of equipments, certifications, list of employees &their medical
records,etc.)
Compulsory safety induction training for all contractors before commencing work
inside the factory premises
Implementation of personnel protective equipment (PPE) clause in the contractors by
second of every month
Submission of safety report (in prescribed format) by all contractors by second of every
month
Regular work related safety trainings to contractor workmen
Regular inspection and audit of contractor work area
Review of safety performance on a common platform (Contractor SafetyMeet)
Evaluation of contractors based on their safety initiatives and rewarding near miss
reporting and incident free workdays

There is a monthly safety committee meeting with the service provider, which is also a
common platform for raising any grievances.

To improve our incident Tata motors have started a system of Safety Alert Card where
employees fill in a card with the details of any incident and drop it at a collection point at the
shop floor. This ensures capturing of incidents on a timely and regular basis and enables us to
implement appropriate trainings required to prevent such incidents in the future.
We have also started a special suggestion campaign for seeking ideas on improving safety
measures from all our employees as well as educating them on basic safety.

Every month, we select safety related topics for spreading awareness amongst our workforce.
This year we have covered topics like safe material handling, over head safety, fire safety,
handling and storage of hazardous materials, electrical safety and road safety. Apart from
workplace safety procedures we also take care of the continued well being of our employees
through employee health programmes. These include the following:-
In-house blood testing
Health awareness lectures and seminars
Awareness on management of chronic diseases such as diabetes &hypertension and
treatment support for the same
30
 Issuance of diabetic cards to keep track of the required tests and their results Medical
centres with qualified doctors, paramedical staff and emergency medical equipment are
available at all our locations and provide round the clock services

Tata motors distributed some essential items to the workers in the scrap yard. They provided
summer coats, head scarves, caps etc. to the scrap yard workers and intend to repeat this
exercise every six months.

As a part of the same initiative, a medical check-up of all the women workers was carried out
in our dispensary.

Those who were found to have adverse health conditions were given free consultation and
medicines by the company doctors

We have clinical facilities in terms of a team of doctors and paramedics, which runs 24-hour
medical centres in our manufacturing facilities.

Our dispensaries are well equipped to offer basic and advanced life support to employees
should the need arise.

We have also established joint management-worker health and safety committees that meet
regularly throughout the year for purposes of facilitating a two-way communication that aids in
the reduction of injury rates, occupational diseases, lost days and absenteeism and work-related
fatalities

SAMSUNG

31
Samsung Electronics Co., Ltd. is a South Korean multinational electronics company
headquartered in Suwon, South Korea.[1] Through extremely complicated ownership structure
with somecircular ownership[4] it is a part of the Samsung Group, accounting for 70% of the
group's revenue in 2012.[5] It is the world's second largest information technology company by
revenue, after Apple.[6] Samsung Electronics has assembly plants and sales networks in 80
countries and employs around 370,000 people.[7] Since 2012, Kwon Oh-hyun has served as the
company's CEO.

Samsung has long been a major manufacturer of electronic components such as lithium-ion
batteries, semiconductors, chips, flash memory and hard drive devices for clients such as
Apple, Sony, HTC and Nokia.

In recent years, the company has diversified into consumer electronics. It is the world's largest
manufacturer ofmobile phones and smartphones fueled by the popularity of its Samsung
Galaxy line of devices.[12] The company is also a major vendor of tablet computers, particularly
its Android-powered Samsung Galaxy Tab collection, and is generally regarded as pioneering
the phablet market through the Samsung Galaxy Note family of devices.

Samsung has been the world's largest television manufacturer since 2006,] and world's largest
manufacturer of mobile phones since 2011. Samsung Electronics displaced Apple Inc. as the
world's largest technology company in 2011 and is a major part of the South Korean economy.
In June 2014, Samsung published the Tizen OS with the new Samsung Z.

Samsung Electronics commenced its operations in India in December 1995 and is today a
leading provider of Consumer Electronics, IT and Telecom products in the Indian market.
Samsung India is the Regional Headquarters for Samsungs South West Asia operations, which
provides employment to over 45,000 employees with around 11,500 employees being involved
in R&D.

Samsung began operations in India through its manufacturing complex located at Noida (UP),
which today houses facilities for Colour Televisions (including 3D, LED and LCD Televisions),
Mobile Phones, Refrigerators, Washing Machines and Split Air Conditioners categories.
Samsung commenced operations of its second state-of-the-art manufacturing complex at
Sriperumbudur, Tamil Nadu in November 2007. Today, the Sriperumbudur facility

32
manufactures Colour Televisions, Fully Automatic Front Loading Washing Machines,
Refrigerators and Split Air Conditioners. Samsung India has three R&D Centres in Indiatwo
in NCR and one in Bangalore. While the Noida R&D Centres develops software solutions for
high-end televisions such as Plasma TVs, LCD TVs and Digital Media Products, the other
Centre is engaged in R&D solutions for product hardware. The Bangalore R&D Centre works
on major projects for Samsung Electronics in the area of telecom, wireless terminals and
infrastructure, Networking, SoC (System on Chip) Digital Printing and other multimedia/digital
media as well as application software.

Samsung India is a market leader in product categories like LED TVs, LCD TVs, Slim TVs and
Side by Side Refrigerators. While it is the second largest mobile handset brand in India, it leads
in the smart phone segment in India.

Samsung India has won several awards and recognitions for both its corporate initiatives as
well as its product innovations in Audio Visual, Home Appliance, IT and Telecom Product
categories.

Apart from development of innovative technology, Samsung places great importance on acting
as a responsible corporate citizen in the communities where it operates. Its CSR programs
respond to the social and environmental needs and seek to give back to communities that
support the company. In 2009, Samsung launched the companys Corporate Social
Responsibility initiative Samsung Hope Project with projects in the areas of education,
culture, sports, social welfare and community development.

HEALTH AND SAFETY PROGRAMME AT SAMSUNG

Samsung Electronics launched the Health and Safety Committee to doubly ensure healthy and
safe workplaces across the Company. The health and safety in all manufacturing lines has been
improved significantly with the implementation of a safety check prior to operation, as well as
a campaign for workplace hygiene. These efforts have been recognized at home and abroad
with various awards and certifications for the company.

33
Health management & policy

Samsung Electronics strictly follows the employee health management guidelines prescribed by
the International Labor Organization. With the goal of taking care of employee health from
cradle to grave, Healthcare 21 has been promoted on a company-wide basis. Healthcare 21
aims at improving the health of employees and their families. At work, the Company has
personnel and equipment to regularly check health and working conditions and to provide
analysis of the results. Recently, the Company
renovated facilities and fixtures to provide an ergonomic working environment. These efforts
have received a citation from an academic organization.

HACCP certificate
In-house cafeterias at eight domestic units of Samsung Electronics are furnished with hygienic
facilities that satisfy the Hazard Analysis Critical Control Points (HACCP), the international
food hygiene certificate system. Of the 23 cafeterias in the domestic units, eleven acquired the
HACCP Certificate as of 2005, and the rest of them are expected to acquire the certificate

Healthcare campaign No smoking campaigns

34
Centering on the Everyones Everyday Healthcare Steering Committee, all employees of
Samsung Electronics try to accustom themselves to maintaining good health habits both at
work and at home. The cigarette quitting campaign in 2002 was incredibly successful. To
attract more employees to volunteer, the committee prepared a variety of fun-filled, whole-
some plans, including sound drinking habits and food-for thought campaigns.

Samsung plans to build healthy working place without smoke by proclaiming the war against
smoking. We succeeded in reducing the smoking rate and promote the sustainable no smoking
campaign Especially, the smoking section was changed into the resting place for employees..
Therefore the smoking rate decreased from 50% by 20%.

Lumbago Exercise

Training Depending on the working environment of each plant, individualized exercise

programs are developed and practiced for a healthier and more efficient workplace. In Samsung
Electronics' case, we developed a lumbago exercise to alleviate pain in the lower back coming
from the workplace. As a result, the number of workers affected by lumbago was reduced
substantially.

Heathcare program

Total Healthcare Program Samsung Electronics plans to set up total healthcare program to
provide suitable medical service to the employees.

Medical checkups
Cerebral & cardiovascular disease risk assessments
Musculoskeletal disease risk factor examinations

35
 Work-related stress assessments

Wellness program

Clinic (Occupational, internal medicine, Family Practice)

Routine Medical Treatment Cold, indigestion
Vaccination Hepatitis B, tetanus, influenza
Emergency Services
Dental & Acupuncture

Musculoskeletal Disease
Prevention of musculoskeletal disease resulting from bad posture
Musculoskeletal Prevention Center Exercise programs
Stretching exercise broadcasted twice daily
Ergonomic work station improvements to ergonomic soundness of manufacturing processes

Mental Health Program

Professional Counselors
Stress assessment heart rate variability and biofeedback stress tests
Therapy for sleep disorders and depression light therapy
Family relations counseling and communication program with spouses and children

Safety measures

Samsung made and distributed customized exercise method Guide Book for operation character
by process in order to prevent musculo-sketetal disorders in advance which can occur by
working operation by process during manufacturing site and to make it possible for medical
prevention by the application of muscles strengthening and stretching.

The target process is composed of total 77 process which require physical demand and it was
36
supposed to prevent musculo-sketetal disorders in advance by providing exercise method
specialized for working character in the manufacturing site.

Samsung conducts risk assessments according to OHSA18001(Occupational Health and Safety

Assessment Series) in all of production facilities, and continues to improve the work
environment.

Samsung also conducts regular education programs to increase the awareness of Health and
safety among its workers and run emergency relief system., Samsung is establishing safety
guidelines for all leisure activities within the company.

Samsung had also conducted a play to raise the awareness of safety at workplace of the
employes.

The Samsung 3119 Rescue Team was launched in October 1995, to protect the lives and safety
of Samsung employees

JOHNSON &JOHNSON

37
Johnson & Johnson is an American multinational medical devices, pharmaceutical and
consumer packaged goods manufacturer founded in 1886. Its common stock is a component of
the Dow Jones Industrial Average and the company is listed among the Fortune 500.

Johnson & Johnson is headquartered in New Brunswick, New Jersey, directly adjacent to the
campus of Rutgers University, the consumer division being located in Skillman, New Jersey.
The corporation includes some 250 subsidiary companies with operations in over 57 countries
and products sold in over 175 countries. Johnson & Johnson had worldwide sales of $65 billion
for the calendar year of 2011.[3]

Johnson & Johnson's brands include numerous household names of medications and first
aid supplies. Among its well-knownconsumer products are the Band-Aid Brand line
of bandages, Tylenol medications, Johnson's baby products, Neutrogena skin and beauty
products, Clean & Clear facial wash and Acuvue contact lenses

The business that began with three brothers in the 19th century created thousands of familiar
products. The most popular among them include Band-Aids, Tylenol, Baby Power and Acuvue
contact lenses.

The company brought in $74.3 billion in 2014 and employs 129,000 people in 57 countries. It
has approximately 250 subsidiaries, including Cilag, DePuy, Ethicon, Janssen, McNeil and
Neutrogena. J&J is broken into three divisions: consumer health care, medical devices and
diagnostics, and pharmaceuticals. Alex Gorsky is J&Js chairman of the board.

HEALTH AND SAFETY

The materials we use to research, develop and manufacture our products include chemicals and

38
active pharmaceutical ingredients. In some cases, manufacturing processes within operations
generate high levels of noise. These factors can pose potential health hazards to employees if
exposure remains uncontrolled.

Members of our industrial hygiene staff regularly monitor the workplace for the presence of
chemical and physical hazards. Monitoring techniques include using special equipment to
measure noise, radiation and heat stress; using air sampling pumps and sample media to collect
breathable dust, vapors and gases; and wipe testing work surfaces. Chemical analysis of
samples from these tests is conducted in an accredited laboratory, and the results are compared
to the regulatory and Johnson & Johnson standards. If levels exceed these standards, employees
are equipped with personal protective equipment, such as gloves, gowns and breathing devices,
to shield them from exposure.

Johnson Johnsons occupational health team monitors employees on an ongoing basis. Staff
members are trained to address any health issue related to an employees work.

We also provide on-site occupational health clinics, which give employees immediate access to
specially trained medical personnel. Physicians and nurses who evaluate our employees are
specialists in occupational medicine, with many of them holding certification in their respective
fields.

39
SAFETY MEASURES

Our employees work in many different settings. Some research new cures in our laboratories.
Others manufacture, package and distribute our products. And many work in offices or out in
the field. In all of these environments, workplace safety is a value

Zero injuries. Zero illnesses. This is our goal. The design of our safety and industrial hygiene
programs helps attract and retain a talented, productive workforce, ensures the uninterrupted
delivery of our products and protects the communities in which we operate.

We have implemented many preventive programs, and these are embedded in the work
activities in which we engage each day. For example, our safety programs cover:
machine safety
electrical safety
hazardous processes
contractor safety
warehouse safety
fall prevention
office safety

It also conduct off-the-job safety programs for employees families

Step right campaign

Slips, trips and falls are a challenge for Johnson & Johnson. In 2011, nearly 50% of all serious
injuries were caused by slips. Trips and falls. Broken bones occurred 68% of the time; 65% of
these were caused by a slip, trip or fall. To combat this leading cause of injury, we launched
StepRight The Campaign for Fall Prevention.

40
HIV/AIDS POLICY

Johnson & Johnson introduced the Global Workplace Policy on HIV/AIDS. The goal of the
policy is to ensure that all employees have access to HIV/AIDS treatment and support services.
The policy provides for:
Non-discrimination and confidentiality protection for employees and their dependents living
with HIV/AIDS
Voluntary counseling and testing programs
Care, support and treatment for employees and their dependents with HIV/AIDS
Prevention, education and awareness programs for all Johnson & Johnson company
employees and dependents.

HEALTH PROGRAM

Our Wellness Program provides every participating employee with access to a team of health
professionals who promote and support a healthy lifestyle. The program includes offerings
related to improving physical activity (such as on-site fitness centers, reimbursement for
exercise expenditures, a pedometer program, and seasonal fitness challenges), guidance on
nutrition (offering healthy cafeteria choices and online weight-management tools), lifestyle
management, and computerized coaching programs (health coaching for blood pressure
management, tobacco cessation, and blood lipid control), and chronic disease management.

FLEET SAFETY

For many of these employees, the company vehicle is their workplace. Field representatives
may spend 40 to 60 percent of their working day driving their vehicles on company business.
For more than 20 years, Johnson & Johnsons SAFE Fleet has helped to keep our field
representatives safe on the road.

41
 RELIANCE INDUSTRY LMT

The Reliance Group, founded by Dhirubhai H. Ambani , is India's largest private sector
enterprise, with businesses in the energy and materials value chain. The flagship company,
Reliance Industries Limited, is a Fortune Global 500 company and is the largest private sector
company in India.

Dhirubhai Ambani founded Reliance as a textile company and led its evolution as a global
leader in the materials and energy value chain businesses. It was in 1957 when he returned to
India after a stint with A.Besse& Co., Aden he started yarn trading business from a small 500
sq.ft. office in Masjid Bunder, Mumbai.he set up his brand new mill in Naroda, Gujarat. In
1996 Reliance went on to become the biggest textile brand Only Vimal. In 1977 the Reliance
Textile Industries came with an IPO which was oversubscribed seven times.

Reliance enjoys global leadership in its businesses, being the largest polyester yarn and fibre
producer in the world and among the top five to ten producers in the world in major
petrochemical products.

Starting as a small textile company, Reliance has in its journey crossed several milestones to
become a Fortune 500 company in less than 3 decades.

Reliance Industries Limited operates worldclass manufacturing facilities across the country at
Allahabad, Barabanki, Dahej, Dhenkanal, Hazira, Hoshiarpur, Jamnagar, Kurkumbh,
42
Nagothane, Nagpur, Naroda, Patalganga, Silvassa and Vadodara.

Reliance Industries Limited (RIL) is an Indian conglomerate holding company headquartered

in Mumbai, Maharashtra, India. Reliance owns businesses across India engaged in energy,
petrochemicals, textiles, natural resources, retail and telecommunications. Reliance is the
second most profitable company in India.

SAFETY PROGRAMME AT RELIANCE

Reliance is committed to the health and safety of its own employees, contractors employees
and visitors, and aims for Zero Accident targets. To get closer to the goal of Zero Accident,
Reliance undertook various activities and initiatives.

Mock drills are being conducted to train the employees and contractors on emergency
preparedness to meet any unlikely emergencies.

As part of the safety awareness programme, various safety training programmes were
conducted.

'Process Hazard Analysis' at various plants was initiated to address and reduce the process
safety risks.

RIL has undertaken special initiatives like 'Project Health Check'. The objective is to reduce
safety risks and prevent injuries in the short-term by identifying and addressing the safety
issues requiring immediate attention

Coaching programmes for operators, maintenance technicians, and contractor workers, with
over 25 daily sessions for different groups of individuals at their work place

Safety induction training to all contractor workers at the site is held.

Safety quiz competitions, and safety week celebrations to create increased awareness among
employees.

43
Training programs/ seminars were attended by employees to stay updated.

Besides employees, the transport drivers and cleaners who come to the sites to load products
are given training in safety awareness measures prior to their entry to the site.

HEALTH PROGRAMMES AT RELIANCE

The occupational health activities of reliance centers include pre-employment medical

examinations, periodic medical check-ups of employees, school health check-ups, preventive
immunisations, health audits, biological monitoring and comparative studies of
interdepartmental health.

Periodic health risk assessment studies for exposure to various chemicals are also carried out in
the plants.

Reliance has evolved an effective multidisciplinary approach for creating health awareness
programmes to address issues like hypertension, diabetes, heart disease, and lifestyle
management.

There are qualified doctors and trained paramedical staffs and medical centers and camps
available for the employees.

Reliance supplied 3,500 lakh litres of potable drinking water for the workers.

There are emergency medical services and health services available to its employees.

These centres are equipped with state-of-the-art diagnostic and therapeutic equipment and are
manned by qualified occupational health specialists.

All RIL employees, irrespective of the nature of their work or location, undergo regular
periodic medical examinations.

44
The company's occupational health departments are also in the forefront to prevent lifestyle
diseases such as heart problems, hypertension, diabetes and communicable diseases such as
malaria, tuberculosis and HIV / AIDS through a series of regular health awareness sessions,
daily health tips and personal counselling.

Dhirubhai Ambani Occupational Health & Family Welfare Centre was commissioned at
Jamnagar Township. This multi-speciality hospital is equipped with 24 beds with ICU, labour
room, surgical facilities with modular operation theatre and a special burns unit. Further, RIL
has also provided fullfledged modern hospitals

Health Reliances state-of-the-art Occupational Health Centres (OHC) at its manufacturing

divisions offer health care services to its employees. These centres are equipped with diagnostic
and therapeutic equipment and are manned by qualified occupational health specialists. The
programmes conducted by medical centres, include preventive health care through pre-
employment and also periodic medical examinations of all employees.

Senior health specialists, fully supported by qualified doctors and trained paramedical staff, are
available at all locations.

45
 AMBUJA CEMENT

Ambuja Cements Limited, formerly known as Gujarat Ambuja Cement Limited, is a major
cement producing company in India.[2]The Group's principal activity is to manufacture and
market cement and clinker for both domestic and export markets

Ambuja Cements Ltd (ACL), a part of a global conglomerate Holcim, is one of Indias leading
cement manufacturers and has completed over 25 years of operations. The company, initially
called Gujarat Ambuja Cements Ltd, was founded by Narotam Sekhsaria in 1983 in partnership
with Suresh Neotia. Global cement major Holcim acquired management control of Ambuja in
2006. The Company has also made strategic investments in ACC Limited

Ambuja Cements was set up in 1986. In the last decade the company has grown tenfold. The
total cement capacity of the company is 18.5 million tones. Its plants are some of the most
efficient in the world. With environment protection measures that are on par with the finest in
the developed world. The company's most distinctive attribute, however, is its approach to the
business. Ambuja follows a unique homegrown philosophy of giving people the authority to set
their own targets, and the freedom to achieve their goals. This simple vision has created an
environment where there are no limits to excellence, no limits to efficiency. And has proved to
46
be a powerful engine of growth for the company. As a result, Ambuja is the most profitable
cement company in India, and one of the lowest cost producer of cement in the world.

When the company started out, it approached the cement business with an open mind. To
compete with the older, established players who had already written off their plant cost, it was
important to have the lowest capital cost per ton of cement. Their plants would have to be set
up in record time. Their capacity utilization would have to be above 100%. And their power
consumption would have to set a record low these were the main theme of company.

HEALTH AND SAFETY MEASURES

Occupational Health and Safety (OH&S) is one of our core values and we are committed to
strive for Zero Harm. We believe it is one of the most important criteria to become The
Most Admired company. To achieve this we have provided appropriate technology with
stringent operational control practices across all operations.

To educate and train employees in OH&S following training programs were conducted through
Corporate:
Disaster and emergency rescue operations
Fire fighting and first aid
Selling safety
SML leadership
Defensive driving training
Fire Fighting Training Program was organized at Corporate Office. Total 39 personnel
attended the program.
First Aid Training program was organized at Corporate and other Offices. Total 45
personnel attended the program.
We care concept was launched to drive the health and safety through people power as a
part of our heath and safety transformation journey .
All operational sites have taken one OH&S wave based on the targeted Fatality
Prevention Element (FPE). These include working at height, isolation and lockout,
vehicle and traffic safety, machine guarding, lifting and supporting loads and hot work.
Status of implementation was assessed through external certifying agency.

Five Cardinal Rules :

47
 Safety Provisions Do not override or interfere with any safety provision nor allow anyone else
to override or interfere with them
Personal Protective Equipment (PPE) rules, applicable to a given task, must be adhered to at
all times
Isolation and Lock Out procedures must always be followed
No Alcohol nor Drugs No person may work if under the influence of alcohol or drugs
Reporting Culture All injuries & incidents must be reported
CHAPTER 5
SUGGESTIONS

The company has to create the awareness for the workers regarding health and safety.
They have to provide effective arrangements to the workers for communicating their
health and safety matters.
It is better to provide frequent health and safety training, atleast once in a year.
The company has to provide enough drinking water facility available at all the time.
The management has to take necessary steps to reduce the stress level of the workers.
Orientation programmes can be conducted to make the workers to feel that their work
environment is safe to work.
The maintenance department has to maintain the machines properly to reduce lead-time.
Proper training has to be given to the workers to avoid frequent accidents.
Meditation practices can be given to avoid electric shocks, finger injuries etc. due to
lack of concentration.
Safety committee has to be formed to monitor the health and safety issues.
The company has to conduct the regular inspections to ensure higher level of safety in
the workplace.
Cordial relationship has to be maintained between the management and the workers to
implement the health and safety policies and measures in a smooth manner.

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 CONCLUSION

It is revealed from the study that, the health and safety measures adopted by all the
companies are provided to the workers according to the provisions of the factories act. It
reveals that the awareness of the workers about health and safety in the workplace is
inadequate.
Also repeated accidents occurred in the workplace. Suitable ideas were suggested to
avoid those accidents and to improve the health and safety measures. The role of management
in implementing health and safety in the organization is very effective. Most of the workers
were satisfied with the health and safety measures adopted in the company.
If the company implements effective disciplinary procedures; it will help the company
to go with their policies and also to maintain health and safety in the organization.

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 REFERENCES

www.hr.com

www.humanresources.about.com

www.google.com

C.B.Guptha (2000), Human Resource management".

C.R.Kothari (1997), Research methodology- methods and techniques, 2nd edition.

APPENDIX

QUESTIONNAIRE
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1. Are you aware of the health and safety measures adopted in the company?
Yes (b) No

2. Do you have effective arrangements for communicating health and safety matters?
Yes (b) No

3. Does the company provide medical facility to the workers?

Yes (b) No

4. Have you attended any health and safety training in your company?
Yes (b) No

5. How frequent training is offered in the company?

Once in 5 year (b) once in 3 year (c) yearly once (d) Monthly (e) Rarely

6. Do you have proper drinking water facility inside your work place?
Always (b) Sometimes (c) Often (d) Rarely (e) Not at all

7. Do you have any stress towards work?

Always (b) Sometimes (c) Often (d) Rarely (e) Not at all

8. How often the company provide health checkup for workers?

Yearly (b) Half yearly (c) Quarterly (d) Monthly (e) Rarely

9. Are the machines maintained properly?

Always (b) Sometimes (c) Often (d) Rarely (e) Not at all

10. How often the accidents happen?

Always (b) Sometimes (c) Often (d) Rarely (e) Not at all

11. Are they providing the safety requirements for work?

Yes (b) No

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12. How often the safety inspections are held in your company?
Yearly (b) Monthly (c) Weekly (d) Daily (e) Rarely

13. Satisfactory level of the health and safety measures taken in the company?
Very much satisfied (b) Satisfied (c) Neutral (d) Dissatisfied (e) Highly dissatisfied

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