CHAPTER 1

1.1 INTRODUCTION

The management of Human Resource is a very complicated and checking new task for
those who are entrusted with the successful running of an organization. In every
organization Human Resource is a pivotal variable without which in animate assets are
workers. Therefore Human Resource must be managed effectively to achieve the goals of
the organization. The discipline of the personal management has gained importance since
professional Ration of management is now regarded as a must for the successful running
of a business or industrial enterprises. The personal management pre-supposes of
handling Human Resource" through proper education, training should keep themselves
aware of the changes and trends that lake place in day to day.

The management of men is a very important and a challenging job because it is not only
managing men but of administrating a social system. The management of men is a
challenging task because of the dynamic nature of the people. No two persons are similar
in mental abilities traditions, sentiments and behavior. They therefore need a tactful
handling by management personnel. If man power is properly utilized it may prove a
dynamic notice force for running an enterprise at its optimum results and also work as an
elixir for maximum individual and group satisfaction in relation to the work performance.
Different terms such as personnel and are staff management, personnel administration,
labour, relations, labour management, manpower management has been interchanging.

Labour welfare is an important facet of industrial relation. After employees have

been hired, trained, and remunerated, they need to be retained and maintained to serve the
organization better. Welfare facilities are designed to take care of the well-being of the
employees; they do not generally result in monetary benefits to the employees. Nor are
these facilities provided by employer alone. Government and non-government agencies
and trade unions too, contribute towards employee welfare.

The need and important of labor welfare is being increasingly appreciated

throughout the civilized world. The worker both in industry and agriculture cannot cope
up with the pace of modern life with minimum sustainable amenities. He needs an added
stimulus to keep body and soul together. Employers have realized the importance of their
role in providing these extra amenities.

Each employer depending upon on his priorities gives varying degrees of

importance to labor welfare. It is because the government is not sure that all employers
are progressive minded and will provide basic welfare measures that it introduces
statutory legislation from time to time bring about some measures of uniformity in the
basic amenities available to Industrial workers.

LABOUR WELFARE ACTIVITIES:

The Labour Welfare activities of the employers in particular and of the state in general
are not only conductive to an improvement in the conditions of the working class but are
the best kind of investment to employees for promoting industrial efficiency.-Besides
Labour Welfare have tremendous potentialities for fostering good industrial relations.
The significance such activities in a country like India is there a very great.

The term "Labour Welfare" is one which leads itself to various interpretations and it has
always the same significance in different countries as pointed out by the royal
commission on labor. The term "Welfare" as applied to the industrial worker is one
which must necessarily the classic bearing a somewhat different interpretation in one
country from another according to the different social customs. The degree of
industrialization and education development of the workers.

Different people have given different interpretation to it. One definition contains it to
voluntary efforts on the part of employers to provide the best conditions of employment
in their own factories. Another interpretation given to welfare work is that it is anything
for the comfort and improvement intellectual or social of employers over and above the
wages paid. A resolution adopted by the international labour conference (ILC) at its 19 th
session in June 1956 as enumerated some of these services and amenities as include.

 Feeding facilities in or near the undertaking

 Rest and recreation facilities, and
 The transportation to and from work were ordinary Public transport is in docket or
impracticable

The labour investigation committee of Government of India clerks the scope of

the welfare activities perhaps in the best manner. It says for our part we prefer to include
under welfare activities anything clone for the intellectual physical, more and economic
betterment of the workers whether by employer, by Government or by another agencies,
over and above what is laid down by law or what is normally expected as a part of
contractual benefits for which the workers may have organized, Thus, under these
definitions we may include housing, medical and education facilities for rest and
recreation. According to the value system social institution degree of industrialization and
general level of social economic development even within the one country its context
may be different from region to region. This term "Welfare is very comprehensive".

DEFINITION OF LABOUR WELFARE:

Mr. Arthus James Todd - A series of sharply diverse opinions exist on the motives
and minutes of industrial welfare. Broadly speaking we can define labour welfare as
"Measures and Activities under taken by state employees and associations of workers for
the improvement of the workers standard of lie and for the promotion of the economy
social wellbeing are labeled as welfare work".

I.L.O defined as such services facilities and amenities which may be" established
in or in the vicinity of undertaking to enable the persons employing them to perform their
work in healthy congenial surroundings and provided with amenities conductive to good
health and high morale.

As a matter of fact, the whole field of welfare is one in which can be done to come back
the sense of frustration of the industrial workers to realize them of personnel and family
worries, to improve his health to afford him means of self-expression to offer him some
span in which he can excel all other to help him to wider conception of life.

THE SCOPES OF EMPLOYEE WELFARE IS:

 To enrich better quality of wok life.

 To improve the efficiency of work
 To enhance the productivity.
 To enrich industrial relation and industrial peace
 To raise the physical standards of the workforce.
 To enhance the purchasing and serving capacity of the employees.
 To make employee work contribute systematically to the nation’s economy.
 To reduce absenteeism.
 Employee welfare is having a wider scope and may have indifferent countries
depending upon the socio-economic conditions, political outlook and social
philosophy.
1.2 OBJECTIVES OF THE STUDY

In recent years Human Resource management have given much importance in the Indian
industries. Because the success of the any org is pre-dominant by influenced by the
enlighten labour force- of the company. No manufacturer can action the profits without
the co-ordination of his employees so it is clear that motivation of the workers is major in
Verde enhance both productivity and production. The main purpose of the study is to
evaluate the welfare activities which are provided by the management of Maharashtra
Labour Welfare. More specifically the study is under taken with a view.

 To observe healthy Industrial relations for maintaining Industrial peace, also execute
welfare schemes for workers.

 To know which steps are taken to improve the standard of living of workers?
 To study the acts and regulations regarding the labour welfare schemes.

 To study the growth and development of the Maharashtra Labour Welfare

since its establishment.
 To examine the existence of labour welfare facilities provided by the Maharashtra
Labour Welfare management.
 To highlight the significance of labour welfare activities in the motivation of the
employees.
 To study the opinions of employees relating to the present welfare amenities provided
by the management of Maharashtra Labour Welfare.
 To offer suggestions for the effective implementation of labour welfare activities in
Maharashtra Labour Welfare.
1.3 NEED FOR THE STUDY

 Labour welfare is justified for several reasons. It is desirable to recollect the services
of a typical worker in this context. This labour helps dig and have coal from (lie
depths of the earth, to fetch and refine oil to build dams and reservoirs, to Jay pipes,
canals, railway lines and roads. This labour creates and transmits power, and \through
of necessity as well as of labours.
 The industrial worker is indeed a solider safeguarding the social and economic factors
of the industrial economy and his actions and interactions within the industrial
framework will have a great impact and influence on industrial development. The
social and economic aspects of the life of a worker have direct influence on the social
and economic development of the nation. There is every need to take extra care of the
worker to provide both statutory and non-statutory facilities to him welfare may help
minimize social evils, such as alcoholism, gambling, prostitution, drug addiction and
the like. A worker is likely to feel a section of any these if he is dissatisfied or
frustrated. Welfare facilities tend to make the worker happy, cheerful and confident
looking.
 A further argument in favor of welfare is that a reputation for showing concern helps
improve the local image of the company as a good employer and thus assists in
recruitment. Welfare may not directly increase productivity, but it may add to general
feelings of satisfaction with the company and act down labour turnover.
1.4 SCOPE OF THE STUDY

 The main emphases were on welfare measure provided by the company because these
are the row factors which will affect the general industrial relations and productivity
of the company.
 In any industry, Human Resource is considering as one of the important factors of
production. The significance of labour force calls for wellbeing to enable them to
contribute to an optimum productivity in the industry. Within term will help develop
the national economy in view of the importance of the labour welfare activities in one
of the manufacturing industries.
 Welfare measures are playing an important role on the industrial relations and
productivity and sufficient welfare measures will lead to the improvement of the
industrial relations and productivity in a greater manner.
 A part from the economic welfare measure psychological measures such as
recognition and status are also important to increase productivity of the labour.

1.5 LIMITATIONS OF THE STUDY

 Despite completion of project work to the satisfaction, the objectives could not be
achieved due to the following limitations.
 Personnel policies and major procedures regarding major personnel function such
as recruitment and selection procedures etc. are not known because they are
framed at corporate officers.
 The duration of the project is limited.
 The Information provided by the respondents may be based to some extent.
 CHAPTER 2

COMPANY PROFILE

The Department of Labour is responsible for formulation, implementation and

enforcement of the labour laws in the Maharashtra state. It also undertakes prevention
and settlement of industrial disputes, Industrial safety, Health and promotes welfare of
workers in the undertakings falling within the sphere of the State. The headquarters of the
department are located at Mantralaya, Mumbai and is headed by the Hon. Minister of
Labour. The Principal Secretary (Labour) is the Administrative head of the department.

Objectives
 Planning and implementation of various labor laws, rules and schemes through
following Commissionarates, Directorates and Courts.
 Labour Commissionarates including Mathadi and Security Guards Boards,
 Development Commissioner for the unorganized sector workers,
 Directorates of Industrial Safety and Health
 The Directorates of Steam Boiler,
 Maharashtra Institute of Labour Studies,
 Labours Welfare Board, and
 Honorable Industrial and Labor courts
 Observe healthy Industrial relations for maintaining Industrial peace, also execute
welfare schemes for workers.
 Amendments in labour laws and labour policies of the service sector and the
industrial sector in the state in the interest of workers and their welfare for long
terms.
 90% of the total workers are in the unorganized sector, workers like domestic
workers, building and other construction workers, garbage and solid waste
workers, agricultural laborers, shall be include under unorganized sector, to make
 various strategies and schemes for workers of unorganized sector and implement
it.
 To provide necessary assistance and information to State assembly for discussion
and debate carried out during session.

Mission
Prepare the required policies, programs, plans, and projects for all the organized and
unorganized sectors with economic participation, social security, occupational safety and
health, as well as Regulating their working conditions of workers, Implementing the
welfare program for workers to improve their level of standard of living, to uproot the
child labor system from hazardous occupations and processes, Also effective
enforcement of labour laws.

Vision
Proper policies, programs, plans, projects as well as a welfare scheme for all the
organized and unorganized sectors with the workers, to provide proper working
conditions, social Safety, Occupational Safety and good Health to all workers, improved
standard of living and no child labour in hazardous occupations and processes.

Function of Department
 Making Policies for welfare of organized and unorganized worker
 Controlling and monitoring the functions of Commissionarates and Directorates
 Appointing and transferring officers and staff of Commissionarates and
Directorates in the public interest
 Making new enactment and amendments for betterment of organized and
unorganized worker
Organization Structure
Recruitment and Selection:

The nature of the Maharashtra Labour Welfare is seasonal and non-seasonal so it

has temporary and permanent employees. Temporary employee lose their employment
after the season as over and they will call for next season and sometimes they will not be
called for employment. Some of soil and sons of flash will do most of the employment.
The management gives more preference to the inside employees. I noticed the employees
in personnel officer and I.C.I.M. department and some other departments were recruited
through by recommendation of their fathers in which they were already employed in the
factory. Whenever a vacancy is arise. The management circulates the information to the
factory and employment exchange and advertisement. Whenever an inside employee
applies for the particular post some liberal post some liberal consideration will be given
to them compare to outsiders. Regarding outside sources the management sets several
applications through advertisements and I.T.I, institutions. The employment exchange
sponsors some candidates. So finally after scrutinizing of all applications in over the
management calls for qualified applicants for Maharashtra Labour Welfare on
recruitment regarding inside and outside sources.

Training:

The Maharashtra Labour Welfare conducts training programmer both on the job
and off job training. They don't have any management training programmer the I.T.I,
sponsors some of the candidates from its institutions are requested by the company will
absorb .the trainees after the training is over when there any suitable vacancies, the
management conducts in plant-training programmers called on the job training for
molders, fitters, and electrician.

Wire man motor mechanic and black smith, these trainees will under training for
the period of two years. As a company trainees and (hey will undergo again four years on
agreement basis and they will paid for worth of Rs.150/- per month for the first year of
training and they will have to service on construct service of 3 years.

The another scheme of training is non I.T.I, when the trainees will be sent for
(raining to Kakinada and Visakhapatnam of a perceived of 3 years and will be paid
stipend during the entire training period and absorbed in the company. The trades of non-
I.T.I. trainees are as follower. Trade:

Bookkeeping and accountancy, clerk genera, storekeepers, lab assistant, switch

board attendant brick mason, sales assistant, boiler attendants. Attendant operations
steam turbine operators.

Employment:

In order to meet the requirements of cost accounting records and fulfill the needs
of regular information, the existing cost centers both production an service have been
arranged. The Maharashtra Labour Welfare Limited management employees will be
decided in two categories there are:

1. Seasonal employees

2. Non- seasonal employees

 CHAPTER 3

SERVICES PROVIDED BY MAHARASHTRA LABOUR WELFARE

1. Industrial Dispute Act 1947

The Industrial Dispute Act, 1947 makes provision for the investigation and settlement of
Industrial Disputes, and for certain other purposes. Whereas it is expedient to make
provision for the investigation and settlement of industrial disputes.
Under this Act, the parties themselves can file join applications (to be signed by the
Employer and the Union representing the majority of workmen or legally Recognized
Union) to refer any dispute to adjudication under section 10(2) of the Act or to opt for
voluntary arbitration under section 10-A of the Industrial Disputes Act, 1947 by
following the procedure laid down therein.

Section 2A - Individual Dispute

Where any employer discharges, dismisses, retrenches or otherwise terminates the
services of an individual workman, any dispute or difference between that workman and
his employer connected with, or arising out of, such discharge, dismissal, retrenchment or
termination shall be deemed to be an industrial dispute notwithstanding that no other
workman nor any union of workmen is a party to the dispute. Any aggrieved workmen
can raise the dispute before the consultation officer.

Section 2K - Collective Dispute

Means any dispute or difference between employers and employers, or between
employers and workmen, or between workmen and workmen, which is connected with
the employment or non-employment or the terms of employment or with the conditions
of labour, of any person.
Section 25M - Layoff | Industrial Dispute Act 1947
25M - Layoff: No workman (other than a badli workman or a casual workman) whose
name is borne on the muster rolls of an industrial establishment in which 100 or more
workmen are employed shall be laid-off by his employer except with the prior permission
of the appropriate Government or authority.

Section 25N - Retrenchment

No workman employed in any industrial establishment in which 100 or more employees,
who has been in continuous service for not less than one year under an employer shall be
retrenched by that employer until the prior permission of the appropriate Government or
the specified authority has been obtained on an application made in this behalf.

2. Bombay Industrial Relations Act, 1946

This Act applies to certain specified industries like textiles, co-operation banking, sugar,
power generation in Mumbai, BEST, etc. Under this Act, there are provisions for
registration of unions as a ‘representative union’ which is the sole bargaining agent of
employees under this Act for the particular industry in specified local area. Statutory
machinery is also provided under this Act to resolve industrial disputes through
negotiations with the sole bargaining agent, conciliation or voluntary or compulsory
arbitration by Labour Courts, Industrial Courts or Wages Boards. An individual
employee can also take direct recourse to the arbitration machinery under the Act i.e. the
Labour Court to resolve the dispute to termination etc. of his services.

3. The Trade Unions Act, 1926

The Trade Union Act, 1926 provides for registration and cancellation of unions. It also
defines law relating to registered trade Union.
Any seven members of Trade Union can apply for registration of the union under the
Trade Union Act, 1926, provided total no. of members in union shall be 10% or 100 of
workman whichever is less engaged/employed in establishment or industry and form a
 Trade Union. The employers can also form their own Association/Unions under the Act,
which can be registered by the Registrar for the purpose mentioned above. The
registration of a Trade Union may be cancelled by the Registrar, among other, if he is
satisfied that any trade union has contravened the provisions of the Trade Union Act,
including submission of Returns, prescribed thereunder.
Registered Trade Union gets civil and criminal immunities for any Acts dons by it or its
office-bearers or members thereof in furtherance of a trade dispute, provided the Acts and
not illegal under any low.
Any member of a registered trade union for a period of not less than 6 months can, with
the consent of the Registrar and by following the procedure laid down under the Act refer
to the Industrial Count any of the following disputes for decision
 Disputes as to whether any person is an office- bearer or a member of the registered trade
union.

 Expulsion of any office-bearer or a member of the registered tread union.

 Dispute relating to the property including account books of any registered tread union.

Emphasis of the Act is an encouraging organization of worker into store tread union and
collective for settlement of industrial dispute.

4. Industrial Employment (Standing Orders) Act, 1946

The provisions of the Act are applicable in Maharashtra State on Industrial

Establishment, as Defined in the Act and employing 50 or more employees. The
Employer of such an Industrial Establishment is under an obligation to follow the Model
Standing Orders under the Act, till he obtains Certified Standing Order under the Act
from the Competent Authority (Deputy Commissioner of Labour) to suit the local
requirements of his Establishment. For this he has to follow the procedure laid down
under the Act. Such Standing Orders are also settled under the Bombay Industrial
Relations Act, 1946, pending which the Model Standing Orders framed for the industry
are discipline in an Industrial establishment, which help in eliminating many industrial
disputes.
 5. Minimum Wages Act, 1948

The Minimum Wages Act, provides for prescribing the minimum rates of wages payable
to the employees employed in Scheduled Employment as enumerated in the Schedule to
the Act. It also provides maintenance of records and registers and hours of work
overtime, etc., in the interest of the workers. It provides penalty for the non-payment of
Minimum rates of wages and non-maintenance of records. It also specifies Authorities for
filing claim application for non-payment or less payment of minimum rates of wages
under the Act.

6. The Payment of Wages Act

The Payment of Wages Act, 1936 is a central legislation which applies to the persons
employed in the factories and to persons employed in industrial or other establishments
specified in sub-clauses (a) to (g) of clause (ii) of section 2 of this Act.
Salient Features
This Act has been enacted with the intention of ensuring timely payment of wages to the
workers and for payment of wages without unauthorized deductions. The salary in
factories / establishments employing less than 1000 workers is required to be paid by 7th
of every month and in other cases by 10th day of every month. A worker, who either has
not been paid wages in time or an unauthorized deductions have been made from his / her
wages, can file a Claim either directly or through a Trade Union or through an Inspector
under this Act, before with the Authority appointed under the Payment of Wages Act.
The power for hearing and deciding Claims under this Act has been vested at present
with the Presiding Officer of a Labour Court.

7. Equal Remuneration Act, 1976

This Act provides for the payment of equal pay for equal work for both man and woman.
It also provides for the prevention of discrimination in payment of wages on the ground
of sex against women in the matter of employment and for the matter commented
therewith or incidental thereto.

8. Payment of Bonus Act, 1965

This Act imposes a statutory obligation on all employers employing 10 or more workers
in their factories or establishments in Maharashtra State to pay bonus to the employees at
the minimum rate of 8.33 percent or up-to 20 percent subject to the formula laid down in
the Act. The Act applies to factories or establishment from the year they start making
profits or from the sixth year onwards whichever is earlier. It provides for payment of
bonus linked with a scheme of 'set on' and 'set off'. It also provides for a scheme of bonus
linked with productivity subject to a minimum of 8.33 percent. It further provides for
machinery for enforcement of the liability for payment of bonus. Any person (other than
an Apprentices) employed on a salary not exceeding र 7, 500 per month, is entitled to
bonus. An employee’s drawing wages above र 3,500 are, however, entitled to bonus, as
if his salary id र 3.500 per month. An employee, who is dismissed for fraud, riotous or
violent behavior on the premises of the establishment, theft, misappropriation or sabotage
of any property of the establishment is disqualified from receipt of bonus, under the Act.
A minimum service of 30 day work in one accounting year is a necessity for eligibility of
bonus under the Act.

9. Child Labour (Prohibition and Regulation) Act, 1986

The Act aims clearly at prohibiting the employment of children below 14 years of age. It
specifically prohibits the employment of all children under the age 14 in specified
hazardous occupations and processes. It prohibits employment of children in 16
occupations and 65 processes considered hazardous to the health and psyche of the child.
The Act also regulates industries where children are permitted to be employed and has
put strong penalties for employers flouting the law with monetary fines and punishment
such as imprisonment. Family units and training centers are not included in the purview
of the Act. Penalty for violation of the Act could range from three months to one year of
imprisonment with a fine of र 10,000/- to 20,000/-

10. Bonded Labour System [Abolition] Act, 1976

This Act provides for identification, release and rehabilitation of bounded labour. This act
constitutes a part of the Government of India's 20-point programmer.
At present, as par the decision taken in the Meeting of the Secretaries, Home, Revenue
and Forests Department and Industries, Energy and Labour Department by the then Chief
Secretary, Maharashtra on 30th June 1981, the work of identification of bonded labour
has been entrusted to the Labour Department, while the work relating to relief and
rehabilitation of freed bonded labour has been assigned to the Revenue and Forests
Department. This arrangement result in bottle-neck in the work of the Act, for want of
proper co-ordination between the two Departments recently, the thinking in this behalf in
the Government of India is that the entire work connected with the implementation of this
Act should rest in one Department only. This itself casts the responsibility of enforcement
of the Act on the District Magistrates, who are under the control be most appropriate if
the present arrangement of handling the work of identification of bonded labour which is
presently with the Labour Department and that of the work of rehabilitation of the freed
bonded labour, which is currently with the Revenue and Forests Department should be
changed and the entire work of this Act is entrusted to the Revenue and Forests
Department. This is for the approval of Government.

11. The Contract Labour (Regulation & Abolition) Act, 1970

It is an Act to regulate the employment of the Contract Labour in certain establishments

and to provide for its abolition in certain circumstances and for the matters connected
therewith. It applies to every establishment in which 20 or more contract labour are
employed and to every contractor who employs 20 or more labour.
In order to ensure ‘Ease of doing Business’ the Government of Maharashtra has
simplified the process of issuing the license to the contractor under The Contract Labour
(Regulation & Abolition) Act, 1970.
Accordingly the Labour Department of Government of Maharashtra has issued
Notification dated 01.06.2015 regarding issuance of the License and renewal of License
to the contractor under The Contract Labour (Regulation & Abolition) Act, 1970 within
seven working days from the date of receipt of the application.
If the License is not issued within the said seven working days, it shall be deemed to have
been granted.

12. Payment of Gratuity Act, 1972

This Act is applicable to every establishment who engage 10 or more than 10 employees.
This Act provides for a Scheme for payment of gratuity to employees engaged in
factories, shop or other establishments etc. An employee, who completes not less than 5
years continuous services continuous services except in the case of death becomes
eligible to receive gratuity at the rate of 15 days wages for every completed year of
services. The amount of gratuity, payable under Act is not is liable to attachment in
execution of any decree or order of any civil, revenue and criminal court. This Act also
provides for a mode for recovery of gratuity by the employees for his employer.

13. The Beedi & Cigar Workers (Conditions of Employment) Act, 1966

This Act provides for the welfare of the worker of the employed in Beedi and Cigar
Establishments. It regulates the conditions of work and provisions are made regarding of
other facilities like drinking water, latrines, urinals, washing facilities, creaches, first-aid
and canteens. It also safeguards the interest of the Beedi ‘Home Workers’ to the extent
possible.
 14. Sales Promotion Employees (Conditions and Services) Act, 1976

This Act defines the Sales Promotion Employees in an establishment engaged in

pharmaceutical industry or the Sales Promotion Employees in an establishment engaged
in pharmaceutical industry or in any notified industry. It provides for issue of
appointment letter to the Sales Promotion Employees and Maintenance of Registers. It
also provides for hours of work and leave on Medical grounds to the Sales Promotion
Employees.

15. The Interstate Migrant Workmen (Regulation of Employment and

Conditions of Service) Act, 1979

This Act regulates the appointment of Inter-State Migrant Workers and provides for their
conditions of service and for matters connected therewith, it also provides for
appointment of Registering Officer, registration of certain establishments, prohibition
against employment of Inter-State Migrant Workers without registration and appointment
of Licensing Authority. It also provides for wages-rates and other conditions of service
for Inter-State Migrant Workers.
This Act is applicable to every establishment who engage 5 or more than 5 migrant
workers

16. Building & Other Workers (Regulation of Employment and Conditions of

Service) Act, 1996

An Act as enacted to regulate the employment and condition of service of building and
other construction workers and provide for them safety, health and welfare measures and
or other matters connected therewith. Act applies every establishment witch employees or
employed on any day of the processing 12 months, ten or more building construction
workers in any building or other construction works. This Act is applicable to every
construction work costing more than Rs.10 lakh (excluding land cost)
The Government of Maharashtra has framed the Rules viz. The Maharashtra Building
and Other Construction Workers (Regulation of Employment and Conditions of Services)
Rules, 2007 vids Notification dated 5th February 2007. Has constituted the BOCW Board
on 1 May 2011.

17. Working Journalist and Other Newspaper Employees (Conditions of Service

and Miscellaneous Provisions) Act, 1955

This Act defines the working Journalists, non-Working Journalists and Other Newspaper
Establishments and it provisions for their service conditions like fixation of wages and
payment of gratuity, taking into conditions like fixation of wages and payment of
gratuity, taking into consideration, the special conditions under which the working
Journalists and Non- Working Journalists are required to work.
In the State of Maharashtra there are about 153 Newspaper establishments. These
Newspaper establishments employ about 2694 Working Journalist and about 6702 Non-
Working Journalists employees.

18. Motor Transport Workers Act, 1961

The object of this Act is to protect the Motor Transport Workers form being subjected to
unduly long hours of labour and strain, It provides for certain amenities, like welfare
facilities, medical facilities, first-aid, limitation of hours of work on each day and week,
spread over, weekly rest, wages and over-time wages, annual leave with wages, etc. It is
applicable to public motor transport establishments employing 5 or more motor transport
workers who are not covered by the Factories Act or the Bombay Shops and
Establishments Act.

19. Maharashtra Workmen's Minimum House Rent Allowance Act, 1983

Maharashtra Government has issued a notification on 26th December 1990 whereby the
provisions of Maharashtra Worker men’s Minimum House Rent Allowance Act 1913
have been made applicable to all the establishments who are engaging 50 or more than 50
employees in the State.
The Act provides for Payment of Minimum House Rent Allowance to industrial workers
in the State at the rate of र 20 or 5 per cent of the total wages. The Act is applicable to
factories / establishments employing 50 or more workmen. The provision of the Act, are
made effective from 2st January 1991.

20. Right to Information Act, 2005

The Labour Commissionerate has taken speedy steps to implement the provisions of the
right to Information Act, 2005. Appointments of Asst. Public Information Officers, State
Public Information Officers and Appellate Authorities have been made.
Any citizen of India, on an application with a Court Fee stamp of र 10/- may obtain
necessary information. If the information is not furnished within 30 days, or if the
information is not sufficient or misleading then the person aggrieved by the decision of
the Information Officer may prefer to an appeal; before the Appellate Authority on an
application with Court fee stamp of र 20/- within 30 days from the receipt of such
information.
A second appeal against the decision given by the Appellate Authority can be made
before the Chief Information Commissioner of the state, situated at the 13 floor, New
Administrative Building, Mantralaya, and Mumbai within 9 days.
 CHAPTER 4

CONCEPTUAL AND THEROTICAL FRAME WORK

LABOUR WELFARE ACTIVITIES

The labour welfare activities of the employers in particular and of the state in general are
not only conductive to an improvement in the conditions of the working class but are the
best kind of investment to employees for promoting industrial efficiency Besides Labour
Welfare have tremendous Potentialities for ferreting good industrial relations. The
significance such activities in a country like India is very great.

The term “Labour Welfare” is one which leads itself to various interpretations and
it has always the same significance in different countries as pointed out by the royal
commission on labour. The term “welfare” as applied to the industrial worker is one
which must necessarily the classic bearing a somewhat different interpretation in one
country from another according to the different social customs. The degree of
industrialization and education development of the workers.

Different people have given different interpretation to it. One definition contains
it to voluntary efforts on the part of employers to provide the best conditions of
employment in their own factories. Another interpretation given to welfare work is that it
is anything for the comfort and improvement intellectual or social of employers over and
above the wages paid. A resolution adopted by the international labour conference (ILC)
at its 19th session in June 1956 as enumerated some of these services and amenities as
include.

1. Feeding facilities in or near the undertaking

2. Rest and recreation facilities, and
 3. The transportation to and from work were ordinary public transport is in docket or
impracticable.

The labour investigation committee of Government of India clerks the scope of the
welfare activities any thinking done for the intellectual physical, more and economic
betterment of the workers whether by employer by Government or by employer by
Government or by another agencies, over and above what is laid down by law or what is
normally expected as part of contractual benefits for which the workers may have
organized. Thus, under these definitions we may include housing, medical and education
facilities for rest and recreation. According to the value system social economic
development even with in the one country its contest may be different from region to
region. This the term “Welfare is very comprehensive”.

THE IMPORTANCE OF WELFARE:

1. IT INFLOENCE THE SENTIMENT OF THE WORKERS:

Welfare activities such as educational facilities, influence the sentimental atmosphere of
the factory they develop the feeling of friendliness.

2. SOCIAL ADVANTAGES OF WELFARE OF WORKERS:

It improves the workers physique and reduce incidence of vices mental efficiently and
economic productivity of workers.

3. REALIZATION OF WORKERS IMPORTANCE:

Workers realized that they have also some state in under taking and reduce and reckless
action on their part and will be realized by the employers.

4. REDUCE TURNOVER AND OBSENTEEISM:-

Whatever improves condition of work and life of employees will reduce their
absenteeism and turn over from one from to another.
 5. IT IMPROVES THE STANDARD OF LIVING OF WORKERS:
Welfare activities such as medical, canteen facilities and housing facilities improve the
standard of living of workers and their role in the economic development of our country.

CLASSIFICATION OF WELFARES IMPLEMENTED BY EMPLOYER:

Welfare measures in Industry are generally classified into four categories:-

Statutory measures
Non- statutory measures
Voluntary activities
Mutual activities

STATUTORY MESURES:
Statutory measures are compulsory welfare measures to be implemented by the
employers various labour legislations such as factory’s act workmen compensation act
etc. have been enacted by the Government to Compel that employers to provide the
welfare measures as directed in these enactments non- compliance of the statutory
welfare measures by the employers would bring in panel action by the Government
against the erring employers. Thus statutory welfare measures are compulsory welfare
measures which should be implemented by the employers in the respective industries.
The statutory welfare requirements in the country may broadly be classified into
two heads.
Those which have be provided irrespective of the size of the establishment or the
No. of the persons employed there in such as washing, storing and drying of clothing,
drinking water, latrines and urinals
Those which are to be provided subject to employment of a specified no. of
persons such as canteens rest shelters crèches and ambulance rooms.
NON – STATUTORY MEASURES:-
Non-Statutory welfare measures are implemented by the employers with a
humanitarians’ outlook. These measures are not compulsory measures the Non –
statutory measures generally include those welfare measures which are facilities provided
outside the establishment. There facilities are provided to motivate the labour to
contribute their best in terms of higher productivity.

VOLUNTARY WELFARE ACTIVITIES:-

Voluntary welfare activities are based on pillion therapy and on the brief that it is
a sound investment as it leads to the efficiently of the workers. All those activities which
are under taking by the employees for the betterment of workers by providing facilities to
their employees without any pressure from the Government are called voluntary
activities.

MUTUAL ACTIVITIES:-
Mutual welfare activities are those which are organized by their trade unions for
the benefits of workers. Thus there are activities for and by the workers for their mutual
help and benefits.

CONCEPT OF LABOUR WELFARE AND WELFARE STATE:-

The all – round acceptance that the concept of Labour welfare is a mainly due to
the three reasons

FIRSTLY:-
The need to provide a better life for workers was dictated by the necessity to
maintain the good will of the large and rather freshly recruited war-time labour force and
to gear them to increased production.
SECONDLY:-
The industrial expansion in the advanced countries of the world and the
concomitant process of mass production and mass setting lead to the rose of working
classes as a source of our steps of promote labour welfare were a direct recognition of the
mew situation.

THIRDLY:-
There was also the influence of the researches into scientific into scientific
management and industrial psychology, which presented abundant evidences on the
importance of the workers at a human being and a total personality to their three fourth
may be added, that the public and got concern especially in the economically less
developed countries, over the amelioration of the working and living conditions of
Industrial workers and measures in there regard were being taken in many countries as on
aspect of national policy.
 CHAPTER 5

DATA ANALYSIS AND INTERPRETATION

1. What are your opinions being an employee of Maharashtra labour welfare?

Table: 5.1

Attributes No. of Respondents % of Respondents

Fully satisfied 85 85%

Satisfied 12 12%

Not satisfied 3 3%

No Interest to say 0 0

Graph: 5.01

100
80
60
Series1
40
20
0
Fully Satisfied Not Not
satisfied satisfied Interest
to say
Interpretation:-

From the above table I observed that most of the employees are fully satisfied to
tell outsiders, that they are the employees in Maharashtra Labour Welfare.

In total sample respondents 85 per cent are fully satisfied, 12 percent are satisfied
and rest of the respondents are not satisfied.

2. Are you satisfied with your work?

Table: 5.2

Attributes No. of Respondents % of Respondents

Fully satisfied 43 43%

Satisfied 40 40%

Not satisfied 8 8%

No Interest to say 9 9%

Graph: 5.02

50
40
30
Series1
20
10
0
Fully Satisfied Not Not
satisfied satisfied Interest to
say
Interpretation:-

For this question a high percentage of employees are fully satisfied to their work. In total
sample respondents 43 per cent are fully-satisfied, 40 per cent are satisfied, 8 per cent are
not satisfied and 9 per cent are not interested to say.

3. Are you satisfied with your present salary?

Table: 5.3

Attributes No. of Respondents % of Respondents

Fully satisfied 21 21%

Satisfied 45 45%

Not satisfied 27 27%

No Interest to say 7 7%

Graph: 5.03

50
40
30
Series1
20
10
0
Fully Satisfied Not Not
satisfied satisfied Interest to
say
Interpretation:

In total sample respondents 21 per cent are fully satisfied, 46 per cent are
satisfied, 27 per cent are not satisfied and 7 per cent are not interested to say.

4. How is the relation between you & your supervisor?

Table: 5.4

Attributes No. of Respondents % of Respondents

Fully satisfied 51 51%

Satisfied 30 30%

Not satisfied 6 6%

No Interest to say 13 13%

Graph: 5.04

60
50
40
30 Series1
20
10
0
Fully Satisfied Not Not
satisfied satisfied Interest to
say
Interpretation:

. Above analysis tells that there is a good relation between employee and their
supervisors. From the total sample respondents 51 per cent are fully satisfied 30 per cent
are satisfied 6 per cent are not satisfied and 13 per cent are not interested to say.

5. Are you satisfied with the present channels provided by the company?

Table: 5.1

Attributes No. of Respondents % of Respondents

Fully satisfied 51 51%

Satisfied 30 30%

Not satisfied 15 15%

No Interest to say 3 3%

Graph: 5.05

60
50
40
30 Series1
20
10
0
Fully Satisfied Not Not
satisfied satisfied Interest to
say
Interpretation:

Most of the employees are fully satisfied with the present channels provided by
the company. In the total sample respondents 51 per cent are fully satisfied, 30 per cent
are satisfied, 15 per cent are not satisfied and 3 per cent are not interested to say.

6. Are you satisfied with the benefits provided by the company?

Table: 5.6

Attributes No. of Respondents % of Respondents

Fully satisfied 39 39%

Satisfied 48 48%

Not satisfied 10 10%

No Interest to say 3 3%

Graph: 5.06

60
50
40
30 Series1
20
10
0
Fully Satisfied Not Not
satisfied satisfied Interest to
say
Interpretation:

From this Data it is observed that the company provided maximum benefits to
employees. In the total sample respondents 39 per cent are fully satisfied 48 per cent are
satisfied 10 per cent are not satisfied and 3 per cent have no interest to say.

7. Are you satisfied with the promotion system in Maharashtra labour welfare?

Table: 5.7

Attributes No. of Respondents % of Respondents

Fully satisfied 30 30%

Satisfied 36 36%

Not satisfied 18 18%

No Interest to say 16 16%

Graph: 5.07

40
35
30
25
20 Series1
15
10
5
0
Fully Satisfied Not Not
satisfied satisfied Interest to
say
Interpretation:

Here the promotion system is very low so the workers are only satisfied. In the
total sample respondents 30 per cent are fully satisfied 36 per cent are satisfied 18 per
cent are not satisfied and 16 per cent have no interest to say.

8. Are you satisfied with the welfare activities provided by the Maharashtra
labour welfare?

Table: 5.8

Attributes No. of Respondents % of Respondents

Fully satisfied 33 33%

Satisfied 42 42%

Not satisfied 12 12%

No Interest to say 13 13%

Graph: 5.08

50
40
30
Series1
20
10
0
Fully Satisfied Not Not
satisfied satisfied Interest to
say
Interpretation:

The company provided many welfare activities and most of the employees are
satisfied with the welfare activities. In the total sample respondents 33 per cent are fully
satisfied, 42 per cent are satisfied, 12 per cent are not satisfied and 13 per cent have no
interest to say.

9. Are you satisfied with the present shift system?

Table: 5.9

Attributes No. of Respondents % of Respondents

Fully satisfied 45 45%

Satisfied 36 36%

Not satisfied 16 16%

No Interest to say 3 3%

Graph: 5.09

50
40
30
Series1
20
10
0
Fully Satisfied Not Not
satisfied satisfied Interest to
say
Interpretation:

From the collected data 50 per cent of employees are fully satisfied with their
present shift system, 36 per cent are satisfied 16 per cent are not satisfied and 3 per cent
have no interest to say.

10. Are you satisfied with the job security?

Table: 5.10
Attributes No. of Respondents % of Respondents

Fully satisfied 39 39%

Satisfied 39 39%

Not satisfied 16 16%

No Interest to say 6 6%

Graph: 5.10

50
40
30
Series1
20
10
0
Fully Satisfied Not Not
satisfied satisfied Interest to
say
Interpretation:

From this analysis most of the employees are satisfied for job security. In the total
sample respondents 39 per cent are fully satisfied 39 per cent are satisfied 16 per cent are
not satisfied and 6 per cent have no interest to say.

11. Whether the colony maintenance is good in the township?

Table 5.11

Attributes No. of Respondents % of Respondents

Excellent 4 4%

Good 64 64%

Average 32 32%

Below average 0 0%

Graph: 5.11

70

60

50 Excellent

40
Good
30
Average
20

10 Below average

0
Excellent Good Average Below
average
INTERPRETATION:

From the above analysis it is observed that 4% of employees are feeling excellent
and 64% of the employees are feeling good, 0% of employees are feeling below average
and 32% 0f employees are feeling average about the colony maintenance in the township.
So, finally most of the employees are feeling good with the colony maintenance in the
township.

12. Are you satisfied with the uniform provided by the management?

Table 5.12

Attributes No. of Respondents % of Respondents

Excellent 8 8%

Good 80 80%

Average 12 12%

Below average 0 0%

Graph: 5.12

80

70

60
Excellent
50

40 Good

30
Poor
20

10 Very Poor

0
Excellent Good Poor Very
Poor
INTERPRETATION:

From the above analysis it is observed that 8% of employees are feeling excellent
and 80% of the employees are feeling good, 12% of employees are feeling poor and 0%
0f employees are feeling very poor about the uniform provided by the management. So,
finally most of the employees are feeling good with the uniform provided by the
management.

13. How do you feel about recreation facilities?

Table 5.13

Attributes No. of Respondents % of Respondents

Excellent 8 8%

Good 32 32%

Average 60 60%

Below average 0 0%

Graph: 5.13

0 8 Excellent

32 Good

Average
60

Poor
INTERPRETATION:

From the above analysis it is observed that 8% of employees are feeling excellent
and 32% of the employees are feeling good, 60% of employees are feeling average and
0% 0f employees are feeling poor about the recreation facilities provided by the
management. So, finally most of the employees are feeling average with the recreation
facilities provided by the management

14. What do you think about spittoons and lighting facilities?

Table 5.14

Attributes No. of Respondents % of Respondents

Excellent 24 24%

Good 44 44%

Average 32 32%

Poor 0 0%

Graph: 5.14

44

45 32
40 Excellent

35
Good
30
24
25
0 Average
20 Poor

15 Average
Poor
10
Good
5
0 Excellent
INTERPRETATION:

From the above analysis it is observed that 24% of employees are feeling
excellent and 44% of the employees are feeling good, 32% of employees are feeling
average and 0% 0f employees are feeling poor about the spittoons and lighting facilities.
So, finally most of the employees are feeling good with the spittoons and lighting
facilities.

15. How do you feel about shelters, rest rooms, and lunch rooms?

Table 5.15

Attributes No. of Respondents % of Respondents

Highly satisfied 4 4%

satisfied 76 76%

Not satisfied 20 20%

Graph: 5.15

4
20

Highly satisfied

Satisfied

Not satisfied

76
INTERPRETATION:

From the above analysis it is observed that 4% of employees are highly satisfied
and 76% of the employees are satisfied, 20% of employees are feeling not satisfied about
the shelters, rest rooms, and lunch rooms. So, finally most of the employees are satisfied
with the shelters, rest rooms, and lunch rooms.
 CHAPTER 6

FINDINGS

 Here the management provides good channels of communication. Employees

highly satisfied with this channel of communication.
 In this organization he canteen runs by co-operative stores.
 The time office members wrote slogans on the notice board every day. These
slogans are very effective to motivate the employees for increase their ethics and
moral values.
 The organization provides training facilities for employees to improve their
communication skills, moral values, ethical and safety etc.
 The organization provides excellent housing facilities for employees. So many
employees satisfied with their housing facilities.
 It is found that all the statutory facilities are provided by the Management to the
employees in the organization.
 84% of the employees of the organization feel fair in the employee participation
in decision making of welfare activities.
 80% of the employees are satisfied with welfare department in the organization.
 The employees feel very good regarding the scheme of distribution of sweet
packets to them on their birthday.
 SUGGESTION

 The organization should provide library facilities for their employees for increase
their knowledge; skills etc, and also provide news papers in rest rooms.
 The organization should provide education facilities for workers children’s.
 The organization should provide training facilities because they are high level
language. The workers did not understand there programmed. So the organization
provides training facilities and use simple language for better understanding.
 The organization should provide medical facilities for employees. But some
workers do not have their facilities and they want to provide recreation facilities
like sports ground their children’s etc.
 The organization should provide cool drinking water.
 In order to motivate personnel by all means to improve the interpersonal
relationships and create zeal to work more for organizational growth, every
department should conduct regular meeting.
 More safety measures are to be suggested near cooking house and digest house to
prevent forthcoming disasters.
 The canteen managing committee must implement certain measures to improve
the quality of food supplied in the canteen.
 The organization should try to improve the recreation facilities to the employees.
 Sufficient numbers of spittoons are to be placed in convenient places and are to be
maintained in a clean and hygienic condition.
 CONCLUSION

Welfare facilities are statutory provisions under facility act 1928. Every organization
provides these facilities to the workers.

Welfare facilities are very important aspect in every organization. The

welfare facilities help to organization for increasing the productivity and efficiency of the
workers.

In Maharashtra Labour Welfare Maximum numbers of employee are

dissatisfied with welfare facilities very few employees are satisfied because company
does not provide welfare facility properly. Some welfare facilities are not well
maintained in the company. Welfare facilities plays motivational role in organization.
 BIBLIOGRAPHY

 Human Resource Management:

P. Jyothi, D.N. Venkatesh

Oxford – Higher Education

 Human Resource Management:

Gary Dessier

Pearson Education

Biswajeet Pattmanyak

 Essentials of Human Resource Management & Industrial Relations

P. Subba Rao

 Indian Labour Books

Website:

 www.google.com

 https://mahakamgar.maharashtra.gov.in/lwb-index.htm