chapter 1 labour welfare

7/28/2019 Chapter 1 Labour Welfare

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CHAPTER-1

INTRODUCTION

The human resource has immense potential. The role of economic development of any

nation depends on the degree of effective mobilization of these resources. The economic

planning envisaging material progress should count on the role of human labour for

harnessing the physical resource of the economy .As human resources from the basis of

very existence of life on the earth of late; the government of India has set up an

Independent Ministry of HRD to carter to the all around development of human resource.

Labour, as a factor of production has certain characteristics that set it apart from others

while land and capital has no mind of their own, labour dose have it. The physical

presence of labour combines with his attitude carves out a special place for labour in the

production process.

The attitude of labour toward the worker holds the key for his performance and unless

a labour is enthusiastic, committed and devoted, the fruit of his abilities innate acquired

and developed cannot be repeated. It can be said without any hesitation that all

industrialist should realize that one can buy a mans time the physical presence at a

particular place , even few muscular movements, but enthusiasm , initiatives, loyalty and

devotion to duty can not be bought. Labour marks a distinction from other factors of

production on two counts.

a) Management, supervision, organization, co-ordination and such other functionsowe their origin to labor.

b) Unlike capital, which is a depreciating assert, labour is doubtedly an appreciatingassert, contributing more and more to productivity with the advancement in

experience and expertise.

When labour occupies such as prominent place and has a pivotal to play, it is necessarily

may be imminent to provide for its performance through creation proper industrial

atmosphere. Thus the workers performance depends upon the physical and mental

capabilities, which is in turn depends on various factor like working and living condition,


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education, health, hygienic and sanitation. In view of the several peculiarities of Indian

Labour composition, Migratory nature, low level of living etc., the importance of these

welfare activities needs explicit emphasis.

Labour is an asset of every company. The needs of the labour must be satisfied in order tomeet the goals of the organization. Any organization would be effective only when there

is high degree of co-operation between the labour and management. Management seeks

co-operation between the labour forces by providing welfare facilities. These welfare

facilities go a long way stimulating interest in the workers to produce their full capacity

and pay a good return to management in the long run. Therefore, labour welfare activities

act as motivators

And the rest in the higher productivity and the profit. It also enables the worker employed

in industries to perform their work in healthy congenital surrounding conductive to good

health & high morale

Any attempt to increase the productivity of efficiency of labour can bear fruit only if the

workers are given the right type of environment and are provided with those basic

amenities of life which have direct bearing on his physical efficiency. Thus plan of

labours welfare regard as an important part of scheme for rising efficiency of labour.

Labour welfare is an important facet of industrial relations, the extra dimension, giving

satisfaction to the worker in a way, which even a good wage cannot. With the growth of

industrialization and mechanization, it has acquired added importance. The worker, both

in industry and agriculture, cannot cope with the pace of modern life with minimum

sustenance amenities. He needs an added stimulus to keep body and soul together.

Employers have also realized the importance of their role in providing these extra

amenities. And yet, they are not always able to fulfill workers demands however

reasonable they might be. They are primarily concerned with the viability of the

enterprise. Labour welfare, though it has been proved to contribute to efficiency in

production, is expensive. Each employer depending on his priorities gives varying

degrees of importance to labour welfare. It is because the government is not sure that all


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employers are progressive minded and will provide basic welfare measures that it

introduces statutory legislation from time to time to bring about some measure of

uniformity in the basic amenities available to industrial workers.

Today, welfare has been generally accepted by employers. The state only intervenes to

widen the area of applicability. It is now accepted that it is a social right.

Definition of Labour Welfare:

The term LabourWelfare has been defined in different ways. In a broad sense, it means

the adoption of measures to promote the physical, social, psychological and general well

being of the working people. According to Arther James Todd, Anything done for the

comfort and improvement, intellectual and social well being of the employees over and

above the wages paid, which is not a necessity of the industry.

According to Proud it refers to the efforts on the part of the employers to improve the

conditions of employment in their own factories

Prof. Richardson includes under it any arrangement of working conditions which

contribute to the workers health and safety, comfort, efficiency, economic security,

education and recreation.

As mentioned earlier the Encylopedia of social science defines it as voluntary efforts of

an employer to establish working and sometimes living and cultural conditions of his

employees beyond what is required by law the customs of industry and conditions of the

market.


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From our part we prefer to include under it anything done for the intellectual, physical,

moral and economic betterment of the workers over above what is laid down by law or

what is normally expected as part of the contractual benefits.

In 1947, ILO and Delhi Regional Conference defines welfare as, such services, facilitiesand amenities, which may be established in or in the vicinity of undertakings to enable

persons employed therein to perform his work in healthy and congenial surroundings and

to provide them with amenities conducive to good health and good morals.

The document which as submitted in the international social work conference by the

Latin American Countries in 1956 held in Munich describes welfare as all kinds of

services undertaken by the employer to promote the physical, social cultural and living

condition of the employees and their families.

From all these definitions, it is apparent that none is complete or comprehensive. There

are no precise definite outlines or demarcation in this subject. However, what is defined

is that labour welfare promotes the well being of workers in a variety of ways. Any kind

of voluntary service will come under the purview of labour welfare if it aims at helping

the worker to work better and in more meaningful manner, physically, socially, morally,

economically and intellectually.

Scope of Labour Welfare:

The scope of labour welfare has to be elastic and flexible enough to suit the existing

conditions of the workers and to include all the essential prerequisites of life and the

minimum basic amenities. It also differs from time to time, region to region, industry to

industry and country depending upon the value system, level of education, social

customs, degree of industrialization and general standard of the socio-economic

development of a people. It is also related to the political situation in a country.

Sometimes, the concept is a very wide one and is more or less synonymous with

conditions of work as a whole. It may include not only the minimum standard of hygiene

and safety laid down in general Labour legislation, but also such aspects of working life

as social insurance schemes, measures for the protection of women and young workers,


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limitation of hours of work, paid vacation etc. In other cases, the definition is such more

limited and welfare, in addition to general physical working conditions, is mainly

concerned with the day-to-day problems of the workers and the social relationships at the

place of work. In some countries, the use of welfare facilities provided is confined to theworkers employed in the undertaking concerned, while in others, the workers, families

are allowed to share in many of the benefits which are made available.

The scope of Labour welfare has been described by writers and institutions in different

ways and from different angles. The line of demarcation cannot be very precise but what

should be the common characteristics is that a welfare measure should improve the

working and living conditions of workers and their families and make their lives more

meaningful.

It follows therefore, that an extra-mural and intra-mural welfare activities as well as

statutory or non-statutory welfare measures undertaken by employers, government, trade

union or voluntary organizations fall within the scope of labour welfare.

Labour Welfare aims at the whole development of the person of the working class. The

Labour Welfare Policies of any organization should keep in mind the following

objectives:

1. To increase the standard of living of the. Working class: The labourer is more proneto exploitation from the capitalists if there is no standardized way of looking after

their welfare.

2. To make the management feel the employees are satisfiedabout the work andworking conditions.

3. To reduce the labour problems in the orgnisaton: There are various problemsaffecting the workers, problems like absenteeism, turnover ratio, indebtedness,

alcoholism, etc., which make the labourer further weak both physically and


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psychologically. Labour Welfare looks forward to helping the labourer to overcome

these problems.

4. To recognize human values Every person has his own personality and needs to berecognized and developed. It is in the hands of the management to shape them andhelp them grow. The management employs various methods to recognize each ones

worth as an individual and as an asset to the organization.

5. Labour Welfare helps to foster a sense of responsibility in the industry: A personworks both in a group and as an individual. If the person is given responsibility he

will act better or else he will be only a slave to the direction of the superiors and will

not show any initiative to prove his worth,

6. Labour Welfare improves industrial relations and reduces industrialdisputes: Industrial dispute in any industry is a sign of unsatisfied employees. Labour

Welfare measures act as a preventive tool to most of these disputes.

7. To retain the employees There should be fixed policies: This calls in to prepare thepolicies, to conduct different training programmes, to have various motivational

schemes, to create interest in the job. The employees who feel secure in an

organisation, backed by fixed welfare policies have less chance of looking for a job

elsewhere.

8. Toshow up their positive mind in the work: Positive mind refers to the developmentof ones attitudes. This is to change the negative attitude into positive.

9. To influence over other employees: This means Labour Welfare helps to change onespersonalitypresentation skills, communication skills, inter-personal relationships,

etc. This is best achieved when their morale is kept high by the different welfare

schemes.

To increase the bargaining power of the employees: Bargaining means to systematically

extract something from the opponent. The better bargaining power, the better influence

on the opponent. Labour welfare measures like formation of works committee, workers

participation, Trade Union, etc., will surely help them to have better bargaining power.


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Classification of Labour Welfare:

Labour welfare programs can be classified from different angles.

They are as follows:

A. On the basis of Status: Labour welfare can be considered as:

a) Statutory:Statutory welfare is composed of those provisions of welfare work

implementation, which depend on the coercive power of the government. The

Govt. enacts certain rules regarding labour welfare in order to enforce theminimum standards of healthy and safety of the worker and the employers

have to observer these rules.

b) Voluntary:Voluntary welfare includes all those activities, which employers undertake for

their workers on voluntary basis.

c) Mutual:Mutual welfare is a Corporate Enterprise undertaken by the workers

themselves.

B. Labour Welfare is also classified under two categories

i) Intra-muralii) Extra-mural.

i) Intra-mural activities: It includes services provided inside the factory premises.


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Intra-mural activities are welfare and amenities within the premise of the

establishment are latrines and urinal facilities, rest rooms, canteens, drinking water,

health services Occupational Safety etc. (According to ILO)

ii) Extra-mural activities: It includes services and amenities outside the factory.

Extra-mural activities are welfare out side the establishments i.e. maternity benefit,

social insurance, medical facilities, education facilities, recreation facilities, transport

to and from place of work etc. (According to ILO)

The above categorization is used by ILO.

General Classification:

Labour welfare service is also classified under the following three heads in general based

on type of services.

a) Economic services - Loans, insurance, gratuity,

Provident Fund, Pensions etc.

b) Recreational services - Sports and games, social events etc.

c) Facilitative services - Medical service, housing, Educational

facility, canteen, Co-operative store,

Transport facility, Legal counselling etc.


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Need for Labour Welfare:

Much management is sensitive to the needs and problems of their employees. They

recognize that at times employees face crisis, which is beyond their resources to handle.

Left to their own devices many workers would be unable to provide for themselves in

their old age. They need help from other sources. To provide protection against the

various risk of living, the employer pays part of the cost. There are two basic arguments

for having the employer contribute toward employee services. One is that they are human

beings. This point of view can be bolstered by ethical and religious doctrines.

The other argument is enlightened self-interest. The employer knows that anxieties,

worries and family crisis that happen to a man outside his working hours tend to affect

his job performance in the plant. Therefore it is to the Company own advantage to help

its people out, financially and with personal assistances, when adversity strikes.

Quite frequently management will establish certain benefits and services because it

believe that these will enhance moral and create more positive attitudes towards the

company.

Sometimes Companies establish attractive fringe benefit programme in order to enhance

their public relations image. The Company may except thereby to improve its market

position and enhance product acceptance in the minds of the buying public. The

Company may also expect to gain greater respect form the community because it has

demonstrated a considerable measure of social responsibility by establishing a sound

benefit programme. Union bargaining power is often the main reason; a Company adopts

a particular benefit programme.


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Principles of Labour Welfare

1) every type of welfare service should be subjected to periodic review and

evaluation so as to see the effectiveness of the existing services,

2) services available at the community level should always be watched to avoid the

duplication of services so as to utilize them effectively for the welfare of their

employees.

3) employees welfare plans will be of no good if the wage, structure and workingconditions are bad. These are foundations until this is sound, service plan should

be delayed.

4) a plan should not be taken up unless they are willing to support it with their time,

effort and sometimes money. Free service is seldom appreciated.

5) a plan should be started with minimum of financial allotment otherwise there is

danger that employees will wonder whether or not plans are being financed at the

expense of their low wages.

6) communication between worker and management should also be improved

through suggestion system in order to obtain the views of employees, reactions to

managements methods and practices.

7) administration of welfare service must be done jointly, the Labour Welfare

Officer, should only assist in a staff capacity- he plans the programme, arranges

technical services, mobilizes the existing resources and generates participation by

workers.

The above labour welfare principles can be stated in the following way:

1. The welfare service should satisfy real needs of the worker.

2. The welfare service should be such as can be handled best by a group approach.


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3. The welfare service should be such as to avoid duplication.

4. The welfare service should be established and implemented with the active

support & cooperation of management and employees.

5. The cost of the welfare service should be calculable and its financing established

on a sound basis.

6. There should be periodical assessment or evaluation of welfare services for timely

improvement on the basis of feedback.

7. Administration of welfare services must be done jointly.

Characteristics of Labour Welfare Programme:

1) they are of primary advantage and value to the employee. The many of course,

also prove helpful to the employer in getting and holding better employees but

their immediate and most obvious value is to employees.

2) they are distinctly supplemental to regular wages and salaries. They are provided

as benefits or services beyond the annual, monthly or hourly salary or wages.

3) they are supported or financed in part of altogether by the employer.

4) they provide a type of assistance or aid that an employee in his own initiative and

as an individual either cannot or is not likely to secure.


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Evoluation of Labour Welfare Concepts

The term Labour Welfare lends itself to different interpretations and had always the same

significance in different countries.

To have a look over the evaluation of labour welfare concepts, different definitions and thoughts

related to labour welfare need to be considered.

The transition from home production to the modern factory system took place in Europe and

America from about 1750 to 1830, a period coinciding with the Industrial Revolution in England.

Although mankind as a whole benefited greatly by the Industrial Revolution, misunderstanding

began to undermine the sympathy and cooperation that had previously existed between the

employer and the employees. Discontent and fiction began to exist at home and shop as a resultof misunderstanding and more gap develop between the employers and their workers. The

workers in a single group previously numbered a handful began to number hundreds andthousands. Previously, the employers enjoyed the friendship of their associates at the bench,

gradually became impossible. He could know them only causally, by faces and names, perhapsnot their weakness and their strength, their interests, their ambitions, their hobbies etc. They

became to him merely a group of workers whose labour must be bought. Without the employers

knowledge and probably against their real purposes, they came into being an attitude on the partof management towards the workers that has become known as the Commodity Concept of

Labour.

Over the passage of time other concepts are developed:

Most common concepts of labour welfare are described below:

1. Commodity Concept:

Wages were higher when the supply of labour as scarce in relation to the demand forlabourand wages were low, when supply was substantially in excess of the demand for it. This

gave rise to the idea that labour, affected by the law of supply and demand, was like a

commodity, the price of which was determined by the supply and the demand for it.

2. Machinery Concept:

The commodity conception overlooked the fact that the employer bought and sold, notthe actual labour, but the products the labour produced. He determined the value of labour by thevalue of the goods and profit. The employers thus started to regard their employees largely as

operating organisms or machine capable of a certain amount of out-put. Just as we try to

purchase machinery and plant with the lowest direct outlay, so we can hire labour as cheaply aspossible. Just as we try to keep plant and equipment operating economically as long as possible

and junk them for better when necessary, so we can use and discard human labour.


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3. Charity Concept:

According to this, the human sufferings were the manifestations of divine justice for the

sin committed by the sufferers. It was the duty of those who were in fortunate positions to assist

those who are in need. Charity was given for salvation of the donar or out of human sentiments

and with pity towards the distrssed.

Thus labour welfare was mainly based on human and religious motive and social workers

were conceived as kind hearted persons who devoted their efforts to the care and protection of

the needy and the distressed people of the society.

4. Paternalistic Concept:

It is a concept that management started to assume a fatherly and protective attitudetowards employees, partially to suppress the movement of union.

It is not believed that merely supplying many benefits such as housing, recreation and

pensions make a management paternalistic. It is the attitude and the manner of installation thatdetermine whether or not a management is peternal in its dealings with employees. To be

paternalistic, two characteristics are necessary.

Firstly, the profit motive should not be prominent in managements decision to provide s uchemployees services. They should be offered because the management has decided that the

employee needs them, just as a parent decides what is good for his children.

Secondly, the decision concerning what services to provide and how to provide them belongs

solely to management. The father makes the decision that the feels is the best for the child.

5. Natural Resource Concept:

Some statesmen began to conceive of labour as natural resources, which the state should

protect. Out of this conception came child labour laws, restrictions of hours of women workers,workmens compensation and Health ans Safety Legislation.

6. Democratic Concept:

It is also know as citizenship concept. The workers are considered as citizens of the

industry in which they are employed and entitled to a right to have a voice in terminating the

rules and regulations under which they work. The result of this realization was industrialdemocracy with its shop committee, industrial councils, employee representation plans and so

on.

7 Partnership Concept:

The partnership relationships imply mutual responsibilities as well as the sharing of the

fruits of the joint endeavours. The earliest efforts to translate this idea in to action were thefostering of stock-ownership plans. Recently, profit sharing has come into prominence. Some


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argue that the partnership concept is fallaciousthat their can be no mutuality of interest

between owner who are seeking large profits and workers who desire high wagesthat the twointerests are incompatible and cannot be reconciled.

8. Social Welfare Concept:

In the past, social welfare was mainly based on humanitarian and religious motives. This

concept, in course of time, became inadequate and unsatisfactory to meet the needs of modernsocieties.

The modern concept of social welfare is based on the recognition of the rights and worthof the individuals. It is characterized by an organized effort through a range of programme,

services and agencies to promote social well-being and to prevent or alleviate social

malfunctioning. In short, social welfare is conceived with a broad range of activities and

programmes directed to human well-being.

The profession of social work accepts the following main principles:i) Social work accepts the importance and dignity of every man and rejects the jungle

doctrine of the survival of the fittest.

ii) It recognizes that human sufferings are undesirable and should be prevented or atleast alleviated whenever possible.

iii) All classes of persons in the community have an equal right to the social services;there is community responsibility to provide services; without discrimination to all.

Labor Welfare Practices

Labor Welfare Work by Other Agencies:-

There is two options of labor welfare work by other agencies:

(a) Social Service Agencies: Several social service agencies such as

Bombay Social Service League started by the servants of India society

and similar leagues in Madras and Bengal, the Shivasena Society, theBombay Presidency Woman's Council, the Maternity and In fact

Welfare Association, the Y.M.C.A. The depressed classes mission

society and many other mission societies play an important role in

organizing the welfare work, both the helping employers and labor and

by independent efforts. These agencies have provided various welfare


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activities, like education, indoor and outdoor games, establishment of

co-operative societies, night schools and libraries etc.

(b) Municipalities: A few municipalities and municipal corporations

have also taken special welfare measures such as co-operative credit

societies, maternities and nursery schools, adult schools, creches, etc.

these progressive municipalities are of Bombay, Calcutta, Delhi, Kanpur,

Madras, Ajmer etc.

Labor Welfare Activities by Trade Unions: - The welfare workundertaken by the trade union agency is negligible because of lack of

organization and financial stringency. Only few unions, like the

Ahmadabad Textile Labor Associations, the Mazdoor Sabha of Kanpur,

Indore Mill Mazdoor Sangh and Bank Employees Association, have

devoted themselves to welfare work. The Ahmadabad textile Labor

association spends nearly 30 % of its income on welfare activities.

Labor Welfare Activities by Employers:-

At present, the welfare activities are being brought more and more under

the legislation rather than being left to the good sense of the employers.

The government has made certain facilities obligatory on the part of

employers. The government has made certain facilities obligatory on thepat of employers under legislations. The employers have limited

financial resources and moreover their attitude towards labor is

apathetic. They consider the expenditure on labor welfare activities as

waste of money rather than an investment. Even so, some enlightened

employers, on their own initiative, have been doing a bit in the direction

of welfare. They have provided medical aids, hospital and dispensary

facilities, canteens, fair prices shops, co-operative societies, recreation

club etc. these facilities are apart from their liability under variouscontrol of state legislations. The Delhi Cloth and General Mills have an

Employees Benefit Fund Trust managed by a Board of trustees. This

fund is financed by the contribution of a fixed percentage of the amount

distributed as dividend, unclaimed wages and fines etc.


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Labor Welfare Activities by State Governments:-

State governments have also played an important role in providing the

welfare activities to labors in their state. States of Maharashtra, Uttar

Pradesh and West Bengal are the leading states in organizing variouswelfare activities.

Maharashtra: In 1939, Bombay government organized for the first

time in the state the Model Welfare Centers. In 1953, the government

passed the Labor Welfare Fund Act and transferred all welfare activities

to the Bombay Labor Welfare Board constituted under the act having

representatives of employers independent persons and women.

A welfare fund consisting of underutilized fines and unpaid wages,

donation etc., was set up. Labor welfare boards maintain a member of

labor welfare centers catering to the various welfare activities for

workers and their families. The State government also set up an

Institute for training Labor welfare officers for the factories in the state.

Uttar Pradesh. In 1937, the government created a new Department of

Labor under a commissioner of labor. The department has organized

labor welfare centre in almost all big industrial centers. The regular

centers are divided in to three categories on the basis of the activities

undertaken by them. Nearly all basic welfare facilities like hospitals and

dispensaries, libraries and reading rooms, sewing classes, maternity

centers, creches in door and outdoor games etc. are provided by these

centers. The U.P. Government framed factories welfare offices rules.

According to these rules, every factory employing 500 workers or more

will have to appoint a Labor Welfare Officers and factories employing

2,500 workers or more will have appoint an additional welfare officer.

There are also labor welfare advisory committees, one for the whole

state 19 in districts to advise the government in organizing labor

welfare activities. The government passed U.P. Welfare Fund Act 1956


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to provide funds for welfare activities.

West Bengals. The government started labor welfare centers at

different place and the various activities undertaken by these centers

are publicity, library, reading rooms, radio, sports, dispensary etc. Each

centre is under the charge of a labor welfare worker, assisted by a labor

Welfare Assistant and a Lady Welfare Workers.

Other State Governments. The governments of others state have also

started labor welfare centers catering to almost all the labor almost

welfare facilities. The states have also undertaken the projects of

housing for laborers in the state.

Other Welfare Activities of labor welfare activities:-There are some person of other welfare activities of labor welfare

activities

(a)The government of India has set up a Central Board for WorkersEducation, consisting of representatives of central and state

governments, organizations of employers and workers andeducations. It established 37 regional centrals to cover important

industrial centers. It also provides grants-in-aid to trade unions

and institutions for workers, education.

(b) Various schemes for grant of National Safety Awards to

factories covered by the Factories Act 1948 and Ports have been

instituted for good safety records. Four such schemes are in

operation, each having 15 awards for good safety records. Eachscheme consists of cash prize and certificates of merit. A National

safety council was set up in 1960. Its main function is to conduct

seminar, organize file shows in factories and distribute posters on

the subject of safety.


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(c) Shram-Vir Awards have been instituted for workers in

factories, mines, plantation and docks. The awards are given in

recognition of meritorious performance-such as suggestionsleading to higher productivity or economy or greater efficiency.

Welfare Activities in Railways and Ports of labor welfare

activities:-Railways and major ports of Bombay, Calcutta, Cochin, Kandla,

Madras, Marmagoa, Vishakhapattonam and other ports in India have

provided various welfare measures for their workers. These facilities

include well-equipped hospitals and dispensaries, canteens recreation,education, facilities by running their own schools housing co-operative

societies, and fair price shops etc. Railways maintain a Staff Benefit

Fund which provides for financial assistance in times of emergencies. A

welfare fund has also been established at Madras port for the assistance

of workers in distress. A tripartite National Welfare Board for Salesmen

has also been established.

Labor Welfare Funds in Mines of labor welfare activities:-For the welfare of the mine workers, welfare funds have been set up incoal, mica, iron-ore, limestone and dolomite mines.

Various acts were passed for this purpose.

The main acts are-

(i) Coal Mines Labor Welfare Fund act 1944,

(ii) The Mica Mines Labor Welfare Fund Act of 1946,

(iii) The iron-ore Mines Labor Welfare Cess Act of 1961 and (iv)

Limestone and Dolomite labor welfare act of 1972.

The finances for the funds are raised through the levy of cess on the

production and export. The welfare activities covered under these funds

acts are housing, public health an sanitation, medical education and


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recreational facilities for workers and their is dependent. It also coversprovisions of accident and other benefits.

Labor Welfare Funds of labor welfare activities:-

The government of India established Labor-Welfare Funds in

government industrial undertakings.

As early as in 1946, the government initiated an experimental scheme to

finance welfare activities in government owned by controlled

undertakings excluding the undertakings excluding the undertakings

under the control of Railway Board and major ports.

These funds were contributory in character and are built formcontributions of workers, government grants and receipts from various

other sources like film show, fines, profits from canteens etc. initially

the scheme what meant for a period of four years only. In view of the

keen interest of the workers, the scheme was extended with a condition

that there would be a Welfare Fund Committee consisting of

representatives of employees and government, to administer the Funds.

Funds are in operation, at present, in 269 industrial establishments on

voluntary basis.Factories Act 1948 of labor welfare activities

Prior to Factories Act 1948, various minimum standards as regards

lighting, ventilation, fencing of machineries, control of temperaturesafety provisions etc. were laid down in Factories Act.

In the latest Factories Act 1948, various welfare measures to be

undertaken by the employers have been laid down such as washing

facilities, first-aid appliances, canteens, rest-rooms, creches etc. The act

provides for the proper seating arrangement for the workers and the

power is given to the state governments to make rules requiring the

representatives of workers in any factory to be associate with the

management in regard to the welfare arrangement for the workers.


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The act also requires the owner of the factory employing 500 or more

workers to appoint a Labor Welfare Officer and state governments have

been given powers to prescribe the duties, responsibilities,

qualifications and conditions of services etc. of these officers,Provisions for welfare of workers also exist in the Indian Dock Laborers

Act 1931, the miner act of 1952, the plantation labor Act of 1951, the

Merchant shipping Act of 1958, the Motor transport workers Act of

1961, the Bidi and Cigar workers conditions of employments Act 1966,

the Contract Labor (Regulation and Abolition) Act of 1970

Labor Welfare Activities Organized by the Government of India

Till Second world war, the government of Indian did very little in the

field of labor welfare.

It was during the second world war that the government of India, for

the first time, launched schemes for labor welfare in their ordinance,

ammunition and other war industries to increase the productivity of the

workers and to keep up their morale. With the achievement of

Independence and emergence of India as a republic, wedded to the

ideal of a welfare State and to a socialistic pattern of society, efforts in

thit direction were intensified. Since then, various legislations were

passed bringing the matters connected with worker's welfare more and

more within the preview of these legislations. A few legislations are

given below:

(a)Factories Act 1948.(b) Labor Welfare Funds.

(c) Labor Welfare Funds in Mines.

(d) Welfare Activities in Railways and Ports.(e) Other Welfare Activities

Agencies for labor welfare work in India:-


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The importance of labor welfare activities in India has been recognized

very recently by the employers, by the government and by the other

agencies, though the progress in this direction is very slow.

We shall discuss hereunder the various activities organized by the

various agencies in India. The labor welfare activities are organized in

India by the following agencies:-

1.The Central Government,2. The State Governments,

3. The Employers,

4. The Trade Unions

5. Other Agencies.

Necessity of Labor Welfare work in India

The necessity of labor welfare work in India can easily be realized if we

look into the working conditions of the labor class in Indian industries.

India, an industrially backward country, is an its developing stage.

The place of labor in industries in India is not recognized. The principles

of personnel management and industrial relations have not been

developed in India except in few big industrial units. Commodity

concept of labor still prevails in the country. Thus the scope of labor

management relations has not been much widened in India while in

western countries, the labor is regarded as the partner in the affairs of the

industry. The attitude of employers is sympathetic to workers in western

countries and provides various welfare facilities as a measure to improve

industrial relations and better working conditions.

The money spent on labor welfare work by the employer is bound to

react directly or indirectly to their own benefits and to the direct benefit

of the employees. If work conditions are improved, it will certainly

improve the health and efficiency of the workers and which in turn,


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increase the production and the productivity of workers. The employer

may contribute something towards the amenities of the workers to which

the employees spend nothing in India because of their poor financial

condition. Labor welfare activities may ensue the employer a stable and

contented labor force, lower absenteeism and labor turn over. These

results may not have been achieved if the benefits are extended in the

form of cash wages, because it may be spent on drinking, gambling and

extravagance. It seeks to promote a better standing between the

employer and the employees.

IMPORTANCE OF WELFARE MEASURES;

The usefulness of welfare work in India cannot be over emphasized. Welfare activities

influence the sentiments of the workers. When the workers feel that the employers and the state

are interested in their happiness, his tendency to grouse and grumble will steadily disappear. The

development of such a feeling, paves the way for industrial peace.

Mainly, the provisions welfare measures such as good housing, canteen, medical etc.

makes them realize that they have also some stake in the undertaking in which are engaged and

so they think thrice before taking any reckless actions which might prejudice the interest of the

undertaking.

Welfare measures such as cheap food in canteen, free medical and education facilities

etc. indirectly the real income of the workers. If workers go on strike they will be deprived of all


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these facilities. Hence, they try to avoid industrial dispute as far as possible and do not go on

strike on flimsy grounds.

Welfare activities will reduce lab our turnover and absenteeism and create permanent

settled lab our force by making service attraction to the lab our. Welfare activities will go on

long way to better the mental and moral health of the workers by reducing the incidence of

industrialization

.

Lab our welfare measures develop congenial environment, and builds a good atmosphere

between the lab our and the management.

Lab our welfare creates positive work culture, builds team work to meet the challenges of the

organization and increase efficiency for the workers whereby the productivity will increase.

Skilled workers are the assets of an organization. Lab our welfare helps to retain the skilled

workers and builds loyalty and sense of belongingness among them.

Employees attitudes and appreciation towards the organization, will progress the unit.

Good relation can be achieved through labour welfare. This will strengthen the organization

manifold.

Labour welfare is one of the way in which the labour problems are solved. Labour

welfare act as a main spring for the success of an organization.

Labour welfare provides economic security to employees. Amenities such as pension,

provident fund, insurance etc. will increase the sense of security in them and promote

employment stabilization.

Above all labour welfare helps the organization from heavy tax-burden, and to meet

legal requirements.


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chapter 1 labour welfare

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