PROJECT REPORT

ON
INDUSTRIAL RELATION
OPERATION AND SATISFACTION LEVEL OF
EMPLOYEES
IN
BARAMATI AGRO LTD.
BARAMATI

COMPANY PROFILE

Baramati Agro Ltd. is an Agriculture and allied industry established for strengthening the
rural youth, its empowerment and enhancing the standard of living of the rural
community. The Organization sowed its business of poultry in the 9 th decade and now the
tree has grown up with its multi business branches across the globe. Foresight, planning,
and sound business ethics are behind our companys phenomenal growth path. Today, we
are a multi-product organization with business interests in diverse geographies and an
enviable market penetration. With a wide range Poultry Products, Sugar and its
byproducts and trading activities distributed through more than 1500 dealers across 800
cities, and a turnover approximating 1200 Crores, we can safely say, our market
penetration is unparalleled in the Industry.

History
BAL is established in 1989. It all started with the Poultry industry providing day old
chicks to farmers and generating a firm source of income for them by buying the grown
chicken from them at a good rate. The requisites for growing the chicken including feed
and vaccines are also provided by the company and the farmers are only asked to look
after the chicken. Well trained staff of the company and veterinarians visits the Poultry
farms regularly to check the growth and minimize the mortality % of the Chicken. In the
year 2005 BAL has stepped up in the production of Cattle and Poultry Feed Mill of
capacity 100 MT per day and sooner with the expansion of capacity to 450 MT the
company established its own Feed Mills at various destinations viz. Yeola, Sangli &

Pimpali locations of in Maharashtra & at5 Kuppam of Andhra Pradesh State. In the Year
2007 BAL had one more achievement of establishing its own sugar factory of 2500 TCD
at Village Shetphalgadhe of Indapur Taluka in record breaking time of 8 months which
eventually expanded to 4500 TCD along with the ancillaries of 60 KLPD Distillery unit
and 22 MW Co-Generation Project. Later ion the year 2013 BAL had one more grand
success in its stories that they purchased one more sugar factory at Taluka Kannad of
Aurangabad District with capacity 2500 TCD.

20.06.2015
Introduction to HR Department:The HR department of the Baramati Agro Ltd is a full of employees having their
particular skills of working in their job profiles. HR officials are appointed for various
responsibilities of the Dept. reporting to Dy.Manager HR & Manager HR. Recruitment,
Salary, Employee relation and other subordinate officers are working under the leadership
of Manager HR & Dy.Manager HR.
Organization Structure:Chairman & MD

C.E.O

C.O.O. POULTRY

POULTRY

CPP

FEED

C.O.O.(SUGAR)

HR

Dy.Manager
HR-Asst

Sugar

Distillery

Co-Gen

INFORMAITON OF ORGANAISATION AND ITS VARIOUS UNITS

A.CHICKEN PROCESSING

Chicken Products
Chicken Lollipop

Chicken Wings

.
Chicken Seekh Kabab

Chicken Salami

Chicken Nuggets

Chicken Drumsticks

Chicken Pop-Corns

Chicken Tikka

B.CATTLE FEED
MAX-CREAM

MAX-MILK

AGRO MILK

KANISHKA

DUGDHDHARA

VARDAAN

C.SUGAR INDUSTRY

White Crystal Sugar

Distillery Unit-By Product

Power Generation

THE TRADE PROFILE

Baramati agro is one of the leading exporter and domestic supplier of Sugar, Maize/Corn,
Soybean, Wheat and Ethanol. Over a period of time we have built a very strong network
and good relationship with our business partners through our "Value the Commitment"
approach. We have gained expertise in trading through continuous market participation
and sharpening it by exchange of seamless information flowing through entire value
chain. Our strategically located base in India gives us several advantages for origination
of commodities like Sugar, Maize/Corn, Soybean, Wheat and Ethanol. With the onset of
2013, we have extended our trading operations to Singapore to expand our product
horizons to Beans and Pulses and other commodities traded in South East Asia

29.06.2015
INTRODUCTION
ABOUT INDUSTRIAL RELATIONS
Industrial Relations are a dynamic socio-economic process. It a designation of a whole
field of relationship that exists because of the necessary collaboration of men and women
in the employment process of industry. It is not the cause but an effect of social, political
and economic forces.

Economists have traditionally identified four factors of production, viz., land labor,
capital and organization. The role of labor as a factor of production is becoming
increasingly important in the modern society. Capital and natural resource endowments,
no doubt, are vital elements in the production process but it is labor which contributes
most to the wealth of a company. Human beings are the active agents who accumulate
capital, exploit natural resources, build social, economic and political organizations and
carry forward national development. Growing industrialization and the rapid expansion
of the services sector resulted in the galloping demand for skilled labor after 50s. The
emergence of the concept of human relations, human resource management (HRM) and
human resource development (HRD) contributed to the growing importance of labor. The
issue of INDUSTRIAL RELATIONS arose from the issue of divorce of the workers from
the ownership and management of the production process. This has brought about a sense
of deprivation and loss of independence on the part of workers and is probably the
primary cause of industrial disputes. Industrial work has drastically reduced the
independence of workers and made them mere cogs in the machine a kind of second
class citizens. The disciplinary rules for work have become quite harsh and arbitrary.
The heterogeneous nature of workers, illiteracy and politicization of trade unions made it
impossible for the workers to bargain for their rights unitely. All these factors have led to
growing unrest among the rank of workers.
Examination of INDUSTRIAL RELATIONS
The term INDUSTRIAL RELATIONS refers to relationship between Management and
Labour or among Employees and their Organizations that characterize or grow out of
employment. Theoretically speaking, there are two parties in the employment
relationshiplabour and management. Both parties need to work in a spirit of cooperation,
adjustment and accommodation. In their own mutual interest certain rules for coexistence are formed and adhered to. Over the years, the State has also come to play a
major role in INDUSTRIAL RELATIONS one, as an initiator of policies and the other,
as an employer by setting up an extremely large public sector. There are points to
examination of the Industrial Relations:
Employer-Employee interactions: Industrial Relations arise out of employer employee
interactions. These relations cannot exist without the basic building blocks, i.e., the
employer and on one side and the employees on the other side. Web of rules: Industrial
Relations are a web of rules formed by the interaction of the government, the industry
and the labour. They include the relations between employer and employees and between
employers` associations, trade union as well as the State.
Multidimensional: Industrial Relations are fairly multi-dimensional in nature as they are
influenced, by a complex set of institutional, economic and technological factors.

Dynamic and changing: Industrial Relations change with the times, generally keeping
pace with the expectations of employees, trade union, employers` associations, and other
economic and social institution in a society.
Spirit of compromise and accommodation: The Industrial Relations system is
characterized by forces of conflict and compromise on either side. In the large interests of
society, both the employer and the employees must put out fires amicably and get along
with each other in a spirits of compromise and accommodation. The individual
differences and disagreements must be dissolved through persuasion and even pressure.
The factors responsible for conflicting situations need to be resolved through constructive
means.
Governments role: The government influences and shapes Industrial Relations with the
help of laws, rules, agreements, awards of courts and emphasis on usages, customs,
traditions, as well as the implementation of its policies and interference through executive
and judicial machinery.
Wide coverage: The scope of Industrial Relations is wide enough to cover a vast territory
comprising of grievances, disciplinary measures, ethics, standing orders, collective
bargaining, participatory schemes, dispute settlement mechanisms etc.
Interactive and consultative in nature: Industrial Relations include
relations and joint consultation between labour, management.

individual

07.07.2015
Factories Acts and Industrial Relations
Factories Act of 1946 is a culmination of a series of earlier acts for Industrial Relations.
The act makes extensive provisions for healthy relations in various areas in the
workplace.

S.NO.

S.NO. Year EHS (Environment, Health, & Safety) REGULATION,

Acts
Year
EHS (Environment, Health, & Safety)
REGULATION,Acts

01.

1974/1998

02.

1977/1992/2003

The Water (prevention & control of pollution)

Act, including amendments.
The Water (prevention & control of pollution) Act,
including amendments.

03.

1981/1987

The Air (prevention & control of pollution)

Act, including amendments.

04.

1982

The Air (prevention & control of pollution) Rules

05.

1986

Environment (protection) Act 1986 including

amendments of 1991, Environment (protection)
Act 1986 including amendments of Rules

06.

1989/2000/2003

The Hazardous wastes (mgt. and handling)

rules, including amendments 2000/2003

07.

1989/2000

Manufacture, storage and import of Hazardous

chemical rules, including amendments rules

08.

1989

The Central Motor Vehicle rules (under motor

vehicle Act, 1988)

09.

1963/1995/2000

Noise pollution (regulation & control)rules,2000

10.
11.
12.

2004
2000
1948/1987

Ozone depleting substances (regulation)rules,2004

The battery (Mgt. and handling) rules, 2004
The factories Act (As amended fill 1987)

13.

1952

Punjab state factory rules

14.

1956/2003

Indian Electricity rules

15.

1934/1997

The petroleum Act (as amendment till 1997)

16.

1984/1993/2004

Gas cylinder rules, including amendment rules,

1993/2004

17.

2000/2002

The DG rules, 2000 with amendment 2002

18.

1984

The Explosive Act

19.

2001

Energy conservation Act, 2001

20.

1983/1989

The Explosive rules, including amendment

rules, 1989

21.

1970

The contract labour regulation & control Act,

1970 and rules 1971

22.

1952

23.

1998/2003

24.

1986

The Punjab welfare officer recruitment &

condition of services rules
The Bio medical waste (Mgt. and handling)
rules
The Child labour (prohibition and regulation)
Act

This cover section 11-20 and 42-49 & the items covered are related to:
Sec 11:- General cleanliness
Sec 12:- Disposal of wastes and Effluent
Sec 13:- Ventilation and temperature
Sec 14:- Free from dust and fumes
Sec 15:- Artificial humidification
Sec 16:- Overcrowding and congestion
Sec 17:- Lighting
Sec 18:- Drinking water
Sec 19:- Kamotes and urinal
Sec 20:- Provision for spittoons
Sec 42:- Washing facility
Sec 43:- Keeping clothing not worn during working hours and for drying of wet clothes.
Sec 44:- Sitting for workers who are obliged to work standing.
Sec 45:- Maintenance of first aid box with prescribed contents for every employees.
Sec 46:- Canteen facility for more than 250 workers.
Sec 47:- Suitable rest rooms or lunch room with provision for drinking water and should
be provided in factory employing more than 150 workers and for more than 500 workers
ambulance room of prescribed size, prescribed equipment and in charge of qualified
medical and nursing staff.
Sec 48:- Crches for women, workers more than 30.
Sec 49:- Appointments of welfare officer for more than 500 employees.
Some Social Security Provision for workers.
(Statutory)
a) Medical treatment and compensation for industrial injury, accident, ailments etc.
b) Financial assistance during absence due to ill health or accidents.
c) Old age pension
d) Gratuity
e) Provident Fund
f) Financial assistance
g) Maternity benefit to women worker

14.07.2015

Reviews of INDUSTRIAL RELATIONS OPERATING

IN BAL

21.07.2015
INDUSTRIAL RELATIONS OPERATING IN BAL
WELFARE SCHEMES IN BARAMATI AGRO LTD
1. WEAKLY OFF
a) Weakly rest is given to all employees as well alternate Saturdays are also
allotted as rest to them.
b) Newly appointed employees lose their first weekly rest in the case they joined
their duty.
c) Compensatory leave should be availed in 30 days against his weekly rest
working.
2. SALARY AND WAGES
a) HRA paid to every entitled employee who is not absent more than seven days,
at full rate. If he absence for more than seven days than HRA is given on prorata basis. HRA to filed staff is given according to posting station. As per
present practice there are some entitled where they get 60% extra HRA in
addition to HRA as per grade. Full HRA is given on leave without pay also
b) Basic , DA, CA ,CEA ,LTA, Medical ,WA , special allowance are being paid
on basis on payable days
3. MEDICAL ALLOWNCE
Medical is maximum up to Rs.1, 00,000 PA or Rs.1250 PM.
4. OVER TIME

Double OT is paid to all workers and other entitled employees against working
on national/ festival holidays on basic +DA (DA if applicable)
5. DEATH RELIEF FUND
Rs.1, 00,000/- is paid to dependent of decreased of permanent employee. An
amount has been fixed accordingly to grades and workers contribute at Rs 60 at
the time of such mis-happening. A some of Rs.50000/- is contributed by the
management and Rs.50000/- by the employees.
6. WEDDING GIFT: A wedding gift is given to employees of the company on
the occasion of their weddings. Representative of the company along with the
department head attends the wedding ceremony of the concerned employee.
7. MARRIAGE ANNIVESARY
Marriage anniversary for all head of departments and their respective 2 IC are
also celebrated in BARAMATI AGRO LTD. A party and gift is given to the
concerned employee.
8. BIRTHDAY CELEBRATION
A Monthly Birthday Celebration Programme is arranged to celebrate the
Birthdays of the employees in respective months. A party and gift is given to the
concerned employee.
9. Support for Educations of Children : BAL has developed an
10. Annual Function of the Company : Baramati Agro Ltd. Organize Annual
Function for its all employees which includes various cultural activities, sports
completions, indoor games, cooking completions, Rangoli competitions and many
more activities to explore the skills of all employees as well their children. More
enthusiastically BAL appreciates the genius students of company employees who
achieved higher ranks in their educational careers.

21.07.2015
GRIEVANCE HANDLING PROCEDURE IN BARAMATI AGRO LTD.
OBJECTIVE

The objective of the procedure is to redress and settle the grievance as early as possible to
its point of origin by creating an environment which share festal a culture of candidate
and faith so that employees can vent their grievance without any fear of victimization and
reprisal.

In order to achieve the above said objective the following principles shall be followed

Be given a fair hearing by their immediate superiors concerning any grievance

they may wish to raise.
They can free to appeal to a more senior manager against the decision made by
immediate superior.
May be accompanied by a fellow employee of their own choice when raising the
grievance or appealing against a decision.
PROCEDURE
aggrieved employee shall first present his grievance verbally to his immediate
superior .An answer shall be given by his immediate superior within 48 hours of
presentation of the complaint .Employee may bring along with him a fellow
employee
If employee is not satisfied with the redressal from immediate superior within the
prescribed time he or she can walk his or her grievance in writing his or her
complaint shall be redressal with in three days by his HOD.
In case employee does not get any response from his or her HOD with in three
days of presenting of complaint or he is not satisfied with the redressal given to
him then he may bring forward his grievance to a grievance committee which
may consist of three head of departments .This shall consist of personnel head,
concerned department head of employee and other related departments HOD the
committee shall make recommendations within seven days to management
regarding his or her grievance in case of any difference of opinion amongst
members of committee the grievance can be placed before top management for
final decision .the top management has to take decision on any case regarding
grievance presented to it in three days. Top management can make any
amendments to the decision of the committee.
This grievance handling procedure shall be reviewed on half yearly basis by a
committee consisting of are heads of department.
Another procedure of presenting the grievance is also adopted in the company that
the employees are provided with a postcard with stamp affixed on it & the they
are asked to inform their grievances which directly gets communicated to CEO of
the company. The CEO personally responds the employee through their respective
HOD.