A PROJECT REPORT

ON "A STUDY OF FACTORY ACT 1948 IN BAIDYNATH

AYURVED COMPANY"

SUBMITTED IN THE PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE AWARD OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

To SIKKIM MANIPAL UNIVERSITY

Admerit IIT & ME, Patna LC Code:-01780

Project Guide Manager Submitted By

BONAFIDE CERTIFICATE Certified that this Project Report titled On Study of Factory Act 1948

Bonafide work of who carried out the research under my supervison.

Certified further, that to the best of my knowledge the work reported

herein does not form part of any other Project Report or dissertation

on the basis of which a degree or award was conferred on an earlier

occasion on this or any other candidate.

CERTIFICATE

This is Certified that the titled "Study of Factory Act 1948 is

submitted by ADOTI Reg. No. to the School of Management SMU

University Manipal, in Partial fulfillment of the requirement for the

degree of MBA is a bonafied record of work carried out by him under

my supervision. The contents of this project in Full or in parts have

not been submitted in any form to any other institute or University for

the award of any Degree or diploma.

ACKNOWLEDGEMENT

We would like to express our deepest gratitude and thanks to Mr.

Shekhar Sriwastava Center Manager for Her valuable support in

doing my project. She has been a source encouragement and guidance

in all our endeabors. We express o sincere thanks to Mr. P.K.

VERMA for his Guidance and Support thought the Preparation of

this without we could not have successful completed this Project.

Finally We would also like to thank our Faculty member all otfc

people who directly or indirectly contributed to this Project.

PREFACE

Summer training in a company gives the chance to expose one self to the

organization. As well as to apply the knowledge and kill gained in the class

room. It allows the student to prove the concept which they have gained during

the management studies. Summer training vies a chance to a student to know

and interact with the real environment of organization and market.

During the summer training project requires to frame to design which

include sampling Process, data collection method, the data analysis and then

data is interpreted. In professional study like master of business administration

(M.B.A.) we study or gained theoretical knowledge. So summer training is

necessary for every student to gained practical knowledge and implements his

and her theoretical knowledge.

I did my summer t raining in Shree Baidyanath Ayurved Bhawan Pvt.

Ltd., Patna my topic of project for summer training was "FACTORY ACT

1948".

I hope the study which was conducted, will help not only the

organisation, but also me and society too.

TABLE OF CONTENTS CHAPTER 1 1.0 Objective of the Project

1.1 Corporate philosophy 1.2 Organizational profile 1.3 Introduction 1.4 Vision & Mission 1.5 Historical Moments 1.6 History of Baidyanath 1.7 Registered Head office 1.8 Policy of the organization

CHAPTER 2 2.0 The concept of FACTORY ACT 1948 2.1 Introduction & needs of the study 2.2 Aims & objective

CHAPTER 3 3.1 About the Organisation 3.2 Export 3.3 Social engagement 3.4 Goals & objective 3.5 The manufacturing & product range

CHAPTER 4 4.1 Scope of the study 4.2 Required for the study 4.3 Tabulation of the data 4.4 Research methodology 4.5 Limitation

CHAPTER 5 5.1 Classification of welfare measure in Factory act 1948 5.2 Statutory health 5.3 Factory act 1948 5.4 Voluntary health measures

CHAPTER 6 6.1 Analysis & Recommendation 6.2 Conclusion 6.3 References/ bibliography

CHAPTER 7 7.1 Questionnaire

OBJECTIVE OF THE PROJECT BRIEF ABOUT THE ORGANISATION AND THE PROJECT This report is the result of one month training carried out in SHREE BAIDYANATH

AYURVED BHAWAN LTD.

The project was pursued with the objective of studying factory act 1948 undertaken by Shree

Bidyanath ayurveda bhawan ltd. and the working conditions in this company. The purpose

was to collate and update specific information in these areas. It is done to assess the nature of

welfare measures as well as working conditions in Shree baidyanath auurveda bhawan ltd. in

order to evaluate their sufficiency / insufficiency relative to the government mandate

regarding the minimum prescribed welfare measures & minimum safe working conditions

according to Factory it 1948.

Welfare measures which are basically meant for the employee's personal development as

well as for the growth & development of the dependents (family members, parents etc.) of

the employees, le information collected during the study could be considered and utilized by

Shree baidyanath auurveda bhawan ltd., Patna.

CORPORATE PHILOSOPHY "The goal of Shree Baidyanath Ayurveda Bhawan Ltd. , Patna is not to make money on fair

& foul means but to satiate consumer needs prior to our goals & objective.

With emphasis on social responsibility rather than profitability we strive for welfare &

betterment for human society.

Organizational Profile

Background The genesis of shree baidyanath ayurveda bhawan ltd. dates back to 1918 when this company

was founded at Baidyanathdham(Bihar) by late Pt. Ram Dayal Joshi and Vaidya Ram Narain

Sharma with a small capital at their disposal.

The overall response was so encouraging that soon after it became difficult to meet the full

requirements of the people due to non availability of raw materials .Keeping this factor in

mind the concern had to be shifted to Kolkatta where comparatively better facilities were at

disposal.

After many years of constant struggle the company made a tremendous progress. How its

progress was handicapped by the second would war when transport and communication

become difficult. lt become difficult to effect the distribution of baidyanath medicines. The

only panacea to this problem was to open three more manufacturing centres at Patna , Jhansi

& Nagpur in the years 1940, 1941 & 1942 respectively. The company now has 5 large and

well equipped factories situated in Patna , Kolkatta ,Jhansi, Nagppur & Naini.

INTRODUCTION The term Ayurveda comes from Ayuh (life) and veda (knowledge).It is therefore a

comprehensive science that treats life in all its aspects- physical, mental, and spiritual, is a

5000 year old science of health care and herbal treatment. Ayurveda, is highly effective in

common and complicated ailments, assures long term relief and has no side effects.

Ayurveda is now backed by modern scientific research and technologies and provides its

gentle healing touch to millions around the world.

Shree Baidyanath Ayurveda bhawan Ltd. Is a leading manufacturer of Ayurvedic products. lt

adheres to the highest norms of Ayurveda and its range encompasses more than 700 products

classified under Rasa, Rasayana , Bhasma, Asava, Arishta, Tablets, Tail, Avaleha, Churna

patent medicines and other Ayurvedic preparation. Baidyanath symbolizes the adaptation of

ancient time tested Ayurvedic formula through modern technology in producing high quality.

Ayurvedic medicines ,tonics and other products.

VISION & MISSION Vision To develop businessman-ship in individual though spreading Peace, Brotherhood and Fellowship. To make world business community of business with All Religion, Caste and Color. Mission To become Global multi-diversified Direct Selling Company To Empower Human Community with Time & Financial Freedom.

Moments Pt. Jawahar Lal Nehru, Prime Minister being received by Shri U.K. Shukla Manager Baidyanath Naini Allahabad

Shri Lal Bahadur Shastri Prime Minister and Smt. Lalita Shastri along with Pt. Mauli Chandra Sharma and Shri B.L. Sharma, Shri R.A. Sharma, Shri B.K. Sharma Director

Shri Lal Bahadur Shastri Prime Minister addressing gathering at Badyanath Naini Allahabad unit .

Smt. Indiara Gandhi inspecting the labelling machine at Baidyanath Naini Allahabad

Smt. Indira Gandhi inspecting the container sealing machine

U.P. Governor Shri Vishwanath Das inspecting bottle filling plant in Baidyanath, Naini Allahabad unit.

History of Baidyanath Ayurveda is a 5000 year old Science of health care and herbal treatment. Ayurveda, is highly effective in common and complicated ailments, assures long term relief and has no side effects. Ayurveda is now backed by modern scientific research and technologies and provides its gentle healing touch to millions around the world. One of India's most respected Companies, Shree Baidyanath Ayurved Bhawan (p) Ltd. (Kolkata) , popularly known as Baidyanath, is the acknowledged leader of Ayurvedic know-how. Established in 1917, the Company has played a pioneering role in re-establishing ancient knowledge with modern research and manufacturing techniques. Shree Baidyanath Ayurved Bhawan (p) Ltd. was founded in 1917 by Late Pt. Ram Dayal Joshi. Its registered office is in Kolkatta. To encourage and boost research in Ayurveda, Baidyanath established Pt. Ram Dayal Joshi Memorial Ayurvedic Research Institute at Patna in 1971. Baidyanath awards two lakh of rupees every year for the best research paper or book on Ayurveda. Besides being the manufacturer of the largest range of Ayurvedic Products in the world, Baidyanath's achievements and strengths include :

• Manufacturer of over 700 Ayurvedic Products

• 10 manufacturing Centres

• Number of employees -1,600

• Continuously updated centralised R&D facilities

• Over 3,500 exclusive showrooms manned by qualified medical practitioners

• Over 10,000 distributors

• Exports to several countries

• Running Ayurvedic Hospitals

• Publishing a monthly magazine--"Sachitra Ayurved"

• 5 free clinics serving over 300 patients each day

• Institution of awards for significant research on Ayurveda

• Running two leading schools in two States of India

REGISTERED HEAD OFFICE

SHREE BAIDYANATH AYURVEDA BHAWAN LTD.

1. Gupta Lane, KOLKATTA-700 006

Phone - 392265, 392266, Gram- PRANDA

1. KOLKATTA

Gupta Lane, KOLKATTA-700 006

Phone - 392265, 392266, Gram- PRANDA

4. NAGPUR

Great Nag Road, NAGPUR-440 009

Gram- PRANDA, Telex- 0222316

S.B.A.B. (INDIA)

2. PATNA

Baidyanath Bhawan Road, PATNA (Bihar)800001

Phone -351701, 353048, 353143, 353647

Gram- PRANDA, Telex-0222316 S.B.A.B. (INDIA)

5. NAINI

NAINI (Allahabad)

Phone-7209, 7318, 7327

Gram - PRANDA

3. JHANSHI

Gusaipur, Jhansi -284 002

Phone - 665 934, (Fact.) 1076, 1478

6. HAJIPUR

Industrial Area, Hajipur (Vaishali)

FACTORIES

Policy of the Baidyanath

Policy serves as guideline for the management. lt clearly defines the boundaries Within the limit of which the management can act in order to accomplish its objective.

Organization policy:- (1) Basic policy

Is known as marketing policy and is used by the top management. Here the

main objective is to compete with their competitors and satisfy consumer needs and

satisfies consumer need & wants.

(2) General policy

It is mainly used by the middle level managers. Here emphasis is laid on

giving first preference to local supplier

(3) Department policy

It is used by supervisors to check their employees like the rule of giving a prior

information if any employees is going to take a casual leave.

The Concept of Factory Act 1948 The term Labour Welfare, in fact, is a term that must necessarily be elastic, bearing a

somewhat different interpretation is one country from another, according to the different

social customs, the degree of Industrialization and the educational development of the

workers. The significance of the term "Welfare" thus varies from country to country.

In fact labour welfare has been considered by International Labour Organization as," such

services, facilities and amenities which may be established outside or in the vicinity of the

industry to enable the employees to perform their work in healthy and congenial

surroundings and to provide them with those amenities which are conducive to good health

and high morale." Labour Welfare has also been considered by Labour Investigation

Committee. Anything done for the intellectual, physical, mental and economic betterment of

the workers, whether by employers, by Government or any other agency, over and above

what is laid down by law or what is normally expected as part of the contractual benefit by

the employers or which the workers may have bargained. Thus, under this definition we may

include housing, medical & educational facilities, nutrition (including provision of canteen)

facilities for rest & recreation, co-operative societies, creches, social insurance measures

undertaken voluntarily by the employers alone or jointly with workers including sickness &

maternity benefits schemes, provident fund, gratuity and pension', etc. In this way the term

"Welfare" is thus very flexible and comprehensive.

Introduction and needs of the Study

The biggest challenge faced by the organizations now a day is to maintain and develop its

human resources. Technology, machinery, capital, tools and equipment will remain

inoperative and redundant until and unless efficient work force is employed to operate them.

Thus human resources are indispensable and inseparable resources of the organization. Their

development is highly desired in order to gain overall efficiency. The overall development of

the employees depend not only on basic remuneration but also on additional / fringe benefits

which contribute wholesomely to the all round development of the employees as well as their

families. Since the last couple of decades there has been continuous emphasis on the human

resource in every company. Because properly trained and developed people tend to be more

valuable than the tangible assets of the company, although their talents may not appear on the

balance sheet. To maintain and improve the company's efficient utilization of resources as

well as to grow it is desirable that the morale of the employees remains high enough.

Monetary compensations loose their glitz after a certain period of time. From then onwards

challenges both on and off the job provide greater motivation to the employees. Along with

this the employees seek benefits in addition to monitory compensation for their families.

Safety during the working hours is desired for optimum performance output.

Aims and Objectives of Factory act 1948

The aims and objectives of welfare schemes are as follows 1. It is humanistic since it enables the workers to enjoy a richer and fuller life by providing

them those amenities and conveniences of life, which they themselves cannot procure.

2. It is partly economic since it improves the efficiency of labour, increases its availability

where it is scarce or helps to secure a better class of workers by keeping them contented,

it minimizes the chances of any industrial is harmony and curbs industrial unrest and

establishes industrial peace.

3. It develops a sense of responsibility and dignity among the workers and then makes

them noble and civilized citizen.

4. It also keeps the efficiency and morale of the workers high which creates a sense of

honesty and integrity among the workers.

5. Subsequent effects of all the above aims establish a good labour-management relation,

which is essential for the smooth functioning of the company/industry.

6. It also encourages worker's participation in management through suggestion received

from the workers.

So we can say that the aims and objectives of any welfare schemes is to raise the morale,

satisfaction, motivation and lifestyle of the workers and to encourage them to behave in more

responsible way as well as to establish a good relationship between workers and

management.

ABOUT THE ORGANIZATION

The Company Life seems to have come a full circle in case of certain aspects of medicinal science. The focus today having shifted back from an all-dominating Allopathy to the traditional, natural systems of health that had served humankind well prior to its advent. Quite understandably, Ayurveda, with nearly 500 million adherents and as part of a projected $62 billion industry worldwide, has been staging a strong comeback.

An ancient holistic system of medicine, it uses a vast range of natural herbs and minerals to tackle ailments - herbs that assure relief or progress without any side effects. Intensive laboratory and clinical research has helped in further improvement. Playing a stellar role in that has been an organisation that is better known by its brand name Baidyanath. With a basket of over 700 ayurvedic and herbal products produced in 10 hi-tech manufacturing units with state-of-the-art research facilities all over India, Baidyanath's more than eight decades of experience puts it in an unequalled position of leadership in this field. The vast treasure of knowledge shared with rest of the world through nearly fifty books. One of those crucially instrumental in the scripting of the Baidyanath story of success is Mr Ram K.Sharma, son of Late Pandit Ram Dayal Joshi, who co-founded Shree Baidyanath Ayurved Bhawan Ltd. With a masters in management from USA, he has been an intrinsic part of the team steering this company for the last 27 years. Past Chairman of Young President's Organisation and committee member of Indo-ltalian Chamber of Commerce in Calcutta, he is also a member of Scientific Committee of the Central Council for Research in Ayurveda & Siddha, Ministry of Health & Family Welfare, Govt of India. His latest venture is Allayurveda.com - the world's first and most comprehensive portal on ayurveda - promoted as part of his dream to take Ayurveda to homes all around the world.

Bringing in just the right compliment to his experience and wisdom is Ms Tania Sharma whose enthusiasm, openness and speed, so typical of youth, is

infectious. With a grounding in management from the S P Jain Institute, Bombay, that was

finished off with a stint at the London School of Economics,

she is now Executive Director of Goodcare Pharma Pvt. Ltd., better known for their

increasingly popular brands Spirulina Plus, Neem Guard and Stress Guard.

And to take care of the technical aspects of it all, there is the brilliant team

of Dr. Awadhesh Mishra Vaidya and Dr A.K.Singh. The former, one of

pioneers in the field of Ayurveda and chief vaidya for 35 years and the

latter a renowned practising physician and engaged for past 12 years in

grassroots R&D in this field.

And finally, to add that dash of spirituality, there is Prof K.K.Bhaumik, Chairman of

Coordinating Council of Association of Astrology & Allied Sciences. A renowned figure on

astro-occult sciences, he is an internationally acclaimed authority in this field. Having been

rooted to this science for a greater portion of their lives, there could be few better to guide

you through a detailed journey of this amazing, ancient system that ensures an overall state of

physical and psychological well being by creating a balance of the mind, body and behaviour

with the environment. A journey of knowledge that is sure to make your life easier, healthier,

better and fuller.

SOCIAL ENGAGEMENTS

• Ayurvedic college is being run by the Bhawan for the last 16 years.

• Education in Ayurved being imparted free leading to the degrees of Ayurvedacharya of Akhil Bhartiya Vidyapith & Ayurveda Shastri of Rajasthan.

• A charitable dispensary is also attached to the college to provide training to its student

• Scholarships are awarded to the needy and deserving students.

• Financial aid is often given direct to the needy patients

• A well equipped Ayurved hospital with 16 beds in Mathura.

GOALS AND OBJECTIVE OF THE COMPANY • Most advanced application research method

• Computer aided design method for optimum combination between rigidly and material handling.

• Production and QA standards.

• R&D of production processes and machine, special processes for special demands.

• Marketing and after sales support.

• Communication with the end user to find the best needles.

• Supply in time and at fair price.

• Application support with critical operations of productions problems.

THE MANUFACTURING & PRODUCT RANGE OF SHREE BAIDYANATH AYUVEDA BHAWAN LTD.

PRODUCTS

PATENT MEDICINES

Baidyanath The most trusted name in ayurveda since 19 PRODUCTS

PATENT MEDICINES Medicinal preparations which have proved to be very efficacious for the cure of diseases and formulated after research and experimentations have been patented and circulated amongst the general public for their welfare. They have been prepared after long experience and by qualified technical experts. These are medicines who immediate relief and efficacy has created a good demand in the market.

Name of Medicine Active Ingredients Therapeutic use Dose Packing

ARK KAPUR

EACH ML CONTAINS: CAMPHOR 150 MG,

ALCOHOL CONTENT 75%V/V.

USED IN CHOLERA, DIARRHOEA AND VOMITING.

0.3 ML 10MLS

ARK PUDINA

EACH ML CONTAINS: 01.MENTHOL., VIR.0.0266ML,

01MENTHOL, PIP 0.01ML, MENTHOL 8.33MG.

COLOUR

CARMINATIVE AND DIGESTIVE USED IN INDIGESTION, TYMPANITES,

COLIC, VOMITING, LOSS OF APPETITE, DYSPEPSIA

0.3ML 25 & 10 MLS

BALAMRIT SYRUP

EACH ML CONTAINS: CAL, HYPOPHOS.23MG,

TOLU BALS 1.75MG, GLYCER 0.03, GM

CHLOROF.SPT 0.017 ML, IN A COLOURED & FLAVOURED BASE

NUTRITIVE.

TONIC AND ANTIRICKET. USED IN RICKETS, INDIGESTION AND

RELIEVES COUGH AND COLD IN CHILDREN

1 - 3ML 100ML & 50ML

BICHHU KI DAWA POTASSIUM-

PERMANGANATE, CITRIC, ACID SWARNA

GAIRIC.

ANTI-SCORPION VENOM. USEFUL IN SCROPION BITE.

FOR EXTERNA

L USE 4.50GM

CHARMAROGARI MALHAM

ZINC OXIDE, BENZYL BENZOATE, BENZYL

ACETATE.

ANTISEPTIC & FUNGICIDE. USED IN SCABIES,ICHES, ULCERS

AND OTHER SKIN DISEASES

FOR EXTERNA

L USE ONLY

30 & 15GMS TUBE

COUGH MIXTURE

SODIUM BICARBONATE, CAMPHORATED OPIUM,

TINCTURE, LIQUOR AMMONIUM ACETATES

FORTIS ETC.

A REMEDY FOR COLD AND COUGH, USEFUL IN IRRITATING COUGH AND

ACTS AS AN EXPECTORANT IN ACUTE BRONCHITIS

10ML 100ML

DAD MALHAM (OINTMENT) SALICYLIC ACID. AN EFFECTIVE REMEDY FOR

RINGWORM

FOR EXTERNA

L USE

15 GMS TUBE

DADURIN SALICYLIC ACID,

BENZOIC, ALCOHOL CONTENT.

AN EFFECTIVE REMEDY FOR RINGWORM

FOR EXTERNA

L USE 10MLS

DANTA BESHTARI TANNIC ACID, CARBOLIC ACID, CLOVE OIL,

PROVEN REMEDY FOR DENTAL DISEASE.

FOR EXTERNA 25MLS

CINNAMON OIL,

GLYCERIN. USEFUL IN PYORRHEA & PAIN IN

EXPOSED PULP.

L USE

DANT DARD KI DAWA

CARBOLIC ACID, COMPHOR, THYMOL,

CHLOBUTOL OIL, CLOVE ETC

AN EFFECTIVE MEDICINE FOR ALL SORTS OF TOOTHACHE.

FOR EXTERNA

L USE 10MLS

DARDONA TABLET ASPIRIN, CAFFEINE CITRATE, PHENACETIN.

HEADACHE, NEURALGIA, SCITICA, RHEUMATIC PAIN ETC.

1 TO 2 TABLETS

100 & 10 TABS

GHAW MALHAM BORIC ACID, ZINC OXIDE ETC..

EFFECTIVE IN PUSFORMING AND LONG STANDING SORES AND

WOUNDS

FOR EXTERNA

L USE 25MS

GRIPE WATER

SODABICARB, CONCPEPPERMINT,

WATER, DILL WATER, GLYCERIN,

CHLOROFORM, SPIRIT

ANTACID AND CARMINATIVE USED IN ACIDITY, GRIPING, VOMITING

DUE TO INDIGESTION TEETHING TROUBLES AND

TYMPANITES

5ML TO 15 ML

125ML

GULLARIN

TANNIC ACID, GLYCERIN, OILMENTH PIP, IN UDAMBAR SAR

EXT.

THROAT PAIN, TONSILITIS, USEFUL AS ASTRINGENT FOR

MUCOUS MEMBRANE

FOR EXTERNA

L USE 25MLS

HEALER MALHAM BORIC ACID, MENTHOL,

METHYL SALICYLATE ETC.

EFFECTIVE ON WOUNDS, SPRAINS, CUTS, ITCHES AND PAIN.

FOR EXTERNA

L USE 25GMS TUBE

ISABEAL

IODOCHLORO HYDROXYL QUINOLINE, ISABGOL HUSK, BAEL,

KURCHI.

AMOEBICIDE INTESTINAL ANTISEPTIC, ANTIDYSENTRIC,

ASTRINGENT AND STOMACHIC. USED IN AMOEBIC DYSENTRY, BOTH ACUTE AND CHRONIC ULCERATIVE

COLITIS.

5 TO 10 GMS 100 &50GMS

JANM GHUNTI CHLOROF, GLYCER, AYURVEDIC DRUG IN

SYRUP BASE.

AN EFFECTIVE TONIC FOR INFANT & CHILDREN.

INDICATED IN CASES OF INDIGESTION, FLATULANCE, VOMITING AND SPASMODIC AFFECTION IN CHILDREN.

0.5 TO 3 ML 100, 50 &25MLS

KANPI CARBOLIC ACID, BORIC

ACID, MAGENTA, SOOTHING BASE,

ALCHOHOL CONTENT.

ANTISEPTIC AND ANALGESIC AN USEFUL REMEDY FOR OTITIS &

DIAORRHOEA.

PLEASE REFER TO THE CARTON

EAR DROP/10ML

KASAMRIT

CAL. HYPOPHOS, CODEINE PHOS, POT. IDODITE, GLYCERINE, VASAKA, KANTAKARI,

TULSI, BANCH, APAMARG ETC..

EXPECTORANT AND ANTI ALLERGY USED IN COUGH AND COLD, ASTHMA

AND WHOOPING COUGH.

5 TO 10 ML 100 & 50 ML

PIPERAZINE CITRATE

EACH 5 ML CONTENTS: PIPERAZINE CITRATE

750MGS

ANTIANTHELMINTIC USED FOR ROUND WORMS AND

THREAD WORMS.

5 TO 10MLS 60 & 30MLS

PARNDA QUININE SULPH, DRIED FERR MAG SULPH, NUX

VOMICA TINCTURE

ANTIPYRETIC DIAPHORETIC AND BITTER TONIC

USED IN MALARIA, INFLUENZA AND OTHER INTERMITTENT FEVERS.

15ML 100 & 50MLS

VIRECHNI TABLET

PHENOLPHTHALEIN WITH SENAI AND

HARITAKI.

LAXATIVE. USED IN ACUTE AND CHRONIC

CONSTIPATION.

1 - 2 TABLET

50, 15 AND 7 TABS

SCOPE OF THE STUDY SCOPE AND REASONS FOR THIS STUDY Although, the quality of working conditions & welfare activities for the betterment of the

employees has increased tremendously in the past 50 years or so, still a considerable work

has to be done in a number of present day organizations. Safe working conditions as well as

beneficiary measures not only motivate the employee to give better productivity but also help

in maintaining congenial employees employer relations.

This study not only elicits the minimum prescribed safety & welfare measures but also those

welfare measures, which are provided by the company voluntarily without any compulsion

from the government mandate.

The study pertains to enhance the already existing welfare policy & measures to maximize

employees' contribution towards the company.

REQUIRED FOR THE STUDY INFORMATION REQUIRED FOR STUDY AND THE MODUS-OPRANDI Before setting off with the project, it was imperative to ascertain the information needs. After exhaustive discussion with the project guide the following information needs were identified.

1. Employee Strength 2. Welfare Facilities (a) Leaves provided (b) Holidays (c) Overtime (d) Canteen (subsidy etc.) (e) Facilities of Higher Education (f) Loans 3. Working Conditions (a) Personal Safety (b) Working Hours (c) Policy about late coming (d) Policy about Absenteeism

MODUS OPERANDI The method that is used to collect the information in this project comprises of following steps.

1. Review of welfare schemes prevalent in Shree Baidyanath Ayurved Bhawan ltd. 2. Questionnaire formulation. 3. Questionnaire approval and changes (if any). 4. Collection of information. 5. Tabulation of data.

6. Report writing

RESEARCH METHODOLOGY Research Design: Empirical research based on data and observation with the conclusion, which are capable of being verified by observation or experiment Data Sources: The information has been collected by using both type data sources • Primary Data: The information has been collected through interviews and interaction with the

employees of Shree Baidyanath Ayurved Bhawan Ltd. • Secondary Data: Some of the information of company welfare policies and programmes has also

been collected through the reports and records of the company, its website and personnel management information system.

Study period: The duration of the study period allotted was one months. Study area: The survey has been conducted in Shree Baidyanath Ayurved Bhawan ltd.

Method of Research Study of welfare policies, records and documents as well as the interviews with the

employees of Shree Baidyanath Ayurved Bhawan Ltd.

SAMPLING PLAN:

• SAMPLING UNIT: The sampling units that have been used in this study are workers and employees of Shree Baidyanath Ayurved Bhawan ltd.

• SAMPLE SIZE: A total of 100 samples have been collected for this study to make

the study meaningful and significant • SAMPLING METHOD: Simple random sampling has been used for this study.

Study tool: The study tool that was used for this study is a questionnaire which clearly elicits

information regarding employee strength, welfare facilities regarding leaves provided,

holidays, overtime, canteen subsidy, facilities for higher education, loans etc. the working

conditions are to be assessed keeping in mind personal safety measures, number of working

hours per week, policy about late coming as well as absenteeism.

Method of contact: The respondents (employees of Groz-Beckert Asia Pvt. Ltd.,

Chandigarh.) have been contacted on personal basis.

LIMITATIONS OF THE STUDY SOME PRACTICAL LIMITATIONS OF THE STUDY There is virtually no study, which is completely flawless. During the course of study various

difficulties were encountered. Some of them were controllable while others were not. Though

a serious effort had been put on by the surveyor to overcome these difficulties &. limitations

still some of them remains and we can not overlook them. These limitations are:

1. The primary data had been collected only from the employees of Shree Baidyanath

Ayurved Bhawan Ltd.

, so the results could not be treated as free from biases.

2. Some of the samples have been non-responsive in certain context. Some of them were

not interested in giving the accurate feedback. They usually provided average responses.

3. Due to the lack of time & money, a fully exploratory survey was not possible. So there

may have been some elements that are left out during the course of study.

So, complete elimination of bias were not possible for the study but every effort has been

made to obtain the information, which could make the study free from bias.

Classification of Welfare Measures in Factory act 1948 Welfare work may be classified in various ways Firstly, it may he classified into following three categories: - 1. STATUTORY WELFARE WORK: Some welfare work may be distinguished from the

other categories in that it comprises of those provisions of welfare work whose observance is binding on the employers under various enactments.

2. VOLUNTARY WELFARE WORK: This category includes all those activities conducive to the welfare of the workers, which are undertaken by the employers themselves of their own free will. Some social organizations also undertake this type of work.

3. MUTUAL WELFARE WORK: It means a corporate enterprise of the workers with a view to make improvement in their lot. Activities of the trade unions, which are conducive to the welfare of their members, are included in this category.

Further, welfare measures may be classified into two categories: -

1. WELFARE WORK INSIDE THE FACTORY: This is the intra-mural welfare work

including various facilities and amenities provided to the workers inside the factory. For e.g. provision of drinking water, cleanliness and sanitation, canteens, creches, medical facilities, first aid appliances etc.

2. WELFARE WORK OUTSIDE Till- FACTORY: This is called extra-mural welfare work

including the provisions of facilities outside the factory. For e.g. provision of educational and recreational facilities, amusements, games and sports, housing and medical facilities. transport etc.

Further more, a distinction may be made between: 1. Welfare work that is confined to living conditions of workers such as hours of work, rest

periods, wages, holidays with pay etc. and

2. Welfare work that is related to various schemes of benefits for the workers, housing, co- operative societies, medical facilities etc.

Factories Acts, 1948 The factories Act, 1948 makes numerous provisions for the protection of health and welfare of workers. The provisions of factories Act are applicable to all the workers (Male and Female). Sections 11 to 20 constituted in chapter III of the Factories Act describe the health measures, SECTION-11-CLEANLINESS: Every factory shall be kept clean and free from effluvia. Dirt must be removed daily. Benches, staircase, passages and the floors of the workroom must be washed at least once in a week with son disinfecting fluid. Walls, partitions, ceilings doors and windows etc must be painted, varnished periodically. SECTION- 12-DISPOSAL OF WASTE AND EFFLUENTS: Effective arrangements shall be made in every factory for the disposal and /or treatment of waste an effluents due to the manufacturing process. SECTION-13-VENTILATION AND TEMPERATURE: (1) Effective and suitable provision shall be made in every factory for securing and maintaining in every workroom - (a) adequate ventilation by the circulation of fresh air, and (b) such a temperature as will secure to workers therein reasonable conditions of comfort and prevent injury to health. The walls and roofs shall be of such material and so designed that such temperature shall not be exceeded but kept as low as practicable high temperatures such adequate measures as are practicable shall be taken to protect the workers there from, by separating the process that produces such temperatures from the workroom, by insulating the hot parts or by other effective means. SECTION-14-DUST AND FUME In every factory in which, by reason of the manufacturing process carried on, there is given off any dust or fume or other impurity of such a nature and to such an extent as is likely to be injurious or offensive to the workers employed therein, or any dust in substantial quantities, effective measures shall be taken k prevent its inhalation and accumulation in any workroom, and if any exhaust appliance is necessary for this purpose, it shall be applied as near as possible to the point of origin of the dust, fume or other impurity, and such point shall be enclosed so far as possible.

SECTION-15-ARTIFICIAL HUMIDIFICATION (1) In respect of all factories in which the humidity of the air is artificially increased, the State Government may make rules, - (a) prescribing standards of humidification; (b) regulating the methods -used for artificially increasing the humidity of the air, (c) directing prescribed tests for determining the humidity of the air to be correctly carried out and recorded; (d) prescribing methods to be adopted for Securing adequate ventilation and cooling of the air in the workrooms. (2) In any factory in which the -Humidity of the air is artificially increased, the water used for the purpose shall be taken from a public supply, or other source of drinking water, or shall be effectively purified before it is used. (3) If it appears 2:o an Inspector that the water used in a factory for increasing humidity which is required to be effectively purified under sub-section (2) is not effectively purified he may serve on the manager of the factory an order in writing, specifying the measures which in his opinion should be adopted, and requiring them to be carried out before specified date. SECTION-16- OVERCROWDING No room in any factory shall be overcrowded to an extent injurious to the health of the workers employed therein. There should be at least 14.2 cubic meters of space for every worker employed therein. SECTION-17-LIGHTING In every part of a factory where workers are working or passing there shall be provided and maintained sufficient and suitable lighting, natural or artificial, or both. In ever)' factory all glazed windows and skylights used for the lighting of the workroom shall be kept clean on both the inner and outer surfaces and, so far as compliance with the provisions. In every factory effective provision shall, so far as is practicable, be made for the prevention of - (a) glare, either directly from a source of light or by reflection from a smooth or polished surface; (b) the formation of shadows to such an extent as to cause eye-strain or the risk of accident to any worker. SECTION-18- DRINKING WATER In every factory effective arrangements shall be made to provide and maintain at suitable points conveniently situated for all workers employed therein a sufficient supply of wholesome drinking water-All such points shall be legibly marked "drinking water" in a language understood by a majority of the workers employed in the factory, and no such point shall be situated within six meters of any washing place, urinal, latrine, and spittoon, open drain carrying sullage or effluent or any other source of' contamination. In every factory wherein more than two hundred and fifty workers are ordinarily employed, provisions shall be made for cooling drinking water during hot weather by effective means and for distribution ther

SECTION-19-LATRINES AND URINALS In every factory (a) sufficient latrine and urinal accommodation of prescribed types shall be provided conveniently situated and accessible to workers at all times while they are at the factory; (b) separate enclosed accommodation shall be provided for male and female workers;(c) such accommodation shall be adequately lighted and ventilated, and no latrine or urinal shall communicate with any workroom except through an intervening open space or ventilated passage;(d) all such accommodation shall be maintained in a clean and sanitary condition at all times;(e) sweepers shall be employed whose primary duty it would be to keep clean latrines, urinals and washing places. SECTION-20- SPITTOONS (1) In every factory there shall be provided a sufficient number of spittoons in convenient places and they shall be maintained in a clean and hygienic condition. SECTION-21 FENCING OF MACHINERY (1) In every factory the dangerous parts of any machine shall be securely fenced. SECTION-22-WORK ON OR NEAR MACHINERY IN MOTION For examining and lubricating any part of machine while the machine is in motion specially trained adult male worker wearing tight fitting clothing should be sent. Such a worker shall not be allowed to handle belts of a machine in motion without proper precaution. No woman or young person shall be allowed to handle such a dangerous work or machine. SECTION- 23- EMPLOYMENT OF' YOUNG PERSONS ON DANGEROUS MACHINES (1) No young person shall be required or allowed to work at any machine to which this section applies, unless he has been fully instructed as to the dangers arising in connection with the machine and the precautions to be observed and - (a) has received sufficient training in work at the machine, or (b) is under adequate supervision by a person who has a thorough knowledge and experience of the machine. (2) Sub-section (1) shall apply to such machines as may be prescribed by the State Government, being machines which in its opinion are of such a dangerous character that young persons ought not to work at them unless the foregoing requirements arc complied with. SECTION-24-STRIKING GEAR AND DEVICES FOR CUTTING OFF POWER: In every factory suitable striking gear has to be used to move driving belts. Steps should be taken to ensure prevention of the belt from creeping back on to the fast pulleys. Driving bells, when not in use, shall not be allowed to rest or ride on a shall in motion. Suitable devices for cutting off power in am emergency shall be maintained in every room. When a device which can inadvertently shift from 'off

to 'on' position is provided in a factory to cut off power, arrangement shall be made to lock it in a safe position with a view to prevent the accidental starting of the transmission machinery or any other machines to which the device is fitted. SECTION-25-SELF ACTING MACHINES: No traversing part of a self acting machine in any factory and no material carried thereon

shall be allowed to run on its outward or inward traverse within a distance of 18 inches from

any fixed structure which is not a part of the machine, if a person is liable to pass through the

space over which it operates.

SECTION-26-CASING OF NEW MACHINERY: All machinery, driven by power and installed after 1-4-1949, must be encased or otherwise

effectively guarded to eliminate danger to those working in the factory.

SECTION-27-EMPLOYMENT OF WOMEN, CHILDREN NEAR COTTON OPENERS: No women or child be employed in any part of a factory to press cotton when cotton opener

is working. But if the feed-end of a cotton opener is in a room which is separated from the

delivery-end by partition extending to the roof or to such height as the factory inspector may

express in writing, women and children may be employed in that part of the room where the

feed-end is kept.

SECTION-28-HOISTS AND LIFTS: In every factory hoists and lifts shall be of a good mechanical construction, sound material

and adequate strength and shall be properly protected by enclosures fitted with gates. Once in

every six months, it shall be thoroughly examined by a competent person. The maximum safe

working load should be clearly indicated in every hoist or lift. A heavier load should not be

allowed to be carried on that hoist or lift.

SECTION-29- LIFTING MACHINES. CHAINS AND ROPES: The lifting machines, tackles, chain and ropes used in every factory should be of good construction, sound material and strong enough to carry the necessary loads.

SECTION-30-REVOLVING MACHINERY: In every room where grinding jobs are performed, a notice showing the maximum working speed of machine shall be fixed near it. Safe working peripheral speed of every revolving vessel, pulley, basket, flywheel, and disc has to be observed and steps should be taken to see that the safe working speed is not exceeded. SECTION-31-PRESSURE PLANT: If in any factory operation is carried out at a pressure above the atmospheric pressure, proper measures shall be taken to see that the safe working pressure is not exceeded. SECTION-32-FLOORS. STAIRS AND MEANS OF ACCESS: All doors, steps, stairs, passage and gangways shall be of sound construction and maintained in a state of good repair; they shall be free from obstructions likely to cause persons to slip and hand rails shall be provided wherever required. As far as possible, safe means of access to the place of work shall be provided and maintained. SECTION-33-PITS, SUMPS, OPENING IN FLOORS: Every Pit, tank, sumps, fixed vessel opening in the ground or in a floor which is a source of danger, shall be either properly covered or securely fenced. SECTION-34-EXCESSIVE WEIGHT: No person shall be employed in any factory to lift, carry or move any load, which is so heavy as to cause him possible injury. SECTION-35-PROTECTION OF EYES: Effective screens or suitable goggles should be given to workers while scrutinizing a manufacturing process involving risk of injury to eyes. SECTION-36- DANGEROUS FUMES AND GASES: No person shall be allowed to enter any chamber tank, vat, pit or other confined space in which any gas, fume, vapour or dust is likely to present to a dangerous extent. A person can enter such place only when it is provided with a manhole of adequate size or other effective means of egress. A person may be allowed to enter such a space only when suitable steps have been taken to remove dangerous fumes. Incase of any emergency, suitable breathing apparatus, reviving apparatus, belts and ropes be kept ready. A sufficient number of persons in the factory shall be tainted in the use of all such apparatus and in the method of restoring respiration.

SECTION-36A-PRECAUTIONS WITH REGARD TO PORTABLE ELECTRICAL LIGHT: No portable electric light or any other appliances of voltage exceeding 25 volts shall be permitted for use inside any chamber, tank, pit, vat, flue or confined place. In any inflammable gas, fumes or dust is likely to present in chamber, tank, pit, vat, flue or any other confined space, no lamps or light, other than one which is flame-proof shall be permitted in the factory. SECTION-37-EXPLOSIVE OR INFLAMMABLE GAS OR DUST: In the manufacturing process if any dust, gas or fumes is likely to explode on ignition, preventive steps should be taken to • Enclose plant or machinery used in the process • Remove or prevent the accumulation of such dust, gas, fumes or vapor • Enclose all possible source of ignition. Steps should be taken to restrict the spread or effect of explosion. SECTION-38-PRECAUTIONS IN CASE OF FIRE: All practicable steps should be taken to prevent the outbreak of fire inside the factory. Incase of fire, safe escape route should be there. The existing route should be marked in understandable language. Clearly audible warning signals should be given in case of fire. Equipment for extinguishing fire should be available. Workers should be familiar with the means of escape. In case of fire and should be adequately trained, in advance in the procedure to be followed in such case. SECTION-39 POWER TO REQUIRE SPECIFICATIONS OF DEFECTIVE PARTS OR TESTS OF STABILITY: If it appears to the Inspector that any building or part of a building or any part of the ways, machinery or plant in a factory is in such a condition that it may be dangerous to human life or safety, he may serve on the occupier or manager or both of the factory an order in writing requiring him before a specified date - (a) to furnish such drawings, specifications and other particulars as may be necessary to determine whether such building, ways, machinery or plant can be used with safety, or (b) to carry out such test in such manner as may be specified in the order, and to inform the Inspector of the results thereof.

SECTION-40-SAFETY OF BUILDING AND MACHINERY: When a particular building or machinery poses a danger to workers, it shall not be used till it is properly repaired or altered. The inspector may prohibit the use of a building or machine during the intervening period. He may ask the owner to carry out specific repairs before a particular date- in writing (40 A). SECTION-40B-SAFETY OFFICERS: (1) In every factory, - (i) wherein one thousand or more workers are ordinarily employed, or (ii) wherein, in the opinion of the State Government, any manufacturing process or operation is carried on, which process or operation involves any risk of bodily injury, poisoning or disease, or any other hazard to health, to the persons employed in the factory, the occupier shall, if so required by the State Government by notification in the Official Gazette, employ such number of Safety Officers as may be specified in that notification. (2) The duties, qualifications and conditions of service of Safety Officers shall be such as may be prescribed by the State Government. SECTION-41 -POWER TO MAKE RULE TO SUPPLEMENT THIS CHAPTER: The state government may make rules requiring the provision in any factory or in any class or description of factories of such further devices and measures for securing the safety of persons employed therein as it may deem necessary. Section 42 to 50 constituted in chapter 5 of Factory Act describe the welfare measures SECTION-42- WASHING FACILITIES: (1) In every factory - (a) adequate and suitable facilities for washing shall be provided and maintained for the use of the workers therein; (b) separate and adequately screened facilities shall be provided for the use of male and female workers; (c) such facilities shall be conveniently accessible and shall be kept clean. (2) The State Government may, in respect of any factory or class or description of factories or of any manufacturing process, prescribe standards of adequate and suitable facilities for washing. SECTION-43-FACILITIES FOR STORING AND DRYING CLOTHING: Suitable places for keeping clothes not worn during hours and for the drying of wet clothes will be provided.

SECTION-44-FACILITIES FOR SITTING: In every factory suitable arrangements for sitting shall be provided and maintained for all the worker obliged to work in a standing position in order that they may take advantage of any opportunity for Test. , SECTION-45-FIRST-AID APPLIANCES: In every factory, the First-aid appliances shall be provided and maintained so as to be readily Accessible during all working hours. At least one First aid boxes or cupboards equipped with the prescribed contents should be there for every 150 workers in the factory SECTION-46-CANTEENS: In every factory where more than 250 workers are ordinarily employed, a canteen shall be provided to meet the requirements of the workers. SECTION-47- SHELTERS. REST ROOMS AND LUNCH ROOMS: In every factory where more than 150 workers are employed, adequate and suitable Shelters, rest rooms and lunch rooms, with the provision of drinking water, where workers can eat meals brought by them, shall be provided and maintained for the use of workers. SECTION-48-CRECHES: In every factory where more than 30 female workers are employed, a suitable room (a creche facility) shall be provided and maintained to look after the children (below 6 years) of female workers duding working hours. SECTION-49-WELFARE OFFICER: In every factory where more than 500 workers are employed, the employer shall employ such number of welfare officers as may be prescribed. The State Government shall prescribe the duties, qualifications and conditions of services of such officers. SECTION-50-POWER TO MAKE RULES: The State Government is empowered to make rules regarding the exemption of any factory from compliance with any provision and the association of the representatives of the workers with the management for making welfare arrangements for the workers.

Statutory and Voluntary Health & Welfare Measures Statutory Health Measures

1. The factory has employed four sweepers on regular basis to keep cleanliness in the factory and factory premises including latrines and urinals etc. The whole factory and its offices are swept on a daily basis. The whitewashing is done on a regular basis.

2. Effective arrangements have been made by the management of the factory for the disposal of waste materials and different types of oils. A special training is given to some workers to handle the work of waste management.

3. The building of the factory has been made with a provision of adequate ventilations facilities for the circulation of fresh air.

4. There is no accumulation of dusts or fumes in the factory. However, effective arrangements have been made for the protection of employees.

5. There are no overcrowded places. The work place has been made in compliance with the provisions of the Factories Act, 1948. There is a difference of more than 500 cubic feet between two workers.

6. Adequate and sufficient arrangements have been made for natural and artificial lighting. On every machine there is a movable table-lamp and four to eight tube lights in every workroom.

7. Effective arrangements have been made by the management of the factory to provide fresh drinking water at different places easily accessible to all the workers. Sufficient number o\' water-coolers have been arrange for summer season.

8. Latrines and urinals of prescribed types have been provided al different places. There are separate toilets having adequate lighting and ventilation for males and females. Sweepers are kept to keep these places clean and free from diseases.

9. Sufficient numbers of spittoons are provided at different places on the factory to

maintain the cleanliness in the factory. No worker is allowed to spit any other place other than spittoons.

Statutory Welfare Measures 1. No separate places of washing have been provided in the factory. However, the factory

has arranged the washer-men for washing the uniforms of the workers and the charges are borne by the company.

2. Separate almirahs have been provided to the workers for storing food, clothes and other articles. Two separate cloakrooms are available for male and female workers.

3. Almost all the work in the factory is done in the sitting position. However, stools and benches have been provided to the workers who work in standing position so that they can rest when they feel tired.

4. First aid-boxes duly equipped with medicines and appliance has been provided in the factory. Training has been given to the workers to provide the medical remedies to the injured person

5. Canteen facility has been provided to the workers where they can get refreshments and meals at subsidized rates. 75% of the total cost of the food is borne by the company and 25% by the workers.

6. A separate rest room is provided to the male workers. There is also a separate rest room for the supervisor and charge men. No special lunchrooms arc provided. All the workers and supervisor take their lunch in the canteen.

7 There is no welfare officer at present in the company and the personnel department is looking alter the duties of the welfare officer and tries their best to solve and resolve the problems of the workers.

Voluntary Health and Welfare Measures In addition to the above-mentioned statutory welfare measures, the company has provided

various , kinds of voluntary measures for which there is no law. These welfare measures are

as under:

Health/Medical Employees (workers and staff) up to the wages/salary of Rs.6500/- per month are covered

under the ESI Act. Other employees who are getting more than Rs. 6500/- per month get an

allowance of Rs. 550/- per month. Beside the above said the medical facilities, in special

cases and where any serious disease is involved, medical reimbursement up to Rs. 60000/- is

allowed to every worker. Besides the 1 sickness benefit provided in the ESI Act, worker are

availing seven days medical leave. In case of accidents and sudden diseases, conveyance

arrangements have been made available to the workers. If the leave due to accidents exceeds

10 days then the workers get the special benefit in cash. Maternity benefit is allowed to the

female workers as per the ESI Act and as per the Maternity Benefit Act.

Uniforms The factory is providing two sets of uniforms in a year to every worker. The company pays

the washing charges of uniforms.

Incentive Schemes The company gives Production Incentives to its workers after every month. The management

sets the targets for individual departments. The workers are entitled for Incentive only if they

achieve the target. The company pays an annual bonus @ 20% of the Basic + DA of every

employee as per the Payment.

Gratuity The company pays gratuity to its employees according to the provision of Gratuity Act. 1972.

Suggestion Boxes Suggestion boxes have been made available in various departments to invite new ideas from

the workers. This encourages the workers to participate in the functions of the management.

The company gives handsome amount as a token of appreciation on every good suggestion

Other Facilities All the workers of the company two pair of gloves and special slippers is provided once in a

year to the workers of the Packaging and Inspection Department.

SHIFT AND NIGHT ALLOWANCE There are three shifts operating in twenty-four hours. Shift allowance @ of Rs. 150/- per

month is provided. Minimum working days have to be 6 per month. A separate night

allowance (a) Rs. 30/- is given to the workers working in the night shifts. However, a worker

keeps rotating in the shifts every week.

Attendance Bonus In, attendance bonus @ Rs.125/- per month is given to all those workers who come regularly

to attend his/her duty or he is on paid leave in a month.

ANALYSIS AND RECOMMENDATION Study and analysis of the information collected Here the information collected is studied and analyzed in order to understand the standards being followed by Shree Baidyanath Ayurveda B ha wan Ltd. In some areas it doesn't have a definite policy as yet while in other matters its policies are well defined and specific. I am trying to analyze each of the information gained from the questionnaire in different sub-heads. LOANS Shree Baidyanath Ayurveda Bhawan Ltd. provides loans for almost all the purposes mentioned in the questionnaire. A consistent pattern was found in the matter of the types of loans given. There is a simple eligibility criterion, and loans are provided without charging any interest on the loan amount. Loans for marriage, wheat and contingency loan are provided to the workers. The staff of Shree Baidyanath Ayurveda Bhawan Ltd is also entitled to Vehicle and House building loans in addition to above-mentioned loans. For some loans, the amount is fixed while for others it is discretionary. At present Shree Baidyanath Ayurveda Bhawan Ltd does not have the following loans schemes for its workers.

• Two-wheeler loan • Mouse building loan • House goods loan

LEAVES The leaves provided at Shree Baidyanath Ayurveda Bhawan Ltd is generally at par with the norms ii various Acts. The "Casual" Leaves provided for staff are 8 p.a. except for the trainees, which is 12 p.a. The "Sick" Leaves provided or staff are 7 p.a. except for the trainees, which is 15 p.a. The "Privilege" Leaves entitlement provision is 15 p.a. for the workers, supervisors & charge-men where as it is 25 p.a. for staff and 22 p.a. for sub staff Shree Baidyanath Ayurveda Bhawan Ltd. gives leaves according to the grade of the employees, the classification policy seems to be quite adequate

HOLIDAYS. OVERTIME AND LEAVES ENCASHMENT The number of "National" and "Festival" holidays given in Shree Baidyanath Ayurveda Bhawan Ltd. They are fixed in the Standing Orders in the consultation with the Shree Baidyanath Ayurveda Bhawan Ltd Worker's Union. Shree Baidyanath Ayurveda Bhawan Ltd must keep a watch on any demand for more holidays in a year. The demand for more holidays could be met with the provision of restricted holidays in the slack season. The compensation given for working on a holiday is usually double than a normal working day that is as per the Factories Act, 1948. It fulfills the statutory conditions while proving a fair deal to both parties. Therefore no change is suggested The Shree Baidyanath Ayurveda Bhawan Ltd policy of encashment in lieu of unutilized paid leave is @ of Basic + D.A. At present the accumulation of earned leave in case of workers is 140 days. It is suggested that the unutilized paid leave can also be encashed @ Basic+D.A. + H.R.A. or @ Gross monthly salary. LTA POLICY For Workers, the LTA benefits provided by the company are in between Rs. 135 to Rs. 210 per month according to different categories. For staff, the LTA is given @ one month salary. It is provided once in a year. It is suggested that for staff too, the LTA could be paid according to different grade and rank. For the workers, the amount should be fixed as a percentage of the basic pay an individual draws. CANTEEN Shree Baidyanath Ayurveda Bhawan Ltd provides 75% subsidy for food to the employees and this subsidy is paid directly to the contractor who runs the canteen. Snacks and tea are also provided at fix rates. However the quality of food provided by the contractor is not up to the mark. but satisfactory. Shree Baidyanath Ayurveda Bhawan Ltd should keep a strict watch on the food supplied by the contractor and if necessary can increase the subsidy also.

HIGHER EDUCATION According to the information collected, the Shree Baidyanath Ayurveda Bhawan Ltd. Ltd. neither provides any study leaves nor any educational scheme to promote higher education amongst the employees of the company. Therefore it is suggested that the company should introduce various schemes to promote higher education amongst the employees of the company so that their efficiency and dynamism could he increased. The company can provide educational loans to the children of the employees to earn their loyalty. If possible, the company can open a middle school for the children of its workers. Awareness and self-development programmes can he held for the workers and families. RECREATIONS Shree Baidyanath Ayurveda Bhawan Ltd docs not have any provision regarding recreations. No sports and other cultural activities are undertaken at Shree Baidyanath Ayurveda Bhawan Ltd. It is suggested that various sports and cultural activities should he undertaken at Shree Baidyanath Ayurveda Bhawan Ltd The company should provide monetary support for cultural and social activities. As "all works and no play makes Jack a dull boy", the workers should allowed and encouraged to organize and participate in various games like cricket, badminton etc. These programmes will help to promote healthy environment in the company as well as to overcome monotony and boredom. OTHER WELFARE SCHEMES • provides transport/ conveyance allowance according to grade of the employees. • However, it is suggested that the company can provide transport facilities for those who

do not wish to avail this allowance or who comes from far off places. • Shree Baidyanath Ayurveda Bhawan Ltd. has the provision of Group Saving Link

Insurance scheme. Employees Deposit Insurance, Group Personal Accident Insurance, etc. such schemes tend to offset the compensation cost to some extent besides being good confidence building measures.

• Shree Baidyanath Ayurveda Bhawan Ltd. provides House Rent Allowances to its

workers an staff according to cadre and ranks. • It is suggested that the company should make a housing society for its workers and staff

• Shree Baidyanath Ayurveda Bhawan Ltd. provides Medical benefits and allowances as

well a other first aid facilities to its workers and the staff. • It is suggested that proper ambulance facility should be there to meet any emergency

situation • There is a provision of Security Officer to look after the security of the factory as a

whole. • It is suggested that there should be a Welfare Officer, which is also a statutory

requirement. WORKING CONDITIONS Shree Baidyanath Ayurveda Bhawan Ltd. provides almost all the requisite equipment for personal safety on a need to have basis. It also provides uniforms, shoes etc. on an annual basis. It also provides masks, helmets, safety goggles, milk and fencing of machines. Since it provides the requisite safety gear and uniforms so that it can be said to be par with the norms of the various provisions of the factory Act, 1948. SAFETY CONDITIONS The company provides complete fire fighting equipment for protection against fire. Smoke detectors and fire alarms have been installed. Ten huge tanks of about 20,000 liters capacity each with connected pipes are also available. WORK SHIFTS The work in the company is conducted in three shifts (24 hours daily) and six days a week. The workers are rotated in different shifts on weekly basis. Shift allowance (a) Rs. 150/- is provided. A separate of Rs. 30/- per day is paid to those who work in the night shift. ABSENTEEISM Absenteeism is an aspect that all companies wish to avoid, an authorized rate of absenteeism as 9.5% and an unauthorized rate of absenteeism as 8.5%. Three major reasons for absenteeism were identifiable in this scenario: • Harvest Season (April to May) The company faces higher rate of absenteeism due to involvement of its local workers

in farming, • Festival Season (October)

This applies to all the companies and there is always an upward surge in absenteeism in this period. • Year End (December) This is the time when some of the employees take leaves in order to finish off the leave

that they are entitled.

CONCLUSIONS Conclusions drawn from the study After going through the study paper that was conducted with the assistance, guidance and kind suggestions of the management of Shree Baidyanath Ayurveda Bhawan Ltd, it is found that the organization is providing its employees with maximum welfare benefits. The company is not only fully complying with the provisions of Acts pertaining to labour welfare but it is doing much more than that to the welfare of their employees. It is one of the leading factories in India as well as outside the country and no other factory of this region is doing such welfare work for its employees. The employees are well paid as compared to other establishments of this region and arc very happy with the activities of the company. Further there has been no history of any protests (violent / non-violent), which result from unjust compensation or benefits. The only trade union in this company, also recognized by the management, has congenial relationships with the management of the company. The company has launched a "Suggestion-Box Scheme" in the company, a step towards more workers participation in the management and working of the company.

REFERENCES / BIBLIOGRAPHY

1. Human resources and By K.Ashwathappa Personnel Mangement. 2. Personnel managmenent By C.B.Mamoria And S.V. Gankar 3. Research Methodology By C.R. Kothari 4. Personnel Management and By Bishwanath Gosh Industrial Relations. 5. Labour economics and By B.P. Tyagi Social Welfare. 6. Company data web site www.baidyanath.com

THE QUESTIONNAIRE THE QUESTIONNAIRE USED FOR THE STUDY The questionnaire was formulated in such a way so as to cover the required aspects of

Welfare Measures and Conditions. All the necessary information regarding specific aspects

in areas like leaves, loans, holidays, overtime, working hours, personal safety was asked in a

systematic manner The questionnaire was designed to elicit comprehensive information from

the respondents

QUESTIONNAIRE FOR Factory act I948 & Working Conditions EMPLOYEE PARTICULARS 1. Name of the employee:..................................................................................... 2. Designation:....................................................................................................... 3. Years of service:................................................................................................ PARTICULARS OF T HE ORGANIZATION 4. Total work force: (a) no. of staff members Executives: Support staff: (b) no. of workers: (c) no. of contract workers (if any):

(d) no. of temporary workers (if any): (e) no. of trainees/apprentices (if any): WELFARE ACTIVITIES LOANS The various loans made available to workers

LOANS YES/NO ELIGIBILITY CRITERIA

MAXIMUM AMOUNT

RATE OF INTEREST

REPAYMENT CRITERIA

Vehicle

House building

Marriage

Wheat

Contingency

THE VARIOUS LOANS MADE AVAILABLE TO STAFF

LOANS YES/NO ELIGIBILITY CRITERIA

MAXIMUM AMOUNT

RATE OF INTEREST

REPAYMENT CRITERIA

Vehicle

House building

Marriage

Wheat

Contingency

Others 1. 2.

LEAVES NUMBER PF LEAVES PROVIDED IN A YEAR

Grade Leaves Workers Trainees Staff Sub Staff Supervisor Charge men

Casual

Sick (full pay)

Sick (Without pay)

Privilege / Paid

Maternity

Others

Q. What is the no. of national/festival holidays given? Q. Mow are the above decided? Q. What is the overtime given for the work done on any holiday/after normal working hours? Q. What is the policy for encashment in lieu of unutilized privileged leave? Q. Are short leaves provided? (a) Yes (b) No Q. If yes, of what duration? CANTEEN Q. Is run by: 1. A cooperative society? 2. A contractor? 3. Company itself? Q. How long is the lunch-break? Q. What is the subsidy provide (if any)? (a) For lunch_________(b) For tea/snacks_____ Q. To whom subsidy is provided (if provided)? (a) Directly to employee (b) To contractor/society HIGHER EDUCATION Q. Is the study leave provided? (a) Yes (b) No Q. Is the study subsidized? (a) Yes (b) No

Q. If yes, to what extent? Q. Whether study is permitted in company's time or in personal time? (a) Company's time (b) Personal time Q. Any schemes of reward for employee who increases his/her educational qualification

during employment? (a) Yes (b)No Q. Any other educational facilities/allowance provided to the employees or their Families? (a) Yes (b) No RECREATION ACTIVITIES: SPORTS Q. Are any sports facilities provided? (a) Yes (b) No Q. Arc sports competitions held? (a) Yes (b) No Q. Any other recreation facilities? (a) Yes (b) No TRANSPORT Q. Is transport facility provided? (a) Yes (b) No Q. Is transport allowance/conveyance allowance provided? (a) Yes (b) No

Q. If yes, specify the amount given to ?

(a)Worker _______________ (b) Staff ____________________

(c) Staff _________________ (d) Supervisor / chargeman ___________

COOPERATIVE SOCIETIES Q. Do you have cooperative societies in your organization? (a) Yes (b) No. Q. Specify their name and activities? Q. Any subsidy given to these societies by the company? (a) Yes (b) No. Q. Any special schemes/facilities for female workers? (a) Yes (b) No. Q. Whether discount is provided to the employees on company products? (a) Yes (b) No. Q. If yes, specify the amount __________________________________

RETIREMENT SCHEMES Q. Whether company has a voluntary retirement scheme? (a) Yes (b) No. SUPERANNUATION Q. Specify the company's policies about the superannuation? 1. Provident fund: 2. Pension fund: 3. E.D.L.I. Scheme: 4. Gratuity : 5. Any other (specify): INSURANCE Q. Is there any provision for insurance for the workers? (a) Yes (b) No. Q. If yes, specify the amount in case of 1. Accident ____________________ 2. Death ______________________ Q. Any other non-statutory scheme adopted? (a) Yes (b) No.

Q. If yes, please explain in brief: ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ MEDICAL Q. Is nay medical benefits/ allowance given to workers? (a) Yes (b) No. Q. If yes, specify the amount _________________________________________ (a) Yes (b) No. Q. Is any medical benefits/allowance given to staff? (a) Yes (b) No. Q. If yes, specify the amount _________________________________________ Q. Is there a provision of a company doctor and medical consulting staff? (a) Yes (b) No. Q. Is the first-aid facility available in the company? (a) Yes (b) No. Q. Is there any facility of ambulance in the company? (a) Yes (b) No. HOUSING Q. Is the housing facility provided by the company? (a) Yes (b) No. Q. Is House Rent Allowance provided by the company? (a) Yes (b) No.

Q. If yes, specify the amount given to 1. Worker: ___________________________________ 2. Staff : _____________________________________ WORKING CONDITION 1. SAFETY Q. What provisions have been made for the safety of the workers in terms of ? 1. Shoes: 2. Uniforms : 3. Masks : 4. Helmets : 5. Safety goggles : 6. Milk, jaggery (gur) : 7. Other guards against danger: 2. SHIFTS Q. How many shifts operate in the plant? Q. What is the duration (working hours) of a single shift in the plant? Q. Is there rotation of employee to different shifts? (a) Yes (b) No. Q. If yes, how? Q. What safety arrangements are available for the employees working in the night shift?

Q. If yes, specify the amount given to 1. Worker : _________________________ 2. Staff : ___________________________ WORKING CONDITION 1. SAFETY Q. What provisions have been made for the safety of the workers in terms of? \ 1. Shoes: 2. Uniforms: 3. Masks: 4. Helmets: 5. Safety goggles: 6. Milk, jaggery (gur): 7. Other guards against danger: 2. SHIFTS Q. How many shifts operate in the plant? Q. What is the duration (working hours) of a single shift in the plant? Q. Is there rotation of employee to different shifts? (a) Yes,(b) No Q. If yes, how? Q. What safety arrangements are available for the employees working in the night shift?

3. REST INTERVALS Q. How many rest intervals are provided? Q. Specify time span of each rest interval? 4. LATE COMING Q. What is the reporting time? Q. What is the rate of late coming? Q. How many late comings are allowed in a month? Q. Are any deductions made for late coming? (a) Yes (b) No. Q. If yes, what is the amount? _____________________________ 5. ABSENTEEISM Q. What is the rate of absenteeism? (a) Authorised ______________________ (b) Unauthorised ________________