Employee welfare project report pdf

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MBA Project Employee welfare measures HRM MBA Project report Project report on Employee Download as DOC, PDF, TXT or read online from Scribd. Labour Welfare Project - Free download as Word Doc .doc /.docx), PDF File Download as DOCX, PDF, TXT or read online from Scribd A Project report. Project Report in Employee Welfare (WCL) - Free download as Word Doc .doc), PDF File .pdf), Text File .txt) or read online for free.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. CONTENTS Chapter-1 Executive summary 1 • Industry Profile 2 • Company Profile 3. Project on EMPLOYEES WELFARE MEASURES - Free download as Word Doc . doc /.docx), Download as DOCX, PDF, TXT or read online from Scribd The conclusion and suggestions are also given in this report for the improvement of. Employee Welfare Final Project Report r - Free download as Word Doc .doc /. docx), PDF File .pdf), Text File .txt) or read online for free.

What is your opinion about shift allowances provided by company? Hence most of the organizations built quarters nearer to factory and provided cheap and decent housing facilities to their employees, while a few organization provide or arrange for housing loans to employees and encourage them to construct houses. Control pollution by monitoring and continually improving its processes and activities. While going through secondary sources of data collection I have gone through www. Welfare work is a means of securing, preserving and increasing the efficiency of labour. As it was felt the coaches turned out of ICF could be furnished most economically instead being sent to various railways to be furnished in their workshop. Believe and trust our employees.

ISO Halal Certification. Fruits are carefully graded, sorted and are directly sourced from the farmers to a large percentage. We ensure direct interaction with the farmers and share knowledge on pre and post harvesting practices, resulting in better quality, better yield and highest satisfaction.

Experience true magic rush in your mouth with the inimitable blend of Galla thick mango with apple or orange.

Add to this the multiple benefits of the exotic fruits. Galla Thick Mango the thickest, juiciest mangoes, bottled just for you! Made from the fattest and juiciest mangoes; Galla Thick Mango is a delicious treat for your. Pure, true and unmatched Galla thick mango cocktail is sumptuous blend of exotic fruits with the quintessential king of fruits. Galla Foods has entered the popular fruit drinks segment with the launch of Galla Fruit Drinks in two flavors Classical Mango and an exotic blend of Apple-Litchi Fresh fruits including Mangoes, Bananas are processed along with tropical vegetables like Okra, Egg plant, Lemon, Bitter gourd etc.

The fresh mangoes are handpicked, processed in the pack house as per international standards for Domestic and Global markets. The pack house handles variety of bananas which undergo Controlled Artificial Ripening resulting in uniform ripening with fine texture. The facility also can process fresh fruits like Papaya, Pineapple, Guava, Pomegranates etc based on the need and availability.

Galla Foods also enriches the farming community by sharing with farmers Pre and Post Harvesting techniques. It is a natures gift. Without water there is no life on the earth. It is as important to the fruit processing industry as to the living being. Keeping the importance of water in mind, we take care at every stage of use of water to the best effect in our factory.

Our main source of water is bore wells. The water is potable. Water from all bore wells is collected in a sump. From there it is pumped to over head tank to supply to various locations of use. To manage appropriately and conserve the water, we are taking following steps at various locations of its use:. Fruit washing: This water is chl0rinated to control the contamination by continuous dosing of chlorine in the washing tub.

Steam generation Water for boiler feeding is treated in water softener to reduce the hardness. The steam condensate of evaporator is recycled to boiler to save water and energy as condensate will have high temperature.

Steam condensate from other heating equipments and Vapour condensate from pulp concentration is collected in a tank to use in crate and floor cleaning. Floor and equipments are cleaned by compressed water jet to conserve the water. Treated effluent is used for civil construction and gardening.

Flow meters are installed at location of major use to have control over water utilization. UV sterilizer is installed on main line of water, which feed to processing to sanitize the water. The water to be used for blending in product is treated in r o plant. Drinking water is passed through zero-b filter.

Effluent from all locations of water use is collected through inter connected drains in ET plant. It is aerated here and transferred to settlement tank for sedimentation of solid particles. The treated effluent is sent to oxidation pond. From pond, water is used for gardening and civil construction. The sludge is transferred to drying bed.

The dried sludge is used as manure in our garden. The main feature of our company is that no effluent treated or untreated is released in public drains and therefore, does not pose any danger to surrounding environment and public. Spoiled fruits and vegetables. The seeds and peels of good fruits are passed second time through a pulper to remove the remaining pulpy portion. The pulp extracted so and Pomace are mixed and given an enzymatic treatment and centrifuge to remove the extraneous materials so that pulp can be used for making concentrate.

This helps in improving the recovery out of fruits. Then, seeds and peels are dried in sun to be used as cattle feeds and fuel in small-scale industries.

Spoiled fruits and damaged portion of peels are used for manuring by vermiculture and composting in pits. The manure is used for gardening and helps to maintain good environment in and around our working area. To maintain good environment, we are planting lot of trees in our premises, which are nourished by in-house made manure and treated effluent.

Amara Raja Power Systems Limited: Mangal Precision Products Limited: Situated at Petamitta in Chittoor district in AP Fabrication of advanced sheet metal products and fasteners, plastic component and compounds Technological support - Nedschroef, Belgium.

It is essential to know about the welfare conditions of employees. It is necessary to know the satisfaction level of works in the organization and also their Perception regarding their future and other benefits given by the organization 3. The result of this study will be move helpful to the organization to recognize existing Conditions and welfare facilities in the organization.

The study of Employee welfare covers weather the company providing welfare schemes to the workers, the hygienic is maintained by the company and weather the company maintaining the safety precautions or not. It help to understand the workers atmosphere at the work place and helps the company to check if the existing schemes are providing good facilities to workers or not.

Pdf report employee project welfare

Employee welfare is by its very nature must necessarily be elastic, bearing a somewhat interpretation in their company according to the different social customers, the degree of industrialization and the education development of the workers. The management has to be elastic prerequisites of the life, and the minimum basic amenities. It may include not only minimum basic standard of hygienic and safety but also laid down in general labour legislation. To know about the awareness of statutory welfare measures in company.

To know about the workers expectations on welfare measures. To know about the satisfaction level of workers on welfare measures. 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 the British colonies started importing Indian labor. Labor welfare activity was largely controlled by legislation, the earliest act being the apprentices Act of , the next act was fatal accidents act of , provide compensation to the workmen families who lost their lives as a result of any actionable wrong. And the merchant shipping act 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, and the employers and workmens disputes act The first Indian factories act was set up in , 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 , 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 , which was a being advance over the act of Its main provisions were: It could he extended to factories employing 20 persons.

They were allowed to work only in the day time and for not more the 7 hours a day. In the year of the Royal Commission gave priority to the labors safety, health and ventilation. At the time of Second World War in the total number of workers in India in 1,75, members. The government actively promoted welfare activities like providing the minimum wages, crches, ambulance rooms, canteens etc. After independence the factories act 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 workmen, viii crches where more than 50 more women are employed, ix welfare officer where more than 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. 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.

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. 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.

Dispute resolutionattaining tacit or contractual agreementshas become. 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 40hour 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. 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.

Canteen, 2. Rest rooms, 3. Crches, 4. Uniform etc. Housing, 2. Education, 3. Child welfare, 4. Leave travel facilities, 5. Interest free loans, 6.

Workers cooperative stores, 7. Vocational guidance etc. 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 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.

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; 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:. Personal Health Care Regular medical check-ups: Some of the companies provide the facility for extensive health check-up 2. 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. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.

Maternity and Adoption Leave Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies. 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 programmes of the State. Some of the important Statutory Welfare measures given by the government are as follows: 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. Cleanliness Section Disposal of wastes and effluents Section Providing proper ventilation and maintaining proper temperature Section Removal of Dust and fume Section Providing artificial humidification Section No Overcrowding Section Proper Lighting Section Providing pure Drinking water Section Providing Latrines and urinals Section Providing Spittoon 1.

Drinking Water: At all the working places safe hygienic drinking water should be provided. Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided. 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.

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. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.

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.

Project pdf welfare employee report

Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts. 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. 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. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc.

Fire Extinguishers: Company should provide sufficient number of extinguishers to. Section Proper Fencing of machinery Precautions - Work on or near machinery in motion No Employment of young persons on dangerous machines Providing Striking gear and devices for cutting off power Precautions near Self-acting machines Casing of new machinery Prohibition of employment of women and children near cotton openers Providing Hoists and lifts.

Section 40B:. Provision for Lifting machines, chains, ropes and lifting tackles Protection near revolving machinery Protection near Pressure plant Provision for Floors, stairs and means of access Providing and precautions near Pits, sumps openings in floors, etc. No Excessive weights Protection of eyes Precautions against dangerous fumes, gases, etc Explosive or inflammable dust, gas etc.

Precautions in case of fire Power to require specifications of defective parts or tests of stability Safety of buildings and machinery. 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. Providing Washing facilities Section Providing Facilities for storing and drying clothing Section Providing Facilities for sitting Section First-aid appliances to be kept.

Canteens at subsidized rates. Shelters, rest rooms and lunch rooms for workmen. Crches for babies of working women. 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 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. 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 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 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 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 Act 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. The following definitions and the sections of law are presented for the students to take note of them. The act is administered by the State Governments which appoint Commissioners for this purpose under Sec.

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: 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. Sources of Funds: All compensation under the act is payable by the employer. 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.

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, 63 of 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.

Employee Welfare Final Project Report r | Employment | Trade Union

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: Section 5: An Act to provide for the institution of Provident Funds, pension funds and deposit linked fund for employees in factories and other establishments.

This amount is deposited with the government which pays an interest. This Act also now has provisions for pension scheme. The employees Provident Funds, Pension and Insurance Schemes framed under the Act are administered by a tripartite Central Board of trustee, consisting of representatives of employers and employees and persons nominated by the Central and State Governments.

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 provided that such employee has kept a minimum average balance of Rs.

Source of Funds: Here both the employer and the employee are required to contribute the provident fund every month at 8. 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.

Welfare project pdf employee report

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.

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: 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. 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.

Right to payment of maternity benefits: 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.

This Act covers all workers whose wages do not exceed Rs per month and who are working in factories, other than seasonal factories, run with power and. The coverage can be extended by the State Government with the approval of the Central Government. The Act is administered by the E. I Corporation, an autonomous body consisting of representatives of the Central and State Governments, employers, employees, medical profession and Parliament.

The Act, which provides for a system of compulsory insurance, is a landmark in the history of social security legislation in India. At last the required suggestions are given. After analyzing the data it is found that the employees are satisfied with the welfare facilities provided to them by the area office W. Labour welfare: Labour welfare is a comprehensive term including various services, benefits and facilities offered by the employer.

Through such generous fringe benefits the employer makes life worth living for employees. The welfare amenities are extended in additional 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. Objectives of labour welfare activities: The various welfare measures provided by the employee will have immediate impact on the health, physical and mental efficiency, alertness, morale and overall efficiency of the workers and thereby contributing to the highest productivity. Social security measure provided by employer will act as a protection to the workers.

Labour welfare means activities designed for the promotion of the economic, social and cultural well being of the employees.

Labour welfare includes both statutory as well as non-statutory activities undertaken by the employers, trade unions and both the central and state governments for the physical and mental development of the workers. Labour welfare enables workers to have richer and more satisfying life.

Welfare measures improve the physical and physiological health of the employees, which in turn enhance their efficiency and productivity.

Labour welfare promotes a sense of belongings among the workers, preventing them from resorting to unhealthy practices like absenteeism, lobour unrest strike, etc. It promotes a real change of heart and a change of outlook of the part of both the employers and employees. Reasons for the labour welfare activities in India: Labour welfare activities increases in efficiency of employees to work.


These facilities help in developing the feeling of dedication among them. Due to the increase in efficiency the production and the productivity of the enterprise increase considerably. Most of the workers in our country are unable in providing for base necessities for themselves and to their family members. This is because of the extreme poverty among Indian workers. Provision of labour welfare activities plays an important role in reducing such poverty and in providing essential amenities to the workers.

Labour welfare activities help in establishing sound relations between employees and employers. When the employees of the organization feels that they are getting all the possible facilities and the employers are very caring to them, then such good feeling increases enthusiasm among employees which will establish peace in the organization.

The rate of absenteeism and labour turnover is much higher in India as compared to that of developed countries of the world. Provision of labour welfare activities help in reducing this because the workers feel themselves well settled at one place.

It is a central government undertaking company. Before it was a private block and after it was considered as a government sector since its initialization was done in this year.

Coal is the backbone of energy security of our nation and it will continue to occupy a dominant position in the decades to come on the energy scenario of India. CIL contributes 54 percent of coal to the energy needs of the nation and sky is the limit of increase in the demand of coal.

Project Report in Employee Welfare (WCL)

Maintaining the highest growth in coal production CIL cross million tones mark in Coal plays a vital role in power generation, considering this all subsidiaries of CIL are taking hard efforts to produce required quantity of coal.

All should untidily work to fulfill the demand of power. The Vidarbha region has abundant reserves of coal that would try to fulfill the demand. WCL depends on land to carry out its operations. CIL has subsidiaries which are situated in different states of India. It has 10 divisions which are also known as areas out of which 3 areas are situated in Madhya Pradesh and 7 in Maharashtra. All these areas look behind mining activities. Coal production is the important source of energy of this organization.

Presently, there 10, employees working in these 10 areas. Coal India is playing a strategic role in the economy of the country by making domestic industry competitive at global level.

Total requirements of thermal power plants are met by three different modes - Coal India, Captive Coal Blocks and Import. India stands third in the world in the production of coal. Ltd M. P is the oldest coal producing Government Company.

Nationalization of coal mines in India. Centralization of holding company coal India limited CIL six supporting companies. Reorganization of coal companies under coal India limited. WCL has increased the production of coal from 21 million tonnes in to Coal production, off take, productivity, sales realization and turnover during the year reached a new peak the highest ever in the history of the company.

Concerted progress in rationalizing manpower has resulted in reduction of manpower by between and inspite of production growth of 0. It is the world's largest coal miner [1]. It is owned entirely by the Union Government, under the administrative control of the Ministry of Coal. It is involved in coal mining and production industry.

Coal India Ltd CIL will extract coal from 18 abandoned underground mines owned by three of its subsidiaries in partnership with private players. Underground mining would be revived in 6 abandoned mines of Eastern Coalfields, 8 mines of Bharat Coking Coal, and 4 mines of Central Coalfields.

These 18 mines have an approximate reserve of 1, million tonnes of coal. Employs nearly 4. It is one of the largest Companies in the country, turnover being around Rs.

It is one of the largest tax payers Corporate Tax Rs. A large numbers of Power Houses under Maharashtra, Madhya Pradesh, Gujrat, Karnataka, Punjab and Uttar Pradesh - Electricity Boards are major consumers of its coal along with cement, steel, chemical, fertilizer, paper and brick Industries in these states. WCL as the highest corporate tax payer of Vidarbha region has contributed to the state exchequer during approx.

WCL has retained its flagship status among 7 coal producing subsidiaries of coal India limited by recording highest percentage of achievement against target in OB removal, coal off-take and 2nd highest in coal production. Tree plantation on yearly basis is being undertaken in and around the mines as per the availability of land and on the reclaimed site and dead OB dumps. The plantation plays very important role in improving the environment. Species of plants planted are teak, siwan, sisoo, casia, awala, imli, jamoon etc.

The pride of place Miniratna WCL occupies in coal India is because this company has the finest of workers, supervisors and executives ever ready to respond and race ahead of others in achieving the desired goal. No challenge is insurmountable and no target is too high for such a team. WCL formally launched on 24th March , Forward e-Auction scheme under the new coal distribution policy of government of India. The objective of the scheme, introduced for the first time in the country, is to help genuine industrial consumers under power and other sectors that can source a part of their requirement through this mode.

After achieving the target of 1. The company is the highest corporate taxpayer in the in Vidarbha region. The future plan of the company is to maintain its present level of production and increase it to 45 million tonnes by: Opening new mines 2. Mechanization, introduction of new technology suitable to the conditions to increase capacity of existing, ongoing and future projects. Improving efficiency of operations. Events celebrated: They also help handicapped people.

Coal Mines Coal Production Off take Turnover business - in crores. Clear profit in crores budgete d Corporate tax - in crores. Royalty and tax - payment in crores. It has 9 underground UG mines and 2 opencast OC mines, located in the five sub- areas i. Kamptee, Silewara, Pipla, Saoner and Gondegaon. Presently there are employees working in Nagpur area office of WCL. In order to achieve this goal, the company has to put in their best efforts and work as one cohesive unit with focused attention on: The first quarter of had been of glorious achievements where targets were surpassed and performance of the company in terms of achievements against assigned targets was highest among all subsidiaries of Coal India.

The credit of this, undoubtedly, goes to each one in WCL family. Workers, staff, officers, trade union leaders and directors who are providing sound corporate governance in achieving the organizational goal. There are 11 major departments in area office named as: Beside these there are also many minor departments.

The main and basic facilities provided to the employees of area office are: Intramural activities: Extramural activities: Labour welfare work may also be divided into categories: Statutory welfare facilities: Washing facilities. Non-statutory labour welfare facilities: The welfare board at corporate level consisting of equal representatives of the workman and management, has been planning, supervising, monitoring and evaluating various measures.

Similarly, area welfare committee has been functioning in the areas for ensuring proper implementation of welfare activities. In providing more and more welfare amenities and in their maintenance, tremendous enthusiasm and determination is generated during this fortnight. It is evident during this period that everybody takes special effort to see that his contribution is recognized and does not go unrecognized, both as an individual and as a team. Even unit tries to be ahead of others in true and healthy competition spirit.

An atmosphere of healthy competition is evidenced during this period. The obvious impact of introduction of any industrial activity in rural and tribal areas is change in the socioeconomic profile of the area. In the above context, Coal India, WCL and the Nagpur Area strongly believe that the people living around are an important stake holder in the process of mine development and for a sustainable development; they have to be given share of the benefits of development of the mining projects.

For this specific purpose and objective, CIL has laid down a guideline and policy for community and peripheral development. The subsidiaries prepare annual action plans by adapting the CIL-CD Policy for its implementation in its command area. Such activities are normally taken up in the peripheral villages within a distance of 8km from the mines. The key areas of the referred community development and welfare activities, undertaken on the annual basis in the peripheral villages around the mines are broadly as under: Medical Facilities: The benefit under the scheme is availability for minor and major operations.

The company avails all the expenses by reimbursing the total amount paid by the employee at the time of treatment. The company has its own hospital which is situated in each area. Doctors and nurses in these hospitals are appointed by the company itself. The employees can take treatment from these hospitals without paying any charge and they can take the medicines from the medical stores which are in the panel of this company. Housing Facilities: The company provides quarters to the employees working in their organization.

With this they get some more facilities like drinking water, free electricity, no tax or rent for house etc. The area office is providing house rent allowances to the employees who are not using the housing facility provided by the company.

Such employees stay in the house of their choice by paying rent. For that they get HR allowance depending on their basic. These people get some proportionate share of their basic as house rent decided by the company.

School Bus Facility: The children of the employees who are studying in schools and colleges gets school bus facility so that they can reach to their Destination properly. Education facilities: The company also provides loan for higher education. They also motivate children by conducting competitions and by distributing prizes to them.

Funds are also given to the corporation school for the school building and for the upliftment of the children. Besides this they also gets some compensation according to the government policies. Sports and Cultural Activities: Every year sports and other events are organized for the enjoyment of the worker and their family members.

Cultural activities are also conducted on many occasions. Funds for Community Development:. A good and well maintained clean canteen facility is available at the area office premises, for the employees. The percentage to avail benefit is comparatively low than the open category. Good working conditions: The working conditions in the area office are excellent.

The environment is neat and clean. Lots of greenery is present in the office premises such pleasant environment keeps employees fit and fine. Plants are distributed to the employees in environment week; Ganesh Utsav, New Year, Independence day, republic day etc are celebrated for the enjoyment of the employee and his family.

Perks and allowance: Common Perquisites: The welfare board then examines the proposals areawise, headwise and recommends for approval to the chairman welfare board and Director Finance and CMD. Finally after approval the Rev. Welfare budget is communicated to the areas for its implementations. The welfare board interacts with the area welfare committees at area level. The proposals based on the norms prepared by the welfare board are called from the areas. The same is compiled by welfare department and awardees list finalized by the welfare board and approved by the chairman welfare board and CMD and the awards are distributed on the 15th August Independence day functions at WCL Head quarter.