Labour welfare , Meaning

labour welfare implies the setting of minimum desirable standards and the provisions of facilities like health,food,clothing,housing,medical assistance,education,insurence,job security,recreation and so on. Such facilities enables the worker and his family to lead a good work life and social life. labour welfare also operates to nautrilise the harmful effect of large- scale industrialisation and urbanisation. Labour welfare may be viewed as a total concept,social concept and a relative concept. The total concept is disirable state of existance involving the physical,mental and social wel being. These four element together constitute the structure of welfare on which its totality is based. The social concept of welfare implies the welfare of man,his family and community.All these aspects are inter-related and work together in three dimensional approach. The relative concept implies that welfare is relative in time and place. It is a dyanmic and flexible concept hence its meaning and content differs from time to time,region to region,industry to industry,and country to country,depending upon the value system,level of education,social systems,politicle systems,degree of industrilisation and general standards of socio-economic development of the people. Labour Welfare The concept of Labour Welfare emphasises on skill formation and development, strengthening and modernisation of employment service, promotion of industrial and mines safety, workers' education, promotion of self-employment, rehabilitation of bonded labour, enforcement of labour laws especially those relating to unorganised labour and women and child labour, promotion of a healthy industrial relations situation and encouragement of workers' participation in management. Improvement in the quality of labour, productivity, skills and working conditions and provision of welfare and social security measures, especially of those working in the unorganised sector are crucial elements of the strategy for labour welfare. There are Institutional mechanisms which ensure a minimum level of social security benefits the workers in the organised sector of the economy. However, workers in the unorganised sector who constitute 90 per cent of the total workforce do not have access to such benefits. Steps need to be taken on a larger scale than before to improve the quality of working life of the unorganised workers, including women workers. The unorganized workers doesnot have the benefit of the social security cover provided to the workers in the organized sector through a legal framework and institutional infrastructure created under the Employees State Insurance Act, 1948 and the Employees Provident Fund and Miscellaneous Provisions Act, 1952. Due to the nature of employment it has not been possible to extend to them the benefits of a contribution oriented or employers liability oriented social security scheme enjoyed by their counterparts in the organized sector, except to a small section of beedi workers and that too on a limited scale in respect of provident fund and Employees State Insurance Corporation Schemes.

The recently introduced Unorganised Sector Workers Social Security Bill, 2007 holds great expectation for the unorganised workers. The prime objectives concerning social and economic policy of the Government is improvement of labour welfare and increasing productivity with reasonable level of social security. . In 1999 the Workmen Compensation Act has been revised to benefit the workers and their families in the case of death/disability. The labour laws enforcement machinery in the States and at the Centre are working to amend the laws which require changes, revise rules, regulations orders and notifications. Various plan schemes of the Ministry of Labour aim at achievement of welfare and social security of the working class. Plan initiatives in the Labour & Labour Welfare Sector are as under: i. ii. iii. iv. Training for skill development Services to job seekers Welfare of labour Administration of labour regulations

The National Employment Service covers all the States and Union Territories except Sikkim, and functions within the framework of the Employment Exchanges (compulsory notification of vacancies) Act 1959. It has a network of 953 Employment Exchanges as on 30.6.99. The Employees Pension Scheme, 1995 was amended in February, 1999 to provide for pension to dependent father/mother in respect of a deceased member, who has no eligible family members and if no nomination was executed by him during his life time. For workers of poor families not covered under any insurance scheme or any law the Central Government has introduced a scheme of Personal Accident Insurance Social Security Scheme. The Scheme is applicable to all persons in the age group of 18-55 who are earning members of poor families and meet with fatal accidents. The quantum of benefit is Rs.3,000. The Scheme is implemented through the General Insurance Corporation. A new initiative has been taken by the Ministry of Agriculture and Cooperation by providing insurance cover to unorganised labour working in construction industry, agriculture fields and forests where the insurance cover will be provided through the Co-operatives on basis through the national insurance cover and Labour Co-operatives. A premium of Rs.5.25 per annum will be paid by the Co-operatives. The insurance cover has the provision that in the case of death of a labourer, his family will be paid Rs.25,000.

22.4 VOLUNTARY WELFARE ,AMENITIES

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There are employers who have taken the lead and provided a wide variety of welfare amenities to their employees: i) Educational Facilities: Economic and social progress is dependent on the quality of work force. Education plays a crucial role in motivating and preparing the workers for constant change and development that should necessarily happen in industry. The

educated worker is naturally more receptive and responsible. Many organisations go a step further and extend education facilities like fee reimbursement, books allowance, etc. to the children of the employees. ii) Transport Facilities: The growth and expansion of industries has also increased the distance for the worker fiom his or her place of residence to his or her place of work. Transport facilities for employees residing far from the workplace are essential to relieve strain and anxiety. Such facilities will, no doubt, also provide greater opportunity for relaxation and reduce the rate of absenteeism. For example Indian Airlines and Air India provide transportation to all their employees. The provision of adequate transport facilities to workers is to enable them to reach their workplace without loss of much time and without fatigue. In the offices where transport services are not pr~vided, some conveyance allowance mutually agreed upon between the employer and the employees is paid to the employees." TO encourage the employees to have their own conveyance many employers advance loans for purchase of bicycles, scooters, cars, etc. iii) Recreational Facilities: Recreation in the form of music, art, theatre, sports and games can play an important role in the mental and physical development of your employees. The importance of recreation in creating a healthy climate for industrial . peace and progress has been emphasised by several study teams, committees and commissions. Trade unions could also take the initiative and different agencies could coqbine their efforts to provide a minimum number of sports and recreational activities to keep the labour force fit and healthy. Ex~ursionsc an be organised, youth clubs can be formed and holiday homes can be provided for your employees.

iv) Other Facilities: Many other types or facilities w ,provided to employees and they

vary from organisation to organisation. For example, an adventure sports tour operator would provide medical inswance to the escorts or instructors, a hotel or a resort may provide housing fakility near workplace and free or subsidised lunch to employees, etc.

22.5 SOCIAL SECURITY: CONCEPT AND EVOLUTION

Apart from welfare measures provided under both statutory and voluntary schemes, there are other benefits the employee is entitled to under the scheme of social security. The concept of social security is essentially related to the high ideals of human dignity . and social justice. It is in a way one of the pillars of the Welfare State. Social Security measures have introduced an element of stability and protection in the midst of the 102 -tresses and strains of modem life. Social security programmes are increasingly being accepted as useful and necessary instruments for the protection and stability of the work force. They are primarily an instrument of social and economic justice and a dynamic concept. Its content changes with the social and economic system obtaining a certain standard in a given time and space. The ILO defines social security as "the protection which society provides for its members through a series of public measures, against the economic and social distress that otherwise would be caused by the stoppage or substantial reduction of
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earnings resulting from sickness, maternity, employment injury, unemployment, invalidity, old age, and death, the provision of medical care; and the provision of subsidies for families with children:" The term social security came into popularity after the US Government passed the Social Security Act in 1935, introducing the old age pension system. The formation of ILO in 1919 to promote social justice through (i) international standards; (ii) providing information; (iii) technical assistance and guidance; and (iv) cooperation with other international organisations, provided the impetus and direction needed by most countries in this area. In India over the years a number of legislative measures have been adopted to ensure benefits to employees of industrial undertakings under the scheme of social security. Let us have a look at some of these important rules and regulations.
Employee Benefits and
Welfare Schemes

The Employees' State Insurance Act, 1948 This is a pioneering attempt to provide medical facilities and unemployment insurance during illness to the workers. The Act covers smaller factories using power and employing 10 or more persons and those not using power but employing 20 or more people. The Act has also been extended to the new classes of establishments, shops, hotels, restaurants, cinemas, theatres, motor transport, building construction, and newspaper establishments employing 20 or more persons. It covers all employees, manual, clerical and supervisory and employees engaged by or through contractors, whose remuneration does not exceed Rs.1600 per month. The definition of "employee" includes administrative staff and persons engaged itbconnection with purchase of raw materials or sale or distribution of products and related functions. The State Government is empowered to extend the Act to cover other establishments or class of estabIishments The scheme is administered by an autonomous corporation with the Minister of Labour at the Centre as its Chairman, the Union Health Minister as the Vice-Chairman, and representatives of State Governments, employers and the medical profession nominated by the Central Government. The scheme is financed by contribution from employers and employees, with the State Governments sharing one-eighth of the cost of medical care. In order to qualify for the benefit the worker should have contributed to the scheme for a minimum period of 12 weeks. The benefits provided under the scheme include: (i) Sickness and extended sickness benefit, (ii) Maternity benefit, (iii) Disablement benefit, (iv) Dependant's benefit, (v) Funeral benefit, and (vi) Medical benefit. i) Sickness and extended sickness benefit: For sickness occurring during any benefit period, an insured person is entitled to receive sickness cash benefits at the standard benefit rate for a period of 91 days in any two consecutive benefit periods. Cash benefits are subject to contributory conditions. An insured person suffering from long term ailments like tuberculosis, leprosy, mental diseases, is eligible for extended sickness benefit at a rate of 25 per cent more than the sicknes~~benefraitt e rounded to the next higher multiple of 5 paise for a period of 1241309 days. Contributions are calculated with reference to average daily wages, and wages have been classified into nine groups for the purpose of fixing the contribution. ii) Maternity benefit: An insured woman is entitled to maternity benefit, at double the standard benefit rate. This is practically equal to full wages for a period of 12 weeks. 103

Block-2 Human Resource iii)

Disablement benefit: If a member of the scheme suffers an injury in the

course of
Development his employment, he will receive free medical treatment and temporary disablement

benefit in cash. The temporary disablement benefit is About 70 per cent of the wages as long as the temporary disablement lasts, provided that it lasted for not less than 3 days, excluding the day of accident. In case of permanent disablement, the insured person will be given life pension at full rate, i.e., about 70 per cent of his wages. iv) Dependants' benefits: This provides timely help to the eligible dependants of an insured person who dies as a result of an accident or an occupational disease arising out of and in the course of employment. Pension at the rate of 40 per cent more than the standard rate will be paid periodically to widows and children in accordance with the prescribed share. The benefit also accrues to parents and grandparents and other dependant up to the age of 18 where the deceased has no surviving widow or child. v) Funeral benefit: This benefit was introduced in 1968. An amount of not exceeding Rs. 100 is payable as funeral benefit to the eldest surviving member of the family of the deceased insured person. If the insured person did not have a family or was not living with his family at the time of death, it is payable to the person whoh~ctually incurs the expenditure on the funeral of the deceased insured person. vi) Medical benefit: The major attraction of the ESI scheme is medical benefit. Medical benefit has been divided into three parts: a) Restricted Medical Care: It consists of out-patient medical care at dispensaries or panel clinics. Facilities of consultation with medical officers, supply of drugs, pre-natal and post-natal care, family planning and immunisation services are available in these institutions. The beneficiaries are also entitled to call a doctor to their house to see a serious case. b) Expanded Medical Care: This consists of consultation with specialists and supply of special medicines and drugs as may be prescribed by them. Facilities for special laboratory tests and X-ray examinations are also available under this scheme. c) Full Medical Care: Hospitalisation facilities, services of specialists and drugs and diet as are required for in-patients are available under this scheme. When a person is entitled to any of the benefits provided by the ESI Act, he or she shall not be entitled to receive any similar benefit under any other enactment. An insured person will not be entitled to receive for the same period (a) both, sickness and maternity benefit; or (b) both sickness benefit and disablement benefit for temporary disablement; or (c) both maternity benefit and disablement benefit for temporary disablement. When a person is entitled to more than one benefit, he has an option to select any one of them. A dispute arising under the provisions of the ESI Act has to be settled by the Employees' Insurance Court, not by a civil Court. The Employees' Provident Funds and Miscellaneous Act, 1952 The Act was passed in 1952 with the objective of making some provisions foy the future of the employees after he or she retires, for the dependants in case of his or her early death, and to cultivate a spirit of saving among the workers. The Act applies to all employer establishments falling under any notified industry and employing 20 or more employees. Once the Act is applied, it does not cease to be applicable even if the number of employees falls below 20. The Act extends to the whole of India except Jammu and Kashmir and the Assam Tea Plantations both of which had a

separate Act and Scheme. The Central Government is empowered to apply the provisions of the Act to any establishment employing Less than 20 persons, after giving not less than two months' notice of its intention to do so by a notification in the Official Gazette. However, please Employee Qene
f i~m d

note that the Act does not apply to cooperative societies employing less than 50 persons Welfare
Schemes

and units working without the aid of power. Workers in establishments employing 20-50 persons pay 6.25 per cent of their earnings and those with a larger strengthtpax8 per cent. Employers make an equal contribution. The Provident Fund is refunded with interest in the event of death, permanent disability, superannuation, retrenchment, migration .or on leaving service. On retirement or after 15 years of service a worker receives his own share and the employer's contribution. For shorter periods of membership, the proportion of employer's contribution varies according to the length of service. Employees' Family Pension Scheme, 1.971 A Scheme of Family Pension-cum-Life Assurance was instituted in 1971 with the objective of providing long-term recurring financial benefit to the family of the member in the event of his or her premature death while in service. Under the Act, the word "family" means (i) wife in the case of a male member of the family pension fund; (ii) husband in the case of a female member of the family pension fund; (iii) minor sons and unmarried daughters of a member of the family pension fund. Under the scheme, a family pension fund is created by diverting 1 116 per cent of pay and an equal amount each from the employer and the State Government. The Central Government pays the administrative cost of the scheme. The Employees' Deposit-linked Insurance Scheme, 1976 The Act is applicable to all factories/establishments to which the Employees' Provident Funds Act applies. Where the monthly pay of an employee exceeds Rs.1600 per month the contribution payable in respect of him or her by the employer and the State Government will be limited to the amount payable on a monthly pay of Rs.1600. The special feature of the scheme is that only the employer and the government make contributions to the scheme and not the employee himself or herself. The employer is required to contribute to the Insurance Fund at the rate of 0.5 per cent of the'pay of the employees who are provident fund subscribers. The ~ e n hGlo vernment also contributes to the Insurance Fund an amount representing one half of the amount contributed by the employer. The above three schemes, namely, the Employees' Provident Funds Scheme, the Employees' Family Pension Scheme, and the Employees' Deposit-linked Insurance Scheme are administered by the Employees' Provident Fund Organisation. The administration of these schemes is in the hands of the Central Board of Trustees, a tripartite body consisting of a Chairman, nominees of the Central and State Governments and employers' and employees' organisations. The Maternity Benefit Act, 1961 The Act is applicable to all establishments not covered under the ESI Scheme. The Act was amended in 1976 to extend the benefits to all women workers earning more than Rs. 1600 per month in establishments covered by the ESI Act. Under the Act, a woman can get maternity leave upto 12 weeks. Of this, 6 weeks must be taken prior to thebelivery of the child and 6 weeks immediately following that date.
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During the period of leave the employee is entitled to full wageslsalary. The employee is also entitled to a medical bonus of Rs.25 if no pre-natal confinement and post-natal care has been provided by the employer free of charge. To avail of the leave and benefits, the employee should have put in 160 working days of service in the 12 months immediately preceding the date of expected delivery. However, from 1996 certain new provisions have been introduced and it is suggested that a manager,of an organisation must keep oneself updated in this regard as ignorance of law is no excuse. For example now maternity leave is four and half months and paternity leave for 1.5 days.

22.3 STATUTORY WELFARE PROVI~IONS

These are amenities that are to be provided necessarily to employees as per different legislatiors of the Government. For example the Factories Act of 1948 in India covers areas including health, welfare, safety, working hours, annual leave with wages and employment of women and children. Similarly, the Motor Transport Workers Act of 1961 mentions ;bout restrooms, uniforms, washing allowance, medical facilities etc. for motor transport workers. Similar, legislations exist in other areas like, mine workers, plantation workers, etc. A considerable amount of emphasis has been laid on the provision of a canteen inside the workplace. Thi International Labour Organisation (ILO) has laid certain guidelines in this regard which each country must follow. The responsibility, in India, is on the State Governments for making rules to ensure provisions of a canteen in any specified workplace or establishment employing 250 employees. Employees should be provided representation in the management of canteens. It has been suggested that canteens should be run on cooperative basis and that legislation should be amended to empower State Governments to make rules to meet the objective of nutrition. The need for setting up c&ches was stressed way back in 193 1. The Factories Act in India lays down that in any establishment with more than 50 women workers, a creche should be provided and maintained for children below six years in clean and sanitary conditions. The creche should be under the care of women trained in childcare. The creche should have adequate accommodation, should be properly lighted and ventilated. Mock-2 Human Resource In India the State Governments are empowered to make rules in respect of standards, Development equipment and facilities. Mothers should also be given time to feed their children at necessary intervals. There are also provisions for appointing Labour Officer in large establishments, keeping in view your own organisation you should know about the welfare legislations that cover your organisation. LABOUR WELFARE _ The unorganized sector constitutes the 90% of the total work force. It doesnt have the benefit of the social security cover provided to the workers in the organized sector through a legal framework and institutional infrastructure created under the Employees' State Insurance Act, 1948 and the Employees Provident Fund and Miscellaneous Provisions Act, 1952. Since workers in the unorganized sector in general suffer from low earnings, lack of stability & durability of employment including its migratory nature in many cases, frequent changes in the employer and nature of employment, it has not been possible to extend to them the benefits of a contribution oriented or employers 'liability oriented social security scheme enjoyed by their counterparts in the

organized sector, except to a small section of beedi workers and that too on a limited scale in respect of provident fund and Employees State Insurance Corporation Schemes. CONCEPT OF LABOURWELFARE FUND: _ The concept of Labour Welfare Fund has been evolved in order to extend a measure of social assistance to workers in the unorganized sector. Towards this end, separate legislations have been enacted by Parliament to set up five Welfare Funds to be administered by Ministry of Labour to provide housing, medical care, educational and recreational facilities to workers employed in beedi industry, certain non-coal mines and cine workers. Efforts are afoot to substantially expand the Welfare Fund approach to cover more categories & sub-categories of workers in the unorganized sector such as tendu patta pluckers, fish processing industry workers and salt industry workers ._ The scheme of Welfare Funds is outside the framework of specific employer and employee relationship in as much as the resources are raised by the Government on a non-contributory basis and

delivery of welfare services effected without linkage to individual workers contribution. This approach has been adopted by some State Governments also as in Gujrat,Orrisa,Madhya Pradesh, Maharashtra, Goa and Kerala etc. Welfare funds which follow a sectorial approach are in addition to a large number of various other poverty alleviation and employment generation programmes,which follow a regional approach and for which most of these workers are eligible. SOCIAL SECURITY:GROUP INSURANCE SCHEMES FOR BEEDI AND CINE WORKERS: Group Insurance Schemes for beedi and cine workers came into force w.e.f. 1.4.1992 and 1.4.197 respectively. These are managed by LIC on no profit no loss basis. The beedi and cine workers between the age group of 18 to 60 years and those who have been issued genuine Identity Cards up to end of the preceding financial year by the following authorities have been covered under the purview of this Scheme : (i) by employers; (ii) by executive authorities of local bodies; (iii) by authorities implementing Beedi &Cigar Workers (Conditions of Employment) Act, 1966; /Cine Workers Welfare Fund Act, 1981; and 59 (iv) by Officers of the Labour Welfare Organization.However, those Identity Cards holders who are enrolled as subscribers by the Employee's Provident Fund Organization are not covered under these Schemes.The premium is charged at the rate of Rs.18/-and Rs.30/- for beedi and cine workers respectively, per annum per member. While for beedi workers, premium is shared by Labour Welfare Organization and Social Security Fund of India on 50--50 basis, for cine workers, full premium is paid by Labour Welfare Organization._ The claim amount is Rs.3,000 and Rs.5,000/ - for natural death and Rs.25,000/- and Rs.10,000/- in case of accidental death, for beedi and cine workers respectively, subject to the provisions of the Schemes._ The attempts are afoot to improve delivery of these Group Insurance Schemes. SOCIAL SECUIRTY UNDER MINE WORKERS WELFARE FUND An amount of Rs.1500/- is admissible in case of permanent incapacitation of mine workers. Besides, a sum of Rs.450/- per month for 5 years is also admissible to his widow. In addition to this scholarship of Rs 100 to each of the school going child till the age of 21 or his/her marriage,whichever is earlier. LABOUR WELFARE FUNDS: The Ministry of Labour is administering five Welfare Funds for beedi, cine and certain categories of non-coal mine workers. The Funds have been set up under the following Acts of Parliament for the welfare of these workers. The Mica Mines Labour Welfare Fund Act,1946; The Limestone and Dolomite Mines Labour Welfare Fund Act, 1972 The Iron Ore, Manganese Ore and Chrome Ore Mines Labour Welfare Fund Act, 1976; The Beedi Workers' Welfare Fund Act,1976; and The Cine Workers' Welfare Fund Act, 1981The above Acts provide that the Fund may be applied by the Central Government to meet the expenditure incurred in connection with measures and facilities which are necessary to provide the welfare of such workers and in particular: to defray the cost of measures for benefit of such persons, directed towards the provision/and improvement of the public health and sanitation, medical facilities and the prevention of disease ater supply and facilities for washing; educational facilities; housing and recreational facilities including standards of living, nutrition and amelioration of social conditions; family welfare, including family planning education and services; transportation to and from place of work (for mine workers only); and such other welfare measures and facilities as may be prescribed; to grant loan or subsidy to a State Government, a local authority or an employer, in aid of any scheme approved by the Central Government for the purpose connected with the welfare of workers Einstein College of Engineering

engaged in beedi/cine/non-coal mine sector; to pay annual grants-in-aid to a State Government/local authority/agency/owner of a mine which satisfies the prescribed criteria or to an employer who provides to the satisfaction of the Central Government welfare measures and facilities of the prescribed standard for the benefit of workers engaged in Beedi/Cine and non-Coal Mine sector; to meet the allowances of the members to the State Advisory Committees and the Central Advisory Committee; any other expenditure which the Central Government may direct to be defrayed from the Fund.In order to give effect to the above objectives laid down in the above Acts,various welfare schemes have been formulated and are under operation in the fields of: _ Health _ Social Security _ Education _ Housing _ Recreation _ Water Supply _ The Labour Welfare Organization which administers these Funds is headed by a Director General (Labour Welfare)/Joint Secretary. He is assisted by the Welfare Commissioner (Headquarters)of Director rank, who supervises nine Regional Welfare Commissioners for the purpose of administration of these Funds in the States. ADVISORY COMMITTEES: To advise the Central Government on matters related to administration of the above Funds, tripartite Central Advisory Committees have been set up under the respective Welfare Fund Acts. These Committees are headed by Union Labour Minister. The C.A.Cs. have 18 members, 6 each from Central Government, Employers' Organizations, and Employees' Organization excluding the Chairman and Secretary. State-wise tripartite Advisory Committees headed by the Labour Minister of the concerned State, have also been set up in the States of Andhra Pradesh, Bihar,Madhya Pradesh, Rajasthan, Orissa, West Bengal, Karnataka, Kerala, Tamil Nadu,Gujarat and Maharashtra under the Beedi Workers Welfare Fund . Under the Limestone & Dolomite Mines Labour Welfare Fund, SACs have been constituted in the States of Uttar Pradesh,Madhya Pradesh, Bihar, Maharashtra,Karnataka, Gujarat, and Orissa. Under Iron Ore, Manganese Ore & Chrome Ore Mines Labour Welfare Fund, State Advisory Committees have been set up in the States of Madhya Pradesh, Bihar, Karnataka, Maharashtra, Goa, and Andhra Pradesh._ Mica Mines Labour Welfare Fund has SACs in the States of Rajasthan, Bihar, and Andhra Pradesh._ Cine Workers Welfare Fund has SACs in the States of Maharashtra, Andhra Pradesh, Kerala, Tamil Nadu, Karnataka, and West Bengal. MINE WORKERS: The eligibility ceiling of monthly income hasbeen raised to Rs 10000 per month to bring more workers in the net of welfare schemes.The need for this was being felt for quite some time as most of the workers had gone out ofthe preview of the schemes on general increase of the wages in the industry. LABOUR WELFARE The State Governments have to ensure the identifying and issuing of cards to beedi workers. LWO having primary aim of running welfare schemes can supplement their efforts in limited manner only. The number of identity cards issued by them in various States is given in . The Beedi Workers Welfare Fund Rule,1978 have recently been amended to authorize Welfare Einstein College of Engineering Commissioners/Assistant Welfare Commissioners and Welfare Administrators to file prosecution in appropriate course against beedi manufacturers for violation of Rules which also includes issue of identity cards by the employer. However the primary responsibility in this regard remains that of State Governments who have extensive machinery by way of Labour Department to enforce the Beedi & Cigar Workers (Conditions of Employment ) Act.1966. ENHANCEMENT IN THE QUANTUM OF FINANCIAL ASSISTANCE: The Central Advisory Committees on various Welfare Funds in their meetings held on 2.5.2000 have approved the proposals to enhance quantum of financial assistance in various schemes covering various aspects in the areas of health care,education, housing, and recreation. In most of the schemes, the quantum of financial assistance has

been doubled. In case of Integrated Housing Scheme, the amount has been enhanced from Rs.9,000/- to Rs.20,000/- per dwelling unit. The financial assistance for treatment of diseases related to heart and kidneys has been raised to Rs.1.00 lakh each from the present amount of Rs.10,000/- and Rs.15,000/-, respectively. FINANCIAL ASSISTANCE FOR HOUSING FACILITIES Shelter has been recognized as one of the necessities for protection of all living beings from the vagaries of nature. Human habitation in a civilized society perceives certain irreducible minimum standards of living.

Strike A strike is a very powerful weapon used by trade unions and other labor associations to get their demands accepted. It generally involves quitting of work by a group of workers for the purpose of bringing the pressure on their employer so that their demands get accepted. When workers collectively cease to work in a particular industry, they are said to be on strike. According to Industrial Disputes Act 1947, a strike is a cessation of work by a body of persons employed in an industry acting in combination; or a concerted refusal of any number of persons who are or have been so employed to continue to work or to accept employment; or a refusal under a common understanding of any number of such persons to continue to work or to