"MBA HR project"
INTRODUCTION: The growing attention that is being paid to various labors problems in the present times is an indication of the increasing importance of the working class in the economic and social structure of modern communities. Labour force is a crucial role to play in industrial development ,thereby enriching countries economy. The Government is at present laying stress on self reliance in perceivable fields. The need for achieving self reliance in unless the workers in industries getting are industrial out put has therefore, become imperative. The workers have their special problems. These problems stretch from their work place to their homes in the community and they require comprehensive analysis. The different facts of each problem have to be examined at their work place with regard to the workers safety, Healthy Welfare and Productivity at their homes related to education, recreation, social life, security for them and their facilities and in community which special reference to their role as responsible citizens. In this context labour welfare assume new demand dimension. Labour welfare activities are also major aspect of national programme towards bettering the lot of labour and creating a life for environment of decent comfort for the workers community. DEFENITIN OF LABOUR WELFARE: Labour welfare has been defined in several ways and is therefore, understood in various ways in various countries. A precious definition of the term is thus somewhat difficult as Arthur James Todd remarks aptly: “A series of sharply deserve opinion exist on the motive and marits of industrial welfare work” in the same way, according to the report of royal commission on labour the term welfare as applies to industrial workers is one which be must necessarly be elastic, bearing a somewjhat different interpretion in one country from another,according to the different social customs, the degree of industrialization and the educational development of the workers. Broadly speaking , measures and activities undertaken by the state, employers and associations of workers from the improvement of workers standards of life and for the promotion of their economic and social being and lable as welfare works. As defined in the Encyclopaeida of social sciences, “ labour welfare implies the voluntary efforts of employers to estlablish , within the existing industrial system, working and some times living condition of the employees beyond whaty is required by law the custom of the industry and condition of the market”. It mean the voluntary action on the part of employer to improve the lot of his employees. The international labour Organisation defines labour welfare inthese words,”workers welfare should be understood as meaning such services, facilities and amenities which mnay be establish in, or in the vicinity of the undertaking to anable person employed in them to perform their work in healthy, congenial surroundings and provided with eminities conductives to good health and high morals.” As per royal commission report” In India, nearly whole mass of industrial labour is illiterate, as a state of affairs which is unknown in any other country of industrial importance. The modern machine industry depends in a particular degree on education and the attempt to build it up with an illiterate body of workers must be difficult and perilous.” The national commission on labour , 1966 described that”looked upon welfare as fructless and barren , though some of them had pioneering work”Planation labour act says”Statutory welfare funds in genral and state-wise funds in particular.” Malkaviya committee reports defines” Security of employment, fair wages; equal opportunity for personal growthg and advancement are some of welfare facilities available to them.” But it does not include any activity that the employer is compelled or coerced into performing whatever be the benefir according to the labour class. Through the medium of labour welfare work, employers and industrial try to achieve the all round development of employees. An industrial accident may be defined as”an occurrence which interrupts or interferes with the orderly progress of work in an industrial establishment.”industrial establishment causing bodily injuries to a person which makes him unfit to resume his duties in the next 48 hours.” As per this act,every occurance which may injure a worker is not an accident. The injury on a worker should be serious which makes him unfit for work atleast for two days. Any casual injury is not covered under accident. An industrial injury may also be defined as “ a personal injury ti an employes which has been caused by an accident or an occupational disease and which would entitle such employee to compensation under the workmens compensation act,1923. MEANING OF HEALTH Health is a complete stage physics , mental and social well being and not merely the absence of any disease. A person is considered healthy if he is well adjusted to the environment in which he works. According to the Joint I.L.O/W.H.O Committee on Organizational Health, Industrial health is (i) the prevention and maintenance of physical, mental and social well being of workers in all occupations (ii) prevention among workers is ill health caused by the working condition (iii) protection of workers in their employment from risks resulting from factors averse to health and (iv) placing and maintenance of the worker in an occupational environment adapted to his physical and psychological equipment “ The World Health Organization (WHO) defined health as “a state of complete physical, mental and social well being and not merely an absence of disease or infirmity. According to the First Five Plan “Health is positive state of well being in which harmonious development of mental and physical capabilities of the individuals lead to the enjoyment of a rich and full life.. It implies adjustment of the individual to his total environment – physical and social In simple words, we can say that health is a condition under which an individual is able to mobilize all his resources – intellectual, emotional and physical for optimum living” Health has found an important place in the constitution, of all the countries and UN agencies. The Preamble of the WHO constitution states that the enjoyment of the highest attainable standard of health is a fundamental right of every human being and that governments are responsible for rthe health of their people and can fulfill that responsibility by taking appropriate health and social welfare measures OBJECTIVE OF INDUSTRIAL HEALTH The basic objective of industrial health is the prevention of disease and injury rather than the cure of the disease. Claude Veil has specified the following objectives of industrial health: (i) The promotion and maintenance of the highest degree of the physical mental and social well being of workers. (ii) The prevention of factors which make for ill health in their working conditions (iii) The protection of workers in their occupations from risks arising from factors which are adverse to the maintenance for the health. (iv) The placing and maintenance of worker in an occupational environment which is adapted to his psychological and physical equipment and (v) The adaptation of work to man and each man on his job SIGNIFICANCE OF INDUSTRIAL HEALTH According to Labor Bureau, Government of India “ On the one hand efficiency in work is possible only when an employee is healthy; on the order the industry (in which he is employed) exposes him to certain hazards which he would not meet else where and which may affect his health that the intention of reducing these hazards and improving the worker’s health that the discipline of industrial health came into being as a branch of public health in its own right” The industrial health is significant because of the following reasons: (i) To maintain and improve productivity and quality of work. (ii) To minimize absenteeism and labour turnover. (iii) To reduce industrial unrest, indiscipline and accidents. (iv) To improve employee motivation and morale. (v) To reduce spoilage and cost operations. (vi) To preserve the physical and mental health of employees. PRESENT STATE OF HEALTH IN INDIA In India, the Royal Commission on labour (1931) the Labour Investigation Committee (1946), the Health Survey and Development Committee (1943),the Labour Welfare Committee(1969) and the National Commission on labour (1969) all emphasized upon the “creation and maintenance of as healthy an environment as possible, in the homes of the people as well as in all places where they congregate for work, amusement or recreation as essential” The Government of India, since independence has taken several steps to protect the health of the workers. The Government has enacted several labour legislations protecting the health of the industrial workers. Such legislations are the Factories Act 1948. The Mines Act 1952, the Indian Dock Labourers Act 1934, the Motor Transport Workers Act 1961, The Coal Mines (Conservation and Safety Act), 1952etc Under these Acts, several provision are made to protext the health of industrial workers from the occupational diseases. The measures in these Acts pertain to both the curative and preventive aspects of the industrial health. The employers are held responsible for carrying out the provisions of the concerned acts. SIGNIFICANCE OF LABOUR WELFARE The basic objective of labour welfare is to enable workers to live a richer and more satisfactory life. Labour welfare is in the interest of the labour, the employer and the society as a whose. The main benefits of labour welfare services are given below. 1. Benefits to the Workers : i. Welfare facilities provide better physical and mental health to the workers and make them happy. ii. Welfare facilities like housing, medical benefits, education and recreation facilities for the worker’s families help to create contended workers. iii. Improvement in material, intellectual and cultural conditions of life protects workers from social evils like drinking, gambling etc. 2. Benefits to the Employers : i. Labour welfare facilities help to increase employee productivity or efficiency by improving their physical and mental health. ii. Welfare measures help to improve the goodwill and public image of the enterprise. iii. Welfare services serve to maintain some peace with the employee’s unions. Employee welfare also helps to improve industrial relations and industrial peace. iv. Employees turnover is reduced due to the provision of welfare facilities. Employees take active interest in their jobs and work with a feeling of involvement and satisfaction. v. Employers secure the benefits of high efficiently, cordial industrial relations and low labour absenteeism and turnover. 3. Benefits to the Society : Labour welfare is also in the interest of the larger society because the health, efficiency and happiness of each individual represents the general well being of al. well housed, well fed and well looked after labour is not only an asset to the employer but serves to raise the standards of industry and labour in the country. ADVANTAGES TO EMPLOYERS FROM INTRA-MURAL WELFARE WORK : In all modern countries the employers do their best to introduce labour welfare programmers of various kinds because they have come to realize the money they spend upon labour welfare is not completely lost of they. Working in healthy and congenial surroundings, the workers fell convened and delighted in the concern that the employers evince for then. Cordial relations between employer and Employee precipitated, and the workers evince lesser desire to change employment at the least provocation. Prevention of an accident is a direct training itself would have cost the establishment a packet. Schemes and Plans for prevention of fire or for fire fighting are a direct gain to the employer as he would not like to have his factory go up in flames. Easy availability of good and wholesome food takes a load of the workers minds as it is very convenient to eat in the canteen near the premises. In this manner the owner of a factory stands to gin directly from intra-mural efforts at labour welfare. ADVANTAGES TO OWNERS FROM EXTRA – MURAL LABOUR WELFARE An owner also gains finally from extra-mural labour welfare activity. Mostly, he benefits in the following ways. IMPROVEMENT IN WORKERS HEALTH : Ordinary arrangements like health residence; inexpensive housing and foods, proper relaxation and refreshment go a long way in maintaining the health of workers. Hence, absenteeism from the factory falls to a minimum and the per capita output improves. IMPROVEMENTS IN WORKER’S EFFICIENCY : When education is provided, the worker’s efficiency and skill increases and he can do better work in lesser time. REDUCTION IN ABSENTEEISM : Prevention of disease and arrangement of medical facilities help to reduce illness or go shorten its influence. As a result, the number of absents in the factory decreases diseases being the main causes of it. GOOD RELATIONS BETWEEN EMPLOYER AND WORKERS : With provision of such facilities as social insurance, provident fund, pension, gratuity, the worker becomes secure and he can rest satisfied with his employer. This improves the relations between the workers and the employer. REDUCING WORKERS DIS-SATISFACTION : The Employer has to provide health and recreation facilities to the workers to recreate the employees, after working hours. A worker satisfaction is further increased in case of Female workers if benefit and facilities such as maternity benefits, maternity homes and crèches are provided for their children. IMPROVEMENT IN QUALITY AND QUANTITY OF PRODUCTION : When these benefits accrue to the workers in a factory, the quantity of production in it improves a direct benefit to the employer. EMPLOYERS MORAL SATISFACTION : The greatest advantage of labour welfare that goes to the employer takes the form of moral satisfaction at having served the cause of humanity. Economic improvement and benefit is not the sole basis of labour welfare even though economic benefit does result from it. Behind it is the sense of humanity, a large heart and a moral or ethical consciousness. Generosity is an essential part of labour welfare, because such welfare activities are not based on material consideration but are instead guided by humanitarian principles and views. IMPORTANCE OF LABOUR WELFARE IN INDIA : Compared to other countries, India has much greater need and importance of labour welfare work. Such condition is caused by certain deficiencies in Indian Labour Force, and that are not be found in its counterparts in other countries. It is these defects or deficiencies that increase the importance of labour welfare activity in the country. Briefly, then for the following reasons the labour welfare work in India assumes greater importance than in other countries. LACK OF STRONG LABOUR UNION MOVEMENT : In India, even to day the workers are not united into a class. Keeping in view the numbers labour union movement is still in its infancy. Even in the labour unions that do exist, there is a lack of enlightened leadership. Welfare of laborers is a secondary concern. In other modern progressive countries workers are strongly organized into labour unions, but such a force is lacking in India. It is therefore essential that the welfare of laborers in the country require to be efficiently looked after by the employers and the government. ILLETERACY : As compared with other countries the percentage of educated workers is very low and most of them being illiterate. Consequently, the are not in a position to receive advanced industrial training; understand the problems in industries, understand their own interests and those of nation as a whole. This can prove a source of harm not only to the workers but also to the country. Therefore workers Education will help make workers secure become industrially efficient and become responsible citizens of the country. PROBLEM OF ABSENTEEIMS AND MIGRATION : Compared to worker in other countries the Indian Laborer is more restless and tendencies towards frequent migration becomes imminent because life in the town does not provide for his needs, and the atmosphere in general does not suit him being migrated from rural set-up. Level of wages is far too low to adequately compensate for the high price of most commodities although statutory minimum wage is assured to him. Hence, the laborer cannot comfortably settle down in one place. These workers migratory tendency can be curbed by providing him with adequate housing, improved working conditions and other welfare facilities. This helps the worker establish a home in the town, and he will not heaved to run frequently to the village for his family. Thus, the problem of absenteeism in factory may be reduced. Recreation and cultural facilities will prevent him for indulgency in drug addition an alcoholism, crime and prostitution and other undesirable activities. Moreover, with the improved recreational facilities the percentage of absenteeism in factories is likely to fall. LACK OF TRAINING : Percentage of trained workers in India is low. As compared with other countries, trained personnel in India are hard to come by. Hence, it is necessary to have training facilities for such a vast labour force. Possibility of decrease in rate of accidents when the worker is trained is predictable. Hence, there should be adequate provisions for preventing accidents through education and training, a part from Improving the levels of knowledge and skills of workmen. INDUSTRIAL BACK WARDENESS OF INDIA : From the industrial stand point, India is far behind Western Countries. Although effects are being made for industrialization through the medium of the five year plans, industrial progress cannot be attained independents of the efficiently of the labour force. So, we can say that the importance of these activities is great for India in comparison to western countries. 1. INTRA – MURAL ACTIVITIES : Intra – Mural labour Welfare activates are those amenities with are provided within the precincts of the establishment. The position of Intra – Mural labour welfare work has been given as follows : Latrines and Urinals : Washing and bathing facilities, Crèches. Rest Shelter and canteen Arrangement for drinking water. Arrangement for prevention of fatigue. Health services including occupational safety Administrative arrangement with a plant to look after welfare Uniform and protective cloth in and Shifting allowance. II. EXTRA – MURAL ACTIVITEIS ; Extra – Mural welfare facilities provided outside the work place are generally non – statutory in nature, and housing recreation, medical and transport facilities etc. 1. Maternity benefits 2. Social insurance measure including gratuity, pensions, provident fund and habilitation. 3. Benevolent fund 4. Medical facilities including programmes for physical fitness and efficiency, family planning and child welfare. 5. Education facilities including adult education. 6. Housing facilities 7. Recreation facilities, including port, cultural activities, library and reading room 8. Holidays homes and leave and travel facilities. 9. Workers co-operative including consumer co-operative thrift and credit societies. 10. Vocational training for dependents of workers. 11. Other programmes for the welfare for women, youth and children 12. Transport to and from the place of work. LABOUR ACTIVITIES BEING DONE BY VARIOUS AGENCIES IN INDIA : The progress and level of labour welfare activities in India. Has not been very satisfactory. Welfare work in India, as in the U.K. and U.S.A. was mainly a product of the stresses, strains during the First World War. Before this period there were only isolated instances of welfare work, mostly by outside agencies on humanitarian grounds. During the second work in this direction had been done mainly after independence of country. The establishment of canteen in factories was statutory provided by the Factories was (amendment) act of 1947. Several rules were made to promote welfare facilities in several industries such as coal and mica mines, plantations and sugar industry. Since independence, labour welfare activities have been increased, not only in quantum but much more significantly In speed to their content and spirit. With the passage of time a progressive labour code have been enacted, the general standard of living and wages have arisen. The labour welfare activities now form an important aspect of industrial relations. LABOUR WELFARE ACTIVITIES IN INDIA : One can distinguish five types of welfare activities for workers being provided at present statutory, those provided by the central and the state government, by voluntary activities of employers, by trade union and by other voluntary agencies. The description is follows. 1. FARE ACTIVITIES BY CENTRAL GOVERNMENT : The central Government has taken special interest in Labour welfare activities after the emergency of Indians republic wedded to then idea of a welfare state. The Government has enacted various laws to promote the welfare activities such as factories act, 1948, Mines Act 1951, Coal Mines labour welfare Funds act, 1947, Iron Ore Mines Labour welfare Fund Act, 1961 etc., The Government has established various welfare activities. A sizeable amount us being allocated been in each Five Year Plan for Labour Welfare activities. 2. WELFARE ACTIVITIES BY STATE GOVERNMENT : The state government’s activities in the field of worker’s have been of a more direct nature. Maharastra and U.P. Governments were pioneers in this field and still have a more based programme of welfare competed to the states. There are model welfare centers in most of states. There are model welfare centers in most of the states and the facilities provided in these centers consists of medical aid, educational and recreational facilities. In some states, vocational training is given to men and women. In U.P. a special labour welfare fund act was passed in August, 1956 which provides for the provision of housing, general welfare and development. 3. WELFARE ACTIVITIES BY EMPLOYERS : It has been realized that employers have a significant role in providing welfare facilities in their work places over and above what is laid down by law and the work done by public authorities. There has been a gradual extension of scope and extent of welfare measures partly through statutory provisions and partly through the employer’s relation’s realization that welfare is an important aspect of human of workers. The pattern of welfare that is provided by employers a broad – based policy of providing recreation and educational facilities in large units, while the smaller units content themselves with confronting to these facilities in large by law. In the case of some large – scale and well – organized industries like jute and tea, welfare activities have been taken up on a joint basis. The Indian jute mill association, Calcutta has undertaken direct responsibility for organizing welfare work for its member units and has set up five welfare canters. The Principal activities of the centers consist of indoor games, reading room, libraries, physical cultural classes, cultural programmes, training in also set up a number of welfare Centers as well as dispensaries for benefit of their employers. However, most of the facilities for worker’s welfare provided by employers such as dispensaries, canteen and crèches and in the implementation of statutory provisions. The standards of these amenities provided by some employers are often high and much above the legal requirements. Many employers provides several welfares measures like reading rooms, libraries and other recreational programmes on their own initiative. The Delhi cloth and General Mill, for example, make arrangement for community celebration of festivals. WELFARE WORK BY THE TRADE UNION : Labour Welfare work can be done by Trade Unions also. The biggest limitation in the case of trade unions is, of course, lack of funds and one cannot expect such bodies to achieve really big results. However, for building their own utility, trade unions much give greater attention to welfare work for their members. The association has opened schools for the benefit of working class children. It runs study home and girls hostels and wards scholarships for dispensaries, workers welfare and children welfare centers and a net work of co-operative so cities. CONCLUSION : The general position in respect of welfare facilities in India would seem to be that there is growing awareness as a whole, leading to improved industrial relations and greater productivity. Another feature is that with rare exceptions the provisions of welfare measures seems to one its existences more by possession of adequate funds rather than by deliberate planning. In advanced countries, the provision of welfare facilities often the responsibility of the community. But in underdeveloped countries like India where the standard of living are low and the resources of the state are limited, it may not always be possible for the community to under take these responsibilities to the desired extent. After the minimum of welfare amenities have been laid down the rest may be deemed to be proper field for voluntary action by the state employers and workers and welfare agencies. Thus, welfare work may be considered joint responsibility of the state, employers, workers organization and voluntary social service agencies operating in the country. All these agencies should work in harmony to rise the standard of living of the workers. LABOUR WELFARE OFFICER The importance of labour in Indian industries was emphasized in1931 when the royal commission on labour recommended the appointment of labour orifices in order to protect the workers from the evils of jobbery and indebtedness, to act generally as a spokesman of labour and to promote amicable settlement between the workers and the management. The committee on Labour welfare (1969) has prescribed the following duties of a labour welfare officer : i. The labour welfare officer will be a supervisor of ii. Counseling workers in iii. Advising management on matters of iv. Establishing liaison with workers so that they may v. Establishing liaison with management so that they may appreciate workers view point on various subjects. vi. Working with management and workers to improve productivity. vii. Working with outside public to secure proper enforcement of various laws. Thus, a welfare officer has to act as an advisor, councilor, mediator and liaison officer between management and workers. The welfare officers should posses a university degree, a degree or diploma in social services/ social work/ social welfare from a recognized institution, adequate knowledge of the language spoken by the majority of the workers in the area where the factory is situated. APROACHES TOLABOUR WELFARE The different approaches to labour welfare reflect the evolution of the concept of welfare, Earlier, the government of the land had to compel the industrial houses to provide the basic amentia is to their employees. Such compulsion was necessary because the employers believed in exploiting the labour and treating it in an unfair manner. But with the passage of time, the concept of welfare has undergone charges. Many progressive managements today provide welfare facilities voluntarily are, no longer, restricted to workers and enthusiasm. In fact, welfare facilities are no longer, restricted to workdes alone, it has been extended to include social welfare also. A brief description of the various approaches to a labour welfare is as follows. 1. Policing Theory : According t this theory, the factory owners exploits the workers in an unfair manner. Instances of exploitation are making the workers work for long house, paying low wages, neglecting health and safety provisions, providing unhygienic conditions of work etc., A welfare state enacts legislation under which managements are compelled to provide basic amenities to the workers. Thus, the state assumes the role of a policeman and compels the employers to provide welfare facilities and punished the non-complier. 2. Religion theory : The religion theory has two aspects namely, the investment aspect and atonement aspect. The investment aspect implies that the fruit of today’s deeds will be reaped tomorrow. Any action, whether positive or negative, is thus, treated as an investment. Inspired. Inspired by this belief, some employers plan and organize welfare facilities for the employees. The atonement the result of the sins committed by him previously. He should undertake to do good deeds how to atone or compensate for his sins. 3. Philanthropic Theory : Affection for mankind is the basis of philanthropic theory. This theory refers to the provision of good working conditions, crèches and canteens out of pity on the part of the employers who want to remove the disabilities of the workers. The philanthropic theory is more common in social welfare rather than in industrial enterprises. 4. Paternalistic Theory : According to the paternalistic theory, the industrialist holds the entire industrial estate, properties and the profits accruing from them in trust. This trust is not actual and legal but it is moral. The employers provide for the well being of their employees out of funds under their control. As, the whole enterprises is held in trust the benefit of the employees, this theory is also called trusteeship theory. 5. Placating Theory : When workers are organized and unions are strong, management has to appease them. As crying children are pacified by sweets, that management can bring peace. In the organization by welfare measures. 6. Public Relations Theory : According to this theory, welfare facilities provided by the employers to the employees, create a good image of the employer in the mind of the general public. Some employers proudly take their visitors around the plant to show how well they have organized their welfare activities. 7. Functional Theory : According to the functional theory welfare work is a means of securing, preserving and increasing the efficiency of labour. The employers provide welfare facilities to the employees to make them more efficient. 8. Social Theory : The social responsibility of business has been assuming great significance these days. The social theory implies that a industrial establishment is morally bound to improve the conditions of society in addition to improving the condition of the employees. Labour welfare is gradually taking the shape of social welfare. METHODOLOGY OF THE STUDY The following Scientific approach was adopted in this study 1. The objectives of the Study are : 1. To make an in depth Study of the Quality and type of Welfare Facilities provided in an export Oriented Large scale, Engineering Industry having International Standard Organization (ISO) Certification and Managed Under Private Sector. 2. To enquire into Safe Practices and Safety Devices used fort the4 Protection of Men, Materials and Machinery 3. To find out the level of Job Satisfaction of employees and their attitude towards the company and its welfare and safety Policy 2. The purpose of the study is two fold : 1. It gives exposure to the student to Industrial Environment and helps him to apply research Methodology in making a Scientific, Study of a Research Problem. 2. It helps the Managements of Various industries to compare and evaluate the Facilities and Practices observed in the Study with that of Facilities and Practices, followed in their industrial Unit. 3. Methodology : Type of study : It is a Case Study confined to in depth enquiry in One single Industrial Unit as regards Health, Safety and Welfare Practices observed there in Sources Of material: The Information required for the Study was collected from both a. Primary Sources Like, direct observation by the researcher, Administration of structured schedule to a stratified sample comprising 20 percent from out of population or universe of Workmen representing various Departments. b. Secondary Data : This was carried on by verification of Records, Registers, Systems, Files, Reports Returns, etc., Maintained by the Factory Administration. c. Sampling : As stated earlier the sampling technique employed is “stratified random Sampling”. There are 356 Employees working in the Factory on regular basis. A sample of 2 of the population (55 Workmen) was selected to ensure proper distribution of sample to represent the universe. The sample was drawn from various Departments and consists of workmen only. Executives, Clerical and Supervisory Staff were excluded. Since this sample is of manageable magnitude the Researcher deliberately applied the technique of “Interview Schedule” for collecting first hand information which ensured cent percent responses from the respondents contacted by the Researcher. Table ` indicate the Size and Quantity of Sample. Table No. 1 Showing section of Sample S. No. Department Total Executives Workmen Sample Manpower 20% 1. PLANTOPERATIONS 01 01 - - 2 MANAGEMENT 01 01 - - REPRESENTATIVE 3 TOOL JOINT 81 12 69 14 4 TUBING & CASING 21 7 14 3 5 WELD LINE 35 2 33 7 6 PROCES GROUP 67 12 55 11 7 QUALITY 2 1 1 1 ASSURANCE 8 ENGINEERING 6 4 2 1 9 PRODUCTION 6 4 2 2 PLANNING CONTROL 10 MATERIAL 22 2 20 4 HANDLING & SHIPPING 11 QUALITY CONTROL 62 16 46 9 12 MAINTENANCE 48 9 39 8 13 ELECTRICAL 34 11 23 5 14 PERSONNEL & 17 2 15 3 ADMINISTRATION 15 ACCOUNTS 1 1 - - 16 CIVIL 8 1 7 1 17 STORES 15 3 12 2 CLASSIFICATION OF DATA : The data collected from both Primary and Secondary sources was classified subject wise. The responses received from Workmen was tabulated and analyzed and interpreted subject wise. The data collected from Secondary sources as Presented in Textual form under each subject. Wherever necessary the date collected from the Primary source was put to statistical treatment for the purpose of analysis and interpretation. ANALYSIS AND INTERPRETATION OF DATA : The Study was carried on with an unbiased mind. It is not aimed at serving any Predetermined notions. This was a field Survey conducted by the researcher himself and the conclusions were drawn from the date collected on scientific lines. The Methodology applied is scientific in the sense that the Study followed a Research design as detailed above. Bibliography was annexed at the end of the report. The questionnaires Schedule was also appended. OIL CONTRY TUBULAR LTD : M/S. Oil Country Tubular Limited is a Public limited Company incorporate under the Companies Act 1956. It’s Registered Office is housed at 108, Kanchanjunga Complex, King Koti Road, Hyderabd. The company has setup an Engineering Industry at Shreepuram, in Yellareddyguda Gram Panchayat Limits of Narketpallly Revenue Mandal, Nalgonda District in Andhra Pradesh for processing of graded Seamless Pipes. Tool Joints and Couplings and converting them into Tubular Goods suitable for ready use in oil producing countries world over. - The Company has obtained certification for its Quality Products and Procedures - From International Standards Organization (ISO) and is accredited by - American Petroleum Institution (API) and is permitted to use their Monogram on The goods produced by the Company as the symbol of quality. Oil Exploration and Refining Industries use the Tubular Goods produced by the company for Drilling, Tubing and Casing of Oil Wells and for establishing and connecting Oil Storage and Supply lines. The management of the Company is vested in the hands of Board of Directors with Sri. K. Suryanarayana, as The Managing Director, Sri. K. Joshi as Director Technical and Sri Sridhar Kamineni as Director International Operations and also in charge of Factory Management. The Management has delegated their authority and functions to a dedicated team of Professional Personnel appointed at different levels ranging from General manager to Shift Engineer. The policy decisions of the Board are given practical shape by Departmental in charges who are designated Managers and The policy decisions are religiously integrated and constantly pursued at all levels. BRIEF DETAILS MANUFACTURING PROCESS The Manufacturing process begins with the procurement of Seamless Pipes, Tool Joint and Couplings manufactured elsewhere. a) Upsetting pipe and for increasing Mechanical and Metallurgical Properties of the pipe. b) Heat Treatment to improve Mechanical and Metallurgical properties of the pipes. c) Machining Tool Joints and Couplings by Internal and External Threading d) Welding Tool Joints and Couplings to Pipe ends. e) External and Internal Grinding at weld surface joints f) Internal Coating and External Painting to protect from corrosion and give aesthetic look at the goods. g) And Packing and forwarding – are the manufacturing and allied processes undertaken at OCTL factory. The investment on Machinery and Equipment is to a tune of Rs. 70 Crores in the year 1987. The purpose of making such a huge investment on Machinery and Equipment is to make the industry “Pollution Free” THE MAIN FEATURES OF MACHINERY AND EQUIPMENT 1. The Machinery installed in the Factory are sophisticated and operate upon electronically controlled Computerized system. 2. The Furnaces installed work on smokeless LPG burners. THE FACTORY ENVIRONS - The factory is situated at Sreepuram, Narketpally, Nalgonda District. National Highway –9, 86 kilometers away from Hyderabad (86kms). And 22 kilometers from Nalgonda Town. - The factory is spread over in 60 acres of land and the construction of building and sheds ensured free flow of air and ventilation. - One third of the total land area in the Factory Premises has been earmarked and devoted to develop and maintain greenbelt in all seasons. The Present Study is closely linked with the organizational set-up and functions of Personnel Department of OCTL. Hence it is relevant to focus attention on this aspect. PERSONAL AND ADMINISTRATION DEPARTMENT FUNCTIONS OF FOUR WINGS All the functions of the personnel and Administration (P&A) Department are enumerated and classified into four major wings with a view to assign them to the in-charge of a specific Functional wing. They are as follows. 1. RESOURSE DEVELOPOMENT TRAINING AND INDUSTRIAL RELATIONS WING : - Man Power requirements – Determination and Planning - Recruitment - Selection - Appointment - Induction/ Orientation - Appraisals - Promotions and Transfers - Separations and settlement of final accounts - Personnel Records – Maintenance and upkeep - Training to ensure that its is as per Procedure laid down in Training Manual - Coordination and Liaison with Internal Department and External Agencies. 2. HEALTH, SAFETY AND WELFARE WING AND PERSONAL ADMN WING - Compliance with relevant provisions under the Factories Act and the state Rules framed there under, including renewal of License, getting approvals or Exemptions, Reporting Accident and Filling of Returns. - Execution and enforcement of Safety Rules - Compliance with the provisions of - Minimum Wages Act - Equal Remuneration Act - National & Festival Holidays Act - Workman’s Compensation Act - Maternity Relief Act - Employees state insurance Act - Administration of Welfare Schemes including med claim insurance, accident insurance, Provident fund and gratuity - To ensure timely coverage of all employees under aforesaid schemes - Settlement of claims as and when raise - To ensure proper treatment for On duty Injuries sustained by employees and scrutiny and vouching of expenditure incurred there of. - Participation in and promoting the effective functioning of the following committees - Canteen Committee - Safety Committee - Transport Committee - Works Committee - Procurement and supply and uniform clothe, Personal Safety Devices, First Aid Kits and Medicines for Dispensary - Employee counseling including Family visits. - House keeping, that is to say maintenance and development of Green Belt Area, Plants and Gardens - Safe working atmosphere in the Factory premises - Safe and hygienic conditions on shop - floors - Employees Talent Exposure by organizing Socio – Cultural and Recreational activities, competitions at Factory level and to depute employees to participate in Such activities conducted by Governments and Voluntary Agencies out side. - Coordination and liaison with internal Department and External Agencies. 3. PERSONNEL ADMINISTRATION WING : The wing consist of two main functional groups, namely security and Time office a. SECURITY : - Controlling, Guiding, Supervising and Reporting on incoming and ` Outgoing men and Materials - Keeping vigilance on the activities inside the premises and - Receiving and according cordial reception to Guests and to guide them reach proper places or put them in contact with concerned individuals and authorities. (b). TIME OFFICE Maintain ing Computerized Attendance Recording System in good worling Condition Nothing and reporting late Gion or Early Coming Personnel on overtime work Gate pass movements Shift Scheduling Absenteeism Physical Attendance Verification Gate Recruitment of Daily Casual/Temporary Labour and settlement nd payment Of their wages To Control and monitor movement of vehicles and issuance of diesel and engine oil To arrange renewal of Registration and Insurance of vehicle and Licenses of Drivrs To handle Communication Ststem – by Post , Fax, Telephone , Telex Intenet, Courier or by any other means or mode, incoming and outgoing. Processing of Employees Applications, Requests, Replies and Appeals and to Communicate back to the concerned Employees about the status of such Applications, Requests, Replies and Appeals Constitution and help effectively functioning of the following Committees by Rendering Secretarial Services . Factory Level Personnel Selection Committee Transport Committee Local Purchase Committee Generation of Reports concerning Personnel Administration Maintenance and preserving Records as required under various Statutes, including Display of Notices, Shift Schedules, Leave records. To ensure compliance with the Rules and Regulations framed in order to protect Environment and Control Pollution. Manpower Utilization Monitoring Coordination and Liaison with Internal Department and External Agencies. 3.EMPLOYEE RELATIONS WING Interpretation and Implementation of Service Conduct Discipline and Appeal Rules Applicable to Executives, Supervisors and Staff and Standing Order in respect of Other Employees. Maintenance of Cordial Relations with Employees, Trade Unions in Labour Associations, including Joint Consultations. To draw and implements Grievances Settlement Procedure Administration of Rewards and Recognition To promote measure for involvement of Workers Participation in Bipartite Committees and to improve upon employees morale. Collective Bargaining Agreements and their interpretation and enforcement. Determination and Fixing Pay Scales, Special Allowances etc. Handling Disciplinary Cases . Diagnosing the industrial relations Problems and to take Preventive measures to Ensure industrial peace and Harmony and uninterrupted production … Engaging competent Lawyers to attend cases pending in Courts or to institute fresh Case on behalf of the company , including appeals, withdrawal of cases Collection, compilation and interpretation of statistical date concerning labour Turnover and absenteeism. Preparation of reports and collection of information as may be required to be give Under any Law or called upon to do so by the Management Co-ordination and Liaison with internal Department and External Agencies. SHIFT: Production activities are carried in three (3) shift and employees attend their duties as per Notified shift schedule on rotation. Staff and managerial personal some in genereal shift The general service conduct discipline and appel Rules 1999 of the company defend the Terms relating toi shift as under. Shift ; means part of day compressing a minimum of eight hours duty divided into periods of Work but not spread over,for more than ten and half hours including interval of rest in any Day and in that part of the day a set of employees work either on regular or non ration basic. Schedule shift : means either normal shift of special shift. Normal shift: means any one or all of the following shifts(s): 1. morning shift: means the shift in which the working hours shall commences in the forenoon, but not general shift: and it usually commences at 06-00 hours and treatments around 14-hours on any working day. This is also called ―A‖shift. 2. evening shift means the shift in which the working hours shall commence in the afternoon but the termination of which does not extent beyond mid night: and it usually commences at 14-00 hours and terminates at 22-00 hours on any working day. This is also called ―b‖shift. 3. night shift : means the shift in which the working hours shall commence in the night and the termination of which extents beyond mid night: and it usually commences at 22-00 hours and terminates at 6-00 hours on the next morning. This is also ―C‖shift. 4. general shift: means the shift in which the working hours shall be spread over during day light time, but not morning shift: and it usually commences at 08-00 hours and terminates at 16-30 hours on any working day. This is also called ―G‖shift. Special shift : means one or more shift(S) which is not a normal shift and the time of its Commencement and termination shall be intimated by special notice daily signed by an Officer , not below the rank of manager , of P&A department and such a shift(s) arrangement Is made in view of exigencies of work at any given periods of time of the employees Scheduled to work in such special shift (s)shall continue to do so till further orders are issued Dispensing with such special shift(s) arrangement. Shift schedule : in respect of an employee means a statement containing the names of a set Of employees indicating the shift(S) in which they are required to attent , report and be ready For duty at the commencement of the work in that specified shift which may be a normal or Special shift(s) in any day or for a specified period. At present the following shift timings are in force MANPOWER: The man-Power of the factory is distributed into Various Departments as Shown Table.2 Table.2 Distribution of Man Power at OCTL Factory S.No DEPARTMENT EXECUTIVES STAFF OPERATORS TOTAL 01 PLANT OPERATIONS 01 - 01 02 MANAGEMENT 01 - - 01 REPRESENTATIVE 03 TOTAL JOINT 12 01 68 81 04 TUBING & CASING 07 - 14 21 05 WELD LINE 02 - 33 32 06 PROCESS GROUP 12 03 52 67 07 PRODUCTION PLANNING 04 02 - 06 08 METERIAL HANDLING 02 05 15 22 09 QULITY CONTROL 16 09 37 62 10 QULITY ASSURANCE 01 01 - 02 11 ENGINEERING 04 01 01 06 12 MAINTENANCE 09 02 37 48 13 ELECTRICA 11 05 18 34 14 PERSONNEL AND 04 11 04 17 ADMINISTRATION 15 ACCOUTS 01 - - 01 16 CIVIL 01 - 07 08 17 STORE 03 06 06 15 CATEGORY WISE MANPOWER DETAILS are shown in table-3 Table -3 Classified Man Power details S.No Category No.of Employees 1 ASSISTANT GENERAL MANAGERS 2 2 SENIOR MANAGERS 4 3 MANAGERS 5 4 DY.MANAGERS 1 5 ASSISTANT MANAGERS 1 6 SENIOR MANAGERS 2 7 PLANT ENGINEERS 9 8 OFFICERS 2 9 JR.OFFICER 1 10 STORES OFFICER 1 11 ENGINEERS 36 12 TR.ENGINEERS 12 13 ASST STORES OFFICER 1 14 ASST ACCOUNT OFFICER 1 15 QC INSPECTOR 3 16 SR INSPECTOR 2 17 SR.EXCUTIVES 4 18 EXCUTIVES 3 19 SR.SUPERVIOSRS 6 20 TECHNICIAN 4 21 JR. TECHNICIAN 4 22 ASSISTANTS 8 23 JR.DRAFTMAN 1 24 JR.ASSISTANTS 16 25 COOK-C 1 26 COOK-B 2 27 FOREMAN-I 4 28 OPERATOR-EIII 2 29 OPERATOR-DI 2 30 OPERATOR-DIII 1 31 OPERATOR-DII 4 32 OPERATOR-CIII 23 33 OPERATOR-CII 8 34 OPERATOR-CI 1 35 OPERATOR-BIII 16 36 OPERATOR-BII 15 37 OPERATOR-BI 112 38 OPERATOR-AII 4 39 OPERATOR-AI 33 40 DRIVER-CIII 1 41 DRIVER-CI 1 42 DRIVER-BIII 1 43 DRIVER-BI 2 44 DRIVER-AI 5 45 TR.OPERATORS 17 46 TR.DRIVERS 2 47 TR.TECHNICIAN 2 48 HELPERS 38 49 TR.HELPERS 1 TOTAL 427 LABOUR WELFARE FACILITIES IN OCTL: The management of OCTL believes the Principle that the progress of an industry depend on the extent to which its labour force is satisfied and basing on this Principal and in order to develop the overall Personality of the work force, management has provided many Welfare Facilities in the organization . In fact, the Labour Welfare Scheme in OCTL is regarded as a ― Wish investment ―Which Shows profitable returns is in the form of greater efficency in the lay run. The management of OCTL is ― Welfare’’ conscious and has included in the ambit of amenities of all Social Security And Social insurance Schemes for the comfortable and happy living of the employees PERSONAL POLICY The personal policy statement issued by the director shall be the basis for listing out the Functions and procedure for carrying out activities of this department and the same is quite For ready reference hereunder. 1. The importance of human resources in attainment of the sorporate objective is well Recognized at OCTL and the management views human resources as the most Valuable of all other assets of the organization. The personal policy of the company is To attract and secure the service of competent and capable or potentially Competent and capable personal. To provide maximum scope for the individual development within the organization. To retain at all times an adequate number of contented personnel. Optimum utilization of human resources. 2. In conformity with the companys personal policy the objectives of HEALTH & SAFETY , WELFARE FUNCTIONS shall initially be laid down and may be modified, altered, amended or rectified subsequently from time to time. WELFARE It is evident from the data available that the ideal vefore the OCTL management has Been to gear up its welfare activites taking into account the overall development of an Employees personality and living standards in terms of his Physical Psychological Intellectual Socio-cultural Economic and Spiritual well-being The following statutory amenties and facilities are provided within the factory for the welfare of the employees. 1.Drinking water In compliance with section . 18 of the factories act.1948 , wholesome drinking water has been Provided on all shop floors and work-spots. Besides this, six water coolers are provided at Convenient and easily and accessible places for the benefit of employees on duty in the Factory during different shift timings . Table 4 shows the location of water coolers. Table -4 location of water cooler in OCTL factory premises. S.NO LOCATION – WATER NUMBER COOLERS OF COOLERS 01 OFFICE 01 02 CANTEEN 01 03 TOOL JOINT 01 04 WELD LINE 01 05 UPSETTING 01 06 N.D.T 01 2.URINALS AND LATRINES Under section – 19 of the factories Act, adequate number of latrines and urinals are required To be provided in the factory and maintained in good sanitary conditions . Table -5shows in The factory premises and the same would indicate that the provisions made are above the statutory requirement. Table -5 location of latrines and urinals in OCTL factory premises. S.NO. LOCATION/DEPARTMENT NUMBERS NUMBER OF OF LATRINES URINALS 01 OFFICE 02 03 02 RESEARCH & DEVELOPMENT 02 02 BUILDING/QC 03 TRAINING 02 03 SCHOOL/LIBRARY/CONFERENCE HALL 04 MD’S OFFICE 01 01 05 MAIN GATE / VEHICLES 01 01 PARKING PREMISES 06 AUTOMOBILE 02 02 SHED/SUBSTATION/GENERATOR HOUSE 07 COATING PLANT 03 03 08 WELD LINE, TUBING & CASING 03 04 DEPARTMENT 09 TOOL-JOINT 03 04 10 N.D.T/L.P.G 02 02 11 REST ROOM 03 03 3.REST SHELTERS Under Section – 47. rest room is provided with attached toilets and with all other facilities. 4.LOCKERS Under section -43.factories Act.1948. lockers have been providede to the every employee for Keeping safety quipment and clothes and personal belongings of workmen On-duty. 5.FIRST AID BOX Under section -45 factories act.1948.first aid boxes are provided in every shop floors. One Trained first aider is made in charge of the first aid kit. 6.AMBULANCE Though there is no statutory obligation on the part of the management to provide ambulance Services under sec….. factories Act.1948. A van is provided in the factory for the immediate movement of injured employees to the nearest Hospital and also pick up sick employees From their home to Kamineni Institute of Medical Sciences Hospital (Hospital) Narketpally and also to Hyderabad for further treatment, if required. 7.INDUSTRIAL HEALTH CENTRE The kamineni education society has established kamineni Institute of medical sciences at narketpally under which a medical college is being run with an attached general hospital of 350 bed capacity . this institution is adjacent to OCTL factory and OCTL management is Having very good tie- up with the kamineni institute of medical sciences (hospital) and Kamineni hospital , Hyderabad for providing better medical facilities to their Employees. 8.UNIFORMS The management of OCTL is provided Uniforms to workmen and to all the workmen Employed through contractors free of cost. 9.CANTEEN Under Sec.46 Factories Act.1948 Canteen has been provided with in the factory Premises OCTL factory Canteen is run by a Canteen Managing Committee, two Employees are Designated on rotation basis as active representative to look after the day to day canteen Functions. They will hold the office for a nperiod of two months. The canteen building lighting. Fans , equipments, utensils, cooking gas etc. are provided by the management. The canteen Managing Committee to supply meals and food stuffs and Hot Beverages like coffee and tea. The subsidized rates of food in canteen are as follows MENU RATES MEALS(FULL) 12.00 TEA 01.25 COFFEE 03.00 EGG 03.00 CANTEEN COMMITTEE: The Canteen managing Committee consisting of one chairman and three Representatives From each group namely Executives and operator. The composition of the committeeas on 28th september.2000 here under: Sri. V. Dinakar AGM Plant Operations - chairman Sri. G. Venubabu In-charge (pers & Admn) - Secretary Sri. K. Mastan Rao(Manager) Process Group - Member Sri. G. Hari Babu Sr. Supervisor (Maint) - Member Sri.P.V. Subba Reddy Operator(Process Group) - Member Sri. K.Raju Operator (N D T) - Member The Credit facility is extended to the employees abailing the canteen facility and their out- Standing are deducted from their monthly salaries. 10.FOOD ALLOWANCE the company apart subsidized canteen facility pays: 1. Food Allowance is Rs.12/-(Rupees Twelve Only) for every category of employees for each day of physical Attendance at work in any shift. 2. 50% of the Food Allowance Rate is being paid to all categories of employees when they are detained on excess duty hours ranging behind two and half hours to fours on any day over and above their normal shift working hours. Beyond four hours who have been detained for emergency works they are entitled Rs.12/-(Rupees Twelve only) in addition to the usual Food Allowance. 11.GUEST HOUSE There is a guest House maintained by the Company. It contains Six (6) suits and Ten (10) Deluxe rooms. Accommodation will be arranged need based for the visitors who ever attends company Works. 12.RECREATIONAL AND SPORTS FACILITIES 1. competitions which have bearing on the intellectual development of employees like essay writing , Safety and Quality slogans, Elocution and debate, quiz on current affairs , safe practices quality parameters. Songs are usually conducted on the event of independence day. 2. Games and Sports competitions are usually held on the Republic day occasion , a Variety of events like High jump, long kump , Running , shortfoot and games like shuttle Badminton,khabadi , cricket chess etc., are planned for physical well being and Development of employees. Committee: There is a cultural committee consisting Five members and the In- charge ( P & A ) is the chairman of the committee.functions of the committee is include conducting of vario0us competitions for physical, intellectual and emotional development of employees. 13.CULTURAL ACTIVITIES The main object of the cultural committee is to promote cultural activities and togive Entertainment to the employees . the motto of the committee is to develop fine arts and to Develop and give exposure to the talent available among employees and to recognize such Talent by suitable awards and rewards . In the year1999 an employee by name Mr. Narasimha Chary working in weld line shop as a operator won first prize in safety songs Competitions on National safety day conducted by the National safety Council, A.P.chapter , Hyderabad ). 14.ATTENDANCE BONUS. The Workmen are eligible for attendance bonus i.e. 45/- (Forty Five Only) per month for Attending the work on all working days in the month . however an exemption to the rule is that One Day Sanctioned paid leave is allowed in a month for getting the Attendance Bonus. 15.WASHING ALLOWANCE The Management is paying Rs.25/-(rupees Twenty Five Only)per month as a washing Allowance For every Workman. 16. SPECIAL ALLOWANCE Workmen in certain specific areas namely 1. Upsetting area 2. Phospating area 3. Hard banding Area Are continue to enjoy special Allowance at rate of rs. 40 /-(rupees Forty Only)per month. 17.HOUSE RENT ALOOWANCE OCTL Management is paying 25 % of their basic salary as House rent Allowance to all the Employees working at factory. Which works out , in actual practice more than what an Employee incurs. 18. UMBRELLAS AND RAIN COATS Umbrellas and rain Coats are issued to all Employees on-Duty on returnable basis during Monsoon season to cover their person and protect their health. 19.FESTIVAL ADVANCE Festival Advance of Rs.2,000/-(rupees two thousand only) is being paid to workmen and Same will be recovered in ten monthly installment . in case of Executives Festival advace Not exceeding tow months basic pay is paid… This advance is usually given during Dasara , Christmas and Ramzan festival days to hindus, Christians and Muslims respectively 20. LABOUR WELFARE FUND Under labour Welfare Fund Act 1982.all employees are contributing to the Labour Welfare Fund @ Rupees Two per annum each and management also adding thir contribution of Rupees Five in respect of each employee and depositing the same under the labour Welfare Fund maintained by labour Department , Government of Andhra Pradesh under this scheme Employees who contribute this fund will be entitled to benefit under CATEGORY CONTRIBUTION AMOUNT PER .MONTH Managers 07=00 Executives 05=00 Staff 04=00 Operators 03=00 Helpers 02=00 The Fund is under the control of a Board of Trustees and it is utilized for the purpose of Meeting contingencies of employees or their family members is case of temporary Disablement: sickness accidents and deth and in other cases of un-deserved want 21. INSURANCE POLICIES FOR BENEFITTING EMPLOYEES The Employees of the company are coverd by the following categories of insurance Policies 1.WORKMEN COMPENSATION PLOICY 2.GROUP PERSONAL ACCIDENT INSURANCE POLICY 3.PUBLIC LIBILITY INSURANCE POLICY 4.UNIVERSAL HEKTH INSURANCE POLICY 5.TRAFFIC ACCIDENT CUM HOSPATALIZATION INSURANCE POLICY Workmen compensation policy : This policy is meant for protecting workmen during temporary/permanent disablement whenever this workmen meets on-duty injuries or occupational diseases are contacted and also fatal accidents. UNIVERSAL HEALTH INSURANCE POLICY: Under this policy employees are entitled for reimbursement of medical and hospital expenses incurred during hospitalization for certain diseases or occupational injuries . This measure has been taken by individual employees as group to protect themselves and family members. This coverage is up to Rs 30000/- for total group for one hospitalization for one member With in one year is up to 15000/- as also been extended to family members of employees . Group personal accident insurance policy Under this policy all executives are covered against on duty injuries or occupational degases or death. Public liability insurance policy The company also pays premium towards public liability insurance policy as liquid petroleum gas (LPG) is being stored in huge quantity in factory premises. TRAFFIC ACCIDENT CUM HOSPITALAIZATION INSURANCE POLICY :- Under this policy the policy holder meet only accident on road in collection with motor vehicle a company shall reimburse up to 100000/- as coupon an hospitalaization expences Rs 100000/- 22.Medical expenses allowance Apart from giving protection under insurance coverage as aforesaid , the OCTL management is reimbursing medical expenses to be eligible employee who put up to 40 days physical attendance in a year this facility can be available by an employee in respect office dependent family members also this arrangement fills-up the gap where insurance claim cannot be entertained.insure dby an employee not exceeding an amount equivalent to one’s one month basic pay 23 LEAVE TRVEL CONCESSION OCTL Management is paying month basic salary as leave travel concession in a year to all the employees working in the factory 24.EMPLOYEES CO OPERATIVE To protect economic interest and also co operative attitudes among the employees , the management promotes and encourages the employees to form and established societies under co operative law The OCTL Employees consumers co operative stores limited is being Regd No # 618/TH/99 organize in the factory premises It may be pertinent to note here that this co-operative stores was able to manage an agency for supply of LPG gas for the benefit of its employs from bharat petroleum corporation limited (BPCL). 25. TRANSPORT FACILITIES TO EMPOLYEES OTCL management has provide to all employs working in various shifts to and from subsidizes transport facility from work spot. The hired busses operate in three different routes i.e., 1. Factory to Nalgonda—and back Apart from one tata sumo is also hired to facilitate movement of employees on official work. Subsidiaries transport charges are deducted from their salaries every month. The details as shown under:- PLACE/TOWN/VILLAGE EXCUITIVES STAFF OPERATORS & NAME HELPERS NALGONDA 175.00 100.00 80.00 NARKETPALLY 60.00 50.00 35.00 26. PROVIDENT FUND The contributory provident fund scheme is in vogue. The management contribution is 12% (twelve percent) of the basic wages and employees are contributing equal amount. 27. DEARNESS ALLOWANCE No employee whether employed directly or through contractor or employes in perment, Casual or temporary jobes in paid wages less then statutory minimum wages. OCTL Management is paying D.A & V.D.A. to the work man as per the settlement arrived at once in every three years by the agreement between. The management and workmen. And this V.D.A. is based on consumer price index numbers to nutolise inflatoroy tendencies of prices of essential commodities in the market to maintain level of real wages. 28. GRATUITY As per rules framed under Gratuity Act. The management is playing a lum-sum premium amount to the life insurance corporation and insured the gratuity. The premium amount will be paid every year at regular intervals. The amount of gratuity payable to an employee on ti,e of separation from the employment of the company is paid and settled with a span of 30 to 45 days. 29. HOLIDAYS Sec.3 of the A.P. Factories and Establishments (national, Festival and others holidays Act 1974. the management is declaring 10 (TEN) paid holidays i.e. 4 (four) National Holidays, 6 (six) Festival Holidays every calendar year, after discussing with the Employees Repersentatives. National Holidays : 1. Republic day 2. May Day 3. Independence Day 4. Mahatma Gandhi Jayanthi. Festival Holidays: 1. Makara Sankaranti 2. Sriramanavami 3. Ugadhi 4. Vinayaka Chavithi 5. Vijiya Dasami (Dasara) 6. Deepavali 30. REWARDS FOR HOUSE KEEPING & GARDEN MAINTENANCE it is known fact that good house keeping practices contribute:- 1. to prevention of Accidents 2. to improve the Efficiency of workmen 3. to eliminate wastes 4. to improve aesthetic sense apart from preventing pollution Generation. The personnel policy of the company envisages involvements of all employees at various levels in the organization up-keeping the house neat clean and tidy at all times. This in france can be draw from the fact that the personnel Department Conducts once in a years housekeeping competition between various shop floors in which all employees actively participate to win the rolling shield instituted second and third prizes for the purpose. Gardening: The factory premise is comprised of a single piece of sixty acres of land. Out of which to an extent of more then 30% (Thirty Percent) is earmarked for development of greenery. Seven acres of land is exclusively developed into Gardens. The Green belt is covered by fruit bearing, Flowering, and shade given plants, commercial plants like teak wood plantation is also notice in a area of 2 (two) acers. Lawns, Hanging Creepers and Croton Rows are found near and around all the sheds. The following tables will indicate:- GREENBELT MEASURMRMT SHADE FRUIT FLOWER AREA PLANTS PLANTS PLANTS NO. NO. NO. UPSETTING 160’X92’ 40 - - DEPT.CORNER OPEN AREA COATING 196’X274’ 410 TEAK - - PLANT WEST PLANTS SIDE UPSETTING 196’X130’ 35 - - SOUTH SIDE HEAT 120’X49’ 25 - 10 TREATMENT FRONT SIDE NDT WEST 235’X35’ 2 2 80 SIDE PUMP HOUSE 190’X121’ 22 - - SCRAYAD 144’X65’ 30 60 - OFFICE BANK 117’X62’ - 31 BADAM 20 SIDE TOOL JOINT 93’X74’ 09 - 15 BACK SIDE CANTEEN 110’X140’ - 22 BADAM 10 AREA CREEPERS STORES 30’X60’ - - 20 CREEPERS AUTO SHED 327’X186’ 45 28 TEAK - COMPERSSOR 100’X75’ 32 - 24 AREA CREEPERS CROTONS R&D AREA 157’X156’ 12 32 ORANGE 20ROSE COATING 340’X55’ 52 - - PLANT AREA COATING 100’X55’ 23 - - PLANT BACKSIDE R&D 75’X162’ - - LAWN TIME OFFICE 142’X132’ 12 LAWN & MAIN GATE CROTONS 31. OCTL TRAINING SCHOOL OTCL beaing a high tech oriented industry competing with its products in international markets, the need for attainment certain standards is essential for the individual employees to perfume efficiently in their respective jobs. Training has been made systematic, methodical and institutionalized through the establishment of OCTL Training for this purpose within the factory premises. The OCTL training school, with its functional organs gives not only solid shape and structure to the training activity but also needed thrust to organized training to an employee or a class of employees. The school undertakes the responsibility of conduction training as per the preconceived and spelled out policy of company. The four (4) functional organs under which the activities of the school are carrid out are: 1. the advisory board 2. the academic council 3. the training faculty 4. the secretariat The school is equipped with all Amenities, Furniture, Modern Teaching Aids as well as a library. 1. The Advisory Board: Advisory Board is the apex body which Formulates Training policy provides funds for implementing Training Policy, and gives guidance to the academic council. It consists of a chairman and two (2) Members. The Director in charge of Factory shall be the ex-officio Members and acts as the chairman of the Board. The other two Members on the Board shall be nominated by the chairmen choosing one each from administration and production departments and shall hold the office at the pleasure of the chairmen 2. The Academic Council This is organ which translates the Training Policy into practice and implement it. The other functions of the Academic of the Academic Council are To lay down standards of Training To decide syllabus To select Faculty Members To identify agencies and Facilities for External Training To fix duration of various Training programmers To procure journals, Standards, References books, Technical literature and others study materials and teaching aids. To list out functional of faculty Members and to fix their duties and responsibilities towards Trainees, Training Programmers and Training School and to over see the functions of faculty Members. To review the syllabus, methods and techniques of Training and to bring any modifications and alterations to make the Training effective. To provide any infra-structure and other facilities found lacking. To report to the advisory Board about the activities of the school on the functioning of the Faculty and this Academic Council. The Academic Council consists of not less than three (3) and no more than seven (7) Members selected and nominated from among the Head of the Departments or In charge of Shops by the Advisory Board. The Members of the Academic Council shall elect one among them as chairmen who shall preside over the meetings of the Council. Usually the Senior Manger, in charge of training shall in ex-officio capacity, be nominated as Members of the Council and Designated as chairman to preside over the meetings of the Council. DOCUMENTATION The following and format have been designed and put to use as a measure of documentation of vital informantion on training activity at OCTL school. 1. Monthly Training Plan. 2. Training Calendar. 3. Course Content Form. 4. Course Implementation Form. 5. Evaluation of Training Programme. 6. Record of Attendance at Training Programme. 32. LEAVE FACILITY IN OCTL ELIBILITY CADRE , NATURE AND ETENT OF LEAVE FACILITY Different categoies of employee at our factory are entitled for leave facility usually on completion of 240 days of continuous service in a calendar year as shown in Table-1 Quantity in days of leave facitity for different cadres of employees Cadre Casual leave Sick leave Earned leave Executives 12 12 15 Staff 10 12 15 Operators&helpers 09 09 As per factory act -1 Day for every 20 days of service Maximum permissible limits of accumulation S.No Cadre Casual leave Sick leave Earned leave` 01 Executives 12 24 30 02 Staff 10 24 30 03 Operators&helpers 09 18 24 04 Trainees A) Engineers 12 X X B) Others 06 X x MINIMUM BALANCE TO BE MAINTAINED AT CREDIT AFTER ENCACMENT MINIMUM QUANTITY IN DAYS REQUIRED FOR ENCASHMENT CLAIME S.no CADRE SICK LEAVE + EARNED LEAVES 1 2 HEALTH, SAFTY AND HYGINENE AT OCTL FACTORY (17th page) At OCTL Factory , Industry Safety is up held as an important Management function. Structural & Functional Analysis of Safety Organization at OCTL can be studies and understood by referring to the data collected on the following aspects. 1. The Health and safety Policy of the factory. 2. The Safety Committee. 3. General Health and Safety rules. 4. Hazard analysis and Risk Assessment report(s). 5. On site Emergency Plan. 6. Personal Safety Protective devise. 7. Installation and location of fire fighting equipment. 8. First Aid and Medical Facilities. 9. Permit Systems. 10. Training Programs on health and safety. 11. Awareness and propaganda campaign. 12. Check list of safe practices at OCTL factory. 1. Health and Safety Policy :- The intentions of OCTL Management in this regard have been spelled out in the policy statement issued on May 12 th ,1998 by out Directed Sri Sridhar Kamineni. 1.‖This policy of OCTL operates in a manner design to protect the health and safety of its employees and other members of the community in which the factory carries on its production activities. 2. Health and Safety is personal responsibility of every employee and enforcement of health and safety rules and regulations is a line 3. Responsibility and executives and all levels are accountable 4. In accordance with this policy OCTL Administration at factory. 1. Designs, Construct, operates, maintains and manages its operations to prevent unacceptable risk to human health To provide work places free of recognized safety hazard 2. Compiles with all applicable statutory, Governmental and internal health and safety requirements 3. Establishes and communicates standards on health and safety through training and awareness programs. 4. Encourages the Participation of employees at all levels in health and safety programs and activities 5. Monitors, Evaluates and reports to the management on periodic basis the health status and safety programs.‖ 2. THE SAFETY COMMITTEE. The Safety committee at our factory, the main purpose for which the safety committee is constituted is generate, develop and sustain a voluntary movement at factory level to promote awareness of safety, health and environment so as to supplement , strengthen and give effect to the declare safety policy. Towards that end the committee recommends procedures and practices for ensuring health environment and measures for accident preventions. This committee also monitors the implementations of statutory and other regulation for ensuring safety and risk prevention by dealing with physical and psychological factors and creating safety awareness in the organization. The Composition of the committee is as follows: 1 Mr.N.C.Ramanathan Chairman Asst.General Manager (Maintenance) 2 Mr.V.Dinakar Member Asst.General Manager (Plant Opertions) 3 Mr.K.S.N.Sarma Co-ordinator Sr.Manager(P&A) 4 Mr.G.Venubabu Secretary In-charge(Pers& Admin) 5 Mr.R.Raji Reddy Member Sr.Supervisor(Process Group) 6 Mr.G.Ramanna Member Operator(Weld Line) 7 Mr.G.Soloman Reddy Member Operatory(Weld Line) 8 Mr.P.Deva Raju Member Operatory(Mechanical Maint) The decision of the committee are informed to concerned people by circulars and, whenever necessary, to all employee by pasting a copy of it on Notice Boards both in English and Telugu Languages. 3. GENERAL HEALTH AND SAFETY RULES. As an action corollary to the Health and safety policy of the company, the safety rules are amended, consolidated, codified and issued now by the safety committee. The Policy makes it clear that enforcement of safety rules and Regulation is a Line Responsibilities and Executives at all Levels are accountable. Therefore, you need to get yourself adequately acquainted with the safety rules and the technique of enforcing them to achieve the declare objectives of the safety policy. The new bunch of safety rules in telugu issued in the form of a book-let .On 4th march 1999 the company celebrated nation safety day and safety week. A copy of this book-let will be supplied to every employee of the company to enable him - Firstly to understand safety rules and - Subsequently to stand under them. 1. HAZARD ANALYSIS AND RISK ASSESSMENT REPORT( HARAR) This is a very valuable document because it highlights possible areas at factory from where unacceptable risk to human health and recognized safety hazards may crop up. This report indicates three types of hazards possibilities. - Operational Hazards - Storage Hazards and - Other Hazard. The Hazards may arise during – Receipt, Unloading, Storage, Transfer and Use of LPG and HSD and/ or during the activities carried on in power generation, phosphate, sand blasting and spray painting (coating) shops where corrosive spills, emanation of silica dust, generation of solvent vapor and paint related fires are possible to occur;. 5. ON SITE EMERGENCY : On site Emergency Plan (OSEP) has also been drawn to provide basic Guidelines to the personnel OCTL for effective combating in case of Disaster or Hazard. This plan covers information regarding. - The properties of chemical used in our Factory - The operations involved in the plant. - The type of Disaster and - The Accident – prone Zones Under this plan, every Employee has a specific role to pay and Duties and Responsibilities to discharge in the event and to combat any kind of Emergency situation. Some personnel from top to bottom level in the hierarchy of company have been designated and named as site Controller, Emergency Coordinators, Incident Controllers, Key Personnel and Essential Employee. Office building is notified as Emergency Control and its key are available at security in non working hours. Every shift Engineer must read OSEP thoroughly and remember not only his Duties kind responsibilities but also that of the operators specified therein. 6. PERSONAL SAFETY PROTECTIVE DEVICES The administration of the Factory keeps sufficient stocks of Personnel Safety protective Devices in store and Supplies them free of cost as per needs to each and every Employee. The management expects. - That the benefits of this facility / investments to be a availed by all Employee - That the use of these Devices to be made compulsory - That the safety Rules in respect of their use to be enforced strictly Various personal safety protective devices that are required to be used by the Employee in different Shop Floor and within the precincts of the Factory are indicated in the Table that follows PERSONAL SAFETY PROTECTIVE DEVICES : Sl. Type of Safety Operation User Department No. Devices 1 Safety Shoes All All Departments 2 Gloves – Cotton Consult All departments Heat Treatments, & Leather HOD all Upsetting, Hard Banding, SQF water Asbestos Treatment, Steam Cleaning and phosphate 3 Helmets All All Departments 4 Goggles All All Departments 5 Aden Glasses Consult Upsetting, Heat Treatment HOD 6 Aprons – Heat Areas Upsetting, Heat Treatment, Tool – Asbestos Plastic all Joint water Treatment 7 PVC Yellow Sand Coating Plant Respirators Blasting 8 Organic Sand Coating Plant Respirators Blasting 9 3M Ear Plugs Noise Coating plant, WTC, Upsetting Areas 10 Gum Boots All Coating plant 7. LOCATION OF FIRE FIGHTING EQUIPMENT Fire Fighting is technique. Installation of adequate number of Fire Fighting Equipment is and Administrative act., But, The selection and use of appropriate fire fighting Equipment to combat any kind Fire Hazard is a skill. - The classification of Fires according to their nature - The appropriate Extinguishing Medical for each class of fire and - The installation and location particulars of extinguishing media Class Description Extinguish Medium of Fire A Fire involving ordinary combustible Water materials, Like wood, paper, Textiles, etc., where the cooling effect of water is essential for the extinction of fires B Fire in flammable liquids like oils, Foam carbon dioxide Dry Solvents, petroleum products, chemical powder varnished, paints etc., Where a blanketing effect essential C Fires involving gaseous Carbon dioxide, Dry Chemical substances under pressure where Powder The best way to it is necessary to dilute the burning extinguish such fires is by gas at a very fast rate with an inert stopping the flow of fuel gas to gas or powder. the fire, Container is kept cool with water spray D Fires involving metals like Special dry powders magnesium, aluminum, zinc, potassium, etc,., Where the burning metal is reactive to water and which require special extinguishing media or technique ISTALLATION AND LOCATION OF FIRE EXTENGUISHING MEDIA T OCTL FACTORY S. PLACE OF THE CO2 CO2 CO2 DCP FOAM FIRE No FIRE POINT 22.5 4.5 9KG 10KG/5 9 Ltrs. BUCKETS KG KG KG 1 H.S.D. BUNK - - - - 1 4 2 GENERATOR 1 - - - - 3 3 SUB STATION 1 - - - - 2 4 COMPRESSOR - - - 1 - 3 5 COATING - - 1 1 - - PLANT 6 UPSETTING - 1 - - - - 7 HEAT - - 1 1 - 2 TREATMENT 8 N.D.T - 1 1 1 - - 9 L.P.G. YARD - 2 2 3 - 8 10 W.T.C. 2 - - 1 - - 11 R&D - - - 2 - 8 12 TOOL JOINT 1 1 1 1 - 8 13 STORES - 1 - 3 - - 14 MATHNOIL - 1 - 1 - 2 STORAGE 15 FORGING - - - 1 - - SHED 16 DOMESTIC - - - 2 - 4 LPG GODOWN TOTAL 5 7 6 18 1 36 8. FIRST AID AND MEDICAL FACIL TIES : Every Employee of the Company is covered under the Insurance Policies - Group Medical insurance policy - Personal Accidents Compensation policy There is an arrangement to refer On Duty Injury Cases to Dispensary or Hospital, apart from extending First Aid services to the Injured. 9. SAFETY PERMIT SYSTEMS : The concept of Safety permit system and the procedural Rules as they are in force at Factory are detai8led in the safety Rules which are annexed to from part of this issue of the Magazine. - Safety permits are used to control hazards and maintain safe working conditions when inspecting and maintaining equipment. - At OCTL there are three types of such permits in use 1. SAFE ENTRY PERMIT 2. FIRE PERMIT 3. EXCAVATION PERMIT - Before stating any of the following works/ jobs – an appropriate permit issued by an Authorized officer must be obtained. - Any Work on or near Tanks, Vessels, Pits - Any Hot works such as welding, gas cutting Grinding in No. Smoking Areas - Any Digging or Ground Work. FIRE PERMITS : - All jobs involving hot work in a “No Smoking” area, or all jobs on lines or equipment connected to LPG supply. Methanol, Diesel, Engine Oil etc., - Will need a Fire permit issued by an authorized person. - A copy of the Permit must be available with the Employee actual performing the job, which is subject to inspection. - Technicians are not authorized to do hot work in any “No Smoking” Area without a Fire permit and are expected to insist on a “Fire Permit” before they undertake the job. NO SMOKING AREAS : The following areas have been declared as “No Smoking” areas where smoking is forbidden and any hot work would require a “Fire Permit” issued by Authorized Officers. - LPG Bullets Area - Oil Pad - Methanol Storage area - Wood Work and Carpentry shop - Diesel Storage - Electrical Substation - Generator Shed - Main Stores - All Departmental Stores - Cold Room - Authorized Officers : 1. Senior Manager (Maintenance) 2. Civil Officer EXCAVATION PERMTI : - For all the works necessitating excavation within the Factory Limits, concerned department should initiated by concerned Department clearly indicating the area that has to be excavated. - The Excavation permit must be sent to the Authorized Officer in Maintenance / Civil Engineering Department to check the relevant Drawing for any underground cables, piping etc, if no such obstructions are likely to be uncounted, the Authorized officer released the Excavation permit to the concerned department to undertake the excavation job. - A copy of the Excavation permit should be always retained by the Employee actually doing the excavation, which is subjected to inspection. - Never start excavating within the Factory limits without excavation permit, however sure you may be. SAFE ENTRY PERMIT - Safe Entry Permits must be prepared by the operating supervisors and displayed at conspicuous places on the tanks, Vessels, Sumps, pits or enclosed areas at all entry points, after ensuring all the relevant safety precautions before. Any one is permitted to enter an enclosed space. - Entry permits must be signed by an Officer not below the Rank “ Plant Engineer” only or any other officer of the shop authorized by the in charge of that shop or Department - Employees are not to enter Vessels, Tanks, Pits, Sumps or Enclosed Area unless the Area is connected with their jobs. - Employees must check the Safe Entry Permit a the entrance and ensure that the area has been declared free of all toxic gases before entering. HOUSE KEEPING : House keeping practices followed in a Factory reflect the mind of the Management. A visit to OCTL Factory site will convince anybody and everybody that where there is a will there is a way. It is unthinkable that such a superlative standards of Housekeeping could be maintained in a heavy engineering and Mechanical Industry, like OCTL. Care is taken at every step by every workmen and other employees of OCTL factory to ensure neat clean and tidy environment around their work places. In fact the philosophy of good Housekeeping wing of Personnel Department supplements the efforts of shop floor employees in keeping all shop floors and surrounding environs hygienic, safe and accident preventive. 1. Good House keeping is an important aspect of Accident prevention. 2. It is everyone’s responsibility to always keep work places neat and tidy 3. Good House keeping is essential. a) To maintain Hygienic conditions. b) to promote safety and c) to prevent fires. 4. Every employee makes it a point to dispose of all trash, lunch wrappings etc., in trash drums or dustbins. 5. Before any job can be considered as completed, all trash and obstac les are cleared and all safe Guards are replaced. 6. Good House keeping practices and OCTL factory forms a source of motivation to employees at all levels and contribute for greater Production and Productivity. 7. it has also impressed the aesthetic sense of the employees connected with it. 8. A sense of commitment to make the Air, Water and Environment clean and pollution free is noticed among all employees. INDUSTRIAL RELATIONS IN OCLT FACTORY : Industrial Relations are governed by the Rules and Regulation, The are structured Relations between Employees and the employer. In OCTL Factory there are two sets of Rules. Applicable two categories of employees. RULES APPLICICABILITY 1. Certified standing orders under industrial All workmen as a definedunder i.d Act employment standing orders Act. 1946 excluding clerical and supervisory staff irrespective of their salaries 2. General service coduct rules, discipline Employment other then those governed by and appeal rules standing orders as stated above Industrial relations in OCTL factory are cordial and peaceful and it is attributable mainly the fact that workmen and the managerial personnel are fully aware of the rules, Regulations and the consequenes that may befail on them in the event of any deviances or violation of such rules. To bring about such awareness particularly among the workmen, the employees relations wing of personnel and administrative department constantly endeavors. It is relevant wing of Personnel and Administrative Department as gathered for the Departmental Procedure Manual. EMPLOYEE RELATIONS WING: Interpretation and Implementation of Service Conduct. Discipline and Appeal Rules applicable to Executives, Supervisors and Staff and Standing Orders in respect of other Employees. Maintenance of Cordial Relations with Employees, Trade Unions or Associations, of employees including Joint Consultations. To draw and implement grievances settlement procedure. Administration of rewards and recognition. To promote measures for involvement of workers participation in Bipartite committees and to improve upon employees morale. Collective bargaining – Agreements and their interpretation and enforcement. Determination and fixing pay scales, special allowances etc. Hadling disciplinary cases. Diagnosing the industrial relations problems and to take preventive measures to ensure industrial peace and harmony and uninterrupted production. AGREEMENTS IN OCTL: Two agreements covering a period of last eight years which were mutually arrived at by and between. The management and their workmen through negotiations in bipartite process. An examination of these agreements would reveal that both management and workmen have reconciled their differences in an atmosphere of mutual tust and good will and arrived at these agreements. Generally agreements are reviewed for every three years and the last agreements was signed in May 1999 which came in effect retrospectively from 1 st April 1999. Moreover, these collective bargaining agreements have been properly interpreted sincerely implemented by the parties there to. GRIEVANCE SETTLEMENT AT OCTL Indian Labour Conference, a tripartite body consisting of representations of 1. Employees. 2. Workmen. 3. The Government. Has evolved a Model Grievances Settlement Procedure in its 16 th session held in 1958. the procedure adopted in OCTL factory fulfils all the pre-requisite of a Standard Grievances Procedure and is in conformity with the Model Grievance Proceudre suggested by the Indian Labour Conference. OCTL recognizes the fact that effective grievances redressel system is a sine qua non for furthering peaceful Industrial Relations and improving the Morale of the Employees. OCTL has, therefore, adopted the following grievances settlement procedure and OCTL employees may get their grievances expeditiously redressed by following the three tier procedure. OCTL’S Definition of Grievance: Any matter pertaining to the complaint affecting one or more individuals or workmen in respect of his or her-wage payment; Overtime; wage; leave confirmation; transfer; promotion; increment; seniority; work assignment; working conditions; welfare provisions; salary advances and interpretation of service agreement form into grievances. Workmen of OCTL will be eligible for redressal of their grievances by adopting the following Three Tier Procedure. STAGE – I 1. An aggrieved employee is expected to present his or her prievance verbally or in writing to his immediate shift engineer/supervisor who will give a patient hearing to the workman and will do justice as per the fact tand circumstances of each individual case. In no case will he delay his decision beyond 48 hours ( two days) from the time the grievances is brought to this knowledge. STAGE – II 1. If the employee is not satisfied with the decision of the immediate shift in charge/engineer/supervisor, he or she must present his grievance in Form G-I and within one week of the act of grievance or complaint arise or took place or come to his/her knowledge. He/She will present his/her grievance in Form G-I to his or her departmental head or the in charge of the shop as the case may be. 2. The Departmental head or the in charge will inquire into the matter and counsel and employee concerned or he may enlist the services of the P&A Department for inquiring into the matter. 3. Grievances at Stage-II will, as far as possible, be disposed off within seven (7) days of the presentation of the complaint. STAGE – III If the employee is not satisfied with the decision communicated to him by the head of department or in charge of the shop as the case may be, or fails to receive an answer within a reasonable period, he or she may request the HOD or in charge of the shop concerned to forward the grievance to the St. Manager (P&A) for processing and, if necessary to place it before the director in Form G-2. No appeal will lie to the director unless a prima-facie case is established and an issue is of substantial nature shall be decided by the Sr. Manager (P&A) and his decision in theis regard shall be final and binding. On being satisfied that there is a prima facie case or the issue involved is of substantial nature, the Sr. Manager(P&A) will take up the case to the grievance is deemed to have been settled of the director there on shall be final and the grievance is deemed to have been settled once for all. A grievance at Stage-III will be disposed of within ten days of its presentation to the Sr. Manager(P&A) through the HOD or the in charge of concerned shop. DISCIPLINE:- As stated earlier all employees of OCTL strive to adhere to the rules of discipline. The adhere to the instructions of work issued by their superiors; They follow the procedures and maintain standards; They attended duties in uniform, wearing safety shoes issued to them; They keep always quality and safety policy cards with them; They bear on their person their photo identity cards. While at work, They put on personal protection safety devices appropriate to work situation. Positive attitude to in spite of their strict adhere to the rules of discipline, some them receive charge-sheets. Perusal of 2 years ( i.e. 1998-2000) records of disciplinary cases handled by Employee-Relations wing of the organization revealed that 92% of the cases were related either to unauthorized absence from duty or irregular attendance; 4% of cases were related to negligence at work; 2% of cases to sleeping while on duty during night shift. And the remaining 2% cases spread over various kinds of other types of misconducts including theft. In sub-ordination, in most of the cases of absenteeism, the simple punishments like warning, censure, and one or two days of suspension from work without wages was mooted out. In cases of negligence at work or sleeping while on duty employees were punished with 5 to 6 days suspension from work without wages or withholding of increment for six months. Only in case of gross insubordination or theft, severe punishment like discharge or dismissal was awarded after proper domestic enquiry. OBSERVATION: 1. It is observed that the employee of OCTL are well protected management, apart from other facilities like Transport, Medical Facility etc. The Management takes special care in providing benefits accruing. Towards fulfillment of Basic Human Needs namely, ROTI, KAPDA, MAKHA though subsidized protective devices; and by paying such percentage of basic wages as House Rent Allowance. 2. The management has delegated their authority and functions to a dedicated team of Professional Personnel appointed at different levels ranging from General Manager to Shift Engineer. The Policy decisions of the board are given practical shape by Departmental In charges who are designated Managers and the policy decisions are religiously interpreted constantly pursued at all levels. 3. The rationale behind high investment in Machinery and Equipment involving the adoption of sophisticated Manufacturing Process Technique (though costly \) is to ensure that the operation of the factory are environment friendly-devoid of emission of any pollutants into any water stream or ambient atmosphere air, the Factory environs are well planned and designed and the location is by a selective process. 4. the investment on machinery and equipment is to a tune of R. 70 Crores. The purpose of making such a huge investment on machinery and equipment is to make the industry ―POLLUTION FREE‖. Otherwise, there is no justification for such a huge investment to carry out simple and age old mechanical process like Forging, Threading, Welding, Heat Treatment, Surface Coating, Painting, Packing And Forwarding. 5. The computerized attendance system installed in the factory premises ensures systematic and correct recording of attendance; which earns the confidence of the workmen. 6. the employees strictly adhere to the norms and procedures laid by the management. 7. the morale of the employees can be said to be above average and this inference has been drawn from the facts that; i. they strictly adhere to the instructions issued in regard to work schedules and time schedules; ii. they follow Departmental Procedure Manual And Maintain Quality Standards; iii. they attend to all preventive maintenance works regularly periodically, iv. they wear personal safety protective devices the appropriate the work situations; v. all employees attend factory in company provided Uniform And Safety shoes, they also hold their respective photo identity badges. vi. They carry in their pocket a copy of safety rules and quality policy statement. vii. Cases of in subordination are deviance from instruction given by superiors are rare. viii. The workmen take maximum advantage of the facilities provided by the management and also try to use the facilities with a sense of involvement and a feeling of common wealth. ix. The employees follow a pattern of discipline even in the canteen and rest rooms. It was observed that during their lunch break the employees gathered at canteen dining hall form into a ―Q‖ on self-service principle and after taking their food they place the utensils used by them in proper Bins provided for cleaning. x. The employees feel proud participating in and promoting superlative standards of Housekeeping both at the place of their work and its surrounding as well as within the factory premises. xi. The employees also undertake gardening work and contribute to the development of greenbelt area within the factory premises. xii. The employees show very good interest participating in various competitions held at various occasions like Independence day, Safety day, Republic day. The OCTL management on their part provided a variety of facilities to retain a committed work force on permanent basis with maximum job satisfaction with commitment. The personal appraisal system adopted in te factory ensures proper evaluation of the performance of an individual employee year by year and it gives a guidance to the management in the award of rewards in the form of special increments and promotions. This appraisal system while helps the management to identify provides opportunities for the workman to enhance his levels of knowledge and skills and growth opportunities. CONCLUSION : The general position in respect of welfare facilities in India would seem to be that there is growing awareness as a whole, leading to improved industrial relations and greater productivity. Another feature is that with rare exceptions the provisions of welfare measures seems to one its existences more by possession of adequate funds rather than by deliberate planning. In advanced countries, the provision of welfare facilities often the responsibility of the community. But in underdeveloped countries like India where the standard of living are low and the resources of the state are limited, it may not always be possible for the community to under take these responsibilities to the desired extent. After the minimum of welfare amenities have been laid down the rest may be deemed to be proper field for voluntary action by the state employers and workers and welfare agencies. Thus, welfare work may be considered joint responsibility of the state, employers, workers organization and voluntary social service agencies operating in the country. All these agencies should work in harmony to rise the standard of living of the workers. INTERVIEW SCHEDULE 1. NAME OF THE EMPLOYEE : 2. EMPLOYEE CODE : 3. DEPARTMENT : 1) what is opinion about the management to workers and you? A)Good B) Satisfactory C)Not satisfactory 2 ) what is opinion about the drinking water facility in the factory? A)Good B) Satisfactory C)Not satisfactory 3) what is opinion about rest rooms in factory? A)Good B) Satisfactory C)Not satisfactory 4) what do you feel about the attitude of the labour welfare officer ? A)Good B) Satisfactory C)Not satisfactory 5) what is opinion about washing facilities ? A)Good B) Satisfactory C)Not satisfactory 6) what is opinion about canteen? A)Good B) Satisfactory C)Not satisfactory 7) Are you satisfied with quantity of leaves with wages? A)Good B) Satisfactory C)Not satisfactory 8) how do you feel about medical facilities ? A)Good B) Satisfactory C)Not satisfactory 9) Are you satisfied with home rent allowances ? A)Good B) Satisfactory C)Not satisfactory 10) what is opinion the training programmes in the factory ? A)Good B) Satisfactory C)Not satisfactory 11) what is opinion about attitude medical officer? A)Good B) Satisfactory C)Not satisfactory 12)how do you feel in the night shift canteen facilities ? A)Good B) Satisfactory C)Not satisfactory 13) what is opinion on the transportation facilities? A)Good B) Satisfactory C)Not satisfactory 14) what is opinion about recreation facilities ? A)Good B) Satisfactory C)Not satisfactory JOBS SATISFACTION OF 55 EMPLOYEES OPINION IN OCTL FACTORY 1) what is opinion about the management to workers and you? A)Good : 50 B) Satisfactory : 5 C)Not satisfactory : 0 50 40 GOOD 30 SATISFACTORY 20 NOT 10 SATISFACTORY 0 OCTL 2 ) what is opinion about the drinking water facility in the factory? A)Good : 55 B) Satisfactory : 0 C)Not satisfactory : 0 60 50 40 GOOD 30 SATISFACTORY 20 NOT SATISFACTORY 10 0 OCTL 3) what is opinion about rest rooms in factory? A)Good : 50 B) Satisfactory : 5 C)Not satisfactory : 0 50 45 40 35 30 GOOD 25 SATISFACTORY 20 NOT SATISFACTORY 15 10 5 0 OCTL 4) what do you feel about the attitude of the labour welfare officer ? A)Good : 55 B) Satisfactory : 0 C)Not satisfactory : 0 60 50 40 GOOD 30 SATISFACTORY 20 NOT SATISFACTORY 10 0 OCTL 5) what is opinion about washing facilities ? A)Good : 55 B) Satisfactory :0 C)Not satisfactory : 0 60 50 40 GOOD 30 SATISFACTORY 20 NOT SATISFACTORY 10 0 OCTL 6) what is opinion about canteen? A)Good : 55 B) Satisfactory : 0 C)Not satisfactory : 0 60 50 40 GOOD 30 SATISFACTORY 20 NOT SATISFACTORY 10 0 OCTL 7) Are you satisfied with quantity of leaves with wages? A)Good : 50 B) Satisfactory : 5 C)Not satisfactory : 0 50 40 GOOD 30 SATISFACTORY 20 NOT 10 SATISFACTORY 0 OCTL 8) how do you feel about medical facilities ? A)Good :55 B) Satisfactory : 0 C)Not satisfactory : 0 60 50 40 GOOD 30 SATISFACTORY 20 NOT SATISFACTORY 10 0 OCTL 9) Are you satisfied with home rent allowances ? A)Good : 45 B) Satisfactory : 5 C)Not satisfactory : 5 45 40 35 30 GOOD 25 SATISFACTORY 20 15 NOT 10 SATISFACTORY 5 0 OCTL 10) what is opinion the training programmes in the factory ? A)Good : 42 B) Satisfactory : 13 C)Not satisfactory : 0 45 40 35 30 GOOD 25 SATISFACTORY 20 15 NOT 10 SATISFACTORY 5 0 OCTL 11) what is opinion about attitude medical officer? A)Good : 50 B) Satisfactory : 5 C)Not satisfactory : 0 50 40 GOOD 30 SATISFACTORY 20 NOT 10 SATISFACTORY 0 OCTL 12)How do you feel in the night shift canteen facilities ? A)Good : 45 B) Satisfactory : 6 C)Not satisfactory : 4 45 40 35 30 GOOD 25 SATISFACTORY 20 15 NOT 10 SATISFACTORY 5 0 OCTL 13) what is opinion on the transportation facilities? A)Good :55 B) Satisfactory : 0 C)Not satisfactory : 0 60 50 40 GOOD 30 SATISFACTORY 20 NOT SATISFACTORY 10 0 OCTL 14) what is opinion about recreation facilities ? A)Good : 55 B) Satisfactory :0 C)Not satisfactory : 0 60 50 40 GOOD 30 SATISFACTORY 20 NOT SATISFACTORY 10 0 OCTL BIBLIOGRAPHY 1 PRINCIPLES OF LABOUR WELFARE -- M.V. MOORTHY 2.ASPECTS OF LABOUR WELFARE& -- A.M. SARMA SOCIAL SECURITY 3. STUDY OF LABOUR ECONOMICS -- K.S.SINGH & SHANTI 4. HUMAN RESOURCE MANAGEMENT -- SHASHI .K. GUPTA & ROSY 5. LABOUR ECONOMICS & -- Dr.T.N.BHAGOLIWAL LABOUR WELFARE 6. LABOUR PROBLEMS & -- R.C. SAXENA LABOUR WELFARE 7. INDUSTRIAL RELATIONS& -- G.P. SINHA & LABOUR LEGISLATION P.R.N. SINHA 8. COMPANY RECORDS -- OIL COUNTRY TUBULAR LIMITED , NALGONDA