CHAPTER I

INTRODUCTION

1
 INTRODUCTION
Employee Welfare is an important facet of industrial relations, the extra
dimension, giving satisfaction to the worker in a way which evens a good wage
cannot. With the growth of industrialization and mechanization, it has acquired
added importance. The workers in industry cannot cope with the pace of modern
life with minimum sustenance amenities. He needs an added stimulus to keep
body and soul together. Employers have also realized the importance of their
role in providing these extra amenities. And yet, they are not always able to
fulfill workers demands however reasonable they might be. They are primarily
concerned with the viability of the enterprise .Employee welfare, though it has
been proved to contribute to efficiency in production, is expensive. Each
employer depending on his priorities gives varying degrees of importance to
labour welfare.

It is because the government is not sure that all employers are progressive
minded and will provide basic welfare measures that it introduces statutory
legislation from time to time to bring about some measures of uniformity in the
basic amenities available to industrial workers. After employees have been hired,
trained and remunerated, they need to be retained and maintained to serve the
organization better. Welfare facilities are designed to take care of the wellbeing
of the employees, they do not generally result in any monetary benefit to the
employees. Nor are these facilities provided by employers alone. Governmental
and non-governmental agencies and trade unions too, contribute towards
employee welfare.

Employee welfare is a comprehensive term including various services,

benefits and facilities offered to employees by the employer. Through such
generous fringe benefits the employer makes the life worth living for employees.
The welfare amenities are extended in addition to normal wages and other
economic rewards available to employees as per the legal provisions. Welfare
2
measures may also be provided by the government, trade unions and
nongovernment agencies in addition to the employer. The basic purpose of
employee welfare is to enrich the life of the employees and keep them happy and
contended.
Employee welfare defines as "efforts to make life worth living for
workmen". These efforts have their origin either in some statute formed by
the state or in some local custom or in collective agreement or in the
employer's own initiative.

To give expression to philanthropic and paternalistic feelings.

To win over employee's loyalty and increase their morale.
To combat trade unionism and socialist ideas.
To build up stable labour force, to reduce labour turnover and
absenteeism.
To develop efficiency and productivity among workers.
To save oneself from heavy taxes on surplus profits.
To earn goodwill and enhance public image.
To reduce the threat of further government intervention.
To make recruitment more effective (because these benefits add to
job appeal).

Principles of Employee Welfare Service

Following are generally given as the principles to be followed in

setting up a employee welfare service:

The service should satisfy real needs of the workers. This means
that the manager must first determine what the employee's real
needs are with the active participation of workers.

3
 The service should such as can be handled by cafeteria approach.
Due to the difference in Sex, age, marital status, number of children,
type of job and the income level of employees there are large
differences in their choice of a particular benefit. This is known as
the cafeteria approach. Such an approach individualises the benefit
system though it may be difficult to operate and administer.
The employer should not assume a benevolent posture.
The cost of the service should be calculate and its financing
established on a sound basis.
There should be periodical assessment or evaluation of the service
and necessary timely on the basis of feedback.

Employee Welfare is an important facet of industrial relations, the extra dimension,

giving satisfaction to the worker in a way which evens a good wage cannot. With the
growth of industrialization and mechanization, it has acquired added importance. The
workers in industry cannot cope with the pace of modern life with minimum sustenance
amenities. He needs an added stimulus to keep body and soul together. Employers have
also realized the importance of their role in providing these extra amenities. And yet,
they are not always able to fulfill workers demands however reasonable they might be.
They are primarily concerned with the viability of the enterprise. Employee welfare,
though it has been proved to contribute to efficiency in production, is expensive. Each
employer depending on his priorities gives varying degrees of importance to labour
welfare.
It is because the government is not sure that all employers are progressive minded and
will provide basic welfare measures that it introduces statutory legislation from time to
time to bring about some measures of uniformity in the basic amenities available to
industrial workers.
After employees have been hired, trained and remunerated, they need to be retained and
maintained to serve the organization better. Welfare facilities are designed to take care
of the wellbeing of the employees, they do not generally result in any monetary benefit
to the employees. No rare these facilities provided by employers alone. Governmental

4
and non-governmental agencies and trade unions too, contribute towards employee
welfare.
Employee welfare is a comprehensive term including various services, benefits and
facilities offered to employees by the employer. Through such generous fringe benefits
the employer makes the life worth living for employees. The welfare amenities are
extended in addition to normal wages and other economic rewards available to
employees as per the legal provisions. Welfare measures may also be provided by the
government, trade unions and non-government agencies in addition to the employer.
The basic purpose of employee welfare is to enrich the life of the employees and keep
them happy and contended.
Employee welfare today has become a very controversial topic. It covers a very broad
field. To being with, let us briefly discuss the main concepts or, rather, the general,
meaning full ideas which have been evolved about it so far.
The term welfare suggest many ideas, meanings and connotations, such as the state of
well-belling, health, happiness, prosperity and the development of human resources.
The concept of welfare can be approached from various angles. Welfare has been
described as a total concept. It is a desirable state of existence involving for certain
components of welfare, such a health, food, clothing, and housing, medical assistance,
insurance, education, recreation. Job security, and so on.
The word employee means any productivity activity. In a broader sense, therefore, the
phrase employee welfare means the adoption of measures to promote the physical,
social, psychological and general well being of the working population. Welfare work
in any industry aims, or should aim, at improving the working and living conditions of
workers and their families.
The concept of employee welfare originates in the desire for a humanitarian approach
to the sufferings of the working class. Later, it becomes a utilitarian philosophy which
worked as a motivating force for labor and for those who were interested in it.
Employee welfare has been defined in various ways, though unfortunately no single
definition has found universal acceptance.
Efforts to make life worth living for worker
The oxford dictionary
Concept of Employee welfare
The concept of labour welfare is flexible and elastic and differs widely with time,
region, industry, social values and customs, degree of industrialization, the general
5
socioeconomic development of the people and the political ideologies prevailing at a
particular time . It is also molded according to the age-groups, socio-cultural
background, marital and economic status and educational level of the workers in
various industries In its broad connotation, the term welfare refers to a state of living of
an individual or group in a desirable relationship with total environment ecological,
economic, and social. Conceptually as well as operationally, labour welfare is a part of
social welfare which, in turn, is closely linked to the concept and the role of the State
which is applicable in the plant. The concept of social welfare, in its narrow contours,
has been equated with economic welfare. As these goals are not always be realized by
individuals through their efforts alone, the government came into the picture and
gradually began to take over the responsibility for the free and full development of
human personality of its population. Labour welfare is an extension of the term Welfare
and its application to labour. During the industrialization process, the stress on labour
productivity increased; and brought about changes in the thinking on labour welfare.
In its broad connotation, the term welfare refers to a state of living of an individual or
group in desirable relationship with total environment ecological, economic, and
social. Concept dually as well as operationally, labour welfare is a part of social welfare
which, in turn, is closely linked to the concept and the role of the State. The concept of
social welfare, in its narrow contours, has been equated with economic welfare. Pigou
defined it as that part of general welfare which can be brought directly or indirectly
into relations with the measuring rod of money (Pigou, 1962). According to Willensky
and Labeaux, social welfare alludes to those formally organized and socially
sponsored institutions, agencies and programmes which function to maintain or
improve the economic conditions, health or interpersonal competence of some parts or
all of a population (Willensky and Labeaux, 1918). As these goals may not always be
realized by individuals through their efforts alone, the government came into the
picture and gradually began to take over the responsibility for the free and full
development of human personality of its population. Labour welfare is an extension of
the term Welfare and its application to labour. During the industrialization process, the
stress on labour productivity increased; and brought about changes in the thinking on
labour welfare. An early study under the UN observed as follows in our opinion most
underdeveloped countries are in the situation that investment in people is likely to
prove as productive, in the purely material sense, as any investment in material
resources and in many cases, investment in people would lead to a greater increase of
6
the flow of goods and services than would follow upon any comparable investment in
material capital. The theory that welfare expenditure, especially expenditure on health
and education, is productive investment has led to the view that workers could work
more productively if they were given a fair deal both at the work place and in the
community. The concept of labour welfare has received inspiration from the concepts
of democracy and welfare state. Democracy does not simply denote a form of
government; it is rather a way of life based on certain values such as equal rights and
privileges for all. The operation of welfare services, in actual practice, brings to bear on
it different reflections representing the broad cultural and social conditions. In short,
labour welfare is the voluntary efforts of the employers to establish, within the existing
industrial system, working and sometimes living and cultural conditions of the
employees beyond what is required by law, the custom of the industry and the
conditions of the market The constituents of labour welfare included working hours,
working conditions, safety,
industrial health insurance, workmens compensation, provident funds, gratuity,
pensions, protection against indebtedness, industrial housing, restrooms, canteens,
crches, wash places, toilet facilities, lunches, cinemas, theatres, music, reading rooms,
holiday rooms, workers education, co-operative stores, excursions, playgrounds, and
scholarships and other help for education of employees children.

7
 OBJECTIVES OF THE STUDY

1. To study the attitude of employees towards welfare measures implemented by the

organization.
2. To suggest measures for improvement of employee morale, through implementation
of welfare measures as expected by employees.
3. To study the concept of labour welfare and identify various statutory
and non-statutory welfare measures.
4. To place the company in a good position in the competitive market by
fulfilling empoyee needs.
5. To identify the various welfare measures, provided by the company to
its employees.
6. To elicit the perception of respondents on the existing welfare
measures, provided by the company.
7. To offer useful suggestions and to bring out improvement in the
existing welfare measures, of the organization.

8
NEED FOR THE STUDY

Human resources are the backbone for any organization as they play a vital role
in the development and well functioning of the organization. The management has to
keep an eye on the welfare of the employees which motivates them for their effective
performance at the work spot. So, the present study has been undertaken in this
direction.
RESEARCH METHODOLOGY

Research Design : Descriptive in nature

Research Approach : Direct Contact

Research Instrument : A well structured Questionnaire

Population size : 121

Sample Size : 104(The size of sample is restricted to 104

due to non availability of other

respondents due to various reasons)
Sample Unit : Executives & Supervisors

Sample procedure : Non-probability & convenience sampling

Data sources : Primary data and Secondary Data

Primary data : Collected from structured questionnaire

Secondary data : Collected from company

Records, manuals and websites

9
Statistical tool : Simple percentage Method
Research Methodology:

Research Methodology is a way to solve the research problems systematically.

Research may be in common parlance referred to as knowledge. In research
methodology we not only talk of the research methods. But also consider the logic
behind the methods we use in the content of our research study and explain why we are
using a particular method at technique. Hence in this study various steps that are
generally adopted in studying research problem along with the logic behind them. It is a
broad outline of the method and procedure adopted for the purpose of the study.

Research Design:

A Research Design used in the study is descriptive research. Descriptive research

includes surveys and fact-finding enquiries of different kinds. The main characteristics of
this method is that the researcher has no control over the variables: he/she can only report
what is happening. In this descriptive design, we get information from most accessible
population. Descriptive method is adopted to study the Welfare measures in PTL..

Research Instrument:
A well structured questionnaire and schedule was being administered to the
respondents to carry out the research.
Questionnaire:
A structured questionnaire is designed consisting of dichotomous, 4 point scale and
5 point scale.
Data collection:
Data is collected from primary and secondary sources. Collection of the data is
primary aspect in research process. Data which is collected for the purpose of research
helps in proper analysis to develop findings which is helpful to conduct research
effectively. The data sources which is very important in the collection of data is both
primary and secondary data.

Both primary and secondary data are taken into consideration for the study of
Welfare measures.

10
Primary data:
This consists of original information gathered for specific purpose. The normal
procedure is to interview the people individually or in groups to get the required data.
Primary data is collected through administering the questionnaire by direct contact and
also through direct observation to obtain insights of the information.
Secondary data:
This consists of information that already exits and which has been collected by some
other persons, at some other time, for some other purpose. The secondary data is collected
from records, manuals and brochures maintained by the personnel department.
Sampling design:
The study adopted non-probabilistic, convenience sampling due to paucity of time,
availability of respondents at different places and situation.
Population : Executives and supervisors working in the
organization

Population size : 121

Sample size : 104

Statistical tools : simple percentage.

11
 CHAPTER-II
REVIEW OF LITERATURE

12
 Labor welfare has been defined in various ways, though unfortunately no single
definition has found universal acceptance.
Efforts to make life worth living for worker

The oxford dictionary

The voluntary effort of the employers to establish, within the existing
industrial system, working and sometimes living and cultural conditions of the
employees beyond what is required by law, the customs of the industry and the
conditions of the market
According to Encyclopedia of social sciences
Some of the social scientists have noted that the problems of our contemporary
civilization are most marked in highly industrialized societies. It influences on the
humans social and psychological distresss to avoid the distress. Some of the framers
introduced the welfare programmers and the activities must be necessary to human to
make him happy. This welfare approach has become necessary because of the social
problems that have emerged as a result of industrialization in capitalistic settings. After
the abolition of slavery in 1833 the British colonies started importing Indian labor.
Labor welfare activity was largely controlled by legislation, the earliest act being the
apprentices Act of 1850, the next act was fatal accidents act of 1853, provide
compensation to the workmen families who lost their lives as a result of any actionable
wrong. And the merchant shipping act 1859 providing health, accommodation and
protection to the employment of the seamen. To improving the working conditions of
the labor they enact the workmens breach of contract act, 1859 and the employers and
workmens (disputes) act 1868. The first Indian factories act was set up in 1881, which
mark the beginning of a series of labor laws which brought about the improvement in
the working conditions of the workers who works in the Bombay textile mills. The
recommendations of the international labor conference in 1890, held in Berlin, exercise
a considerable influence on labor legislation in India. Under pressure from labor, the
Bombay textile mill owners decided to declare Sunday a day of rest. To make
development and implement the mentioned below, the government of India, on the
advice of a special commission, passed the Indian factories act of 1891, which was a
being advance over the act of 1891. Its main provisions were:
1) It applied to all factories employing 50 persons or more. It could he
extended to factories employing 20 persons.
13
 2) A mid day break of half an hour was made compulsory.
3) A weekly off day was prescribed.
4) Women were allowed to work for maximum of 11 hours with a break of 1
hours.
5) The lower and higher age limit of children employed in factories was
respectively raised to 9 and 14. They were allowed to work only in the day time and
for not more the 7 hours a day.
6) Local governments were empowered to make rules regarding sanitation and
other amenities for workers
7) Provision was made for inspection and penalties for breach of any provision
of factory act.
At the time first world war, in1919 International Labour Organization (ILO) was
set up. In the year of 1934 the Royal Commission gave priority to the labors safety,
health and ventilation.
At the time of Second World War in 1939 the total number of workers in India in
1,75,000 members. The government actively promoted welfare activities like providing
the minimum wages, crches, ambulance rooms, canteens etc., started making their
appearance on the industrial sense.
After independence the factories act 1947 replaced all the provisions which are
i)provisions regarding safety-guarding of machines, ii) drinking water, iii) provisions
regarding health and cleanliness, iv) washing and latrine facilities, v) lunch rooms and
rest rooms, vi) sitting arrangements vii) first aid and dispensary facilities in all factories
employing more than 500 workmen, viii) crches where more than 50 more women are
employed, ix) welfare officer where more than 500 workmen are employed, x)
provision of spittoons, xi) holidays with wages at the rate of one day for every 20 days
worked, xii)weekly hours 48 for adults and 27 for younger persons, xiii) regulations
regarding young persons, xiv) rate of payment for overtime work, xv) rest for half an
hour maximum of 5 hours of work, xvi) number of hours work and xvii) weekly
holidays.
In our country also introduced some of the welfare amenities had been
provided to the industrial labor through the Indian constitution. Concomitantly labor
welfare in India has gained in importance.

14
 Employee welfare defines as efforts to make life worth living for workmen.
These efforts have their origin either in some statute formed by the state or in some
local custom or in collective agreement or in the employers own initiative.
OBJECTIVES
To give expression to philanthropic and paternalistic feelings.
To win over employees loyalty and increase their morale.
To combat trade unionism and socialist ideas.
To build up stable labour force, to reduce labour turnover and absenteeism.
To develop efficiency and productivity among workers.
To save oneself from heavy taxes on surplus profits.
To earn goodwill and enhance public image.
To reduce the threat of further government intervention.
To make recruitment more effective (because these benefits add to job appeal).

Employee relations. An organization's director of industrial relations forms

labor policy, oversees industrial labor relations, negotiates collective bargaining
agreements, and coordinates grievance procedures to handle complaints resulting from
management disputes with employees. The director of industrial relations also advises
and collaborates with the director of human resources, other managers, and members of
their staffs, because all aspects of human resources policysuch as wages, benefits,
pensions, and work practicesmay be involved in drawing up a new or revised work
rules that comply with a union contract.

Labor relations managers and their staffs implement industrial labor relations
programs. Labor relations specialists prepare information for management to use during
collective bargaining agreement negotiations, a process that requires the specialist to be
familiar with economic and wage data and to have extensive knowledge of labor law
and collective bargaining procedures. The labor relations staff interprets and
administers the contract with respect to grievances, wages and salaries, employee
welfare, healthcare, pensions, union and management practices, and other contractual
stipulations. In the absence of a union, industrial relations personnel may work with
employees individually or with employee association representatives.

15
 Dispute resolutionattaining tacit or contractual agreementshas become
increasingly significant as parties to a dispute attempt to avoid costly litigation, strikes,
or other disruptions. Dispute resolution also has become more complex, involving
employees, management, unions, other firms, and government agencies. Specialists
involved in dispute resolution must be highly knowledgeable and experienced, and
often report to the director of industrial relations. Mediators advice and counsel labor
and management to prevent and, when necessary, resolve disputes over labor
agreements or other labor relations issues. Arbitrators, occasionally called umpires or
referees, decide disputes that bind both labor and management to specific terms and
conditions of labor contracts. Labor relations specialists who work for unions perform
many of the same functions on behalf of the union and its members.

Other emerging specialties in human resources include international human

resources managers, who handle human resources issues related to a company's
overseas operations and human resources information system specialists, who develop
and apply computer programs to process human resources information, match
jobseekers with job openings, and handle other human resources matters; and total
compensation or total rewards specialists, who determine an appropriate mix of
compensation, benefits, and incentives. Work environment. Human resources personnel
usually work in clean, pleasant, and comfortable office settings. Arbitrators and
mediators many of whom work independently may work out of home offices. Although
most human resources, training, and labor relations managers and specialists work in
the office, some travel extensively. For example, recruiters regularly attend professional
meetings, participate in job fairs, and visit college campuses to interview prospective
employees. Arbitrators and mediators often must travel to the site chosen for
negotiations. Trainers and other specialists may travel to regional, satellite, or
international offices of a company to meet with employees who work outside of the
main corporate office. Many human resources, training, and labor relations managers
and specialists work a standard 40-hour week. However, longer hours might be
necessary for some workersfor example, labor relations managers and specialists,
arbitrators, and mediatorswhen contract agreements or dispute resolutions are being
negotiated.

16
FEATURES OF EMPLOYEE WELFARE
The features of employee welfare are: -
* Employee welfare is a comprehensive term including various services, facilities and
amenities provided to employees for their betterment.
* The basic purpose in to improve the lot of the working class.
* Employee welfare is a dynamic concept.
* Employee welfare measures are also known as fringe benefits and services.
* Welfare measures may be both voluntary and statutory.
Principles of Employee Welfare Service
Following are generally given as the principles to be followed in setting up a
employee welfare service:
The service should satisfy real needs of the workers. This means that the
manager must first determine what the employees real needs are with the active
participation of workers.
The service should such as can be handled by cafeteria approach. Due to the
difference in Sex, age, marital status, number of children, type of job and the
income level of employees there are large differences in their choice of a
particular benefit. This is known as the cafeteria approach. Such an approach
individualizes the benefit system though it may be difficult to operate and
administer.
The employer should not assume a benevolent posture.
The cost of the service should be calculated and its financing established on a
sound basis.
There should be periodical assessment or evaluation of the service and
necessary timely on the basis of feedback.

TYPES OF WELFARE SERVICES

The types of welfare services are as follows
* Intramural: - These are provided within the organization like:
1. Canteen,
2. Rest rooms,
3. Crches,
4. Uniform etc.
17
* Extramural: - These are provided outside the organization, like
1. Housing,
2. Education,
3. Child welfare,
4. Leave travel facilities,
5. Interest free loans,
6. Workers cooperative stores,
7. Vocational guidance etc.
EMPLOYEE PROTECTION AND WELFARE
STATUTORY WELFARE MEASURES
The preamble to our Indian Constitution promises justice - social, economic and
political. It also stresses Equality of status and of opportunity. Article 23 of the
Constitution prohibits traffic inhuman beings and forced labour. Article 24 prohibits
employment of children in factories. The article 38 and 39 spelt under Directive
Principles of State Policy are now enforceable as per the dictums laid by our Supreme
Court.
Constitution of India, Article 38: State to secure a social order for the promotion of
welfare of the people:
The State shall strive to promote the welfare of the people by securing and
protecting as effectively as it may a social order in which justice, social, economic and
political, shall inform all the institutions of the national life.
The State shall, in particular, strive to minimize the inequalities in income,
and endeavor to eliminate inequalities in status, facilities and opportunities, not only
amongst individuals but also amongst groups of people residing in different areas or
engaged in different vocations.
Constitution of India, Article 39: Certain principles of policy to be followed by the
State. - The State shall, in particular, direct its policy towards securing
That the citizens, men and women equally, have the right to an adequate means
to livelihood;
That the ownership and control of the material resources of the community are
so distributed as best to sub serve the common good;
That the operation of the economic system does not result in the concentration
of
Wealth and means of production to the common detriment ;
That there is equal pay for equal work for both men and women;
18
 That the health and strength of workers, men and women, and the tender age of
Children are not abused and that citizens are not forced by economic necessity
to enter avocations unsuited to their age or strength
Those children are given opportunities and facilities to develop in a healthy
manner and in conditions of freedom and dignity and that childhood and youth
are protected against exploitation and against moral and material abandonment.
Non Statutory Measures
Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the companies

provide the facility for extensive health check-up

2. Flexi-time: The main objective of the flextime policy is to provide opportunity

to employees to work with flexible working schedules. Flexible work schedules
are initiated by employees and approved by management to meet business
commitments while supporting employee personal life needs
3. Employee Assistance Programs: Various assistant programs are arranged like
external counseling service so that employees or members of their immediate
family can get counseling on various matters.
4. Harassment Policy: To protect an employee from harassments of any kind,
guidelines are provided for proper action and also for protecting the aggrieved
employee.
5. Maternity and Adoption Leave Employees can avail maternity or adoption
leaves. Paternity leave policies have also been introduced by various companies.
6. Medi-claim Insurance Scheme: This insurance scheme provides adequate
insurance coverage of employees for expenses related to hospitalization due to
illness, disease or injury or pregnancy.

Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for employment in
the organization.

Through social security and social justice are spelt in our Constitution, they are
never put into practice thanks to our Executives who only pretend to implement the

19
programmes of the State. Some of the important Statutory Welfare measures given by
the government are as follows:
(i) The Factories Act of 1948
(ii) The Employees State Insurance Act 1948
(iii) The payment of Wages Act 1936
(iv) The Workmen's Compensation Act 1923
(v) The Employees' Provident Funds and Miscellaneous Provisions Act 1952.
(vi) The Payment of Gratuity Act, 1962
(vii) The Maternity Benefit Act, 1961
FACTORIES ACT OF 1948
Purpose of this Act: An act to consolidate and amend the law regulating labour in
factories.
The Factories Act is meant to provide protection to the workers from being
exploited by the greedy business employments and provides for the improvement of
working conditions within the factory premises. The main function of this act is to look
after the welfare of the workers, to protect the workers from exploitations and
unhygienic working conditions, to provide safety measures and to ensure social justice.
Sections 11 to 20 of the Factories Act deal about Health.
HEALTH
Section 11: Cleanliness
Section 12: Disposal of wastes and effluents
Section 13: Providing proper ventilation and maintaining proper temperature
Section 14: Removal of Dust and fume
Section 15: Providing artificial humidification
Section 16: No Overcrowding
Section 17: Proper Lighting
Section 18: Providing pure Drinking water
Section 19: Providing Latrines and urinals
Section 20: Providing Spittoon

1. Drinking Water: At all the working places safe hygienic drinking water should
be provided.

20
 2. Facilities for sitting: In every organization, especially factories, suitable
seating arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should be
readily assessable so that in case of any minor accident initial medication can be
provided to the needed employee.
4. Toilet Facilities: A sufficient number of latrines and urinals are to be provided
in the office and factory premises and are also to be maintained in a neat and
clean condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so
as to provide hygienic and nutritious food to the employees.
6. Spittoons: In every work place, such as ware houses, store places, in the dock
area and office premises spittoons are to be provided in convenient places and
some are to be maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for employees so that
they can work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash basins
with tap and tap on the stand pipe are provided in the port area in the vicinity of
the work places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to
change their cloth in the factory area and office premises. Adequate lockers are
also provided to the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.
11. Fire Extinguishers: Company should provide sufficient number of
extinguishers to safe guard the employees

SAFETY

Section 21: Proper Fencing of machinery

Section 22: Precautions - Work on or near machinery in motion
Section 23: No Employment of young persons on dangerous machines
Section 24: Providing Striking gear and devices for cutting off power
Section 25: Precautions near Self-acting machines
Section 26: Casing of new machinery

21
Section 27: Prohibition of employment of women and children near cotton openers
Section 28: Providing Hoists and lifts
Section 29: Provision for Lifting machines, chains, ropes and lifting tackles
Section 30: Protection near revolving machinery
Section 31: Protection near Pressure plant
Section 32: Provision for Floors, stairs and means of access
Section 33: Providing and precautions near Pits, sumps openings in floors, etc.
Section 34: No Excessive weights
Section 35: Protection of eyes
Section 36: Precautions against dangerous fumes, gases, etc
Section 36A: Precautions regarding the use of portable electric light
Section 37: Explosive or inflammable dust, gas etc.
Section 38: Precautions in case of fire
Section 39: Power to require specifications of defective parts or tests of stability
Section 40: Safety of buildings and machinery.
Section 40A: Maintenance of buildings
Section 40B: Appointment of Safety Officers

Safety of Employees
Fencing of machinery: All dangerous and moving parts of machinery shall be
securely fenced. Screws, bolts and teeth shall be completely encased to prevent
danger.
Work on or near machinery in motion: Lubrication or other adjusting
operation on moving machinery shall be done only by a specially trained adult
male worker.
Employment of young persons on dangerous machines : No young person
shall be allowed to work on any dangerous machine (so prescribed by the state
government) unless he is sufficiently trained or is working under the
supervision of knowledgeable person.
Device for cutting off power: Suitable device for cutting of power in
emergencies shall be provided.
Hoists and lifts: These shall be made of good material and strength,
thoroughly examined at least once in every six months and suitably protected to
prevent any person or thing from being trapped.

22
WELFARE
Section 42: Providing Washing facilities
Section 43: Providing Facilities for storing and drying clothing
Section 44: Providing Facilities for sitting
Section 45: First-aid appliances to be kept.
Section 46: Canteens at subsidized rates.
Section 47: Shelters, rest rooms and lunch rooms for workmen.
Section 48: Crches for babies of working women.
Section 49: Appointment of Welfare officers.
It is the duty of the Chief Inspector of Factories to ensure enforcement of all the
above Provisions of the Factories Act in respect of safety, health and welfare of
employees.

Employee Welfare Officer

Section 49 of the factories act provides that in every factory wherein 500 or
more workers are ordinarily employed the employer shall appoint at least one welfare
officer.

The welfare officer should possess; (i) a university degree; (ii) degree or
diploma in social service or social work or social welfare from a recognized institution;
and (iii) adequate knowledge of the language spoken by the majority of the workers in
the area where the factory is situated.

Supervision

Counseling workers

Advising management

Establishing liaison with workers

working with management and workers to improve productivity.

working with outside public to secure proper enforcement of various acts.

23
Welfare of Employee

Chapter V of the factories Act contains provisions about the welfare of

employees. These are as follows:

There shall be separate and adequately screened washing facilities for the use of
male and female employees.
There shall be suitable places provided for clothing not worn during working
hours and for the dying of wet clothing.
There shall be suitable arrangement for all workers to sit for taking rest if they
are obliged to work in a standing position.
There shall be provided the required number of first-aid boxes or cupboard (at
the rate of one for every 150 workers) equipped with the prescribed contents
readily available during the working hours of the factory.
The State Government may make rules requiring that in any specified factory
employing more than 250 employees a canteen shall be provided and
maintained by the occupier for the use of the employee.
There shall be provided sufficiently lighted and ventilated lunch room if the
number of employees ordinarily employed is more than 150.

THE WORKMEN'S COMPENSATION ACT 1923

Purpose of the Act: An Act to provide for the payment of certain classes of employers
to their workmen of compensation for injury by accident. The workmen's compensation
Act1923 is one of the earliest pieces of labour legislation. This act encompasses all
cases of accidents arising out of and in course of employment. The rate of
Compensation to be paid in a lump sum is determined by a schedule provided in the act
proportionate to the extent of injury and the loss of earning capacity. The younger the
age of the worker and higher the wage the greater is the compensation. The Act
provides the formula for calculating the compensation. The injured person can claim
compensation and in the case of death, the compensation is claimed by dependents of
the deceased. This law applies to the organized as well as unorganized sectors that are
not covered by the E.S.I. scheme. The following definitions and the sections of law are
presented for the students to take note of them.

24
Administration: The act is administered by the State Governments which appoint
Commissioners for this purpose under Sec.20 of the Act.
Benefits: Under the Act, compensation is payable by the employer to workman for all
personal injuries caused to him by accident arising out of and in the course of his
employment which disable him for more than 3 days. If the workman dies, the
compensation is to be paid to his dependants. The Act distinguishes among three types
of injuries: permanent total disablement, permanent partial disablement and temporary
disablement. The amount of compensation to be paid on the death or disablement of
workman is given in Fourth Schedule of the Act and varies according to his wages, the
type of injury and age. It is an obligation upon the employer to make the payment of
compensation within one month from the date on which it falls due.
Sources of Funds: All compensation under the act is payable by the employer.
THE PAYMENT OF WAGES ACT
The Payment of Wages Act was enacted as early as 1936 during the colonial
rule. The
Purpose of this act is to regulate payment of wages. This insists on the payment of
wages by the seventh day or the tenth day of the succeeding month and in case of
weekly payment the last day of the week.
Section 3: Responsibility for payment of wages. - Every employer shall be
responsible for the payment to person employed by him of all wages required to be paid
under this Act. Provided that, in the case of persons employed (otherwise than by a
contractor)
In factories, if a person has been named as the manager of the factory under
Clause of sub-section (1) of section 7 of the Factories Act, 1948 (63 of 1948)
In industrial or other establishments, if there is a person responsible to the
Employer for the supervision and control of the industrial or other
establishments
Upon railways (otherwise that in factories), if the employer is the railway
administration and the railway administration has nominated a person in this
behalf for the local area concerned, the person so named, the person so
responsible to the employer, or the person so nominated, as the case may be
(shall also be responsible) for such payment.
Section 4: Fixation of wage-periods

25
 > Every person responsible for the payment of wages under section 3 shall fix
periods (in this Act referred to as wage-periods) in respect of which such wages shall be
payable.
> No wage-period shall exceed one month.
Section 5: Time of payment of wages
(1) The wages of every person employed upon or in
Any railway, factory or {industrial or other establishment} upon or in which
less than one thousand persons are employed, shall be paid before the expiry of
the seventh day.
Any other railway, factory or {industrial or other establishment}, shall be paid
before the expiry of the tenth day, after the last day of the wage-period in
respect of which the wages are payable:
(2) Where the employment of any person is terminated by or on behalf of the
employer, the wages, earned by him shall be paid before the expiry of the second
working day from the day on which his employment is terminated.
(3) The State Government may, by general or special order, exempt, to such extent and
subject to such conditions as may be specified in the order, the person responsible for
the payment of wages to persons employed upon any railway (otherwise than in a
factory) from the operation of this section in respect of the wages of any such persons
or class of such persons.
(4) Save as otherwise provided in sub-section (2), all payments of wages shall be
Made on a working day.

THE EMPLOYEES PROVIDENT FUND ACT 1952

The purpose of this Act: An Act to provide for the institution of Provident Funds,
pension funds and deposit linked fund for employees in factories and other
establishments. Contributions of 10% of the wages are paid by the employer and
another 10% by the employees. This amount is deposited with the government which
pays an interest. This Act also now has provisions for pension scheme.
Administration: The employees Provident Funds, Pension and Insurance Schemes
framed under the Act are administered by a tripartite Central Board of trustee,

26
consisting of representatives of employers and employees and persons nominated by
the Central and State Governments.
Benefits: The act has made schemes for 3 types of benefits, provident fund, family
pension and deposit linked insurance. Family pension is payable to the widow or
widower up to the date of death or re-marriage whichever is earlier. In the absence of
the widow or the widower it is payable to the eldest surviving unmarried daughter until
she attains the age of 21 years or marries whichever is earlier. The dependents of the
employee also receive an additional amount known as the deposit linked insurance
which is equivalent to the average balance lying to the credit of the employee on his
provident fund during the preceding 3 years, subject to a maximum of Rs 10000
provided that such employee has kept a minimum average balance of Rs. 1000 in the
provident fund.
Source of Funds: Here both the employer and the employee are required to contribute
the provident fund every month at 8.33% of the basic wages, dearness allowance and
retaining allowance. An employee can make a larger contribution up to 10% but there is
no compulsion for the employer to make a matching contribution.
THE PAYMENT OF GRATUITY ACT, 1972
Purpose of the Act: An act to provide for scheme for the payment of gratuity to
employees engaged in factories, mines, oil fields, plantations, ports, railway companies,
shops or other establishments and matters connected therewith or incidental thereto.
Gratuity shall be payable to an employee on the termination of his employment after he
has rendered continuous service for not less than five years.
(a) On his superannuation
(b) On his retirement or resignation
(c) On his death or disablement
For every completed year of service or part thereof in excess of six months the
employer shall pay gratuity to an employee at the rate of 15 days wages based on the
rate of wages last drawn by the employee concerned.
Section 4: Payment of gratuity
(1) Gratuity shall be payable to an employee on the termination of his employment
after he has rendered continuous service for not less than five years:
(a) On his superannuation, or
(b) On his retirement or resignation, or

27
(c) On his death or disablement due to accident or disease;
Provided that the completion of continuous service of five years shall not be necessary
where the termination of the employment of any employee is due to death or
disablement; provided further that in the case of death of the employee, gratuity
payable to him shall be paid to his nominee or, if no nomination has been made, to his
heirs, and where any such nominees or heirs is a minor, the share of such minor, shall
be deposited with the controlling authority who shall invest the same for the benefit of
such minor in such bank or other financial institution, as may be prescribed, until such
minor attains majority.
(2) For every completed year of service or part thereof in excess of six months, the
employer shall pay gratuity to an employee at the rate of fifteen days' wages based on
the rate of wages last drawn by the employee concerned; provided that in the case of a
piece-rated employee, daily wages shall be computed on the average of the total wages
received by him for a period of three months immediately preceding the termination of
his employment, and, for the purpose, the wages paid for any overtime work shall not
be taken into account; provided further that that in the case of {an employee who is
employed in a seasonal establishment and who is not so employed throughout the
Year} the employer shall pay the gratuity at the rate of seven days' wages for each
season.
(3) The amount of gratuity payable to an employee shall not exceed {three lakhs and
fifty thousand} rupees.
(4) For the purpose of computing the gratuity payable to an employee who is employed,
after his disablement, on reduced wages, his wages for the period preceding his
disablement shall be taken to be the wages received by him during that period, and his
wages for the period subsequent to his disablement shall be taken to be the wages as so
reduced.
(5) Nothing in this section shall affect the right of an employee to receive better terms
of gratuity under any award or agreement or contract with the employer.
(6) Notwithstanding anything contained in sub-section
(a) The gratuity of an employee, whose services have been terminated for any act,
willful omission or negligence causing any damage or loss to, or destruction of,
property belonging to the employer 'shall be forfeited to the extent of the damage or
loss so caused.
(b) The gratuity payable to an employee {may be wholly or partially forfeited} -
28
(i) If the services of such employee have been terminated for his riotous or disorderly
conduct or any other act of violence on his part, or
(ii) If the services of such employee have been terminated for any act which constitutes
an offence involving moral turpitude, provided that such offence is committed by him
in the course of his employment.
THE MATERNITY BENEFIT ACT, 1961
Purpose of the Act: An Act to regulate the employment of women in certain
establishments for certain period before and after child-birth and to provide for
maternity benefit and certain other benefits.
Section 4: Employment of or work by, women, prohibited during certain periods
(1) No employer shall knowingly employ a woman in any establishment during the six
weeks immediately following the day of her delivery, (miscarriage or medical
termination of pregnancy).
(2) No women shall work in any establishment during the six weeks immediately
following the day of her delivery (miscarriage or medical termination of pregnancy).
(3) Without prejudice to the provisions of section 6, no pregnant women hall, on a
request being made by her in his behalf, is required by her employer to do during the
period specified in subsection
(4) Any work which is of an arduous nature or which involves long hours of standing,
or which in any way is likely to interfere with her pregnancy or the normal
development of the foetus, or is likely to cause her miscarriage or otherwise to
adversely after her health.
(4) The period referred to in sub-section (3) shall be -
(a) The period of one month immediately proceeding the period of six weeks, before
the date of here expected delivery;
(b) Any period during the staid period of six weeks for which the pregnant woman does
not avail of leave of absence under section 6.
Section 5: Right to payment of maternity benefits:
(1) Subject to the provisions of this Act, every woman shall be entitled to, and her
employer shall be liable for, the payment of maternity benefit at the rate of the average
daily wage for the period of her actual absence, that is to say, the period immediately
preceding the day of her delivery, the actual day of her delivery and any period
immediately following that day.

29
(2) No woman shall be entitled to maternity benefit unless she has actually worked in
an
Establishment of the employer from whom she claims maternity benefit, for a period of
not less than {eighty days} in the twelve months immediately preceding the date of her
expected delivery. Provided that the qualifying period of {eighty days} aforesaid shall
not apply to a woman who has immigrated into the State of Assam and was pregnant at
the time of the immigration.
(3) The maximum period for which any woman shall be entitled to maternity benefit
shall be twelve weeks of which not more than six weeks shall precede the date of her
expected delivery. Provided that where a woman dies during this period, the maternity
benefit shall be payable only for the days up to and including the day of her death ;
Provided further that where a woman, having been delivered of a child, dies during her
delivery or during the period immediately following the date other delivery for which
she is entitled for the maternity benefit, leaving behind in either case the child, the
employer shall be liable for the maternity benefit for that entire period but if the child
also
Dies during the staid period, then, for the days up to and including the date of the death
of the child.
EMPLOYEES STATE INSURANCE ACT 1948
Purpose of the Act: This Act covers all workers whose wages do not exceed Rs 1600
per month and who are working in factories, other than seasonal factories, run with
power and employing 20 or more workers. The coverage can be extended by the State
Government with the approval of the Central Government.
Administration: The Act is administered by the E.S.I Corporation, an autonomous
body consisting of representatives of the Central and State Governments, employers,
employees, medical profession and Parliament.
Benefits: The Act, which provides for a system of compulsory insurance, is a landmark
in the history of social security legislation in India. An insured person is entitled to
receive the following types of benefits:
Medical Benefit
Sickness Benefit
Maternity Benefit
Disablement benefit
Dependants Benefit
Funeral benefit

30
Sources of Funds: the Act provides for the setting up of the Employees State Insurance
fund from the contributors received from employers and employees and various grants,
donations and gifts received from Central or State Governments, local authorities and
individuals. The rate of employers contribution is 5% of the wage bill and that of the
employees contribution is 2.25%.
VOLUNTARY WELFARE MEASURES
These are some of the voluntary welfare measures given by the employer to the
employees.
They are as follows:
Housing facilities
Transportation facilities
Medical facilities
Cultural facilities
Recreation facilities
Consumers co-operative society
Loans and various advances
Leave travel concession
Gifts to the employees holiday games
Labour welfare fund
Vehicle stand for parking
Libraries
Cafeterias

Voluntary Benefits

Benefits are also given voluntarily to workers by some progressive employers.

These include loans for purchasing houses and for educating children, leave travel
concession, fair price shops for essential commodities and loans to buy personal
conveyance.

Machinery Connected with Employee Welfare Work

1. Chief inspector of Factories It is the duty of the Chief inspector of factories

(who generally works under the administrative control of the labour
commissioner in each state) to ensure enforcement of various provisions of
Factories Act i8n respect of safety, health and welfare of workers.

31
2. Central Labour Institute

The institute was set up in Bombay in 1966 to facilitate the proper

implementation of the Factories Act, 1948; to provide a centre of information for
inspectors, employers, workers and others concerned with the well being of industrial
labour and to stimulate interest in the application of the principles of industrial safety,
health and welfare.

3. National Safety Council

The National Safety Council was wet up on 4th March, 1966 in Bombay at the
initiative of the Union Ministry of Labour and Rehabilitation, Government of India, as
an autonomous national body with the objective of generating developing and
sustaining an movement of safety awareness at the national level.

4. Director General of Mines Safety

The Director General of Mines Safety enforces the Mines Act, 1952. He
inspects electrical installation and machinery provided in the mines and determines the
thickness of barriers of 2 adjacent mines in order to prevent spread of fire and danger of
inundation.

Appraisal of Welfare Services

1. One of the main obstacles in the effective enforcement of the welfare provisions
of the Factories Act has been the quantitative and qualitative inadequacy of the
inspection staff.
2. At present, a labour welfare officer is not able to enforce laws independently
because he has to work under the pressure of management.
3. Women workers do not make use of the crche facilities either because they are
dissuaded by the management to bring their children with them or because they
have to face transport difficulties.

National Commission on Employee Recommendations

32
 1. The statutory provisions on safety are adequate for the time being effective
enforcement is the current need.
2. Every fatal accident should thoroughly be enquired into and given wide
publicity among workers.
3. Employers should play a more concerted role in safety and accident prevention
programmes and in arousing safety consciousness.
4. Safety should become a habit with the employers and workers instead of
remaining a mere ritual as at present.
5. Unions should take at least as much interest in safety promotion as they take in
claims for higher wages.

SOCIAL SECURITY

The connotation of the term Social Security varies from country to country
with different political ideologies. In socialist countries, the avowed goal is complete
protection to every citizen form the cradle to the grave.

There are some components of Social Security

Medical care
Sickness benefit
Unemployment benefit
Old-age benefit
Employment injury benefit
Family benefit
Maternity benefit
Invalidity benefit and Survivors benefit

LABOUR WELFARE MEASURES

Welfare is a broad concept referring to a state of living of an individual or

group, in a desirable relationship with the total environment-ecological, economic and
social. Labour welfare includes both the social and economic contents of welfare.

33
Social welfare is primarily concerned with the solution of various problems of the
weaker sections of society like prevention of destitution, poverty, etc.
It aims at social development by such means as social legislation, social reform,
social services, social work, social action, etc. The object of economic welfare is to
promote economic development by increasing production and productivity and through
equitable distribution . Labour welfare is a part of social welfare, conceptually and
operationally and operationally. It covers a broad field and connotes a state of well-
being, happiness, satisfaction, conservation and development of human resources

CONCEPT:
Labour welfare may be viewed as a total concept, as a social concept and as a
relative concept. The total concept is a desirable state of existence involving the
physical, mental, moral and emotional well-being. These four elements together
constitute the structure of welfare, on which its totality is based. The social concept of
welfare implies the welfare of man, his family and his community. All these three
aspects are inter-related and work together in a three dimensional approach. The
relative concept of welfare is relative in time and place. It is a dynamic and flexible
concept and hence its meaning and concept differ from time to time, region-to region,
industry-to-industry and general standard of the socio-economic development of the
people.
Labour welfare implies the setting up of minimum desirable and the provision
of facilities like health, food, clothing, housing, medical assistance, education,
insurance, job security, recreation, etc. Such facilities enable the worker and his family
to lead a good work life, family life and social life. Labour welfare also operates to
neutralize the harmful effect of large-scale industrialization and urbanization.

DEFINITION:
Different people have given different interpretation to it.
The Oxford dictionary defines labour welfare as Efforts to make life worth
living for workmen.
welfare is fundamentally and attitude of mind on the part of management,
influencing the method by which management activities are undertaken
-R.R.Hopkins.

34
 Anything done for the comfort and improvement, intellectual and social, of the
employees over and above the wages paid, which is not a necessity of the industry.

-Arthur James Todd.

The report of the committee on labour welfare(1969) includes under it such

services, facilities and amenities as adequate canteens,rest and recreation facilities,
sanitary and medical facilities, arrangement for travel to and from work and for the
accommodation of workers employed at a distance from their homes, and such other
services, amenities and facilities including social security measures as contribute to
improve the conditions which workers are employed.

NEED FOR WELFARE MEASURES:

Most of the organization have been extending the fringe benefits to their
employees.

1)Employee Demands: Employees demand more and varied types of fringe benefits
rather than pay hike because of reduction in tax burden on the part of employees and in
view of the galloping price index and cost if living.
2)Trade union demands: Trade unions compete with each other for getting more and a
new variety of fringe benefits to their members such as life insurance, beauty clinics
etc. If one Union succeeds in getting one benefit, the other Union persuades the
management to provide a new model fringe.
3)Employers Preference: Employers prefer fringe benefits to pay-hike, as fringe
benefits motivate the employees for better contribution to the organization. It improves
morale and works as an effective advertisement.

4)As a Social Security: Social security is a security is a security that the society
furnishes through appropriate organization against certain risks to which its members
are exposed. These risks are contingencies of life like accidents and occupational
diseases. The employer has to provide various benefits like safety measures and
compensation in case of involvement of workers in accident, medical facilities etc. with
a view to provide security to his employees against various contingencies.
5)To improve Human Relation: Human relation are maintained when the employees
are satisfies economically, socially and psychologically.

35
OBJECTIVES OF WELFARE AND SAFETY MEASURES
To provide the employee a better working conditions
To motivate the employee in order to show their effective skills
To reduce the cost over the management which are incurred due to accidents.
To increase the productivity and to improve the quality of the product produced.
To improve the work life of the employees in the organization.
To create convenient working atmosphere for the employee.

MERITS OF THE WELFARE MEASURES

It is desirable to recollect the services of a typical worker.
The social and economic aspects of the life of a worker have direct influence on
the social and economic development of nation.
This helps to retain the employees into the organization.
Welfare helps in minimizing the social evils, such as alcoholism, gambling etc.,
The proper welfare measures in the organization make it to have good
reputation in the competitive world

PRINCIPLES TO BE REMEMBERED
The Labour welfare activities should pervade the entire hierarchy of an organization.
a) The employer should not bargain Labour welfare as a substitute for
wages or monetary incentives.
b) The employer should look after the welfare of his employees as a matter
of social obligation.
c) There should be proper co-ordination, harmony and integration of all
Labour welfare services in an understanding.
d) There should be periodical assessment or evolution of welfare measures
and necessary timely improvements on the basis of feedback.

AGENCIES OF LABOUR WELFARE :

ROLE OF THE STATE GOVERNMENT:

36
 The state government activities in the field of workers welfare have been of a
more direct nature while in Bombay and Uttar pradesh were pioneers in this field and
still have a more broad-based programmer of welfare compares to other states. There
are model welfare countries in most of the states and the facilities provided in these
centers consist usually of medical aid reading room and other recreational and cultural
facilities and women and childrens welfare. In some states vocational training is given
to men and women.

WELFARE ACTIVITIES BY EMPLOYEES:

The pattern of welfare that is provided by employers is a board-based policy of
providing recreational and educational facilities in large units, while the smaller units
contest themselves with confirming to those facilities prescribed by law. In the case of
some large scale and well-organized industries like jute and tea, welfare activities have
been taken up on joint basis. The Indian jute mills Association Calcutta has undertaken
direct responsibility for organized welfare work for its the member units and has set up
fine welfare enters the principle activities of the corners consists of Indian and outdoor
games reading room, libraries, physical culture classes, cultural programmers, training
in crafts etc, school for workers children are also attached to these centers as well as
dispensaries for the benefits of their employees.
Most of facilities for workers welfare provided by employees such as
dispensaries, canteens and crches are in the implementation of statutory provisions.
The standards of these amenities provided by some employers are often high and much
above the legal requirement. A newly established factory in Madras, for insentience
maintains a well laid-out canteen with a modern kitchen using electrical equipment.

WELFARE WORK BY TRADE UNIONS :

Broadly speaking the Indian Trade union movement in general has so fare
neither the will nor the ability to under the welfare work the biggest limitation n the
case of trade unions is of course. Lack of funds and one cannot expect such bodies to
really big results. However for building their own utility, trade union must give grater
attention to welfare work for their member in certain fields, such as, co-operation, the
efforts of unions are likely to be valuable.

37
LABOUR WELFARE WORK BY VOLUNTARY SOCIAL SERVICE
AGENCIES:
Several Voluntary social sevice agencies, such as the Bombay social service
league stated by the servants of Indian Society, the maternity and infant welfare
association the Y.M.C.A Have been doing useful work in the direction of welfare both
by helping employers and labour and by independent efforts. The activities of these
organization include promotion of mass education through might school libraries and
lectures, by scouts organization promotion of public health, recreation and sports for
working class the seva sadar socities in pune and Bombay have conducted social
education and medical work amongst women and children and have social however the
role that bitter administration and utilization and of welfare services is a valuable one in
advanced countries voluntary agencies have played an important part in forcing the
pace of social legislation through conferences, propaganda and field work ensuring a
high standard of compliance with law.
The minima would naturally their financial soundness after the minima of
welfare amenities have been laid down the rest may be deemed to be the proper field of
voluntary action by the state employers and workers and welfare agencies. Thus
welfare work may be considered a joint responsibility of the state employers workers
organization and voluntary social service agencies operation in the country. All these
agencies should work in harmony to raise the standard of living of the workers.
CLASSIFICATION OF WELFARE MEASURES:

The welfare measures at are broadly classified into the following two categories:
A. Statutory welfare measures
B. Non-statutory welfare measures

A) STATUTORY WELFARE MEAUSRES:

washing facilities ( section 42 )
In every Factory-
Adequate and suitable facilities shall be provided and maintained for the use of
the workers therein;

Separate and adequately screened facilities shall be provided for the use of male
and female workers;

38
 Such facilities shall be conveniently accessible and shall be kept clean.

The state government may, in respect of any factory or class or description of

factories or any manufacturing process, prescribed standards of adequate and suitable
facilities for washing.
The Royal Commission on labour which noted that the provision of suitable
washing facilities for all employees though desirable was deficient in many factories.
The worker who loves on crowded areas has inadequate facilities for washing and
bathing at home provision of such facilities would add to his comfort, health and
efficiency. The commission recommended that the workers engaged in dirty processes,
suitable washing place and water should be making available compulsorily.
Sec.42 of Factory Act keys down that every factory has to provide adequate and
suitable washing facilities separately for the use of male and female workers. In this
regard the state government may prescribe standards of adequate and suitable facilities
for washing.
abilities for storing and drying clothing ( Section 43)
The state government may, in respect of any factory or class or description of
factories, make rules required the provision therein of suitable place for keeping
clothing not worn during working hours and for the drying of wet cloths.
It is only the Factory Act, which has incorporated such a provision. Under
sec.43 of the Act, state government may make rules for the provisions of suitable places
for keeping clothing not work during working hours and for the drying wet clothing.

Facilities for sitting ( section 44 )

In every factory suitable arrangement for sitting shall be provided and
maintained for all workers obliged to work in a standing position, in order that they
may take of any opportunities for rest which may occur in the course of their work.
If, in the opinion of the chief inspector, the workers in any factory engaged in a
particular manufacturing process or working in a particular room are able to do their
work efficiently in a sitting position, he may, by order in writing, require the occupier
of the factory to provide before a specified date such seating arrangements as may be
practicable for all workers so engaged or working.

39
 The state government may, by notification in the official gazette, declare that
the provisions of sub-section (1) shall not apply to any specified factory or class or
description of factories or to any specifies manufacturing process.
Every factory has to provide necessary sitting arrangements, particularly for
workers who obliged to work in a standing position.

First Aid Appliances, Ambulance Room ( section 45 ):

According to section 45 of the Factory Act every factory should provide and
maintain, first aid boxes or cupboards equipped with the prescribed and maintained
shall not be less than one for every one hundred and fifty workers ordinarily employed
( at any time ) in the factory.
Nothing except the prescribed contents shall be kept in a first aid box or
cupboard. Each first- aid box or cupboard shall be kept in the change of separate
responsible person and who shall always be readily available during the working hours
of the factory.
In every factory wherein more than five hundred are ordinarily employed there
shall provided and maintained an ambulance rook of prescribed size, containing the
prescribed equipment and in the charge of such medical nursing staff as may be
prescribed.
The Royal Commission on Labour recommended that, in the case of all
factories where mechanical power is used, a first aid box of prescribed standard, which
need to involve any great outlay, should be provided and maintained indifferent
department according to the number of workers employed on the basis to be laid down
by local governments.
Canteen Facilities ( section 46)
According to section 46 of the Factories Act, the state government makes rules
for provision of canteen by the occupier in any specified factory where in more than
250 workers are ordinarily employed. With out prejudice to the generality of the
foregoing power, such rules may provided for-
The day by which such canteen shall be provided;
The standards in respect of construction, accommodation, furniture and other
equipment of the canteen;

40
 The food stuffs to be served there in and the charges which may be made there
for;
The constitution of managing committee for the canteen and representation of
the workers in the management of the canteen, the items of expenditure in the
running of the canteen which are not to be taken into account in fixing the cost
of food stuffs and which shall be born buy the employer;
The delegation to the chief inspector, subject to such conditions as may be
prescribed, of the power to make under the clause.
VI) Shelter, Rest rooms and Lunch rooms ( Section- 47):

Every factory employing more than 150 workers must provide adequate and
suitable shelters or restrooms and a lunch room, with provision for drinking water,
where workers can eat meals brought by them. But in case a canteen is maintained
in according in accordance with the provision of Section 47, it will be regarded as a
part of this requirement. It a lunch room exists no workers will be allowed to eat
food in the work room. These are to be sufficiently lighted and ventilated and to be
maintained in a cool clean condition
Creches (section 48) :
In every factory where in more than ( 30 women workers ) are ordinarily
employed there shall be provided and maintained a suitable room for the use of
children under the age of 6 years of such women. Such rooms shall provide adequate
accommodation, shall be adequately lighted and ventilated. Shall be maintained in a
clean and sanitary condition and shall be under the change of women trained in the care
of children and infants.

The state government may make rules-

Prescribing the location and the standards in respect of construction,

accommodation, furniture and other equipment of rooms to be provided under
this section;

Requiring the provision in factories to which this section applies of additional

facilities for the care of children belonging to women workers, including
suitable provision of facilities for washing and changing their clothing;

41
 Requesting the provision in any factory of free milk or refreshment or both for
such children;

Requiring that facilities shall be given in any factory for the mothers of such
children to feed at the necessary intervals.

Welfare officer ( section 49) :

In every factory wherein 500 or more workers are ordinarily employed the
occupier shall employ in the factory such number of welfare officer as may be
prescribed. The state government may be prescribing the duties, qualifications and
conditions of service of officers employed under the sun- section (1)

Safety officers ( secton-40B)

In every factory
Where in, one thousand or more workers are ordinarily employees, or

Wherein, in the opinion of the state government, any manufacturing process or

operation is carried on, which process or operation involves any risk of bodily,
injury, positioning or disease, or any other hazard to the person employed in the
factory.

The duties, qualification and conditions of service of safety officers shall be

such as may be prescribed by the state government.

The Factories Act of 1948 provided for the statutory appointment of a welfare
officer in a factory, sec. 49 (1) and (2) of the factories Act, lay down that;

In every factory where in 500 workers or more workers are ordinarily employed
the occupier shall employ in the factory such member of welfare officers may
be prescribed.

42
 The state government may prescribe the duties, qualifications and conditions of
service of officer's employees under sub sec.

The function of a welfare officer could broadly be classified under 3 areas of manpower
management.
Labour Welfare
Labour Administration
Labour Relations

Coming to the welfare of steel plant, there is labour welfare department consisting
of labour officer i.e., 26 welfare inspectors one per each zone.

B) NON- STATUTORY WELFARE MEASURES:

There are certain employers especially in the organized sectors of industry, who
have provided a wide variety of welfare amenities and services to their employees. A
brief account of such welfare measures is given below:
Education facilities:
The pace of economic and social progress of a particular country largely
depends upon the quality of its workforce. Education plays a very important part in
motivating and enabling the working popular for changes necessary for accelerated
progress and for their mental and physical development.
This has been recognized in our social and economic planning and suitable
financial outlay on education has been made in the different five-year plans.
Improvement in the quality of the industrial workforce demands accelerated pace of
economic development for which education of workers, their families and there is very
essential.
Medical facilities:
Employers whether in private or in public sectors have been providing medical
facilities for their workers and their families, even before the introduction of ESI
scheme? The workers in departmental undertaking are less governed by the medical
rules applicable to government servants, are such other facilities, both indoor and
outdoor.

43
In the case public sector undertaking, it has been a matter of rule that the provision of
adequate indoor and outdoor medical facilities should form an integral part of the
project plan itself. These undertaking have provided, by and large, suitably equipped
first-aid centers, ambulance rooms and even regular hospital either in the factory
premises or inside the township.
Transport facilities:
In all countries of the world, mobility and accessibility is made possible by
modern transportation. It is amongst the key factors for attainment of industrial
development.
Recreation facilities:
Recreation is commonly taken to be the opposite of work. It has an bearing on
the individuals personality as well as his capacity to contribute to social development.
It affords the worker an opportunity to develop the sense of physical and mental
discipline. Music, dance, drama, games and sports, paintings, carving, etc., are different
of recreation.
Housing facilities:
Some of the industrial employers both in public and private sectors have
provide to their employees. In Greater Bombay, out of 48 member mills of the Bombay
Mill owners Association, only 14 mills have provided tenements to their workers.

44
 CHAPTER - III
INDUSTRY & COMPANY PROFILE
.

COMPANY PROFILE
History

The company was founded on 30th May 1848 in Hatton Garden in London as
The Prudential Mutual Assurance Investment and Loan Association providing loans to
professional and working people.

In 1854 the Company began selling the relatively new concept of industrial
branch insurance policies to the working class population for premiums as low as one
penny through agents acting as door to door salesmen. The army of premium
collection agents was for many years identified with the Prudential as the Man from
the Pru. It was moved to its traditional home at Holborn Bars in 1879 and converted
45
to a United Company in 1881. The Company was first listed on the London Stock
Exchange in 1924. In 1997 the company acquired Scottish Amicable, a business
originally founded in 1826 in Glasgow as the West of Scotland Life Insurance
Company.

In 1998 prudential set up Egg, an internet bank within the UK. The subsidiary
in cached 550,000 customers within nine months but had difficulty achieving
profitability in June 2000 an initial public offering of 21 percent was made to grow for
further growth of the internet business but in February 2006 prudential decided to
repurchase the 21 percent share of Egg was subsequently sold to Citibank in January
2007. 1999, M & G, a UK fund management company was acquired.

In June 2000 the company was first listed on the New York stock exchange to
help focus on the US market. October 2004 prudential launched a new subsidiary, Pru
Health, a joint venture with discovery holdings of South Africa. ICICI Prudential Life
Insurance Company is a joint venture between ICICI Bank one of Indias foremost
financial services companies and prudential plc a leading international financial service
group headquartered in the United Kingdom. Total capital infusion stands at Rs.47.80
billion, with ICICI Bank holding a stake of 74 percent and Prudential plc holding 26
percent.

We began our operations in December 2000 after receiving approval from

Insurance Regulatory Development Authority (IRDA). Today, our nation-wide team
comprises of over 2000 branches, over 258,000 advisors and 24 bank assurance
partners. ICICI Prudential is the first life insurer in India to receive a National Insurer
Financial strength rating of AAA (Ind) from Fitch ratings. For three years in a row,
ICICI Prudential has been voted as Indias most trusted private life insures, by The
Economic Times AC Nielsen ORG Marg survey of Most Trusted Brands. As we grow
our distribution, product range and customer base, we continue to tirelessly uphold our
commitment to deliver world-class financial solutions to customers all over India.
Management
Chairman of Board of Directors Sir David Clementi
Group Chief Executive Mark Tucker
Group Finance Director Tidjane Thiam
President & Chief Executive Officer for Jackson National Clark Manning
46
 Life
Chief Executive of M&G Michael McLinktock
Chief Executive of Prudential Corporation Asia Barry Stowe
Chief Executive of UK & European Insurance Operations Nick Prettejohn

Promoters
ICICI Bank Limited (NYSE:IBN) is India's largest private sector bank and the
second largest bank in the country, with consolidated total assets of $121 billion as of
September 30, 2008. IC1CI Bank's subsidiaries include India's leading private sector
insurance companies and among its largest securities brokerage firms, mutual funds
and private equity firms. ICICI Bank's presence currently spans 19 countries, including
India.

Prudential Pic

Established in London in 1848, Prudential pic, through its businesses in the

UK, Europe, US, Asia and the Middle East, provides retail financial services products
and services to more than 21 million customers, policyholder and unit holders and
manages over 256 billion of funds worldwide (as of June 30, 2008). In Asia, Prudential
is the leading Europe-based life insurer with life operations in China, Hong Kong,
India, Indonesia, Japan, Korea, Malaysia, The Philippines, Singapore, Taiwan,
Thailand, and Vietnam. Prudential is one of the largest asset management companies in
terms of overall assets sourced in Asia ex-Japan, with 34.3 billion funds under
management (as of June 30, 2008) and operations in ten markets including China,
Hong Kong, India, Japan, Korea, Malaysia, Singapore, Taiwan, Vietnam and United
Arab Emirates.

Vision and Values

To be the dominant Life, Health and Pensions player built on trust by world-
class people and service.

Understanding the needs of customers and offering them superior products and
service.
Leveraging technology to service customers quickly, efficiently and
conveniently.

47
 Developing and implementing superior risk management and investment
strategies to offer sustainable and stable returns to our policyholders.
Providing an enabling environment to foster growth and learning for our
employees
And above all, building transparency in all our dealings.

The success of the company will be founded in its unflinching commitment to

5 core values - Integrity, Customer First, Boundary less, Ownership and Passion. Each
of the values describes what the company stands for, the qualities of our people and
the way we work.

We do believe that we are on the threshold of an exciting new opportunity,

where we can play a significant role in redefining and reshaping the sector. Given the
quality of our parentage and the commitment of our team, there are no limits to our
growth.

Our values

Every member of the ICIC1 Prudential team is committed to 5 core values

-Integrity, Customer First, Boundary less, Ownership, and Passion. These values shine
forth in all we do, and have become the keystones of our success,

ORGANIZATION CHART

48
 PROFILE OF INDUSTRY

Insurance as we know it today can be traced to the Great Fire of London,

which in 1666 devoured 13,200 houses. In the aftermath of this disaster, Nicholas
Barbon opened an office to insure buildings. In 1680, he established England's first fire
insurance company, "The Fire Office," to insure brick and frame homes.

49
 The first insurance company in the United States underwrote fire insurance and
was formed in Charles Town (modern-day Charleston), South Carolina, in 1732.
Benjamin Franklin helped to popularize and make standard the practice of insurance,
particularly against fire in the form of perpetual insurance. In 1752, he founded the
Philadelphia Contribution ship for the Insurance of Houses from Loss by Fire.
Franklin's company was the first to make contributions toward fire prevention. Not only
did his company warn against certain fire hazards, it refused to insure certain buildings
where the risk of fire was too great, such as all wooden houses. In the United States,
regulation of the insurance industry is highly Balkanized, with primary responsibility
assumed by individual state insurance departments. Whereas insurance markets have
become centralized nationally and internationally, state insurance commissioners
operate individually, though at times in concert through a national insurance
commissioners' organization. In recent years, some have called for a dual state and
federal regulatory system for insurance similar to that which oversees state banks and
national banks.

Types of Insurance

Any risk that can be quantified can potentially be insured. Specific kinds of risk
that may give rise to claims are known as "perils". An insurance policy will set out in
detail which perils are covered by the policy and which is not. Below are (non-
exhaustive) lists of the many different types of insurance that exist. A single policy may
cover risks in one or more of the categories set forth below. For example, auto
insurance would typically cover both property risk (covering the risk of theft or damage
to the car) and liability risk (covering legal claims from causing an accident). A
homeowner's insurance policy in the U.S. typically includes property insurance
covering damage to the home and the owner's belongings, liability insurance covering
certain legal claims against the owner, and even a small amount of health insurance for
medical expenses of guests who are injured on the owner's property.

Business insurance can be any kind of insurance that protects businesses against
risks. Some principal subtypes of business insurance are (a) the various kinds of
professional liability insurance, also called professional indemnity insurance, which are
discussed below under that name; and (b) the business owners policy (BOP), which

50
bundles into one policy many of the kinds of coverage that a business owner needs, in a
way analogous to how homeowners insurance bundles the coverages that a homeowner
needs.

Health Insurance and Dental Insurance

Almost all developed countries have government-supplied insurance for health

Health insurance policies will often cover the cost of private medical treatments
if the National Health Service in the United Kingdom (NHS) or other publicly-funded
health programs do not pay for them. It will often result in quicker health care where
better facilities are available. Dental insurance, like medical insurance, is coverage for
individuals to protect them against dental costs. In the U.S., dental insurance is often
part of an employer's benefits package, along with health insurance. Most countries rely
on public funding to ensure that all citizens have universal access to health care.

Disability Insurance
Disability insurance policies provide financial support in the event the
policyholder is unable to work because of disabling illness or injury. It provides
monthly support to help pay such obligations as mortgages and credit cards.
Total permanent disability insurance insurance provides benefits when a person
is permanently disabled and can no longer work in their profession, often taken
as an adjunct to life insurance.
Disability overhead insurance allows business owners to cover the overhead
expenses of their business while they are unable to work.
Workers' compensation insurance replaces all or part of a worker's wages lost
and accompanying medical expense incurred because of a job-related injury.

51
Casualty Insurance

Casualty insurance insures against accidents, not necessarily tied to any specific
property.

Crime insurance is a form of casualty insurance that covers the policyholder

against losses arising from the criminal acts of third parties. For example, a
company can obtain crime insurance to cover losses arising from theft or
embezzlement.
Political risk insurance is a form of casualty insurance that can be taken out by
businesses with operations in countries in which there is a risk that revolution or
other political conditions will result in a loss.

Life Insurance

Life insurance provides a monetary benefit to a decedent's family or other

designated beneficiary, and may specifically provide for income to an insured person's
family, burial, funeral and other final expenses. Life insurance policies often allow the
option of having the proceeds paid to the beneficiary either in a lump sum cash
payment or an annuity.

Annuities provide a stream of payments and are generally classified as

insurance because they are issued by insurance companies and regulated as insurance
and require the same kinds of actuarial and investment management expertise that life
insurance requires. Annuities and pensions that pay a benefit for life are sometimes
regarded as insurance against the possibility that a retiree will outlive his or her
financial resources. In that sense, they are the complement of life insurance and, from
an underwriting perspective, are the mirror image of life insurance.

Certain life insurance contracts accumulate cash values, which may be taken by
the insured if the policy is surrendered or which may be borrowed against. Some
policies, such as annuities and endowment policies, are financial instruments to
accumulate or liquidate wealth when it is needed.

52
 In many countries, such as the U.S. and the UK, the tax law provides that the
interest on this cash value is not taxable under certain circumstances. This leads to
widespread use of life insurance as a tax-efficient method of saving as well as
protection in the event of early death.

In U.S., the tax on interest income on life insurance policies and annuities is
generally deferred. However, in some cases the benefit derived from tax deferral may
be offset by a low return. This depends upon the insuring company, the type of policy
and other variables (mortality, market return, etc.). Moreover, other income tax saving
vehicles (e.g., IRAs, 401(k) plans, Roth IRAs) may be better alternatives for value
accumulation. A combination of low- cost term life insurance and a higher-return tax-
efficient retirement account may achieve better investment return.

Property Insurance

This tornado damage to an Illinois home would be considered an "Act of God" for
insurance purposes

Property insurance provides protection against risks to property, such as fire, theft
or weather damage. This includes specialized forms of insurance such as fire insurance,
flood insurance, earthquake insurance, home insurance, inland marine insurance or
boiler insurance.Automobile Insurance, known in the UK as motor insurance, is
probably the most common form of insurance and may cover both legal liability claims
against the driver and loss of or damage to the insured's vehicle itself. Throughout the
United States auto insurance policy is required to legally operate a motor vehicle on
public roads. In some jurisdictions, bodily injury compensation for automobile accident
victims has been changed to a no-fault system, which reduces or

Eliminates the ability to sue for compensation but provides automatic

eligibility for benefits. Credit card companies insure against damage on rented
cars.
Driving School Insurance insurance provides cover for any authorized driver
whilst under going tuition, cover also unlike other motor policies provides
cover for instructor liability where both the pupil and driving instructor are
both equally liable in the event of a claim.
53
 Aviation insurance insures against hull, spares, deductible, hull wear and
liability risks.
Boiler insurance (also known as boiler and machinery insurance or equipment
breakdown insurance) insures against accidental physical damage to
equipment or machinery.
Builder's risk insurance insures against the risk of physical loss or damage to
property during construction. Builder's risk insurance is typically written on
an "all risk" basis covering damage due to any cause (including the negligence
of the insured) not otherwise expressly excluded.
Crop insurance "Farmers use crop insurance to reduce or manage various risks
associated with growing crops. Such risks include crop loss or damage caused
by weather, hail, drought, frost damage, insects, or disease, for instance."
Earthquake insurance is a form of property insurance that pays the
policyholder in the event of an earthquake that causes damage to the property.
Most ordinary home owners insurance policies do not cover earthquake
damage. Most earthquake insurance policies feature a high
Deductible. Rates depend on location and the probability of an earthquake, as
well as the construction of the home.
A fidelity bond is a form of casualty insurance that covers policyholders for
losses that they incur as a result of fraudulent acts by specified individuals. It
usually insures a business for losses caused by the dishonest acts of its
employees.
Flood insurance protects against property loss due to flooding. Many insurers
in the US do not provide flood insurance in some portions of the country. In
response to this, the federal government created the National Flood Insurance
Program which serves as the insurer of last resort.
Home insurance or homeowners insurance: See "Property insurance".
Marine insurance and marine cargo insurance cover the loss or damage of
ships at sea or on inland waterways, and of the cargo that may be on them.
When the owner of the cargo and the carrier are separate corporations, marine
cargo insurance typically compensates the owner of cargo for losses sustained
from fire, shipwreck, etc., but excludes losses that can be recovered from the
carrier or the carrier's insurance. Many marine insurance underwriters will
include "time element" coverage in such policies, which extends the
54
 indemnity to cover loss of profit and other business expenses attributable to
the delay caused by a covered loss.
Surety bond insurance is a three party insurance guaranteeing the performance
of the principal.
Terrorism insurance provides protection against any loss or damage caused by
terrorist activities.
Volcano insurance is an insurance that covers volcano damage in Hawaii.
Windstorm insurance is an insurance covering the damage that can be caused
by hurricanes and tropical cyclones.

Liability Insurance

Liability insurance is a very broad superset that covers legal claims against the
insured. Many types of insurance include an aspect of liability coverage. For example, a
homeowner's insurance policy will normally include liability coverage which protects
the insured in the event of a claim brought by someone who slips and falls on the
property; automobile insurance also includes an aspect of liability insurance that
indemnifies against the harm that a crashing car can cause to others' lives, health, or
property. The protection offered by a liability insurance policy is twofold: a legal
defense in the event of a lawsuit commenced against the policyholder and
indemnification (payment on behalf of the insured) with respect to a settlement or court
verdict. Liability policies typically cover only the negligence of the insured, and will
not apply to results of willful or intentional acts by the insured.

Environmental liability insurance protects the insured from bodily injury,

property damage and cleanup costs as a result of the dispersal, release or
escape of pollutants.
Errors and omissions insurance: See "Professional liability insurance" under
"Liability insurance".
Professional liability insurance, also called professional indemnity
insurance, protects professional practitioners such as architects, lawyers,
doctors, and accountants against potential negligence claims made by their
patients/clients. Professional liability insurance may take on different names
depending on the profession. For example, professional liability insurance in

55
 reference to the medical profession may be called malpractice insurance.
Notaries public may take out errors and omissions insurance (E&O). Other
potential E&O policyholders include, for example, real estate brokers, home
inspectors, appraisers, and website developers.
Directors and officers liability insurance protects an organization (usually a
corporation) from costs associated with litigation resulting from mistakes
incurred by directors and officers for which they are liable. In the industry, it
is usually called "D&O" for short.
Prize indemnity insurance protects the insured from giving away a large
prize at a specific event. Examples would include offering prizes to
contestants who can make a half-court shot at a basketball game, or a hole-
in-one at a golf tournament.

Credit Insurance

Credit insurance repays some or all of a loan back when certain things happen
to the borrower such as unemployment, disability, or death. Mortgage insurance is a
form of credit insurance, although the name credit insurance more often is used to refer
to policies that cover other kinds of debt.

PROFILE OF PRODUCTS

ICICI Prudential Life Insurance Company is having a variety of products. In

India it is running successfully because of its products and its services. Products give
us in building a complete plan for life by helping us to understand the basic needs for
buying life insurance. Products & its services give production, savings & Investment.

56
 (1) Protection: First, Life insurance helps to protect our income and our
familys financial future in case we are not around.
(2) Saving: Second, life insurance works as a long term solving, thus giving us
the financial strength to achieve our life goals. It also gives us tax benefits.
(3) Investment: Third, life insurance is a safe long term investment free from
the risk of market swings. At the end of the terms, we or our family get an
added return on our investment.

Depending on our personal needs, priorities, and individual responsibilities, we

can go for a protection, saving or investment plan or a combination.

Products of ICICI PRUDENTIAL Life Insurance

(1) REASSURING LIFE-ENDOWMENT PLAN

The Reassuring life Endowment plan with reversionary bonus is one such
offering. Besides being a saving option, it also acts as a highly reliable safety net for
our family in case something happens to us the policy holders. What is it all about?
(Endowment plan).

The Reassuring life endowment plan is ideal because it gives the incredible benefit
of a reversionary bonus which enhances investors life cover, and hence the sum assured
dramatically, every year. So when the policy matures we can receive almost double the
initial sum assured.

The Plan Benefits

(1) Survival benefits (2) Death benefits (3) Additional benefits

(1) Survival benefits

57
 (a) A sizeable financial asset for P. holders and their family once the policy
matures, so holders can meet large expenses like higher education for their
kids, investment in a house, or organizing child wedding.
(b) A life covers that enhances rapidly, annually thanks to the reversionary bonus
feature. This basically means the bonus is earned not just on the original sum
assured but also on the previously accumulated bonus an amount which goes
on increasing every year.
(c) A final additional bonus.

(2) Death benefits

Your family would receive a large sum which would include the sum assured
and the accumulated reversionary bonus and final additional bonus.

(3) Additional benefits

(a) Rider benefits: Increases the coverage at a nominal extra by opting for any of
investor riders Term Rider, Accidental Death rider, Accidental Death,
disability & Dismemberment Rider and waiver of premiums Rider and Waiver
of premiums Rider.
(b) Loan benefits: After paying a premium for three years, you (p. holder) will be
eligible for a loan.
(c) Tax benefits: Tax benefits under section 88 and section 10 (100) are available
on all our life insurance plans and riders.
(d) Look-in period: This is a 15 day period for you to go though the terms and
conditions and decide upon taking or canceling the policy.

(2) CREATING LIFE-CHILD PROTECTION PLAN

If p. holders have children they must have a creating life child protection plan.
This plan ensures that our childs future is secure in case of our untimely death.
Creating life also creates a financial asset for your child.

Child protection plan

58
 The creating life plan is ideal because it provides the sum assured to the
child immediately in case of p. holders, untimely death, whats more, on maturity, an
additional sum assured is paid with an accumulated compound reversionary bonus and
final additional bonus.

The Plan Benefits

(1) Guaranteed maturity benefits (2) Death benefits (3) Additional benefits

(1) Guaranteed maturity benefits

(a) The sum assured and the accumulated compound provisionary bonus hare paid
on maturity.
(b) A final additional bonus based upon the performance of the company is paid on
maturity.

(2) Death benefits

(a) Your child will receive the sum assured in case of your death (P. holder).
(b) The policy continues even after the sum assured on death is paid.
(c) No premiums have to be paid after the death of the parent whose life is insured.
(d) Your (holders) child will be eligible for guaranteed maturity benefits.

(3) Additional benefits

(a) Rider benefits

Increase your coverage at a nominal extra cost by opting for any of our riders
Term rider, Accidental death Rider, Accidental Death, Disability & Dismemberment
Rider and waiver of premium rider.

(b) Loan benefits

After paying a premium for three years you will be eligible for a loan.

59
(c) Maturity benefits
Policyholder child can either receive a Kemp. Sum or receive the amount in 3 or
5 equal installments after the maturity date.

(d) Tax benefits

Tax benefits under section 88 and section 10 (10s) are available on all our life
insurance plans and riders.

(e) Look-in period

This is a 15 day period for you to go through the terms and conditions and
decide upon or canceling the policy.

(3) FULFILLING LIFE-ANTICIIPATED WHOLE OF LIFE PLAN

The fulfilling life plan provides plan security even after your death, apart from
giving holders regular cash returns doing their life. The special features of this plan are
holders may receive 200 percentages of the sum assured. The first 100 percentage as
money backs during the term, and the remaining 100percentageon death or maturity. P.
holders can also choose from a range of limited premium payment terms.

Fulfilling life anticipated whole of life plan is a unique plan that fulfills the need
for protection, saving and investments. It gives a double benefit of a whole life cover
along with regular in your life time (policy holders).

60
 The Plan Benefits

(1) Survival benefits (2) Maturity benefits (3) Death benefits (4) Additional benefits

(1) Survival benefits

A certain percentage of money is paid back every quarter of the premium term.
The money can be reinvested elsewhere or used to meet large expenses during ones
life time.

(2) Maturity benefits

(a) Policy holder pay premiums for a limited period of their choice while they get
a risk coverage up to the age of 85 years.
(b) At the age of 85 they will receive 100 percentages of the sum assured plus a
bonus.

(3) Death benefits

Investors family receives 100 percentages of the sum assured, over and above
the survival benefits Policy holders have received till then, plus a bonus.

(4) Additional benefits

(a) Rider benefits: Increase your coverage at a nominal extra cost by opting for
any of our riders Term Rider, Accidental Death rider, Accidental Death,
Disability & Dismemberment rider and waiver of premiums rider.
(b) Loan benefits: After paying a premium for three years, they will be eligible
for a loan. This benefit can be availed throughout their life coverage term.
(c) Tax benefits: Tax benefit under section 88 and section 10(10D) are available
on all our life insurance plans and riders.
(d) Look-in period: This is a 15 day period for you to go through the terms and
conditions and decide upon taking or canceling the policy.

(4) MAXIMIZING LIFE MONEY BACK PLAN

61
 The maximizing life money back plan gives the benefits of protection and
saving. Its the perfect life spa plan, since it helps the P. holders to meet any large
financial requirements during their life.

ICICI Prudential has a wide array of insurance plans that have been designed
with the philosophy that different individuals are bound to have differing insurance
needs.

The ideal insurance plan is one that addresses the exact insurance needs of the
individual that will depend on the age and life stage of the individual apart from a host
of other factors.

Life Insurance Plans

Under Life insurance plans, ICICI Prudential offers plans under the following major
need categories:
Education Insurance Plans
Wealth Creation Plans
Premium Guarantee plans
Protection Plans

Pension & Retirement Solutions

The primary objective of a pension plan is to help you provide for your
financial needs in your post retirement years. You will find a Pension Planning
Calculator on the site, meant to make your pension plan review as simple as possible.
The calculator is the first step in your Pension Plan scheme; there are other steps
towards getting the Indian pension policy you need.
Life Stage Pension
LifeTime Super Pension
Life Link Super Pension
Forever Life

Health Product Suite

62
Under Health Product Suite, ICICI Prudential offers plans under the following major
need categories:

Hospitalizations Plans
Medi Assure
Hospital Care

Critical Illnessl Pans

Crisis Cover

Cancer Products
Cancer Care

Diabetes Products
Diabetes Care Active

ICICI Prudential Asset Management Company enjoys the strong percentage of

prudential plc, one of UK's largest players in the insurance & fund management sectors

and ICICI Bank, a well-known and trusted name in financial services in India. ICICI

Prudential Asset Management Company, in a span of just over eight years, has forged a

position of pre-eminence in the Indian Mutual Fund industry as one of the largest

63
asset management companies in the country with assets under management of Russ.

37,906.24 chores (as of March 31, 2012). The Company manages a comprehensive

range of schemes to meet the varying investment needs of its investors spread across

68 cities in the country.

Key Indicators
As on - May 1998 As on April 30, 2012
Assets Under Management Russ. 160 chores Russ. 42,306.10 chores
Number of Funds Managed 2 30

Established in London in 1848, Prudential plc, through its businesses in the UK, US

and Asia, provides retail financial services products and services to more than 21

million customers, policyholders and unit holders worldwide with over US$400 (as of

31st December, 2005) billion in funds under management. Prudential employs some

23,000 staff worldwide.

In Asia, Prudential has life insurance and funds management operations across twelve

countries - China, Hong Kong, India, Indonesia, Japan, Korea, Malaysia, the

Philippines, Singapore, Taiwan, Thailand and Vietnam. Prudential has championed

customer-centric products and services for over 80 years, supported by an extensive

network of over 145,000 staff and agents across the region.

ICICI Bank is India's

second-largest bank with total assets of about Russ. 2,513.89 ban (US$ 56.3 ban) at

March 31, 2006 and profit after tax of Russ. 25.40 ban (US$ 569 mn) for the year

ended March 31, 2006 (Russ. 20.05 ban (US$ 449 mn) for the year ended March 31,
64
2005). ICICI Bank has a network of about 614 branches and extension counters and

over 2,200 ATMs. ICICI Bank offers a wide range of banking products and financial

services to corporate and retail customers through a variety of delivery channels and

through its specialized subsidiaries and affiliates in the areas of investment banking,

life and non-life insurance, venture capital and asset management. ICICI Bank set up its

international banking group in fiscal 2002 to cater to the cross border needs of clients

and leverage on its domestic banking strengths to offer products internationally. ICICI

Bank currently has subsidiaries in the United Kingdom, Russia and Canada, branches

in Singapore, Bahrain, Hong Kong, Sri Lanka and Dubai International Finance Centre

and representative offices in the United States, United Arab Emirates, China, South

Africa and Bangladesh.

JOURNEY SO FAR

1955 : The Industrial Credit and Investment Corporation of India Limited (ICICI)

incorporated at the initiative of the World Bank, the Government of India and

representatives of Indian industry, with the objective of creating a development

financial institution for providing medium-term and long-term project financing to

Indian businesses. Mr. A.Ramaswami Mudaliar elected as the first Chairman of ICICI

Limited. ICICI emerges as the major source of foreign currency loans to Indian

industry. Besides funding from the World Bank and other multi-lateral agencies, ICICI

was also among the first Indian companies to raise funds from international markets.

1956: ICICI declared its first dividend of 3.5%.

1958: Mr.G.L.Mehta appointed the second Chairman of ICICI Ltd.

1960: ICICI building at 163, Backbay Reclamation, inaugurated.

1961: The first West German loan of DM 5 million from Kredianstalt obtained.

65
1967: ICICI made its first debenture issue for Rs.6 crore, which was oversubscribed.

1969: The first two regional offices in Calcutta and Madras set up.

1972: The second entity in India to set up merchant banking services.

: Mr. H. T. Parekh appointed the third Chairman ofICICI.

1977: ICICI sponsored the formation of Housing Development Finance Corporation.

Managed its first equity public issue

1978: Mr. James Raj appointed the fourth Chairman of ICICI.

1979: Mr.Siddharth Mehta appointed the fifth Chairman of ICICI.

1982: 1982 : ICICI became the first ever Indian borrower to raise European Currency

Units.

: ICICI commences leasing business. 1984: Mr. S. Nadkarni appointed the sixth

Chairman of ICICI.

1985: Mr. N.Vaghul appointed the seventh Chairman and Managing Director of ICICI.

1986: ICICI became the first Indian institution to receive ADB Loans. : ICICI, along

with UTI, set up Credit Rating Information Services of India Limited, India's first

professional credit rating agency.

: ICICI promotes Shipping Credit and Investment Company of India Limited.

: The Corporation made a public issue of Swiss Franc 75 million in Switzerland, the

first public issue by any Indian entity in the Swiss Capital Market.

1987: ICICI signed a loan agreement for Sterling Pound 10 million with

Commonwealth Development Corporation (CDC), the first loan by CDC for financing

projects in India.

1988: Promoted TDICI - India's first venture capital company.

1993: ICICI Securities and Finance Company Limited in joint venture with J. P.

Morgan set up. : ICICI Asset Management Company set up.

66
1994: ICICI Bank set up.

1996: ICICI Ltd became the first company in the Indian financial sector to raise GDR. :

SCICI merged with ICICI Ltd.

: Mr. K.V.Kamath appointed the Managing Director and CEO of ICICI Ltd

1997: ICICI Ltd was the first intermediary to move away from single prime rate to

three-tier prime rates structure and introduced yield-curve based pricing.

: The name The Industrial Credit and Investment Corporation of India Ltd changed to

ICICI Ltd. : ICICI Ltd announced the takeover of ITC Classic

Finance.

1998: Introduced the new logo symbolizing a common corporate identity for the ICICI

Group. : ICICI announced takeover of Anagram Finance.

1999: ICICI launched retail finance - car loans, house loans and loans for consumer

durables. : ICICI becomes the first Indian Company to list on the

NYSE through an issue of American Depositary Shares. 2000: ICICI Bank became the

first commercial bank from India to list its stock on NYSE.

: ICICI Bank announces merger with Bank of Madura. 2001: The Boards of ICICI Ltd

and ICICI Bank approved the merger of ICICI with ICICI Bank.

2002: ICICI Ltd merged with ICICI Bank Ltd to create Indias second largest bank in

terms of assets. : ICICI assigned higher than sovereign rating by

Moodys. : ICICI Bank launched Indias first CDO (Collateralized Debt Obligation)

Fund named Indian Corporate Collateralized Debt Obligation Fund (ICCDO Fund). :

"E Lobby", a self-service banking centre inaugurated in Pune. It was the first of its kind

in India. : ICICI Bank launched Private Banking.

: 1100-seat Call Centre set up in Hyderabad

67
: ICICI Bank Home Shoppe, the first-ever permanentaggregation and display of

housing projects in thecounty, launched in Pune,

: ATM-on-Wheels, Indias first mobile ATM, launchedin Mumbai.

2003: The first Integrated Currency Management Centrelaunched in Pune.

: ICICI Bank announced the setting up of its first everoffshore branch in Singapore.:

The first offshore banking unit (OBU) at Seepz SpecialEconomic Zone, Mumbai,

launched.: ICICI Banks representative office inaugurated inDubai.: Reresentative

office set up in China. : ICICI BanksUK subsidiary launched.

: Indias first ever "Visa Mini Credit Card", a 43%smaller credit card in dimensions

launched.

: ICICI Bank subsidiary set up in Canada.

: Temasek Holdings acquired 5.2% stake in ICICI Bank.

: ICICI Bank became the market leader in retail credit in

India.

2004: Max Money, a home loan product that offers the dual benefit of higher eligibility

and affordability to a customer, introduced.

: Mobile banking service in India launched in association with Reliance Infocomm.

: Indias first multi-branded credit card with HPCL and Airtel launched.

: Kisan Loan Card and innovative, low-cost ATMs in rural India launched.

: ICICI Bank and CNBC TV 18 announced Indias first ever awards recognizing the

achievements of SMEs, a pioneering initiative to encourage the contribution of

Small and Medium Enterprises to the growth of Indian economy.

: ICICI Bank opened its 500th branch in India.

: ICICI Bank introduced partnership model wherein

68
ICICI Bank would forge an alliance with existing micro finance institutions (MFIs).

The MFI would undertake the promotional role of identifying, training and

promoting the micro-finance clients and ICICI Bank would finance the clients directly

on the recommendation of the MFI.

: ICICI Bank introduced 8-8 Banking wherein all the

branches of the Bank would remain open from 8a.m. to 8 p.m. from Monday to

Saturday.

: ICICI Bank introduced the concept of floating rate for home loans in India.

2005: First rural branch and ATM launched in Uttar Pradesh

at Delpandarwa, Hardoi.

: "Free for Life" credit cards launched wherein annual

fees of all ICICI Bank Credit Cards were waived off.

: ICICI Bank and Visa jointly launched mChq a

revolutionary credit card on the mobile phone.

: Private Banking Masters 2005, a nationwide Golf

tournament for high networth clients of the private

banking division launched. This event is the largest

domestic invitation amateur golf event conducted in

India.

: First Indian company to make a simultaneous equity

offering of $1.8 billion in India, the United States and

Japan.

: Acquired IvestitsionnoKreditny Bank of Russia.

: ICICI Bank became the largest bank in India in terms of

its market capitalization.

69
: ICICI Bank became the first private entity in India to

offer a discount to retail investors for its follow-up

offer.

2006: ICICI Bank became the first Indian bank to issue hybrid

Tier-1 perpetual debt in the international markets.

: ICICI Bank subsidiary set up in Russia.

4.6 BOARD COMMITTEES

Audit Committee

Board Governance, Remuneration &

Nomination Committee

Mr. Sridar Iyengar, Chairman

Mr. M. K. Sharma, Alternate

Chairman

Mr. Homi Khusrokhan

Mr. V. Sridar

Mr. M. K. Sharma, Chairman

Mr. K. V. Kamath

Mr. Sridar Iyengar

Mr. V. Prem Watsa

92

Corporate Social Responsibility

Committee

Customer Service Committee

Mr. M. K. Sharma, Chairman

Dr. Anup K. Pujari

70
Ms. Chanda D. Kochhar

Mr. K. V. Kamath, Chairman

Dr.Anup K. Pujari

Mr. M. S. Ramachandran

Mr. M.K. Sharma

Ms. Chanda D. Kochhar

Credit Committee Fraud Monitoring Committee

Mr. K. V. Kamath, Chairman

Mr. M. S. Ramachandran Mr. M

.K. Sharma

Ms. Chanda D. Kochhar

Mr. M. K. Sharma, Chairman

Mr. K. V. Kamath

Mr. V. Sridar

Ms. Chanda D. Kochhar

Mr. Sandeep Bakhshi

Risk Committee

Share Transfer & Shareholders'/

Investors' Grievance Committee

Mr. K. V. Kamath, Chairman

Mr. Sridar Iyengar

Dr. Anup K. Pujari

Mr. V. Sridar

Mr. V. Prem Watsa

Ms. Chanda D. Kochhar

71
Mr. M. K. Sharma, Chairman

Mr. Homi Khusrokhan

Mr. N. S. Kannan

93

Committee of Executive Directors

Ms. Chanda D. Kochhar,

Chairperson

Mr. Sandeep Bakhshi

Mr. N. S. Kannan

Mr. K. Ramkumar

Mr. Rajiv Sabharwal

Director's Profiles

Chanda Kochhar

Managing Director and Chief Executive Officer

Sandeep Bakhshi

Deputy Managing Director

N.S. Kannan K. Ramkumar Rajiv Sabharwal

Executive Director & CFO Executive Director Executive Director

94

Date of Establishment 1994

Revenue 5734.31 ( USD in Millions )

Market Cap 1007667.6817305 ( Rs. in Millions )

Corporate Address Landmark,Race Course

Circle,AlkapuriVadodara-390007, Gujarat

www.icicibank.com

72
Management Details Chairperson - K V Kamath

MD - Chanda D Kochhar

Directors - Anup K Pujari, Anupam Puri,

Chanda D Kochhar, Homi R Khusrokhan, K

Ramkumar, K V Kamath, L N Mittal, M K

Sharma, M S Ramachandran, Madhabi Puri

Buch, Marti G Subrahmanyam, N S Kannan, N

Vaghul, Narendra Murkumbi, P M Sinha, Rajiv

Sabharwal, Sandeep Bakhshi, Sandeep Batra,

Sonjoy Chatterjee, Sridar Iyengar, T S Vijayan,

Tushaar Shah, V Prem Watsa, V Sridar, V

Vaidyanathan

73
 CHAPTER-IV

DATA ANALYSIS AND

INTERPRETATION

TABLE 1:

Awareness of welfare schemes

AWARENESS NO. OF RESPONDENTS PERCENTAGE

YES 80 77%

74
NO 24 23%
TOTAL 104 100%

INFERENCE:
77% of the respondents are having awareness of about welfare
schemes and 23% of the respondents are not having awareness about welfare schemes.

GRAPH:

TABLE 2:
About the welfare officer

Welfare officer No. of respondents Percentage

Yes 104 100
No 0 0
Total 104 100%

75
INFERENCE:
100% of the respondents are aware of existence of its welfare
officer

Graph:

120

100

80

60 No of
respondents
40

20

0
yes no

TABLE 3:

Implementation of welfare schemes

Implementation no. of respondents percentage

Agree 30 29%
Disagree 49 47%
cant decide 25 24%
Total 104 100%

76
INFERENCE:
47% of the respondents are felt as welfare schemes are not
properly implemented, 29% of the respondents are said that welfare schemes are
properly implemented and 24% of the respondents are unable to decide on
implementation of welfare schemes

GRAPH:

TABLE 4:

Necessity of recreation facilities

Necessity No. of respondents Percentage

Yes 85 82%
No 19 18%
Total 104 100%

INFERENCE:

77
 82% of the respondents are responded that recreation facilities
are must and 18% of the respondents are said that there is no need of recreation
facilities.

GRAPH:

90
80
70
60
50
40 No of respondent
30
20
10
0
yes no

TABLE 5:

Recreation allowances provided by the company

Necessity No. of respondents Percentage

Good 28 27%
Average 35 34%
Not satisfied 41 39%
Total 104 100%

INFERENCE:

78
 27% of the respondents are satisfied with the recreation allowances and
34% of the respondents are average and 39% of the respondents are not satisfied with
recreation allowances provided by the company

GRAPH:

TABLE 6:

Satisfaction about the canteen facilities

Satisfaction No. of respondents percentage

Strongly agree 2 2%
Agree 69 66%
Cant decide 8 8%
Disagree 20 19%
Strongly disagree 5 5%
Total 104 100%

INFERENCE:
2% of the respondents are strongly agree with the canteen
facilities, 66% of the respondents are agree, 8% of respondents are cant decide, 19% of
the respondents are disagree and 5% of the respondents are strongly disagree with
canteen facilities provided by the company

GRAPH:

79
TABLE 7:

Quality of food

Quality No. of respondents Percentage

Excellent 2 2%
Good 26 25%
Average 53 51%
Not satisfied 23 22%
Total 104 100%

INFERENCE:
2% of the respondents are said that quality of food are excellent, 25% of
the respondents are said good, 51% of the respondents are said average and 22% of the
respondents are said not satisfied with the quality of food in the canteen

GRAPH:

80
.

TABLE 8:

Canteen services

Services No. of respondents Percentage

Good 30 29%
Average 52 50%
Not satisfied 22 21%
Total 104 100%

INFERENCE:
29% of the respondents are said that the services in the canteen
are good, 50% of the respondents are said that average and 21% of the respondents are
not satisfied with the canteen services

GRAPH:

81
 .

TABLE 9:

Opinion about the drinking water facilities

Opinion No. of respondents Percentage

Strongly agree 12 11%
Agree 68 65%
Cant decide 12 11%
Disagree 9 9%
Strongly disagree 4 4%
Total 104 100%

INFERENCE:
11% of the respondents are strongly agree with drinking water
facilities, 65% of the respondents are agree, 11% of the respondents are cant decide,
9% of the respondents are disagree and 4% of the respondents are strongly disagree
with drinking water facilities provided by the company

GRAPH:

82
.

TABLE 10:

Children educational allowances

Educational allowances No. of respondents Percentage

Agree 30 29%
Cant decide 15 14%
Disagree 34 33%
Strongly disagree 25 24%
Total 104 100%

INFERENCE:
29% of the respondents are having children educational
facilities, 14% of the respondents are cant decide, 33% of the respondents are disagree
and 24% of the respondents are strongly disagree with children educational allowances.

GRAPH:

83
TABLE 11:

Maternity/paternity benefits

Benefits No. of respondents Percentage

Strongly agree 5 5%
Agree 57 57%
Cant decide 21 20%
Disagree 11 10%
Strongly disagree 8 8%
Total 104 100%

INFERENCE:
5% of the respondents are satisfied with the maternity/paternity
benefits, 57% of the respondents are agree, 57% of the respondents are unable to
decide, 10% of the respondents are disagree and 8% of the respondents are strongly
disagree with the maternity/paternity benefits.

GRAPH:

84
TABLE 12:

About the paid sick leaves

Leaves No. of respondents Percentage

Strongly agree 4 4%
Agree 80 77%
Cant decide 6 6%
Disagree 11 10%
Strongly disagree 3 3%
Total 104 100%

INFERENCE:
4% of the respondents are strongly agree with the sick leaves,
77% of the respondents are agree, 6% of the respondents are disagree and 3% of the
respondents are strongly disagree with the sick leaves.

GRAPH:

85
TABLE 13:

Working conditions & safety measures

Satisfaction No. of respondents Percentage

Yes 62 60%
No 42 40%
Total 104 100%

INFERENCE:
60% of the respondents are satisfied with the working conditions
& safety measures and 40% of the respondents are not satisfied with the working
conditions & safety measures

GRAPH:

70
60
50
40
30 No of respondents
20
10
0
yes no

86
TABLE 14:

Toilet facilities provided by the company

Toilet facilities No. of respondents Percentage

Agree 55 53%
Cant decide 10 10%
Disagree 21 20%
Strongly disagree 18 17%
Total 104 100%

INFERENCE:
53% of the respondents are agree with the clean sanitary toilet
facilities , 10% of the respondents are undecided, 20% of the respondents are disagree
and 17% of the respondents are strongly disagree with the toilet facilities

GRAPH:

87
TABLE 15:
Medical facilities

Medical facilities No. of respondents Percentage

Yes 69 66%
No 35 34%
Total 104 100%

INFERENCE:
66% of the respondents are says that medical facilities provided
by the company and 34% of the respondents are said that there is no medical facilities
provided by the company.

GRAPH:

70
60
50
40
30 No of respondents
20
10
0
yes no

88
TABLE 16:

Opinion about the medical facilities

Opinion No. of respondents Percentage

Excellent 2 2%
Good 28 27%
Average 45 43%
Not satisfied 29 28%
Total 104 100%

INFERENCE:
2% of the respondents felt that the medical facilities are
excellent, 27% of the respondents are says that good, 43% of the respondents felt that it
is average and 28% of the respondents are not satisfied with the medical facilities

GRAPH:

89
TABLE 17:

Feeling about the improvement in welfare facilities.

Feeling No. of respondents Percentage

Yes 69 66%
No 15 15%
No response 20 19%
Total 104 100%

INFERENCE:
66% of the respondents are said that there is a need of
improvement in the welfare facilities, 15% of the respondents are felt that there is no
need of improvement and 19% of the respondents are no response about the
improvement in the welfare facilities.

GRAPH:

90
TABLE 18:

Opinion on vehicle facilities

Vehicle facilities No. of respondents Percentage

Yes 31 30%
No 73 70%
Total 104 100%

INFERENCE:
70% of the respondents are not having vehicle facilities and 30%
are having vehicle facilities.

GRAPH:

80
70
60
50
40
No of respondents
30
20
10
0
yes no

TABLE 19:
91
 Implementation of statutory acts

Statutory acts No. of respondents Percentage

Yes 94 90%
No 10 10%
Total 104 100%

INFERENCE:
90% of the respondents are said that there is statutory acts in the
company and 10% of the respondents are said there is no statutory acts in the company

GRAPH:

100

80

60
No of respondents
40

20

0
yes no

92
 CHAPTER-V
FINDINGS, SUGGESTIONS
AND CONCLUSION

93
 FINDINGS

Though majority of the respondents are aware of welfare schemes, still there exists
a small segment of respondents who are unaware of welfare schemes provided by
the company.
16% of the respondents dont know that there is a welfare officer in the
organization.
Only 22% of the respondents said that welfare schemes are implemented properly
in the organization. It reflects dissatisfaction of the respondents towards attitude of
the organization towards welfare schemes.
Respondents opined recreational facilities as one of the important activity which the
organization need to provide as only 27% expressed satisfaction while others
dissatisfied.
66% of the respondents satisfied over canteen facilities, 51% expressed satisfaction
on quality of food & 29% said canteen services as good. This reflects the need for
improvement.
76% respondents said that drinking water facilities are good in the organization.
Of the respondents only 29% expressed satisfaction over the children educational
allowance provided by the company while remaining dissatisfied.
Majority of the respondents said that paid sick leaves provided by the company are
sufficient.
The maternity/paternity benefits provided by the company satisfy only 62% of the
respondents.
Majority of the respondents are satisfied with the working conditions & safety
measures undertaken by the company while remaining not satisfied.
53% of the respondents satisfied with the cleanliness of the sanitary toilet facilities.
The company is providing medical facilities for 66% of the employees, 2% said that
medical facilities as excellent, 27% said as good, 43% as average & remaining 28%
are dissatisfied.
30% of the respondents are having vehicle facility for conveyance remaining
doesnt have.
90% said that company is implementing ESI, PF, maternity benefits, Gratuity,
Workmen compensation which comes under statutory act.

94
 SUGGESTIONS

The company may organize get-together programs to create awareness to the

employees about various welfare measures adopted by the organization.
Company need to take measures to implement both statutory and non-statutory
welfare measures to all the employees. So that employee morale towards
organization increases.
Company need to plan for providing recreational facilities to all the employees in
an effective way to enrich satisfaction level of the employees.
Company may take steps to identify extent of educational allowance to be provided
to the employees children. It is one of the important measures which the employee
expects from the employer.
Company may take measures to improve canteen facilities, quality of food and
services, drinking water facilities, cleanliness, medical facilities and conveyance
facilities. So, these can be extended to all the employees irrespective of cadre in the
organization.

95
QUESTIONNAIRE

Employee Name:
Age:
Designation:
Department:

1.Are you aware of all the welfare schemes that are being provided in the
organization?
(a) Yes (b) No

2. In your organization having welfare officer?

(a) Yes (b) No

3. Do you agree that the welfare schemes are properly implemented in your
organization?
(a) Agree (b) Disagree (c) cant decide

4. Do you think recreation facilities are must?

(a) Yes (b) No

5. Your feeling about the recreation allowances provided by the company?

(a) Excellent (b) Good (c) Average (d) Not satisfied

6. Canteen facilities provided by the company are satisfactory

(a) Strongly agree (b) Agree (c) cant decide (d) Disagree
(e) Strongly disagree

7. Quality of food in the canteen are

(a) Excellent (b) Good (c) Average (d) Not satisfied

96
8. The services provided in the canteen are
(a) Excellent (b) Good (c) Average (d) Not satisfied

9. The drinking water facilities provided by the company are good

(a) Strongly agree (b) Agree (c) Uncertain (d) Disagree
(e) Strongly disagree

10. Children education allowance provided by the company is satisfactory

(a) Strongly agree (b) Agree (c) cant decide (d) Disagree
(e) Strongly disagree

11. The maternity/paternity benefits provided by the company are satisfied

(a) Strongly agree (b) Agree (c) cant decide (d) Disagree
(e) Strongly disagree

12. The number of paid sick leaves by the company are sufficient
(a) Strongly agree (b) Agree (c) cant decide (d) Disagree
(e) Strongly disagree

13. The working conditions and safety measures implemented by the company are
satisfied.
(a) Yes (b) No

14. The company provides clean sanitary toilet facilities.

(a) Strongly agree (b) Agree (c) cant decide (d) Disagree
(e) Strongly disagree

15. The company provides medical facilities for the employees.

(a) Yes (b) No

16. The medical facilities provided by the company are

(a) Excellent (b) Good (c) Average (d) Not satisfied

97
17. The company provides any vehicle facilities for the employees
(a) Yes (b) No

18. Is your company implementing statutory acts with regards workmen like E.S.I, PF,
Maternity
Benefits, Gratuity act, workmen compensation act etc.
(a) Yes (b) No

19. Do you feel that the existing welfare facilities of the organization need
improvement?
(a) Yes (b) No (c) No response

98
 BIBLIOGRAPHY

Name of the author Title of the Book

P.Subba Rao Personal & Human Resource

Management
Stephen Robins Personal & Human Resource
Management
Stephen Robins Organizational Behaviour
Fread Luthans Organizational Behaviour
C.R.Kothari Research Methodology

WEBSITE:

www.icicibank.com
www.articlesbase.com
www.google.com
www.wikipedia.com
www.wikianswers.com
www.mbareports.com
www.b2binternational.com
www.ventureline.com

99