“LABOUR WELFARE AND HEALTH

FACILITIES WITH SPECIAL

REFERENCE TO SONALIKA TACTORS
LIMITED”

(ON THE PARTIAL FULLFILMENT OF BBA DEGREE)

UNDER THE GUIDENCE OF

MR. S.K SRIVASTAVA

( DIRECTOR
INSTITUTE OF BUSSINESS MANAGEMENT)

SUBMITTED BY

VIPLOVE KUMAR
BBA VI Sem. (FINAL YEAR)
INSTITUTE OF BUSSINESS MANAGEMENT
C.S.J.M. UNIVERSITY

1
 ACKNOWLEDGEMENT

I would like to avail this opportunity to express my sincere thanks to all

those who have helped me in making this project a success.
Firstly I would like to thanks Mr. Sanjay Srivastava (Director) for his
encouragement & moral support during this project; it is great pleasure for
me to acknowledge him for his prompt and timely help in the official
clearances and valuable suggestions during the development of this project.

I, also express my deep sincere gratitude to Mr. Sudesh Kumar Srivastava

(Faculty IBM) for providing me an opportunity in the company to complete
my project work as a part of my studies

Last but not least, the word fails to express my indebt ness for the
cooperation and generous support of my parents, who has been a source of
inspiration and motivation in completion of this project.

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 LABOUR WELARE AND HEALTH FACILITIES
WITH SPECIAL REFERANCE
TO SONALIKA TRACTORS LIMITED

There are various interpretations regarding the term ‘Labour Welfare. It

has got different significance in various countries. One definition confines it to
voluntary efforts on the part of the employers to provide employees the best
conditions of employment in their factories. The other view is that over and
above the wages paid, it is something for the comfort and improvement-
intellectual or social, which is not a necessity of the industry nor required by
law.

Labour welfare activities, include all services, amenities and facilities,

which are provided by the employer to unable the employees to perform their
work in healthy and congenial surroundings and provide them with amenities
conducive to good health and high morale.

Labour welfare and health facilities are very broad terms covering from
social security to such activities as medical aid, crèches, canteens, recreation
housing, adult education, arrangement for transport of labour to work place to
residence etc.

SONALIKA tractors Limited is one of the major companies of India based

on totally Indian design came in to being in 1971 and blossomed into one of the
largest producer of tractors and combine for farmers of India. The company is
giving due importance to human relations. This is one of the reasons why the
company has adopted many statutory and non-statutory health and welfare
measures along with the social security measures and voluntary measures. The
success of the organization besides other factors, depends to a large extent on
the better understating between employers and employees.
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 RATIONALE OF THE STUDY

Labour welfare activities in India are urgently needed because India is an

industrially backward country and the working condition is not satisfactory in
Indian industries. The workers are poor and illiterate and generally blamed for
being irresponsible and lazy.

Labour welfare measures have its beneficial effects on the workers.

These facilities are necessary for improving their working conditions and their
economic standards. The welfare measures influence the sentiment of the
workers and contribute to industrial peace besides other such as:

(i) Humanistic-To unable the worker to enjoy fuller and richer life.

(ii) Economic-to improve the efficiency of the workers.

(iii) Civic- To develop the sense of responsibility and dignity among the
workers.

Labour has an important role in the industrial production of the country. It

is very necessary to seek the cooperation of the labour force in order to
increase the production and it earn higher profit. The cooperation of employees
is possible only when they are fully satisfied with their employers and the
working condition on the job.

So the proposed study of welfare and health facilities in SONALIKA

tractors limited can help to strengthen cordial relationship between employees
and employers, proper management of the people at work and improve labour
welfare and health facilities with the following objectives.
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 OBJECTIVES

1. To analyze the various labour welfare schemes and health facilities,

which an organization can provide.

2. Assessment of the various labour welfare schemes and health facilities

provided; by SONALIKA Tractors Limited Mohali.

3. To study level of satisfaction / dissatisfaction of the employees of

SONALIKA Tractors Limited, regarding the labour welfare schemes and
health facilities being provided to them by the company.
4. To critically examine any changes / improvement in the existing
Welfare schemes and health facilities provided by the organization.

5. To suggest measure to improve the welfare and health facilities presently

being provided by the organization.

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 RESEARCH METHODOLOGY

The study is based on primary data as well as secondary data.

Research Instrument

A structured non-distinguished questionnaire method.

Data source

Primary data to be collected from SONALIKA Tractors Limited personal

department and various employees deployed in different level of the
organization.
For secondary data a review of literate and past studies will be
undertaken from Annual Report, letters, circulars, trade journals & general
publications of the company.

Data collection method

(i) Information gathered through questionnaire.
(ii) Gathering of information through direct interview with various employees.
Sample size

In all 80 respondent/ workers would be subjected to interview and

questionnaire

Sampling Method

Convenient sampling method. Care will be taken that adequate

representations to all levels of personnel are included in the sample.

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 THE EXPECTED CONTRIBUTION FROM THE
STUDY

The expected contributions from the study are as under:

1. Deficiencies in labour welfare measures are highlighted and can be taken

care of.

2. To improve cordial relationship between employers and employees thus

preventing strikes, lockouts and industrial unrest.

3. With the various welfare activities production will increase and it will act
as morale booster to workers, provide job satisfaction, quality will be
reflected in their work.

4. The efficiency of the workers and quality if work life will enhance with
good environment in the organization.

5. Lastly the study will help to solve various labour welfare problems and
improve health facilities in the present scenario of Indian industries.

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 LIMITATIONS

1. Size of the sample is small. This put a limit for all the prediction to be true.

2. Major portion of the study will be undertaken with the help of primary and
secondary data collected through the questionnaire and the published
work.

3. There is a lot of scope in this particular topic, utmost care is undertaken to

touch all aspects then also it is not possible to cover the whole subjects.
Labour welfare is an on growing process and still lot of improvement is
possible in; this particular field.

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 PROFILE OF THE COMPANY

History

Established in 1969, SONALIKA group

from the very beginning has tried to
understand customer need so that
they get better value for their
money, hard earned. SONALIKA has
state of manufacturing, spread in acres,
located at Hoshiarpur and tax free
zone at AMB in Himachal
Pradesh. SONALIKA is the one of the top 3 tractor manufacturing companies in
India, other products include of, Multi utility vehicles, engines and various farm
equipments. Today the group stands tall with an approximate turnover of 3200
Core INR. An average growth of 30% makes it one of the fastest growing
corporate in India. It is also one of the few debt free companies. Group has
strength of about 2000 employee & technocrats. History reveals that innovation is
the key to continued progress and when applied to technology that touches human
life, it can unfold a whole new economic phenomenon that has the power to
change the world. With unique initiatives like the Thought leadership Forum,
Leadership Forum, we have been able to create a unique platform for learning
through success stories of industry leaders.

No, doubt that the SONALIKA products has created a niche for themselves
not only in India but also in foreign market. To maintain quality have any
defect even at micro level is been taken care of and rectified. The technology
for Painting, which we use, is of the high quality a nd we have paint shop
with world-class quality standards.

9
The industry has gradually transformed itself into a world-class player involved in
building state-of-the-art products, solutions and technologies. As an industry, we
are very conscious of our responsibility to society. SONALIKA Foundation intends
to become a catalyst, encouraging our members to do more, capturing best
practices for quality and harnessing a greater range of resources, from the industry
and beyond, to make a major impact on the development. It has been our vision to
cater to the needful agriculture and auto industry with quality products through
untiring dedication and activities. As we step in to our fifth decade of existence, we
continue to lead the development. Tractor and car plants work in 2 to 3 shifts
depending upon volume of work for maximum production. We continue to march
ahead on road to success and glory driven by the force of initiative and
determination to have a leading position in the tractor industry in the days to come.
We have ventured in to automobile sector also with the launching of Rhino –MUV-
to write another success story.

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 Milestones

2007

Joint Venture between ITL and MAGMA , August 2007.

On Aug. 10 With a view to provide financing of tractors on less stringent

conditions, International Tractors Ltd has entered into a joint venture to set up a
new company with Magma Shrachi Finance Ltd. The initial investment in the
project would be Rs 25 crore.The joint venture company, to be known as
Magma ITL Finance Ltd, would have 74 per cent stake while ITL would have
the remaining 26 per cent.

2007
New variant of RHINO RX

New variant of RHINO Rx launched with more technologically advanced engine

and added features with utmost fuel efficiency and luxurious comfort at affordable
price.

2006
Market Launch of RHINO (MUV)

Market Launch of RHINO (MUV) and Dealer network is being expanded through
out the country. Our Chairman Has been Elected as President of TMA, Appointed
as Ambassador of Macedonia & a member of National Council Confederation of
Indian Ministry. Successfully Developed Four Wheel Drive front axles and
Transmission of tractor for Yanmar. Became the third largest tractor manufacturer
in India.

2005

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Achieved turnover of USD 235 Million For FY 2004-05.

Achieved turnover of USD 235 Million (Rs1000 Cr.)For FY 2004-05. Become the
fourth largest tractor manufacturer in India. Rollout of first vehicle from ICML
facility. Joint venture with Yanmar Agriculture of Japan for manufacturing of
Tractors in India eived the ISO 9001/ ISO 14000 & TS 16949Certification for ICML
and ITL. Initiated Crankshaft & Cylinder Block Machining Line and other
components under Lean manufacturing System Received orders from Yanmar for
Manufacturing of Front Axles and Transmission.

2004
Rollout—100000th Tractor in the year

2004
Opening of in SONALIKA group ICML

2003
Started export of tractors to Africa & Asian subcontinents.

2001
Started in house manufacturing of engine for tractor application

2000
Entered into Joint venture with Renault (Class,) from Germany agricultural

1997
Entered into Manufacturing of tractors.

1969
Modest beginning into farm equipment and machinery manufacturing

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 An Overview of The Group

The success saga of SONALIKA Group a business conglomerate having prime

interest in agricultural & auto machinery goes back to nearly 5 decades.

The corporate philosophy embedded in trust, quality and commitment has

helped the group to carve out a niche for itself in the highly competitive world of
Machinery.

SONALIKA is the fastest growing tractor company registering growth over

growth since its inception has crossed 1.80 lac merely in 10 years & has
attained one of the position in top three in India

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 What Drives Us

VISION STATEMENT
The Dream Project of SONALIKA group is to cater the agricultural and auto
industry with quality abrasive products through untiring dedication and
leadership.

MISSION STATEMENT
We pay personal attention to our customers so that, we can build products they
need, and not merely sell the products we build.

CORE VALUES
To accomplish our mission, the ownership, staff, and management go to great
lengths to treat each customer like a member of the family and provide them
with the best choice of products and highest quality of service in the industry.

ETHO STATEMENT OR LOGO RATIONALE

Red symbolizes the strength, power, determination, and desire of company.
Yellow surrounding the SONALIKA produces a warming effect, arouses
cheerfulness, stimulates mental activity, and generates the same. Green Leaf in
the center symbolizes growth, harmony, freshness, and fertility. Black
underlining the logo associates with power, elegance, and formality. And
Orange surroundings the complete logo represents enthusiasm, fascination,

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happiness, creativity, encouragement, and stimulation. All this permutation of
persona represents the SONALIKA group as an asset in the industry.

15
 OUR MANAGEMENT
Chairman Message

Mr. L.D. Mittal

In order to accomplish our mission, the ownership, staff, and management

have gone ahead to treat each customer like a member of the family and provide
them with the best choice of products and highest quality of service in the industry.
SONALIKAka companies are manned tractor is manned by an experienced,
knowledgeable sales, parts, and service staff. Each one of our staff members is
committed to helping our customers find the best solutions for their needs.

Companies are manned by cream of the industry and best of technocrats

and service staff. We are proud of our reputation as service & solution provider
and innovator in agro industries. In a time marked by rapidly changing technology,
we have developed best of the best R & D team and have also developed the
excellent quality control system to deliver high quality result in the industry.

Our actions are guided by our core values of integrity, quality,

commitment, and innovation. We are committed to living our values and,
through doing so, building a business as great as our products. Throughout
its history, our company has earned a reputation for high quality and
integrity, and this has been an asset of incalculable value. We strive to live
up to these expectations, not just because it is good business, but also
because it is the right thing to do. Our core values are never to be
compromised for immediate success.
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 Over the years we have completed transaction in over 30 countries around
the globe and are well experienced in the international market for wide variety of
machinery and tractor in comfortable price and range. SONALIKA is a team that
has carved in itself successful entrepreneurship over the years. The SONALIKA
group is among the India’s leading agricultural conglomerates in the high growth
sector of agro machinery, and material handling equipments and components
having pioneered from mechanization in the country SONALIKA has played a
pivotal role in the agricultural growth of India for over five decades.

17
 ESTABLISHMENT, ORGANISATION AND GROWTH
OF SONALIKA TRATORS LTD.

SONALIKA Tractors Limited a public Limited company was established

under the Company’s Act 1956 on the 27 th of June 1970. Construction work at
SONALIKA tractors Ltd., commenced in March 1972.

LOCATION AND PROMOTION

The plant is located at Phase 4, Shibzada Ajit Singh Nagar, District

Rupar, SONALIKA on a 24 acre campus. Production and support facilities are
housed in a covered area of 140,000 Sq. ft.
SONALIKA Govt. through its PSIDC promoted it. SONALIKA Tractors
Limited’s promotion was actively assisted by the Industrial Development
Banking Institutions of Govt. of India. The Industrial Credit & Investment
Corporation of India Ltd, Life Insurance Corporation of India & UTI.

The first batch of trial tractors rolled out on 14 th November, 1973 and
commercial started in; April 1974, with Swaraj 724, a 26.5 H. P. (SAE). Another
model a 39 HP (SAE) Tractor called Swaraj 735 was; introduction in 1975. to
meet the requirement of small farmers, yet another tractor of low cost and 19HP
(SAE) was developed in year 1978. SWARAJ SAMRAT, a 45HP tractor and
self propelled Harvester combines are its advance development. One more
model was introduced Swaraj –855(55 SAE-BHP) and Swaraj –8100, a self-
propelled Harvester combines are being manufactured in a plant set up at
village Chappercher in Ropar District. Recently, a new model the Swaraj 744 in
the hitherto unrepresented 40.5 HP range was introduced with a market size of
50,000 tractors.
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GROWTH AND EXPANSION

SONALIKA Tractor Ltd is undergoing rapid expansion programme. For

the year that ended on 31 st, 2000 the company posted record financial
performance and expanded operation taking its tractor market share to 18.9%
and total revenue to Rs. 1025.0 crores. It has been decided
To expand the manufacturing facilities from the capacity, this growth took
volumes to another milestone – the 50,000 mark –reaching 50,705 tractors per
annum. The spill over effect of the difficulties in the farm economy inevitably
demand for harvester combines. Sales were thus restricted to 206 combine
against previous year 280. Forklift sales too stayed low key with 96 deliveries
(last year 59). Production of costing at foundry grew 15% reaching 9186 tons.

FINANCE

The company’s investment programme for raising tractor-manufacturing

capacity to 600,000 p.a. was completed during the year, when spending of Rs.
25.6 crores was done on capital account. After nearly 12 yeas, first time the
company has had to extend selective credit to support its sales operations.

MARKETING

Swaraj tractors are being marketed in India through a net work of number
of dealers who are fully equipped with spare parts and servicing equipment and
manned by staff trained at SONALIKA Tractors Limited’s training center.
With this encouraging response in the domestic market, determined
efforts have been made towards entering the international market.
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 In 1975, company won the “National Gold Shield” for import substitution. It
also receives the ASSOCHAM Award for their contribution towards promotion
of small-scale industry in India.
RESEARCH AND DEVELOPMENT

(i) S-744 FE, a new tractor Model designed and developed by in-house R
&D was commercially launched.

(ii) Aesthetically improved S-855 with additional features was commercially

introduced.

(iii) Designed office and in-house testing facilities augmented to cut down
product development cycle.

(iv) The on-going programme of continuous product up gradation for

performance and reliability with customer as the focus, continued with vigour.

MANAGEMENT

A Board of Directors with Sh R I Singh as the Chairman and Yash

Mahajan as vice chairperson and Managing director and other members
manages SONALIKA Tractors Limited.
The Organization structure of SONALIKA Tractors Ltd is as follows:

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 CHAIRMAN

VICE-CHAIRMAN

JOINT MANAGING DIRECTOR MANAGING DIRECTOR

PERSONNEL DATA ACCOUNTS OFFICE PURCHASE MARKETING R&D QCI SPE/SDC FLORIDA
PROCESSING NIGHT
WORKS

SECURITY FINANCIAL A/C

SERVICE

TIME SALES
COST A/C

STORES

WELFARE
PPC M/C TR TE DESIGN MAINTENANCE ASSEMBLY PS SHOPE

SEP Swaraj expansion project SDC Swaraj development centre

QCI Quality control & inspection PPc Production planning and control
IE Industrial Engineering HT Heat treatment
TR Tool room PS Paint shop

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 The personal development occupies an important position in the
organization. Personal manager is responsible for the discharge of both
personnel and administrative function. The structure of personal
department is

J.MD.

MANAGER PERSONAL &ADMINITRATIVE

STORE OFFICER
ASSTT PERSONEEL OFFICER WELFARE OFFICER

SECURITY TIME OFFICER STORE

CANTEEN CO- STORE& WELFARE

OPERATIVE STORE

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 EVALUATION, CLASSIFICAITON
OF LABOUR
WELFARE AND ITS NECESSITY IN INDIA

The movement of workers welfare started on the early years of the

industrial revolution especially in the western countries. In present century,
the growth of labour welfare is to great extent due to growth of
industrialization and acceptance of modern techniques. This modern
welfare may be said to have been the outcome of the movement for better
and more efficient management in industry including the human aspect.
The all around acceptance that the concept of labour welfare; has; mainly
due to:

1. The need to provide a better life for the workers to maintain their
goodwill and to gear them to, increase production.

2. The industrial explosion in the advanced countries of the world and

mass production and mass selling lead to the working classes as a source
of power.

3. It has been a matter of public and government concern especially in

the economically less developed countries, over the amelioration of the
working and living condition of industrial workers and me regard were being
taken in many countries as an aspect of National Policy.

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 CLASSIFICATION OF WELFARE WORK

Welfare work may be classified in various ways:

1. Statutory Welfare Work:

2. Voluntary Welfare Work
3. Mutual Welfare Work:

1. Statutory Welfare Work:

Some welfare work may be distinguished from other categories in

that it comprises those provisions of welfare work whose observance is
binding on the employers under law. With the view to maintain minimum
standard of health etc. the government of a country enacts rules under
various acts or ordinances, which have to; be abided by the employers in
respect of their workers. Dutch rules may late to certain working conditions,
e.g. hours of work, sanitation etc.

2. Voluntary welfare work:

This category includes all those activities conducive to the welfare of
worker which are undertaken by the employer themselves of their own will.
Some social organization also under takes this type of work.

24
3. Mutual welfare work:
It signifies a cooperate enterprise of the workers with a view to
improve their lot. Activities of the trade union and which are conducive to
the welfare of their members are included under this category. Welfare
work may further be classified into two categories:

(i) Welfare work including various facilities and amenities provided to the
worker inside the factory e g provision of drinking water, cleaning ness and
sanitation canteen, medical facilities, first aid appliances etc.

(ii) Welfare work including the facilities and various amenities outside
the factory e.g. provision of educational and recreational facilities,
amusement, games, and sports, housing and medical facilities etc.

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NECESSITY AND IMPORTANCE OF WELFARE WROK
IN INDIA:

The necessity and importance of welfare work in India is greater than

in west. Indian workers have regarded industrial employment as a
necessary evil and they have being taken to escape from it as early as
possible. For building up a stable and efficient labour force, it is essential to
bring about a marked improvement. In conditions of workers, life and work.
The Indian industrial worker has often been condemned, as lazy and
inefficient but as pointed out by the Bombay textile labor enquiry committee
“it is optimistic that in all pursuits a high standard of efficiency can be
expected only from persons who are physically fit and free from mental
worries that is only persons who are personally trained, properly, properly
fed and properly clothed.

Industrial health:

Industrial health is comparatively a new system of public health and

preventive medicine practiced amongst groups with the specific object of
improving the health of workers and preventing the occurrence of disease
as well as injury to them rather than curative or symptomatic medicine.
Industrial health comprises measures for:

(1) Protecting the workers against any health hazards arising out of their
work or the conditions under which it is carried on.

26
(2) Forecasting the adaptation of workers to the job and work
environment and thus contributing towards the workers physical as well as
mental adjustments.

(3) Promoting the establishment and maintenances of the highest

possible degree of physical and mental well being of the workers.

On the other hand, efficiency in work is possible only from healthy

employee and on the other hand industry exposes the worker to certain
hazards which he would not meet elsewhere and which may affect his
heath. It is with the intention of reducing such hazards and improving the
workers health that the discipline of industrial health came into being as a
branch of public health in its own right. Thus, both Labour Welfare and
health facilities are very important aspects of industrial functioning. Hence
this becomes a necessity to study the impact of Labour Welfare and health
facilities in SONALIKA Tractors Limited, Mohali.

27
WELFARE MEASURE & FACTORIES ACT, 1948

It is very pertinent to note that the workers spend one third of their
total working life in the factory. There must be working conditions
safeguarding their life and health. The government has made the
provisions of certain amenities compulsory under various laws. The main
agencies involved in the labour welfare in India are:
1- Central Government

2- State government

3- Employers

4- Worker’s organization

1. CENTRAL GOVERNMENT
The central government started taking interest in labour welfare only
after Second World War. The central government has passed a number of
Acts for the welfare of the workers after independence. The factories act
1948, Indian mines Act 1952, and plantation labour act 1951. Covers a
number of provisions relating to welfare of workers. Welfare funds have
been created for the workers engaged in Coal, Iron-ore, limestone and
others mines.

2. STATE GOVERNMENTS
28
The state Government in India has also been looking after the interest if
workers through the opening of various centers for health, family planning,
education training etc.

3. EMPLOYERS

The employers have been asked by the Government to accept full

responsibility for the workers. The social-minded employers have provided
houses to their employees in many industries. Certain mills run their own
schools and education is given free of cost to the children of workers. The
other facilities include qualified medical staff, crèches, co-operative
societies, indoor games, free films, death relief etc.

4. WORKERS ASSOCIATION

In certain industries, the association of workers is also doing the

welfare activities. The textile labour association of Ahmedabad has to its
credit 25 cultural and social centers spread over the whole working class
areas. A large number of voluntary social organizations have undertaken
welfare activities in respect of night schools libraries, recreation, health etc.

INDUSTRIAL HEALTH
29
 Industrial health is comparatively a new system of health and
preventive medicine practiced amongst industrial groups with the specific
object of improving the health of workers and preventing the occurrence of
disease as well as injury to them rather than curative or symptomatic
medicine. Industrial health comprises measures for-

1) Protecting the workers against any health hazards arising out of

their work or conditions under which it is carried on.
2) Festering the adoption of workers to the jobs and work
environment and thus contributing towards physical as well as
mental adjustments.
3) Promoting the establishment and maintenance of the highest
possible degree of physical and mental well being of the workers.

On the one hand, efficiency in work is possible only from healthy

employee and on the other hand, industry exposes the worker to
certain hazards which he would not meet elsewhere and which may
affect his health. It is with the intention of reducing such hazards and
improving the workers health that the discipline of industrial health
came into being as a branch of public health in its own right. Thus,
both labour welfare and health facilities are very important aspects of
industrial functioning. Hence, this becomes a necessity to study the
impact of Labour Welfare and Health Facilities in SONALIKA Tractors
Limited, Mohali.

30
 THE FACTORIES ACT, 1948

The Factories Act, 1948, came into force on 1st April 1949. The act of
1948 not only consolidates but also amends the law regulating labour in
factories. It extends to whole of India. Section 116 provides that unless
otherwise provided, this Act also apply to factories belonging to the central
or state government.

OBJECTIVE OF THE ACT

The objective of this Act is to secure the health, safety, welfare,

proper working hours, leave and other benefits for workers employed in
factories. In other words, the Act was enacted primarily with a view to
regulate the conditions of workers in manufacturing establishment coming
within the definition of the term ‘factory’ as used in the Act.

GENERAL SCHEME OF THE ACT

The Act is divided into 11 chapters and contains some schedule.

Chapter - I, deals with ‘preliminary information’ –the title, extend and the
date of commencement of the Act; references to time of day, power to
declare different departments to be separate factories, or two or more

31
factories to be a single factory, approval of licensing authority and
registration of factories and notice by occupier ( section 1 to 7 ).

Chapter- II deals with the ‘inspecting staff,’ viz. inspectors and their
powers, and certifying surgeons (section 8 to 10).

Chapter- III, deals with the health of the workers with reference to such
matters as cleanliness, disposal of wastes and effluents, ventilation, dust
and fumes, artificial humidification, over-crowding, lighting, drinking water,
latrines, and urinals and spittoons, (sections 11 to 20).

Chapter- IV, deals with the ‘safety of workers’ in a factory. It includes such
matters as fencing of machinery, works on or nears the machinery in
motion, employment of young persons on dangerous machines,
precautions against dangerous fumes, explosive or inflammable dust, gas,
etc. safety of buildings and machinery, maintenance of buildings and safety
offices etc. (section 21 to 41).

Chapter- V, relates to ‘welfare of workers’ and provides for washing

facilities, facilities for storing and drying clothing, facilities for sitting, first aid
appliances, canteens shelters, rest room, and lunch-rooms, crèches,
welfare officers, etc. (section 42 to 50).

Chapter -VI, deals with ‘working hours of adults’ and contains (section 51
to 66).

32
Chapter- VII, provides for various restrictions on employment of young
persons and deals with other matters like certificates of fitness, working
hour of children, register of child workers, power to require medical
examinations etc. (section 67 to 77)

Chapter- VIII, deals with ‘Annual leave and Wages’ and includes annual
leave with wages, wages during leave period, payment in advance in
certain cases, mode of recovery of unpaid wages, etc. (section 78 to 94).

Chapter -IX, deals with special provisions relating to power to apply the Act
to certain premises, power to exempt public instruction, dangerous
operations, notice of certain accidents, notice of certain diseases, power to
direct enquiry into cases of accidents or diseases, etc. (section 85 to 91)

Chapter -X, deals with penalties and procedures connected therewith

(section 92 to 106)

Chapter-XI, deals with ‘supplemental issues’ like appeals, display and

services of notices, returns, obligation of workers, publication of rules,
protection to persons acting under the Act, and restrictions on disclosure of
information (section 107 to 120)

33
 PROVISIONS REGARDING WELFARE OF
WORKERS

Sections 42 to 50 of the Act contain provisions regarding the welfare

of workers. These are;

Washing facilities:

In every factory employing two hundred and fifty workers, adequate

and suitable facilities for washing shall be provided and maintained for the
use of male and female workers. These facilities shall be conveniently
accessible and shall be kept clean. (Section 42)

Facilities for Storing and drying clothing:

In a factory employing two hundred and fifty or more workers, necessary

arrangements are required to be made for the storage of cloths not worn
during working hours and for the drying of wet clothing (Section 43)

Canteen:

These are to be provided in employing over two hundred and fifty workers.
The state government may make rules providing for: (a) the date, by which
the canteen shall be provided, (b) standards in respect of construction,
accommodation, furniture and other equipment for the canteen, (c)
Foodstuffs to be served and the charges which may be levied for them, (d)

34
the constitution of management committee for the canteen and
representation of the workers in the management of the canteen, (e) the
types of expenditure in the running of the canteen which is not to be taken
into account in fixing the cost of foodstuffs and witch shall be borne by the
employer (Section 46)

Facilities for sitting:

(a) In every factory suitable arrangements should be made for sitting

and maintained for all workers obliged to work in a standing position, in
order that they may take advantage of any opportunity for rest, which may
occur in the course of work.

(b) If in the position of chief inspector, workers in a particular room are able
to work efficiently in sitting position, he may give an order in writing
directing the occupier of the factory to provide sitting arrangement before a
specified date. (Sec 44)

Ambulance room:

Every factory employing one hundred or more workers should

maintain as ambulance room staffed by a doctor, a compounder and a
nurse and equipped with at least the minimum prescribed articles. Such
factories should also have an ambulance van available at call.(Sec 42)

35
Shelter, Rest Room and Lunchroom

(i) In every factory where more than one hundred and fifty workers
are ordinarily employed, adequate and suitable shelters of rest rooms and
suitable lunchroom, with provision for drinking water, where workers can
eat meals brought by them, shall be provided and maintained for the use of
the workers.

(ii) The shelter rest rooms, lunchrooms to be provided shall be

sufficiently lighted and ventilated and shall be maintained in a cool and
clean condition.

(iii) The state government may prescribe the standardized respect of

shelters, rest rooms etc. but it may exempt any factory or class or
description of factories from the requirements of this section.

First Aid Appliances:

At least one first aid box containing prescribed medical items should
be kept in all factories.

Crèches:
In every factory, where more than 30 women workers are ordinarily
employed, there shall be provided and maintained a suitable room or
rooms for the use of children. (sec 48)

36
Welfare officers:

(a) In every factory where five hundred or more workers are

ordinarily employed, the occupier shall employ in the factory such number
of welfare offices as may be prescribed.
(b) The state government may prescribe the duties, qualification,
condition, and services of the officers employed. (Sec 49)

PROVISIONS REGARDING HEALTH OF

WORKERS

All Rules and regulation regarding health measurers are contained in

section 11 to 20 of the factories Act 1948.

Cleanliness (sec 11)

Maintaining the work place is management’s taste. As per the

provisions included in the factories act, every factory shall be kept clean
and free from effluvia arising from any drain etc. the floors, stair-cases,
passages shall be swept and cleaned everyday so as to remove the
accumulated dirt and refuse.

37
Disposal of Wastes and effluents: (sec 12)

All waste and refuses must be transferred to one-earmarked areas.

Flowing water liquors must be transferred to one respective tank with the
help channels and passages. If the refuses are lesser in number, still the
consideration must be given for its cleanliness. This helps in keeping the
area neat and clean and prevents pollution of water and air.

Ventilation and Temperature: (sec 13)

Ventilation and temperature must be given proper attention so that

the workers feel comfortable during their working hours and do not feel
exhausted. During the summer season, fans and blowers must be fitted at
various points, which help them to give cool air and save them from heat.
While in winter, they must be provided with heaters at various points, which
keep the place quite comfortable.

Dust and fumes (sec 14)

The atmosphere in a factory must be kept free from dust and fumes
with the help of exhaust fans etc. the management keep on incorporating
further changes wherever necessary to provide better atmosphere for
working and maintaining good health of workers.

Artificial Humidification: (Sec 15)

38
Lays down that in respect of factories in which the humidity of the air is
artificially increased, the state govt. may make rules:-

(a) Prescribing onwards of humidification.

(b) Regulating the methods used for artificially increasing the

humidity of the Air.

(c) Directing prescribed test for determining the temperature of the

air to be correctively carried out and positively recorded.

(d) Prescribing methods to be adopted for securing adequate

ventilation and cooling of the air in the work room.

Overcrowding: (Sec 16):-

The place must be designed and made in such a way that around
every machine, there must be enough space for moving and working.
Attention should be given to see that the work area does not become over-
crowed and sufficient space should be available to one and all to move
around and work freely. Giving space helps them to maintain the place,
work efficiently, give better output and prevent losses due to mis
-happenings.

39
Lighting: (sec):-

Provides that in every part of the factory where workers are working
or passing, there shall be provided and maintained and suitable lighting
natural, artificial or both.

Drinking Water: (sec 18):-

Provisions for supplying drinking water nearest to the place of work

shall be provided in each department. Pure drinking water must be
available through day and night. During summer season water coolers
must be used or alternative arrangement for making ice cold water should
be available to the workers.

Latrines and Urinals: (sec 19):-

In each shop, sufficient number of toilets should be provided to

answer natural calls. As the factory works round the clock, it becomes
absolutely essential to provide to such arrangements. These places have
been kept neat and clean with the aid of sweepers etc. detergent and other
working agents must utilized for this purpose. This keeps the workers easy
and comfortable ring working hours. This also gives them a sense of feeling
at home.

Spittoons: (sec 20):-

40
 The management must provide large number of bins and put them at
specific points in each shop. The workers use these bins throwing the spit
and other things like used an, waste materials etc. This helps in keeping
the place neat and clean and given better working atmosphere. It also
helps in preventing contagious diseases from spreading. These intervals
and proper cleanliness ensured in maintaining the work area healthy and
clean.

RECOMMENDATION OF THE NATIONAL

COMMISSION ON LABOUR:-

Industrial health comprises for:

(a) Protecting the workers against any health hazards, which may arise
out of their work or the condition in which it is carried on.
(b) Contributing towards the workers physical ad mental adjustment in
particular by the adoption of workers to the job for which they are
suited.
(c) Contributing to the establishment and maintenance of the highest
possible degree of physical and mental well being of the workers.

41
 OBJECTIVES

(1) To analyze the various labour welfare schemes and health facilities
which an organization can provide.

(2) Assessment of the various labour Welfare Scheme and health

facilities provided by SONALIKA Tractors Limited, Mohali.

(3) to study the level of satisfaction/dissatisfaction of the employees of

SONALIKA Tractors Limited, regarding the Labour Welfare schemes
and health facilities being provided them by the company.

(4) To critically examine any changes/ improvement in the existing

welfare schemes & health facilities provided b the organization.

(5) To suggest measures to improve the welfare and health facilities

presently being provided by the organization.

42
 METHODOLOGY

The study is based on primary data as well as secondary data,

convenient sampling method used for primary data.

PRIMARY DATA:-
Gathering of information through direct interviews with various
employees. As the study relates to SONALIKA Tractors Limited, Mohali, so
a list of names, designations and departments of workers was obtained
from the personnel department of the company.

In all 80 respondent (workers) were subjected to interview and

questionnaire. Care was taken that all categories of workers could be
included in the survey. These categories of workers being sex, heritage of
state like Uttar Pradesh, Bihar, SONALIKA etc. and the type of workers that
is skilled, semi-skilled or unskilled.

The period of study was 16 April to 15 August 2000. Although,

generally the source of information were the workers but views of
officers/officials wherever possible or needed were also obtained.

A structured questionnaire (Appendix 1) was used while interviewing

the workers. The responses were noted personally. The workers were
given liberty of time to answer the question and the purpose was also made
known to them. The questionnaire was given to various age groups ranging
from 20 to 30 years, 35 to 45 years, 55 to 60 years.
43
 Data was compiled and conclusions were drawn to get a true picture
of health and welfare measures as required by law and as adopted by
SONALIKA Tractors Limited, Mohali.

SECONDARY DATA:-

Collection of data from:-

(i) Annual Reports of the company.
(ii) General Publications.
(iii) Letters and Circulars.
(iv) Journals and Publications of the company.
(v) Various Trade Journals.

DATA SOURCE

Primary Data: - Collected from SONALIKA Tractors Limited personnel

departments and various employees deployed in different levels of the
organization.

Secondary Data: - A review of literature and past studies such as from

report, Circulars, Journals and general publication of the company work
under taken.

44
Data collection method
(i) Information gathered through questionnaire.
(ii) Gathering information through direct interview with various
employees.

Sampling Size: In all 80 respondents/ workers were subjected to interview

and questionnaire.

Sampling Method: Convenient sampling method care will be taken that

adequate representations to all levels of personnel are included in the
sample.

45
 WELFARE MEASURES IN SONALIKA
TRACTORS LIMITED

SONALIKA Tractors Limited as a foresighted organization has

evolved certain welfare schemes with a view to create sense of security
among the employees. These are given below:-

1. Leave:
The following types leave are available to the regular employees of
SONALIKA Tractors Limited.
A) Casual Leave.
B) Earned Leave.
C) Sick Leave.
D) Maternity Leave.
E) Special Leave.

The leave rules are applicable to all employees of the company. For
the purposes of these rules, the employee does not include an “Apprentice”
under the Apprentice Act, 1961 or a Trainee/ Apprentice under the
Company’s Training scheme or those persons who are on deputation with
the company.

A) Casual Leave:-

10 days casual leave are granted to the regular employees of

SONALIKA Tractors Limited in a calendar year. Casual leave can be taken

46
for half a day. Casual leave is available on proportionate basis, if an
employee joins between the years. Casual leave cannot be combined or
carried forward with any other type of leave. Normally casual leave can be
taken for days at a time during the first year of service.

B) Earned Leave:-
Earned leave at a rate of 28 days in a year are granted for
SONALIKA Tractors Limited employees. For new entrants the leave will be
calculated on proportionate basis. An employee becomes eligible for the
earned leave after service of one year. For counting of earned leave
prefixing, suffixing and intervening holidays are not included.
C) Sick Leave:-
Each employee is entitled for 10 days of sick leave in a year. For this
purpose, the year will be counted from date of joining. Sick leave can be
granted only when the period of sickness in three days or more at a time.
There is no unit for accumulation of sick leave but the total duration of
earned leave and dick leave taken in conjunction shall not exceed 240
days. There is no provision for half pay sick leave for the employees of
SONALIKA Tractors Limited. An employee who proceeds on sick leave will
not be allowed to resume his duty without production of a fitness certificate
from an authorized medical practitioner.

D) Maternity Leave:-
Maternity leave is granted to female employees as per the provision
of maternity benefit act 1961. The quantity of maternity leave is 90 days.
Maternity leave can be granted for a period not exceeding 45 days

47
inclusive of holidays in case of miscarriage or medical termination of
pregnancy.

E) Special Casual Leave:-

Until now, there has been no provision for the special leave of the
employees of SONALIKA Tractors Limited.

2. PUBLIC HOLIDAYS:-

12 PUBLIC HOLIDAYS in a calendar year shall be observed, when

both factory and office will remain closed. These holidays shall be
admissible to all employees, apprentices and trainees. However, persons
engaged in essential services may be given comprehensive holidays within
30 days.

3. TRAINEES AND APPRENTICES.

Trainees employed under the company’s own training scheme &

apprentices engaged under the apprentices Act, 1961 will be entitled to 15
days of leave per year of training. They will not be entitled to any other kind
of leave i.e. casual, earned or sick. This leave will be non-cumulative.
During the first six months of training, allow a trainee willl to avail only 7
days of leave at any time. However after the expiry of six months, a trainee
may be allowed to take all the15 days or the balance there of at any time.
In cases of sickness, supported by Medical Certificate from the authorized
Medical officer, this leave can be taken any time during the year.

48
4. APPLICATION FOR LEAVE OF ABSENCE

Department heads will be the authority for grant of leave to

employees and trainees/ apprentices working under them. However, where
one person is head of more than one department, he may delegate, the
authority to a junior officer with the prior sanction of the Managing Director.
The M. D. or any other officer so authorized by him will sanction leave
of absence of Heads of Departments.

5. LEAVE BOOK:-

All employees will be issued with leave book as required under Rule 95 of
the Factory Rules and the will deposit the same with the personnel
department for making necessary entries in the first week of January and
July, every year and also whenever leave is availed off
.
5. AMMENDMENT OF RULES:-

Subject to the provisions of labour laws, the company reserves the

right to modify, cancel or amend all or any of these rules and issue
supplementary rules of amendments there to without previous notice. The
company also reserves the rights to give effect to the modifications,
cancellations or amendments of the rules and / or of the supplementary
rules from the date of issue or from any other date.

49
INTERPRETATION OF RULES:-

The company reserves the power to interpret these Rules and / or the
supplementary rules. The decision of the company shall be final.

TABLE NO-1

SATISFACTION LEVEL WITH RESPECT TO LEAVE

SATISFACTION LEVEL PERCENTAGE OF WORKERS

Excellent 26%
Satisfactory 38%
Un Satisfactory 28%
Indifferent 8%

50
2. OFFICE-CUM- RESIDENCE ACCOMODATION:-

Each field representation is given a flat rate amount according to their

places of posting for purpose of office- cum- residence accommodation.
Far a management staff deduction of 25% of the basic will be made
on account of the facility. An employee who claims this facility can also set
aside one room of his residence for office use. Then, he will continue to
draw his house rent allowance and no deduction of 25% of basic pay will
be made.

TABLE NO-2

SATISFACTION LEVEL WITH OFFICE/ RESIDENCE ACCOMODATION

SATISFACTIION LEVEL PERCENTAGE OF WORKERS

EXCELENT 24%
SATISFACTORY 52%
UNSATISFATORY 20%
INDIFFERENT 4%

3. MEDICAL BENEFITS:-
The employees are given reimbursement of the expenditure of
medical treatment for themselves and for the dependent family members.
For this purpose employee’s wife, children and their parents are treated as
51
dependents. The parents are dependents provided their income does not
exceed Rs. 19000/- and also provided that they are staying with the
employee and having age more than 55 years.
Employees are reimbursed the cost of consultation and medical
charges up to 5% of the payable every quarter.
Employees are also provided with the charges of medical tests and
hospitalization payable on actual amount paid for self and dependent
family. Similarly, the expenditure on X-ray, surgery is also reimbursed.

TABLE NO- 3

SATISFACTION LEVEL WITH RESPECT TO FIRST AID FACILITY

SATIISFACTION LEVEL PERCENTAGE OF WORKERS

Excellent 32%
Satisfactory 28%
Unsatisfactory 25%
Indifferent 5%

4. LEAVE TRAVEL CONCESSION

Leave travel concession (LTC) is made applicable to all the regular

employees after collection of two years of service management cadre get
this benefit in the reimbursement of employees for travel to any place in
India on AC second class railway fare subject to maximum of one month
pay. Employee can travel with his or her dependent family members.
52
Amount of reimbursement is given to employees on the basis of certificate
from his/ her family for the distance travel during the years.

For the purpose of LTC, the maximum leave to be taken by employee

is 5 days.

5. CANTEEN SUBSIDY:-

With a view to assist the employee in their day to day expenditure,

tea and snacks, a scheme for payment of canteen subsidy to all employees
irrespective of their grades, has been implemented in SONALIKA Tractors
limited.

TABLE NO-4
SATISFACTION LEVEL WITH RESPECT TO CANTEEN FACILITY

SATISFACTIION LEVEL PERCENTAGE OF WORKERS

EXCELLENT 18%
SATISFACTORY 9%
UNSATIFACTORY 21%
INDIFFERENT 2%

53
6. UNIFORM/WASHING ALLOWANCE:-

Employees are entitled for uniform allowance working in the

workshop of SONALIKA Tractors Limited once in a year washing allowance
is also provided to the employees of SONALIKA Tractors Limited.

TABLE NO-5
SATISFACTION LEVEL WITH RESPECT TO WASHING FACILITY

SATISFACTION LEVEL PERCENTAGE OF WORKERS

EXCELLENT 22%
SATISFATORY 71%
UNSATISFACTORY 7%
INDIFFERENT -

7. TRANSPORT/EDUCATION SUBSIDY FOR SCHOOL/COLLEGE

GOING CHILDREN-

There is neither any provision for subsidized transport nor any

subsidy dor education for the school/college going children to the
employees of the SONALIKA Tractors Limited.

54
 TABLE NO-6
SATISFACTION LEVEL WITHRESPECT TO TRANSPORT/EDUCATION
FACILITY

SATISFACTION LEVEL PERCENTAGE OF WORKERS

EXCELLENT -
SATISFACTORY -
UNSATISFACTORY 78%
INDIFFERENT 22%

8. CONVEYANCE ADVANCE;-

Conveyance advance is granted to their employees who have been

appointed on permanent basis in the service of SONALIKA Tractors
Limited and have satisfactorily completed their probation period.
Conveyance allowance is the reimbursement of conveyance used for
company’s official work.
TABLE NO-7

SATISFACTION LEVEL WITH RESPECT TO CONVEYANCE FACILITY

SATISFACTION LEVEL PERCENTAGE OF WORKERS

EXCELLENT 58%
SATISFACTIORY 32%
UNSATISFACTORY 10%
INDIFFERENT -

9. SALARY ADVANCE:-
55
 There is no provision for salary in advance (interest free) is yet made
for employees of SONALIKA Tractors Limited.

10. HOUSE BUILDING LOAN:-

No facility for house building loan has made in SONALIKA Tractors

Limited till now.

11. FAMILY PLANNING:-

No family planning incentives are paid to the employees of
SONALIKA Tractors Limited. Similarly, no facilities are made for a
employee going under sterilization operation on SONALIKA Tractors
Limited.

As a welfare measure, SONALIKA Tractors limited has taken the

following insurance scheme to cover various types of risks to bring a felling
of security among the employees,

56
 1. Group personnel accident insurance scheme
2. Group life insurance scheme etc.

1. GROUP PERSONNEL ACCIDENT INSURANCE SCHEME;

Under the said scheme the capital sum insured has been kept at 45
times of the basic pay of each grade. The risk is covered during the 24
hours and not nearly during duty hours. The coverage extend to all types of
accidents with certain specified exceptions such as suicide, etc. the scale
of benefits admissible under the policy for various

i) Death by accident only

ii) Loss of two limbs or two eyes or one limb and one eye
iii) Loss of one eye or one limb
iv) Permanent total disablement other than above
v) Temporary total disablement
vi) Temporary partial disablement
Employee state insurance scheme has covered its all above said
cases and ESI does all the roles concerned with the employees of
SONALIKA Tractors Limited.
vii) MEDICAL EXPENCES: The workers who crosses the ESI limit
falls in the company’s medical scheme, which is 5% of the basic
pay plus D.A. of the employees concerned.

2. GROUP LIFE-INSURANCE SCHEME:-

Group life insurance scheme provide a cover for natural
death/accident death. The seats of benefits under the group life. Insurance

57
scheme are provided to workers of SONALIKA Tractors Limited after
confirmation of their services.
3. PROVIDENT FUND:
SONALIKA Tractors Limited has its own trust. The rate of contribution
from employees is 10% of basic pay + D.A. and management makes the
matching contribution. Liberal rule for refundable and non refundable loans
from the fund have also been framed.
4. FAMILY PENSION SCHEME:
Family pension scheme is not yet framed in SONALIKA tractors
Limited.

5. GRATUITY:

Gratuity is payable as per payment of gratuity act. The minimum

period of service required for making one entitled for gratuity in service of 5
years without break. The company is paying due attention to welfare
activities. As required by Act there is one Labour Welfare Officer. He is
looking after all the Welfare activities. For the conveyance of workers, a co-
operative store has opened on 1 May, 1979 in which all the necessary
goods are available for the workers on credit. Adequate centre/facilities are
available for the workers and staff. Tea is served to the workers in the
shops during the shift hours. Besides this, there is “Thrift and credit
Society” which provides the loan facilities to the member worker. Money
value up to Rs. 100/- can be given to the needed worker immediately on
demand, if one confirmed employee gives surety. Wheat loan up to Rs.
350/- which is interest free is given to the confirmed employee. This is

58
recovered in ten equal installments. In addition, this is given on the surety
of one confirmed employee. Proper provision has been made for co-
curricular activities and sports. The workers are also given allowance in lieu
of house rent because house accommodation is not available to them.

HEALTH FACILITIES IN SONALIKA TRACTORS

LTD. STATUTORY MEASURES

1. CLEANLINESS:-

59
 Cleanliness is the basic and first step for better health maintenance.
The entire premises of SONALIKA Tractors Limited are kept neat and
clean. Provision of adequate number of sweepers is made who clean the
premises daily. The satisfaction level of the workers regarding cleanliness
is also very high as seen from the table below:

TABLE-8

SATISFACTION LEVEL WITH RESPECT TO CLEANLINESS

SATISFACTIION LEVEL PERCENTAGE OF WORKERS

EXLLENT 53%
SATISFACTORY 21%
UNSATISFACTORY 08%
INDIFFERENT 18%

2. DISPOSAL OF WASTAGE AND EFFLUENTS

Sufficient arrangements for the disposal of wastes and effluents are

made. Wastage is removed daily to render it innocuous. This can be seen
from the satisfaction of the workers.
TABLE NO-9

SATISFACTION LEVEL WITH RESPECT TO DISPOSAL OF WASTES

AND EFFLUENTS
60
 SATISFACTION LEVEL PERCENTAGE OF WORKERS
EXCELLENT 24%
SARISFACTORY 47%
UNSATISFACTORY 18%
INDIFFERENT 11%

3. VENTILATION AND TEMEPERATURE

The organization has made effective and adequate measures to

ensure proper ventilation and temperature so that the employees can work
in a congenial environment. There is proper provision of sunlight through
large windows. Room coolers/desert coolers are provided in the summers
and heaters are provided in the winters so that the employees feel
comfortable at work. The satisfaction of the employees can be judged from
the following table.

TABLE NO-10

SATISFACTIOMN LEVEL WITH RESPECT TO VENTILATION

AND TEMPERATURE

61
 SATISFACTIOMN LEVEL PERCENTAGE OF WORKERS
EXCELLENT 12%
SATISFACTORY 59%
UNSATISFACTORY 20%
INDIFFERENT 09%

4. DUST AND FUMES

The company has made provision for exhaust fan and vacuum
cleaners in a sufficient number. The employees seem to be satisfied with
this sort of arrangement.

TABLE NO-11

SATISFACTION LEVEL WITH RECT TO DUST AND FUMES

SATISFACTION LEVEL PERCENTAGE OF WORKERS

EXCELLENT 29%
SATISFACTORY 63%
UNSATIFACTORY 08%
INDIFFERENT -

5. OVER CROWDING

62
 There is no over crowding in the work place as sufficient space is left
between two machines. The work moves about without any hindrance thus
creating a healthy atmosphere.

TABLE NO-12

SATISFACTIION LEVEL WITH RESPECT TO OVER CROWDING

SATISFACTION LEVEL PERCENTAGE OF WORKERS

EXCELLENT 45%
SATISFACTORY 35%
UNSATISFACTORY 20%
INDIFFERENT -

6. SPITTOONS

Sufficient numbers of spittoons have been provided at convenient

places near the work places. They are kept clean and maintained properly
at a regular basis. Moreover, they have been placed at such places which
are sound from hygienic point of view. There is a lot of satisfaction among
the employees regarding the provision of these spittoons.

TABLE NO-13

SATISFACTIO LEVEL WITH RESPECT TO SPITTOONS

63
 SATISFACTION LEVEL PERCENTAGE OF WORKERS
EXCELLENT 41%
SATISFACTORY 32%
UNSATIFACTORY 27%
INDIFFERENT -

7. LIGHTING
The company has made effective and efficient arrangements both
natural as well as artificial for lighting up at the work place. The natural
arrangement of lighting is through the sunlight coming in through various
windows and the artificial lighting is provided through tubes placed at
adequate intervals from each other in the work place. The satisfaction level
regarding lighting is very high in the company.

TABLE NO-14

SATISFACTION LEVEL WITH RESPECT TO LIGHTING

SATISFACTION LEVEL PERCENTAGRE OF WORKERS

EXCELLENT 61%
SATISFACTORY 24%
UNSATISFACTORY 10%
INDIFFERENT 05%

8. DRINKING WATER

64
 A provision has been made for effective and sufficient supply of cool
water to the employees. Water coolers have been provided at suitable
points in adequate numbers near the work place.

TABLE NO-15
SASFACTION LEVEL WITH RESPECT TO DRINKING WATER
SATISFACTION LEVEL PERCENTAGE OF WORKERS
EXCELLENT 33%
SATISFACTORY 51%
UNSATISFACTORY 12%
INDIFFERENT 04%
9. LATRINES AND URINALS

The company has made adequate arrangements for the latrines and
urinals for the employees. They are conveniently situated and accessible
near the work place. Provision has been made to get this cleaned
after fixed intervals of time. Separate latrines and urinals have been
provided for both male as well as female employees. The satisfaction level
is very high on this count also

TABLE NO-16

SATISFACTION LEVEL WITH RESPECT TO LATRINES AND URINALS

65
 SATISFACTIION LEVEL PERCENTAGE OF WORKERS
EXCELLENT 48%
SATISFACTORY 33%
UNSATISFACTORY 17%
INDIFFERENT 02%

NON-STATUTORY MEASURES

Some of the important no statutory measures provided to the

employees are as follows:-

1. A first aid kit is kept in the workroom itself to give immediate

attention to injury. serious patient is immediately sent to
hospital in company ambulance
2. An annual medical checkup of the staff is held regularly.
3. A provision is made for different maternity benefits to women

CONCLUSION

66
 SONALIKA Tractors Limited is one of the most modernized
companies. This has very sophisticated and costly machine for its
operation. The instrument fitted in these machines is of latest technology
and it requires very careful handling.

The company is giving due importance to the human relations. The

company has understood a confident mind of the worker can give
maximum production. This is one of the reasons why the company has
adopted many statutory and non-statutory health and welfare measures
along with SOCIAL security measures and voluntary welfare measures.
Workers are more privileged and their morale is high and this is the reason
the company is prospering.

SUGGESTIONS & RECOMMENDATION

67
WELFARE FACILITIES

1. The company should provide 100% housing facility to the

employees as it is becoming a major problem due to rapid increase
in the population.
2. Functions and get together should be held more frequently to boost
up the morale of the employees. The participation of the employees’
families should also be encouraged.
3. The company should operate consumer co-operative
society/stores/fair price shop for economic and social enlistment for
their employees.
4. Vocational courses should also be started for the dependents and
widows of workers.
5. Family pension schemes should be introduced for the upliftment of
workers.
6. Welfare committee should be introduced for the upliftment of
workers.
7. Transport/education subsidy for school, college-going children
should be given.

HEALTH FACILITIES

68
1. Health clubs should be introduced in the premises for maintaining
better health of workers.
2. Dispensaries having both allopathic and homeopathic facilities
3. Awareness of family planning programmes should be brought
about.
4. Introduction of a psychiatrist to reduce psychological hazards like
tensions, stress etc.

LIST OF TABLES

69
1. Satisfaction level with respect to leave.
2. Satisfaction level with respect to accommodation.
3. Satisfaction level with respect to first aid facilities.
4. Satisfaction level with respect to canteen facility
5. Satisfaction level with respect to washing facilities.
6. Satisfaction level with respect to transport facility.
7. Satisfaction level with respect to conveyance allowance.
8. Satisfaction level with respect to cleanliness.
9. Satisfaction level with respect to disposal of waste.
10. Satisfaction level with respect to ventilation and temperature.
11. Satisfaction level with respect to dust and fumes.
12. Satisfaction level with respect to overcrowding.
13. Satisfaction level with respect to spittoons.
14. Satisfaction level with respect to lighting.
15. Satisfaction level with respect to drinking water.
16. Satisfaction level with respect to latrines and urinals.

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 BIBLOGRAPHY

AUTHOR NAME OF BOOK

1. B. P. Taygi Labour Economic and Social Welfare

2. Charterjee Management of Personal in Indian Enterprises

3. T. N. Bhagoliwal Economic of labour and Industrial relation

4. C. B. Mamoria Dynamics of Industrial Relation in India

5. R. C. Sexena Labour problem in India

6. Arun Monappa Personal Management

7. K. K. Ahuja Personal Management

8. S. N. Mehtotra Labour Problem in India

9. Act Factories Act, 1948

PERSONAL CONTACTS

1. Workers of SONALIKA Tractors Limited, Mohali.

2. Personal Department of SONALIKA Tractors Limited, Mohali.

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 APPENDIX

QUESTIONNAIRE

1. BACKGROUND

a) Age.
b) Sex.
c) Marital status
d) Native place : Rural/Urban
e) Designation
f) Department
g) Experience
h) Qualification

2. TRANSPORT
a) Mode of transport used for to and from journey
1) Cycle/Motor cycle
2) Company Bus
3) Local Bus
b) Is conveyance allowance applicable to you? Yes/No
3. WAGE AND SALARY ADMINISTRATION

a) Do you have any problem in respect of salary administration?

b) What is the frequency of getting:

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 H. Yearly Yearly Others
i) Bonus ---------- ------- --------
ii) Incentives ---------- ------- --------
iii) Promotion ---------- ------- --------

4. LEAVE RULES

a) Do you know the leave rules of the company?

b) Types of leave you are entitled to are:-

No of days/year
i) Casual leave
ii) Medical leave
iii) Earned leave
iv) National &Festival holiday
v) Maternity leave
vi) Are you entitled to LTC?
Yes/No

5. MEDICAL PROVISION

a) Access to first aid room/equipment in the company?

Yes/No
b) Do you have any regular doctors on duty?
Yes/No
c) Is medical reimbursement applicable to you and your family?
Yes/No
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6. EMPLOYEE STATE INSRANCE

a) Is ESI applicable to provident fund/pension benefits?

Yes/No
b) Are you satisfied with the facilities provided?
Yes/No

7. PROVIDENT FUND/PENSION

a) Are you entitled to provident fund/pension benefits?

Yes/No
b) Is gratuity is payable to you/
Yes/No

8. CANTEEN FACILITIES

a) Is canteen facility provided to you? Yes/No

b) Quality of food is
I) Good.
ii) Excellent.
iii) Needs improvement

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 9. WASHING/SANITARY FACILITIES/CLEANLINESS

a) Is your company kept clean and free from effluents? Yes/No

b) Are you satisfied with the no of bathrooms provided in
your department Yes/No
c) Are they properly ventilated and clean? Yes/No
d) Is drinking water provided near the work place? Yes/No
e) Are you entitled to any washing allowance? Yes/No
f) Is whitewashing/painting done regularly in the premises?
Yes/No
g) Is proper lighting provided at the work place? Yes/No

10. LADIES AMENITIES

a) Does the company have crèches/day care centre?

Yes/No
b) Are you given fire safety training? Yes/No
c) Are family planning allowance paid to you?
Yes/No

11. MARRIAGE/FESTIVAL GIFTS

a) Do you get incentives/presents for festivals or

marriage? Yes/No
b) what is nature of gifts? Yes/No

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 12. RECREATIIONAL FACILITIES

a) Are annual day celebrations held? Yes/No

b) Is a sports meet held regularly? Yes/No
c) Level of participation:
1) Employees only.
ii) Employees and family.

13. FIRE SAFETY PROVISIONS

a) Is fire officer appointed by the company?

Yes/No
b) Are you given fire safety training?
Yes/No
c) Do you have proper safety equipment/gadgets?
Yes/No
d) Do you get ambulance services in the company?
Yes/No

14. LOAN SCHEMES

a) Are you aware of your loan entitlement? Yes/No

b) Types of loans you get?
1) Vehicle loan.
ii) Housing loan.

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 iii) Others
c) are you satisfied with these provisions? Yes/No

15. CO-OPERATIVE STORES/FAIR PRICE SHOPS

a) Does the company have co-operative/fair price shop?

Yes/No
b) Are you satisfied with facilities offered? Yes/No

16. LATRINES AND URINALS

a) Are sufficient number of separate latrines and

urinals provided for male and female workers? Yes/No
b) Are they easily accessible to the workers? Yes/No
c) Are they properly lighted and ventilated? Yes/No
d) How many times are they cleaned daily? Once/twice

17. SPITTOONS

a) How many spittoons are provided near your

work place?
One/two/more
b) Are they clean/hygienic?
Yes/No

18. REST ROOMS/SITTING ROOMS

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 a) How many rest rooms/sitting rooms are
provided? Yes/No
b) Are you satisfied with the arrangement? Yes/No
19. WELFARE OFFICER

a) Is a welfare officer is appointed? Yes/No

20. STORING AND DRYING CLOTHES

a) Is a suitable place provided to keep extra/wet

clothes during working hours?
Yes/No
b) are you satisfied with this facilities?
Yes/No

21. OFFICE-CUM-RESIDENCE ACCOMODATION

a) Is free residence provided to you by the

company? Yes/No
b) Are any concessions applicable on this? Yes/No

22. REMEDIES

a) What are the remedies you can suggest?

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