ncl project report ajay singh.docx

8/10/2019 NCL Project Report Ajay Singh.docx

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UNIVERSITY OF LUCKNOW

LUCKNOW

A PROJECT REPORT ON

INDUSTRIAL RELATIONS, CSR IN NCL, SINGRAULI (M.P)

Presented in fulfillment for the award of the Masters Degree in Social Work-IVSemester

in

NORTHERN COALFIELDS LIMITED

SINGRAULI (M.P)

By

Ajay singh (MSW/2014)

University Of Lucknow

Lucknow

Under the Esteemed guidance of

Mr. A. J. Reddy

GM- ADMIN/IR H.R Department

Northern Coalfields Limited, Singrauli, M.P


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SINGRAULI (M.P)

A Project

on

INDUSTRIAL RELATIONS

EMPLOYEE ENGAGEMENT

CSR

Submitted to: Submitted by:

Mr. A.J.Reddy Ajay singh (MSW/2014)

GM .Admin/IRH.R department University Of Lucknow

Northern Coalfields Limited Lucknow.

Singrauli (M.P)

.

Dated: 14thAugust, 2014


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UNIVERSITY OF LUCKNOW

LUCKNOW

A Project

on

INDUSTRIAL RELATIONSEMPLOYEE ENGAGEMENT

CSR

Submitted to: Submitted by:

MSW Department Ajay singh (MSW/4thsem/2014)

University Of Lucknow University Of Lucknow.Lucknow. Lucknow

Dated: 14/08/2014


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ACKNOWLEDGEMENT

I am greatly thankful to Northern CoalFields Limited for permitting me to carry out

my summer training and project titled INDUSTRIAL RELATIONS ,EMPLOYEE

ENGAGEMENT AND CSR under the guidance of Mr. A. J. REDDY, GM,

(Admin/IR) H.R Department NCL.

I would like to take this opportunity to express my sincere gratitude to our

respected mentor MR. RAJESH CHAUDHARY for her valuable guidance.

I extend my sincere thanks to MRS. PADMA RAMAN for her support and

help in the completion of the project.

I would like to thank almost everybody at the NCL office for his/her

friendliness and helpful nature.

Finally, I would thank all those who helped me directly or indirectly in

completing this project.

Ajay Singh

Master of Social Work

University of Lucknow

Lucknow.


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PREFACE

With immense pleasure and deep sense of sincerity, I have completed my

Industrial training. It is an essential requirement for each and every student to have

some practical exposure towards real world situations. A systematized practical

experience is provided to inculcate self confidence in a student so that they can

mentally prepare themselves for this competitive environment.

The purpose of the training is to:

1. Develop intellectual ability of student

2. Bring confidence

3.

Develop skills

4. Modify attitudes

5. Familiar with work Environment

6. Learn new trends in human resource development and Management.

7. Make better understanding in CSR and Employee engagement related issues.


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TABLE OF CONTENTS

Contents

1. Project Background

2. Definition Of Industrial Relations

3. Evolution Of Industrial Relations

4.

Characteristics Of Industrial Relations5. Objectives Of Industrial Relations

6.Theories And Laws

7. NCL Profile

8. Industrial Relations in NCL

9. Corporate Social Responsibility (CSR)

10.Employee Engagement

11.

Conclusion

12.Suggestions

13.Limitations

14.Bibliography


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PROJECT

B CKGROUND


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The project aims to build awareness of the nature and importance of good industrial relations,

Corporate Social Responsibility (CSR), Employee Engagement assist Northern Coalfield

Limited in improving its Industrial Relation (IR) policies; build sustainable capacity to provide

IR training and technical assistance at the national and unit levels; and improve knowledge and

practice of sound IR approaches in targeted sectors. Learn about personnel and Labour

management.

And know about present work in the field of HR Functions and practices, industrial relations,

welfare and CSR etc.


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DEFINITION

OF

INDUSTRI L

REL TIONS


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The term Industrial Relations comprises of two terms: INDUSTRY and RELATIONS.

INDUSTRY refers to any productive activity in which an individual (or a group of individuals)

is (are) engaged. By relations we mean the relationships that exist within the industry between

the employer and his workmen.

The term Industrial Relations explains the relationship between employees and management which

stem directly or indirectly from union-employer relationship.

According to Alistair McMillan, Interaction between employers, employees, and the government;

and the institutions and associations through which such interactions are mediated. Government

has a direct involvement in industrial relations, through its role as an employer; one that is

particularly prominent in states where there are high levels of nationalization. Indirectly,

government has a major role through the regulation of the economy and the relationship between

employers andtrade unions.

Prof. Dale Yoder defines IR as the whole field of relationship that exists because of the necessary

collaboration of men and women in the employment process of industry. It is the relations of all

associated in productive work including industry, agriculture, mining, commerce finance, transport

and other activities.

Dunlop defines it as the complex inter-relations among workers, managers and government.

According to Lester, IR is attempts at arriving at solutions between the conflicting objectives and

values; between profit motive and social gain; between discipline and freedom; between authority
http://www.answers.com/topic/trade-unionhttp://www.answers.com/topic/trade-union


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and general well being of society, industrial democracy, between bargaining and cooperation and

between the conflicting interests of the individual, the group and the community.

The scope ofIndustrial Relations is quite vast. The main issues involved here include the following:

1. Collective bargaining

2.

Machinery for settlement of industrial disputes

3.

Standing orders

4. Workers participation in management

5. Unfair labour practices
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EVOLUTION

OF

INDUSTRI L

REL TIONS


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Deterioration in working conditions, because of greater development of industrial units: unduly

low wages and consequent dissatisfaction of the working class; growing indiscipline among the

workers; strained relations between workmen and management in India gave birth to TRADE

UNIONISM during early 1850s.The trade unionism in India developed quite slowly as compared

to the western nations. Indian trade union movement can be divided into three phases.

DEVELOPMENT OF TRADE UNION

THE FIRST PHASE (1850 TO 1900)

In this phase, the inception of trade unions took place. The working and living conditions of the

workmen were poor and their working hours were long. Capitalists were only interested in their

productivity and profitability. In addition, the wages were also low and general economic

conditions were poor in industries. In order to regulate the working hours and other service

conditions, the Indian Factories Act was enacted in 1881. As a result, employment of child labour

was prohibited.

The growth of trade union movement was slow in this phase and later on the Indian Factory Act

of 1881 was amended in 1891. Many strikes took place in the two decades following 1880 in all

industrial cities. These strikes taught workers to understand the power of united action even

though there was no union in real terms. Small associations like Bombay Mill-Hands Association

came up by this time.

THE SECOND PHASE (1900 TO 1946)

This phase was characterized by the development of organized trade unions and political

movements of the working class. Between 1918 and 1923, many unions came into existence in the

country. At Ahmedabad, under the guidance of Mahatma Gandhi, occupational unions like

spinners unions and weavers unions were formed. These unions federated into industrial union

known as Textile Labour Association in 1920. In 1920, the First National Trade union organization

(The All India Trade Union Congress (AITUC)) was established. Many of the leaders of this

organization were leaders of the national Movement. In 1926, Trade union law came up with the


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efforts of Mr. N. N. Joshi that became operative from 1927. During 1928, All India Trade Union

Federation (AITUF) was formed.

THE THIRD PHASE BEGAN WITH THE EMERGENCE OF INDEPENDENT

INDIA IN 1947.

The partition of the country affected the trade union movement particularly Bengal and Punjab. By

1949, four central trade union organizations were functioning in the country:

i. The All India Trade Union Congress

ii. The Indian National Trade Union Congress

iii.

The Hind Mazdoor Sanghiv. The United Trade Union Congress

The working class movement was also politicized along the lines of political parties. The Indian

National Trade Union Congress is the trade union arm of the Congress Party. The AITUC is the

trade union arm of the Communist Party of India. Besides workers, white collar employees,

supervisors and managers are also organized by the trade unions.

Originally, Industrial relations was broadly defined to include the totality of relationships and

interactions between employers and employees. From this perspective, Industrial Relations

covers all aspects of the employment relationship, including human resource (or personnel)

management, employee relations, and union-management (or labour) relations. Since the mid-

twentieth century, however, the term has increasingly taken on a narrower, more restricted

interpretation that largely equates it with unionized employment relationships. In this view,

Industrial Relations pertains to the study and practice ofcollective bargaining,trade unionism,

and labour-management relations.

COLLECTIVE BARGAINING:

Direct negotiations about working conditions and terms of employment between an employer or a

group of employers, or one or more employers organizations on the one hand and one or more

representative workers organizations on the other with a view to reaching agreement.
http://www.answers.com/topic/collective-bargaininghttp://www.answers.com/topic/collective-bargaininghttp://www.answers.com/topic/collective-bargaininghttp://www.answers.com/topic/collective-bargaining


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A process by which the terms and conditions of service are determined by agreement between

management and the unions is called Collective Bargaining. The objective of collective bargaining

is to resolve the differences between the parties in respect of employment, non employment, terms

of employment and conditions of service of the members of the union(s).

IN PRE-INDEPENDENCE INDIA

The beginning of industrial relations dynamics can be traced back to the inception of the Indian

Labour Conference as far as 1942 by B.R. Ambedkar, when the policy of bringing together three

parties namely, govt., management and workmen on a common platform as consultative tripartite

forum for all matter of labour policy and industrial relations was accepted.

IN POST-INDEPENDENCE INDIA

The Industrial Disputes Act (1947) provided for the establishment of permanent machinery for the

settlement of disputes in the shape of certain authorities like the Works Committee, Conciliation

Officers, Industrial Tribunals, and Labour Courts.

This Act seeks:

The prevention and settlement of industrial disputes in all industries through conciliation,

arbitration and adjudication.

To prohibit strikes lock-outs during the pendency of conciliation and adjudication proceeding.

Besides the enactment, 2 major efforts were made to amend the Trade Unions Act 1926 once in

1947 and again in 1950. A law was enacted which defined unfair employer practices and unfair

union practices. But these amendments to Trade Unions Act never came into force.

In 1950, two bills were brought by the government- a Labour Relations Bill and a Trade Unions

Bill. They retained the provisions of the 1947 amendment. They also introduced the principle that

Collective bargaining would be compulsory for both employers and unions under stipulatedconditions. Labour courts were empowered to certify unions as sole bargaining agents.

The decade between 1948 and 1958 is treated as the "golden age" of industrial relations. Unions

experienced strong growth in membership and influence, and employer-employee relations became

the primary topic of debate in the field.


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Academics and practitioners at the turn of the century had great interest in promoting better

relations between workers and management to reduce tensions and increase productivity in

factories at a time of turbulence caused by labor unrest. Pursuing research into this area, which

became known as industrial relations, academics developed theories designed to moderate these

tensions by improving management practices and proposing labor legislation.

The field's growth developed into two branches as some academics pursued an approach called

"science building," while others more interested in practical problem solving headed in a different

direction. There is interplay between these two positions on questions of personnel policy.

Industrial Relations originally included the entire spectrum of labor and management issues and

addressed such topics from a neutral, third party perspective. Labor and management were

regarded as equal parties with a need to find common ground. Beginning as a subcategory within

industrial relations, the development of personnel management theories signaled a schism in the

field by focusing on management issues. The terms industrial relations and personnel management

were not interchangeable, but represented distinctly different perspectives that were reflected in

how personnel managers and academics pursued their subjects. The more updated approach of

Industrial Relations is human resources, which was a development of personnel management.

Following the developments through the middle of the 20th century, many other academic fields

such as sociology and psychology influenced Industrial Relations. Industrial Relations began to

incorporate industrial psychology as it applied to labor problems from the perspective of human

relations. At the same time, the Great Depression helped spawn New Deal labor legislation such as

the National Labor Relations Act and Fair Labor Standards Act, which were critical developments

that continue to have an impact on labor relations.


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CH R CTERISTICS

OF

INDUSTRI L

REL TIONS


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The implementation of HRM policies results in IR.

There are four important parties namely employees, employer, trade unions and government.

Employees contact even the top management as a group.

Industrial Relations are characterized by both conflict and co-operations. This is the basis of adverse

relationship. So the focus of Industrial Relations is on the study of the attitudes, relationships,

practices and procedure developed by the contending parties to resolve or at least minimize conflicts

and to attain organizational goals.

As the labor and management do not operate in isolations but are parts of large system, so Industrial

Relations also includes vital environment issues like technology of the workplace, countrys socio -

economic and political environment, nations labor policy, attitude of trade unions workers and

employers.

Industrial Relations are governed by the system of rules and regulations concerning work, workplace

and working community.

Trade Union is another important institution in the Industrial relations. Trade unions influence and

shape the Industrial Relations through collective bargaining.

The main purpose is to maintain harmonious relations between employees and employer by solving

their problems through grievance procedure and collective bargaining.

Industrial Relations are the relations mainly between employees and employers. Industrial Relations

emphasize on accommodating interests, values and needs of the other parties. Parties develop skills

of adjusting to and cooperating with each other.

Industrial Relations deals with the laws, rules regulations agreements, awards of courts, customs and

traditions, as well as policy framework laid down by the governments for eliciting co-operations

between labor and management. Besides this, it makes an in-depth analysis of the interference

patterns of the executive and judiciary in the regulations of labormanagements relations.


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In fact, Industrial Relation encompasses all such factors that influence behaviour of people

at work. A few such important factors are listed below:

1. Institution:It includes government, employers, trade unions, unions federations or associations,

government bodies, labour courts, tribunals and other organizations which have direct or indirect

impact on the industrial relations systems.

2. Characters:It aims to study the role of workers unions and employers federations officials, shop

stewards, industrial relations officers/ manager, mediator/conciliators / arbitrator, judges of labour

court, tribunal etc.

3. Methods: Focus on collective bargaining, workers participation in the Industrial Relation

schemes, discipline procedure, grievance redressal machinery, dispute settlements machinery

working of closed shops, union reorganization, organizations of protests through methods like

revisions of existing rules, regulations, policies, procedures, hearing of labour courts, tribunals etc.

4. Contents:Includes matter pertaining to employment conditions like pay, hours of works, leave

with wages, health, and safety disciplinary actions, lay-off, dismissals, retirements etc., laws relating

to such activities, regulations governing labour welfare, social security, industrial relations, issues

concerning with workers participation in management, collective bargaining, etc.


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OBJECTIVES

OF

INDUSTRI L

REL TIONS


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1. To safeguard the interest of workmen and management by securing the highest level of mutual

understanding and good-will among all those sections in the industry which participate in the

process of production.

2. To avoid industrial conflict or strife and develop harmonious relations, which are an essential

factor in the productivity of workers and the industrial progress of a country.

3. To raise productivity to a higher level in an era of full employment by lessening the tendency of

high turnover and frequent absenteeism.

4. To establish and nurse the growth of an Industrial Democracy based on workmen partnership

in the sharing of profits and of managerial decisions, so that ban individuals personality may

grow its full stature for the benefit of the industry and of the country as well.

5. To eliminate, as far as is possible and practicable, strikes, lockouts and gheraos by providing

reasonable wages, improved living and working conditions, said fringe benefits.6. To establish government control of such plants and units as are running at a loss or in which

productions has to be regulated in the public interest.

7. Improvements in the economic conditions of workers in the existing state of industrial

managements and political government.

8. Control exercised by the state over industrial undertaking with a view to regulating production

and promoting harmonious industrial relations. Socializations or rationalization of industries by

making the state itself a major employer.

9.

Vesting of a proprietary interest of the workers in the industries in which they are employed.

Besides maintenance of employer-employee relationship, maintenance of relations between

labour unions and management, IR also involve various groups of employees and also between the

industry and society (government, local bodies, other institutions and the public).

Successful I.R. may mean promotion and development of

i. Healthy labor-management relations,

ii. Industrial peace (by avoiding conflicts)

iii. Industrial democracy.


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THEORIES

ND

L WS


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One of the significant theories of industrial labour relations was put forth by John Dunlop in

the 1950s. According to Dunlop industrial relations system consists of three agents

management organizations, workers and formal/informal ways they are organized and

government agencies. These actors and their organizations are located within an environment

defined in terms of technology, workmen and product markets, and the distribution of power

in wider society as it impacts upon individuals and workplace. Within this environment, actors

interact with each other, negotiate and use economic/political power in process of determining

rules that constitute the output of the industrial relations system. He proposed that three

partiesemployers, labour unions, and government-- are the key factors in a modern industrial

relations system.

He also argued that none of these institutions could act in an autonomous or independent

fashion. Instead they were shaped, at least to some extent, by their market, technological and

political contexts. Thus, it can be said that industrial relations is a social sub system subject to

three environmental constraints- the markets, distribution of power in society and technology.

Dunlop's model identifies three key factors to be considered in conducting an analysis of the

management-workmen relationship:

1. Environmental or external economic, technological, political, legal and social forces

that impact employment relationships.

2. Characteristics and interaction of the key actors in the employment relationship:

workmen, management, and government.

3. Rules that are derived from these interactions that govern the employment relationship.
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Dunlop emphasizes the core idea of systems by saying that the arrangements in the field of

industrial relations may be regarded as a system in the sense that each of them more or less

intimately affects each of the others so that they constitute a group of arrangements for dealing

with certain matters and are collectively responsible for certain results.

In effect - Industrial relations is the system which produces the rules of the workplace. Such

rules are the product of interaction between three key actors workers/unions, employers

and associated organizations and government.

The Dunlops model gives great significance to external or environmental forces. In other

words, management, workmen, and the government possess a shared ideology that defines

their roles within the relationship and provides stability to the system.


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LAWS

List of various Central Labour Acts

Laws related to Industrial Relations

1 The Trade Unions Act, 1926

The Trade Unions (Amendments) Act, 2001

2 The Industrial Employment (Standing Orders) Act, 1946

The Industrial Employment (Standing Orders) Rules, 1946

3 The Industrial Disputes Act, 1947

Laws related to Wages

1 The Payment of Wages Act, 1936

The Payment of Wages Rules, 1937

The Payment of Wages (AMENDMENT) Act, 2005

2 The Minimum Wages Act, 1948

The Minimum Wages (Central) Rules, 1950

3 The Working Journalist (Fixation of Rates of Wages) Act, 1958

Working Journalist (Conditions of service) and Miscellaneous Provisions Rules, 1957

4 The Payment of Bonus Act, 1965

The Payment of Bonus Rules, 1975
http://indiacode.nic.in/fullact1.asp?tfnm=192616http://indiacode.nic.in/fullact1.asp?tfnm=200131http://labour.nic.in/act/acts/IndustrialEmploymentAct.dochttp://labour.nic.in/act/acts/IndustrialEmploymentAct.dochttp://labour.nic.in/act/acts/IndustrialEmployment(StandingOrders)Rules.dochttp://indiacode.nic.in/fullact1.asp?tfnm=194714http://indiacode.nic.in/fullact1.asp?tfnm=193604http://indiacode.nic.in/fullact1.asp?tfnm=193604http://labour.nic.in/act/acts/pw.dochttp://labour.nic.in/act/acts/pw.dochttp://indiacode.nic.in/fullact1.asp?tfnm=200541http://indiacode.nic.in/fullact1.asp?tfnm=200541http://indiacode.nic.in/fullact1.asp?tfnm=194811http://indiacode.nic.in/fullact1.asp?tfnm=194811http://labour.nic.in/act/acts/mw.dochttp://labour.nic.in/act/acts/mw.dochttp://indiacode.nic.in/fullact1.asp?tfnm=195829http://indiacode.nic.in/fullact1.asp?tfnm=195829http://labour.nic.in/act/acts/wjr.dochttp://labour.nic.in/act/acts/wjr.dochttp://labour.nic.in/act/acts/pba.dochttp://labour.nic.in/act/acts/pba.dochttp://labour.nic.in/act/acts/pbr.dochttp://labour.nic.in/act/acts/pbr.dochttp://labour.nic.in/act/acts/pbr.dochttp://labour.nic.in/act/acts/pba.dochttp://labour.nic.in/act/acts/wjr.dochttp://indiacode.nic.in/fullact1.asp?tfnm=195829http://labour.nic.in/act/acts/mw.dochttp://indiacode.nic.in/fullact1.asp?tfnm=194811http://indiacode.nic.in/fullact1.asp?tfnm=200541http://labour.nic.in/act/acts/pw.dochttp://indiacode.nic.in/fullact1.asp?tfnm=193604http://indiacode.nic.in/fullact1.asp?tfnm=194714http://labour.nic.in/act/acts/IndustrialEmployment(StandingOrders)Rules.dochttp://labour.nic.in/act/acts/IndustrialEmploymentAct.dochttp://indiacode.nic.in/fullact1.asp?tfnm=200131http://indiacode.nic.in/fullact1.asp?tfnm=192616


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Laws related to Working Hours, Conditions of Services and Employment

1 The Factories Act, 1948

2 The Dock Workers (Regulation of Employment) Act, 1948

3 The Plantation Labour Act, 1951

4 The Mines Act, 1952

5 The Working Journalists and other Newspaper Employees (Conditions of Service and

Misc. Provisions) Act, 1955

The Working Journalists and other Newspaper Employees (Conditions of Service

and Misc. Provisions) Rules, 1957

6 The Merchant Shipping Act, 1958

7 The Motor Transport Workers Act, 1961

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

9 The Contract Labour (Regulation & Abolition) Act, 1970

The Contract Labour Regulation Rules

10 The Sales Promotion Employees (Conditions of Service) Act, 1976

The Sales Promotion Employees (Conditions of Service) Rules, 1976

11 The Inter-State Migrant Workmen (Regulation of Employment and Conditions of

Service) Act, 1979

12 The Shops and Establishments Act

13 The Cinema Workers and Cinema Theatre Workers (Regulation of Employment) Act,

1981

The Cinema Workers and Cinema Theatre Workers (Regulation of Employment)

Rules, 1984

The Cine Workers Welfare Fund Act, 1981.

14The Dock Workers (Safety, Health & Welfare) Act, 1986

15 The Building & Other Construction Workers (Regulation of Employment &

Conditions of Service) Act, 1996

16 The Dock Workers (Regulation of Employment) (inapplicability to Major Ports) Act,

1997
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Laws related to Equality and Empowerment of Women

1 The Maternity Benefit Act, 1961

2 The Equal Remuneration Act, 1976

Laws related to Deprived and Disadvantaged Sections of the Society

1 The Bonded Labour System (Abolition) Act, 1976

2 The Child Labour (Prohibition & Regulation) Act, 1986

3 The Children (Pledging of Labour) Act, 1933

Laws related to Social Security

1 The Workmens Compensation Act, 1923

The Workmen's Compensation (Amendments) Act, 2000

2 The Employees State Insurance Act, 1948

3 The Employees Provident Fund &Miscellaneous Provisions Act, 1952

The Employees Provident Fund & Miscellaneous Provisions (Amendment) Act, 199

4 The Payment of Gratuity Act, 1972

The Payment of Gratuity Rules
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Laws related to Labour Welfare

1 The Mica Mines Labour Welfare Fund Act, 1946

2 The Limestone & Dolomite Mines Labour Welfare Fund Act, 1972

3 The Beedi Workers Welfare Fund Act, 1976

4 The Beedi Workers Welfare Cess Act, 1976

The Beedi Worker's Welfare Cess Act Rules, 1977

5 The Iron Ore Mines, Manganese Ore Mines & Chrome Ore Mines Labour Welfare Fun

Act, 1976

6 The Iron Ore Mines, Manganese Ore Mines & Chrome Ore Mines Labour Welfare Cess

Act, 1976

7 The Cine Workers Welfare Fund Act, 1981

8 The Cine Workers Welfare Cess Act, 1981

9 The Employment of Manual Scavengers and Construction of Dry latrines Prohibition

Act, 1993

Laws related to Employment & Training

1 The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959

The Employment Exchanges (Compulsory Notification of Vacancies) Rules, 1959

2 The Apprentices Act, 1961
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Others

1 The Fatal Accidents Act, 1855

2 The War Injuries Ordinance Act, 1943

3 The Weekly Holiday Act, 1942

4 The National and Festival Holidays Act

5 The War Injuries (Compensation Insurance) Act, 1943

6 The Personal Injuries (Emergency) Provisions Act, 1962

7 The Personal Injuries (Compensation Insurance) Act, 1963

8 The Coal Mines (Conservation and Development) Act, 1974

9 The Labour Laws (Exemption from Furnishing Returns and Maintaining

Register by Certain Establishments) Act, 1988

10 The Public Liability Insurance Act, 1991
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The following are some of the Acts which have tremendous importance in the

organizations:

1. TRADE UNIONS ACT, 1926

According to this act, 'TRADE UNION' means "any combination, whether temporary or

permanent, formed primarily for the purpose of regulating the relations between workmen and

employers or between workmen and workmen or between employers and employers, or for

imposing restrictive conditions on the conduct of any trade or business, and includes any

federation of two or more trade unions".

The basic provisions of the Act are:-

The Act provides for the registration of the trade unions with the 'Registrars of Trade

Unions' set up in different States, like theOffice of the Registrar (Trade Union)set up by the

Government of National Capital Territory of Delhi. For registration of a trade union, seven or

more members of the union can submit their application in the prescribed form to the Registrar

of trade unions. The application shall be accompanied by a copy of the 'rules of the trade union'

and a statement giving the following particulars:- (i) Names, occupations and addresses of the

members making the application; (ii)The name of the trade union and the address of its head

office; (iii) The titles, names, ages, addresses and occupations of the office bearers of the trade

union as per the format given inthe Trade Unions Act 1926.The Registrar, on being satisfied

that the Union has complied with all the requirements of this Act, shall register the trade union.

Thereafter, it shall issue a certificate of registration in the prescribed form as a conclusive evidence

of registration of that trade Union.

The registered trade unions (workers & employers) are required to submit annual statutory

returns to the Registrar regarding their membership, general funds, sources of income and items

of expenditure and details of their assets and liabilities, which in turn submits a consolidated

return of their state in the prescribed proforma toLabour Bureau,Ministry of Labour and

Employment.The Labour Bureau on receiving the annual returns from different States/Union

Territories, consolidates the all India statistics and disseminates them through its

publication entitled the 'Trade Unions in India'and its other regular publications.
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The general funds of a registered trade union shall not be spent on any other objects than

those specified in the Act. Also, a registered trade union may constitute a separate fund, from

contributions separately levied for or made to that fund, for the promotion of the civic and

political interest of its members. No member shall be compelled to contribute to such fund and a

member who does not contribute to the said fund shall not be excluded from any benefits of the

trade union, or placed in any respect either directly or indirectly under any disability or at any

disadvantage as compared with other members of the union by reason of his contribution to the

said fund.

No office-bearer or member of a registered trade union shall be liable to punishment

under the Indian Penal Code in respect of any agreement made between the members for the

purpose of furthering any such object of the trade union as specified in the Act, unless the

agreement is an agreement to commit an offence.

No suit or other legal proceeding shall be maintainable in any civil court against any

registered trade union or any office-bearer or member thereof in respect of any act done in

contemplation or furtherance of a trade dispute to which a member of the trade union is a party

on the ground only that such an act induces some other person to break a contract of

employment, or that it is in interference with the trade, business or employment of some other

person or with the right of some other person to dispose of his capital of his labour as he wills.

The account books of a registered trade union and the list of members thereof shall be

open to inspection by an office-bearer or member of the trade union at such times as may be

provided for in the rules of trade union.

A person shall be disqualified for being chosen as, and for being a member of, the

executive or any other office-bearer or registered trade union if- (i) he has not attained the age of

eighteen years; (ii) he has been convicted by a court in India of any offence involving moral

turpitude and sentenced to imprisonment, unless a period of five years has elapsed since his

release.

Every office-bearer or other person bound by the rules of the trade union shall bepunishable with the payment of fine, if:-


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Default is made on the part of any registered trade union in giving any notice or sending any

statement or other document as required by or under any provision of this Act; or

Any person wilfully makes, or causes to be made, any false entry in, or any omission from, the

general statement or in or from any copy of rules or of alterations of rules sent to the

Registrar; or

Any person who, with intent to deceive, gives to any member of a registered trade union

or to any person intending or applying to become a member of such trade union any document

purporting to be a copy of the rules of the trade union or of any alterations to the same which he/

she knows, or has reason to believe, is not a correct copy of such rules or alterations as are for the

time being in force, or any person who, with the like intent, gives a copy of any rules of an

unregistered trade union to any person on the pretence that such rules are the rules of a registered

trade union.

Any registered trade union may, with the consent of not less than two-thirds of the total

number of its members and subject to the provisions of the Act, change its name. The change in

the name of a registered trade union shall not affect any of its rights or obligation or render

defective any legal proceeding by or against the union, and any legal proceeding which might have

been continued or commenced by or against it by its former name may be continued by its new

name.

Any two or more registered trade unions may become amalgamated together as one trade

union with or without the dissolution or division of the funds of such trade unions or any of

them, provided that the votes of at least one-half of the members of each or every such trade

union entitled to vote are recorded, and that at least sixty percent of the votes recorded are in

favour of the proposal. Such an amalgamation shall not prejudice any right of any such unions or

any right of a creditor or any of them.

When a registered trade union is dissolved, notice for the dissolution signed by seven

members and by the Secretary of the trade union shall, within fourteen days of the dissolution, be

sent to the Registrar and shall be registered by him if he is satisfied that the dissolution has been

effected in accordance with the rules of the trade union, and the dissolution shall have effect from

the date of such registration.


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However,the Trade Unions Act 1926has been amended from time to time and the

most important beingthe Trade Unions (Amendment) Act,2001.This Act has been enacted in

order to bring more transparency and to provide greater support to trade unionism in India. Some

of the salient features of the Trade Unions (Amendment) Act, 2001 are:-

No trade union of workmen shall be registered unless at least 10% or 100, whichever is

less, subject to a minimum of 7 workmen engaged or employed in the establishment or

industry with which it is connected are the members of such trade union on the date of

making of application for registration.

A registered trade union of workmen shall at all times continue to have not less than 10%

or 100 of the workmen, whichever is less, subject to a minimum of 7 persons engaged or

employed in the establishment or industry with which it is connected, as its members.

A provision for filing an appeal before theIndustrial Tribunal / Labour Courtin case

of non-registration or for restoration of registration has been provided.

All office bearers of a registered trade union, except not more than one-third of the total

number of office bearers or five, whichever is less, shall be persons actually engaged or

employed in the establishment or industry with which the trade union is connected.

Minimum rate of subscription by members of the trade union is fixed at one rupee per

annum for rural workers, three rupees per annum for workers in other unorganized sectors

and 12 rupees per annum in all other cases.

The employees who have been retired or have been retrenched shall not be construed as

outsiders for the purpose of holding an office in the trade union concerned.

For the promotion of civic and political interest of its members, unions are authorized to

set up separate political funds.

Hence, trade union legislation ensures their orderly growth, reduce their multiplicity and

promote internal democracy in the industrial organisation and the economy. The trade unionshave thus acquired an important place in the economic, political and social set up of the country.
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2. THE INDUSTRIAL DISPUTES ACT

The Industrial Disputes Act in laymans term is related to disputesbetween the people or

the parties related to industries. This act provides a conciliation machinery to bring about peaceful

settlement of industrial disputes.

The industrial act, 1947 was passed with a view to cover the shortcomings in Trade

Disputes Act of 1929. Apart from covering the shortcomings 2 new institutions for the

prevention and settlement of disputes viz. Works Committee and Industrial Tribunals. It also

seeks to reorient the administration of the conciliation machinery. Conciliation under the Act has

also been made compulsory in all disputed in public utility services and optional in all other

industrial establishments.

The main objects of the Act are:

a) To secure industrial peace

i.

By preventing and settling industrial disputes between employers and workers

ii. By securing and preserving amity and good relations between the employers and workmen

through an internal Works Committee and

iii. By promoting good relations through an external machinery of conciliation, courts of

inquiry, labour courts, industrial tribunals and national tribunals.

b) To ameliorate the condition of workmen in the industry-

c)

By redressal of grievances of workmen in industry through a statutory machinery and

d) By providing job security.

The industrial disputes may be:

Individual disputes

Collective disputes

Sec 2a provides that where any employer discharges, dismisses, retrenches or otherwise

terminates the services of any individual workman any dispute between that workman and his

employer connected with, or arising out of, such discharge even if no other workman or any

union of workmen is a party to the dispute.


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A collective dispute may relate to any of the following matters:

Wages, bonus, profit sharing, gratuity, compensatory and other allowances.

Hours of work leave with ages, holidays.

Rules of discipline, retrenchment of workmen, closure of establishment, rationalization.

3. WORKMENS COMPENSATION ACT 1923

Workmen's Compensation Act 1923 is central legislation which provides for payment of

compensation for injuries suffered by a workman in the course of and arising out of his employment

according to the nature of injuries suffered and disability incurred, where death results from the

injury, the amount of compensation is payable to the dependants of the workmen.

APPOINTMENT OF COMMISSIONER

The Deputy Labor Commissioner will be appointed as Commissioner under Workmen's

Compensation Act. Where an employer is in default in paying the compensation due under this Act,

within one month from the date it fell due, the Commissioner shall-

a. Direct that the employer in addition to the amount of arrears, pay simple interest there on

at the rate of 12% per annum or on such higher rates.

b. Commissioner has the power under the Act to impose penalty and the interest on the

cleared amount as per the provision of the act.

4. THE PAYMENT OF WAGES ACT, 1936

The Payment of Wages Act, 1936 is a central legislation which applies to the persons

employed in the factories and to persons employed in industrial or other establishments. This Act

does not apply on workers whose wages payable in respect of a wage period average Rs. 1600/- a

month or more. Since the minimum wages in Delhi are much higher, this Act has become almost

redundant in its present form. The Ministry of Labor has already initiated the process for suitable

amendment of this Act.


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SALIENT FEATURES

a. This Act has been enacted with the intention of ensuring timely payment of wages to the

workers and for payment of wages without unauthorized deductions.

b.

The salary in factories/establishments employing less than 1000 workers is required to be paid

by 7th of every month and in other cases by 10th day of every month.

c. A worker, who either has not been paid wages in time or an unauthorized deductions have

been made from his/her wages, can file a Claim either directly or through a Trade Union or

through an Inspector under this Act, before with the Authority appointed under the Payment

of Wages Act. The power for hearing and deciding Claims under this Act has been vested at

present with the Presiding Officer of a Labour Court.

5.

THE FACTORIES ACT, 1948

The Factories Act is a social legislation which has been enacted for occupational safety,

health and welfare of workers at work places. This legislation is being enforced by technical officers

i.e., Inspectors of Factories, Dy. Chief Inspector of Factories and overall control of the Labour

Commissioner, Government of National Capital Territory of Delhi.

APPLICABILITY

It applies to factories covered under the Factories Act, 1948. The industries in which ten (10)

or more than ten workers are employed on any day of the preceding twelve months and are

engaged in manufacturing process being carried out with the aid of power of twenty or more than

twenty workers are employed in manufacturing process being carried out without the aid of power

are covered under the provisions of this Act.

SALIENT FEATURES

a.

Approval of Factory Building Plans before construction or extension under the Delhi

Factories Rules, 1950.

b. Grant of Licenses under the Delhi Factories Rules, 1950, and to take action against

factories running without License.


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c. Renewal of Licenses granted under the Delhi Factories Rules, 1950, by the Dy. Chief

Inspectors of Factories.

d. Inspections of factories by District Inspectors of Factories, for investigation of complaints,

serious/ fatal accidents as well as suo moto inspections to check compliance of provisions

of this Act relating to Health, Safety, Welfare Facilities, Working Hours, Employment of

Young Persons, Annual Leave with Wages etc.


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ABOUT



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About NCL

Northern Coalfields Limited was formed in November 1985 as a subsidiary company of Coal

India Limited. Its headquarter is located at Singrauli, Distt. Singrauli (M.P.). Singrauli isconnected by road with Varanasi (220 Km ), The nearest railway station is Singrauli located

on the Katni-Chopan branch line running parallel to the northern boundary of the Coalfield.

The nearest railway station for reaching directly to Delhi is Renukoot that is located on the

Garhwa-Chopan rail-line. Nearest (private) airstrip is at Muirpur (60 Km.).

The area of Singrauli Coalfields is about 2202 Sq.Km. The coalfield can be divided into two

basins, viz. Moher sub-basin (312 Sq.Km.) and Singrauli Main basin (1890 Sq.Km.). Major

part of the Moher sub-basin lies in the Sidhi district of Madhya Pradesh and a small part liesin the Sonebhadra district of Uttar Pradesh. Singrauli main basin lies in the western part of the

coalfield and is largely unexplored. The present coal mining activities and future blocks are

concentrated in Moher sub-basin.

The exploration carried out by GSI/NCDC/CMPDI has proved abundant resource of power

grade coal in the area. This in conjunction with easy water resource from Govind Ballabh

Pant Sagar makes this region an ideal location for high capacity pithead power plants. The

coal supplies from NCL has made it possible to produce about 10515 MW of electricity frompithead power plants of National Thermal Power Corporation (NTPC), Uttar Pradesh Rajya

Vidyut Utpadan Nigam Ltd (UPRVUNL) and Renupower division of M/s. Hindalco

Industries. The region is now called the "power capital of India". The ultimate capacity of

power generation of these power plants is 13295 MW and NCL is fully prepared to meet the

increased demand of coal for the purpose. In addition, NCL is also supplying coal to power

plants of Rajasthan Rajya Vidyut Utpadan Nigam Ltd, Delhi Vidyut Board (DVB) and

Hariyana State Electricity Board.

NCL produces coal through mechanised opencast mines but its commitments towards

environmental protection is total. It is one of very few companies engaged in mining

activities, which has got unified Integrated Management System (IMS) complying to

Standard ISO 9001:2008, ISO 14001:2004, OHSAS 18001:2007 and SA 8000:2008 for


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simultaneous management of economic, environmental, occupational health and safety, and

social concerns.

NCL, through its community development programmes, has significantly contributed towards

improvement and development of the area. It is helping local tribal, non-tribal and project-affected persons in overall improvement of quality of their life through self-employments

schemes, imparting education and providing health care.

VISION

To emerge from the position of domestic leader to leading global player in the energy sector by

adopting best practices from mine to market with due care to environmental and social

sustenance

MISSION

To produce planned quantity of coal efficiently and economically in an eco-friendly manner with

due regard to Safety, Conservation & Quality

Organisational Objectives

To ensure planned production of coal efficiently, matching with increasing demand of

coal, which is the prime source of energy for the nation.

To generate safety awareness amongst employees as also to create safe working culture.

To ensure clean, green and pollution free environment at working places and also at

surrounding areas.

To ensure optimum capacity utilisation of men, machinery and available resources.

To ensure cost control by developing cost consciousness.

To ensure strict quality control for better consumer satisfaction.

To ensure perfect manpower planning and also harness the best out of available human

resource.

To ensure improved quality of life of work force through welfare measures


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To be concerned for the community especially for the tribal and backward sections of the

society residing in and around mining projects.

To ensure rehabilitation of project affected people (PAP) as per the guidelines provided

by Coal India Limited and approved by the Ministry of Coal and also taking PAPs into

confidence to elicit their co-operation in achieving Corporate Objectives.

To develop good work culture through disciplined, contended and motivated workforce

for achieving Organizational Objectives


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Environment

Northern Coalfields Limited (NCL) has voluntarily chosen to implement a company

wide comprehensive and unified integrated management system (IMS) complying to

Standard ISO 9001:2008, ISO 14001:2004, OHSAS 18001:2007 and SA 8000:2008 for

simultaneous management of economic, environmental, occupational health and safety,

and social concerns. The company has framed its own Corporate Management Policy

and committed to achieve the organizational objectives and targets. Environmental

Policy under earlier Environmental Management System (EMS) and Quality Policy

under earlier Quality Management System (QMS) has now been superceded by

Corporate Management Policy under IMS.

INTEGRATED MANAGEMENT SYSTEM (IMS) CERTIFICATION

Initially ISO 14001:1996certificate was awarded to NCL for its eight working projects

namely Kakri, Bina, Dudhichua, Jayant, Khadia, Nigahi, Amlohri & Jhingurda; by M/S

DNV (Det Norske Veritas) in the year 2001 for adoption of EMS (Environmental

Management System), which was subsequently updated to ISO 14001:2004 in June 2006

by DNV and was valid till 18th January 2010.

After implementation of IMS (Integrated Management System) from 1st July 2009 theauditing and certification is being done by M/s QMS Certification Services Pvt. Ltd

whose lead auditor after conducting audit has recommended for continuation of

certification for whole NCL.

ISO 9001:2000: ISO 9001:2000 certificate was awarded to whole NCL on 11th May

2009 which was subsequently updated to ISO 9001:2008 on 15th June 2010 by

Certification International (UK) Limited, UK which is valid till 10th May 2012. However

with implementation of IMS the auditing and certification is being done by M/s QMS

Certification Services Pvt. Ltd whose lead auditor after conducting audit has

recommended for continuation of Certification.

OHSAS 18001:2007 :- Stage-2 audit has been completed by lead auditor of M/s QMS,

Certification Services Pvt. Ltd in which one major non-compliance was reported.


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Corrective Action report has been submitted to them. Recommendation for certification is

awaited.

SA 800:2008 :- Stage-1 audit for SA 8000:2008 had been completed in January 2010, in

which 20 non-compliances were reported by lead auditor of M/s QMS Certification

Services Pvt. Ltd. Corrective action plan has already been submitted. Stage-2 audit is to

be held from 14.03.2011 to 18.03.2011 by audit team of 04 auditors from 14th to 18th

March 2011.


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AWARDS RECEIVED

Bhartiya Shiromani Puraskar for 2005

Gold Medal, by Institute of Economic Studies, New Delhi, has been awarded to Sri V K

Singh, Chairman-cum-Managing Director, NCL.

Rajiv Ratna National Award for 2005

Best Chief Executive Gold Award for excellence in Indian Industries has been awarded

to Sri V K Singh, Chairman-cum-Managing director, NCL.

5th TERI Corporate Award for 2004-05

Environmental Excellence award has been bagged by NCL. Sri V K Singh, Chairman-cum-Managing Director, NCL, received the award from Sri Abdul Kalam, Hon'ble

President of India, on 26th June 2006, in a ceremony held at New Delhi.

Greentech Environment Excellency Award 2008

Greentech Environment Excellency gold Award 2008 in Metal & Mining Sector.

SCOPE Meritorious Award for the year 2007-08

SCOPE Meritorious Award in the Category of Environmental Excellence & Sustainable

Development for the year 2007-08 received by CMD, NCL on 10th April 2010 fromHo'nable President of India.

ENVIRONMENT CONSERVATION

2.17 crores seedlings planted on over-burden dumps and plain areas in NCL's projects till

31.03.2013.

4320 ha. (non-forest) lands provided to the State Forest Departments of MP & UP for

compensatory afforestation.

Rs.56.74 crores has been deposited with State Forest Departments of MP&UP forcompensatory afforestation, safety zone plantations etc. till 31.03.2013.

Rs. 95.84 crores deposited with State Forest Departments of MP& UP towards NPVs of

forest lands diverted for coal mining etc. till 31.03.2013.


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A Study on "Impact Assessment of Reclamation of Mined lands of Singrauli on Physical,

Biological and Ecological Attributes" has been carried out through the State Forest

Research Institute, Jabalpur at the cost of 14.79 lakhs.


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POLLUTION CONTROL

All the mines in NCL are taking following measure for mitigation of Pollution.

1. Air Pollution : Air pollution control measures adopted by NCL are :

o

Drills are provided with dust extractors to control dust at source.

o Approach roads to mines and service roads are provided with black topping to

reduce dust generation.

o Water sprinklers of fixed type and mobile type are deployed for dust suppression

on haul roads.

o Automatic sprinklers, actuated through sensors, are installed at receiving pits.

o Fixed sprinklers are provided and operated through valve control system at coal

bunkers, transfer points and loading points.

o Dust cyclones are provided at bottom of receiving pits of crusher house.

o Coal Handling Plants (CHP) have been fully enclosed to reduce coal dust

emission out side it.

o Coal is loaded to Merry Go Round (MGR) System through Rapid Loading

System in moist form.

o To despatch by truck, coal is wetted after loading and then covered with tarpaulin.

o Routine maintenance and periodic over-hauling of Heavy Earth Moving

Machineries (HEMM) are carried out to reduce gaseous emission.

o Thick green belt curtain, in the form of tall plants with broader leaves, have been

provided at mine boundaries to arrest air borne dusts.

o Under Over Burden (OB) dump reclamation plan, non-active OB dumps are

provided with vegetative covers to prevent dust emission.

o Provision made for dust proof cabins in HEMM and dust masks to employees

exposed to dust.

o

Fire hydrant system installed at CHPs, Coal Dumps, etc.


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2. Water Pollution : Water pollution control measures adopted by NCL:

o Sewage Treatment Plant (STP): Domestic STPs have been constructed in the

township with extended aeration process. Plant contains aeration units for

oxidation, clarifiers for removal of suspended solids, sludge drying beds, grit

removal facilities, sewer lines, manholes, pump houses, control room, etc. Treated

water is taken for reuse in tree plantation, horticulture, construction activities.

Dried sludge is a valuable manure for tree plantation and horticulture works.

o Effluent Treatment Plant (ETP): Integrated Industrial ETPs are designed for

average discharge from mines, workshops and CHPs The plant contains traps for

recovery of oil & grease, clarifiers for removal of suspended solids, flush mixers

for chemical dosing, sludge drying beds and pumping arrangements. Treated

water is reused for tanker filling, sprinklers, etc. Dried sludge are buried in linedpits.

o Silt Arrestors:Substantial amount of silts are carried along with run off water.

Catch drains with silt arrestors are provided in mines area. Those are cleaned at

regular intervals. Check dams and siltation ponds are provided to arrest silt

flowing into the watercourse. Gabions (loose boulders packed in wire crates) are

provided at toe of the active dumps and across the water course with filter pad to

stop silt escape into water body.

o Oil Recovery:Used oils are collected in lid tight steel drums which are stored on

paved platform covered with shed. Floating oils recovered from oil & grease traps

are collected in drums and stored on a raised paved platform having drains to

collect back spillages. Authorization for handling Hazardous Waste are obtained

from SPCB. Oils in drums are sold through M. Junction, Kolkatta by way of e-

auction to the registered recycler of CPCB having valid consent for Air & Water

and authorization for handling hazardous waste from SPCB.

3.

Noise & Ground Vibration Control Measures : Noise Pollution Control measures adoptedby NCL:

o Blasting operations are carried out between 1200 to 1500 hrs being lean period for

project work.

o Ear muff and plugs are provided to employees under effect of noise.

o Curtain plantations are provided at mine boundaries.

o Routine maintenance of all equipment is done to control noise and vibration.


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4. Technical & Biological Reclamation of External OB Dumps of Opencast Mines:

Vegetative covers over bare OB dumps have been provided in major projects. It

ensures stability to dump slopes, minimization of erosion due to wind & rain water.

The dumps have been reclaimed by constructing proper benching and providingreinforced grass-mat covers, gabions and drains. The slope surface has been covered

with mixture of grass-seeds, agricultural soil and manure laid in coir/ hay/ straw / geo-

textile-mat. The plantation of trees, shrubs and grass has been done profusely on

crowns of dumps, ring bunds, dykes, recess, slopes, etc to ensure thick biological

growth. For maintaining vegetative cover, water sprinklers have also been deployed at

specific points.


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Manpower Profile

NCL has recognized the human resource development as a key function and has adopted

corporate policy towards its development. With the introduction of highly sophisticated earth

moving machines, the operators' maintenance crew and front line managers have become the

most critical human capital for achieving the corporate goals.

Man Power Status

As on dateExecutiveSupervisorHigh SkilledSkilledSemi

SkilledUnskilledMinisterialTraineesTOTAL

31.3.1994 1212 1428 2795 3980 3680 1870 1200 0 16165

31.3.1995 1282 1345 2965 3956 3701 1811 1238 0 16298

31.3.1996 1312 1371 3277 4034 3663 1775 1229 0 16661

31.3.1997 1320 1472 3532 4096 3643 1673 1254 0 16990

31.3.1998 1352 1660 3618 4179 3778 1308 1257 0 17152

31.3.1999 1389 1725 3849 3990 3775 1190 1275 0 17193

31.3.2000 1424 1750 3992 3920 3749 1094 1313 0 17242

31.3.2001 1408 1744 4028 4124 3682 865 1315 0 17166

31.3.2002 1410 1732 4212 4004 3661 889 1304 0 17212

31.3.2003 1436 1910 4437 3684 3749 746 1316 0 17278

31.3.2004 1444 1849 4513 3686 3774 684 1309 33 17292

31.3.2005 1431 1939 4534 3703 3576 637 1248 106 17174

31.3.2006 1382 1943 4673 3823 3143 677 1273 0 16914

31.3.2007 1371 1941 4676 3653 3125 706 1254 0 16726

31.3.2008 1376 1892 4685 3586 3146 776 1236 0 16697


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31.3.2009 1330 1920 4575 3709 3035 672 1209 0 16450

31.3.2010 1294 1902 4814 3543 2982 642 1196 0 16373

31.3.2011 1710 1608 4935 3355 2753 682 1166 0 16209

31.3.2012 1746 2011 4630 3299 2745 775 1123 0 16329

31.1.2013 1827 2092 4607 3202 2554 786 1096 0 16164

Strategy

The massive intake of highly sophisticated equipment necessitated manifold training and

developmental activities for the transfer of technology. The strategy adopted by the company

is as under:

Human Resources are utilized to the optimum level

Identification of the areas of economic activities that are seriously handicapped due to shortage

of Technical, Professional and Skilled Manpower.

Training and continuing education of Critical Manpower.

Computerization at Corporate and Mine level for all operations..

Objectives

To provide every employee an opportunity learn to wipe out performance gaps.

To organize need based Management Development Programmes for Executives and Supervisor.

To develop training/reference materials and to organize special programmeson new equipment

for all levels of personnel.


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TRAINING AND DEVLOPMENT

In-Company Training

Its central institute, known as Central Excavation Training Institute (CETI) at Singrauli,

provides major training interventions at NCL. It caters to the training/skill up gradation needs

of operators, supervisors and front line managers. The major activities of CETI is as under :

Basic Courses for Operators and Technicians

Refresher Courses for Operators &Technicians

OEM's Programmes on technology up gradation

Supervisory Development Programmes both Managerial and Technical

Managerial Development Programmes for Executives

Workers Development Programmes including Leadership Development Programmes

Basic Computer Learning Courses for Executives & Supervisors

Special Programmes on current needs

Seminars and Workshops on contemporary issues

Target and Achievement of Training & Development of employees through in-house

programs During the year 2011-12 (April to September 2011)

Category of TrainingTarget vs. AchievementNo.of participants

Executives

Target 190

Achievement 483

Supervisors

Target 245

Achievement 558

Workers

Target 485

Achievement

595

Total

Target 920

Achievement 1613


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Target and Achievement of Training & Development of employees through in-house

programs (During last three years 2008-09, 2009-10 & 2010-11)

Category of Training Target vs. Achievement

No. Of participants

2008-092009-102010-11

Executives

Target 250 250 250

Achievement 155 303 530

Supervisors

Target 400 450 400


Workers Target 800 800 800


Total

Target 1450 1650 1450


Industrial Relations

The industrial relations at NCL have been very congenial throughout the past successive

years. Employees' representatives take active participation in operational matters, health &

hygiene, welfare matters etc. through forums such as joint consultative committee, safety

committee, welfare board, community development committee, sports control board,

employee benevolent fund committee and core group. The participative style of management

facilitates amicable settlement of disputes & grievances.

Awareness Training of Employees in Integrated Management System during the period

April'2011 to October'2011 & Programme from Nov'11 to March'2012 at CETI

Singrauli.(Figure in Nos.):

Particulars

April'11 - Oct'11

Programme from Nov'11 to March'12 Total

Nov'11Dec'11Jan'12Feb'12March'122011-12

Executives 184 30 30 30 30 30 334


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Non-Executives 497 100 100 100 100 100 997

Contract Workers12 50 50 50 - - 162

TOTAL 693 180 180 180 130 130 1493


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INFORMATION TECHNOLOGY

Infrastructure at NCL

NCL-HQ and all projects are equipped with High-speed Fiber Optic based LAN.

LANs of all projects are linked to LAN at HQ through Fiber Optic Backbone

Application Software Packages

An ERP package namely Integrated Business Solution (IBS) has been implemented at

NCL. This package covers following modules:-

1. Materials Management

2. Maintenance Management

3. Production

4. Sales

5. MIS

GPS based Truck Despatch System named OITDS has been installed at Jayant Project

and is fully operational.

Centralised Payroll System, Executive Information System & Non-executive Information

System are in operation at NCL-HQ.

GPS based Truck Despatch System is being installed at Dudhichua, Khadia, Nigahi and

Amlohri Projects of NCL by M/s Leica Geosystem Pty Ltd, Australia through its

executing partner M/s Elcome Technology Limited.

Surpac software for Mine Planning & Survey has been installed at Dudhichua, Khadia,

Nigahi, Bina, Kakri, Jhingurda, Jayant, Amlohri Project and NCL Headquarters.

Future Programme

Up gradation of LAN at HQ by Gigabit LAN.

Implementation of Safety and Environment Management System.

Implementation of CCTV based surveillance system at Nigahi.

Implementation of Attendance Recording System at NCL HQ.


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Production

Coal Production

Mining history in this region is very old. The first systematic mining, however, was started by

NCDC in Jhingurda during early sixties. The master plan of the coalfield (Moher Basin) was

prepared by P&D Division of NCDC in consultation with Soviet Experts. This envisaged

construction of large mechanised opencast mines. The mining activities are going on as per

the master plan provisions. NCL, during successive years has not only achieved targets of

production but also exceeded them.

During 2010-11, coal production of NCL was 66.253 Mill Tes. In 2011-12, the target for coal

production is fixed at 68.50 Mill. Tes. . NCL has excellent record of capacity utilization ,

which is 74.79 % in 2010-11. The productivity in terms of OMS (out put per man shift) of

NCL during 2010-11 was 13.52 Tonnes . It is planned to remove 239.00 Mill Cum of

overburden during 2011-12, out of which 120.00 Mill. Cum. will be removed departmentally

and rest 119.0 Mill. Cum. will be removed by Hiring of Equipment(HOE) agencies.

Major Equipment in use in NCL

(As on 1st March'2011)

EQUIPMENT

Total

Nos.

DRAGLINE: 24/96 w2000: 12 nos.; ESH 20/90: 04 nos.; 15/90 ESH: 01 no.; 10/70

ESH: 02 nos.19

SHOVEL:20 CuM: 06 nos.; 12.5 CuM: 02 nos.; 11/ 10/9.5 CuM: 69 no; others: 27

nos.104

DUMPERS: 170T: 11 nos.; 120T: 153 nos.; 100T -109; 85T: 299 nos. 572

DRILLS: 311mm: 12 nos.; 250mm: 76 nos.; 160mm: 35 nos.; 100mm: 03 nos. 126

DOZERS: 860- 770 HP: 11 nos.; 480HP: 08 nos.; 410HP: 125 nos.; others - 13

others: 13 nos.;157

PAY LOADERS: 11.5 Cum 1; 6.4 - 6.1: 4; 5.7 CuM & below: 11 nos. 16

GRADER 280 HP: 41 nos.; 145 HP: 8 nos. 49


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WATER SPRINKLER85 T: 9 nos.; 50 T: 03 nos.; 28 KL or 35 T: 36 nos.; 46

Production Programme

NCL has ten working Opencast Coal Projects, which produced 70.021 Million Tonnes of coal

during 2012-13. In addition to the five completed projects viz. Dudhichua OCP, Jhingurdah

OCM, Jayant OCP, Kakri OCP and Khadia OCP, presently five projects viz. Amlohri

Expansion OCP, Bina Extension OCP, Block-B OCP, Krishnashila OCP and Nigahi

Expansion OCP are under project implementation stage and five new projects viz. Dudhichua

Expansion OCP, Jayant Expn. OCP, Block-B expn, Semaria and Bina-Kakri amalgamation

are under different stages of approval. To meet the enhanced demand of coal, an Emergency

Coal Production Plan is under implementation.

Details of the Production of NCL in XIth Plan :

PROJECT

SANCTIONED BALANCE

RESERVES

(MT) AS

ON

01/04/2013

PRODUCTION (Mill.

Tes.)

CAPACITY

(Mtpa)

CAPITAL

(Rs.Crs.)

2012-13

(Actual)

2013-

14

(Target)

AAP

2016-17

(Planned)

EXISTING AND COMPLETED PROJECTS

JHINGURDAH 3.00 63.12 6.678 1.126 1.525 0

JAYANT 10.00 375.04 310.824 12.700 11.00 10.0

DUDHICHUA 10.00 1281.39 341.231 12.229 14.00 10.0

KAKRI 3.00 186.59 37.009 2.700 2.00 0

KHADIA 10.00 1131.28 287.825 4.375 5.00 9.0

SUB TOTAL(A) 36.00 3037.42 983.567 33.13 33.525 29.0

ONGOING PROJECTS

AMLOHRI

EXPN.10.0 1143.54 270.138 7.501 8.50 10.0

BINA EXTN. 6.0 138.97 84.45 6.500 7.00 6.0


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BLOCK-B 3.50 437.34 66.546 4.375 4.375 4.0

KRISHNASHILA 4.0 741.56 81.892 5.000 5.00 5.0

NIGAHI EXPN. 15.0 259.40 389.125 13.515 14.0 15.0

SUB TOTAL(B) 38.50 2720.81 892.151 36.891 38.875 40.0TOTAL(A+B) 74.50 5758.23 1875.718 70.021 72.40 69.0

NEW PROJECTS

DUDHICHUA

EXPN.5.0 -

Included

with

Dudhichua

- - 5.0

JAYANT EXPN. 5.0 -Included

with JNT- - 5.0

BLOCK-B

EXPN.2.5 - - - 0.3

Semaria 2.0 0.2

Bina Kakri

amalgamation10.0 0.5

Total 11.0

Grand

Total(A+B+C)80.0

*To be approved by the Government.


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Coal Handling Plants

NCL has installed large sophisticated coal handling plants (CHPs) for supply of proper sized

coal in all its projects. The CHPs have high capacity loading system and computerized

weighing arrangements. At present about 96% coal production is dispatched through CHPs

and 100% is weighed through computerized weighing arrangements.

Capacities of CHPs:

PROJECTS SANCTIONED CAPACITY (MTPA)EXISTING CAPACITY (MTPA)

JHINGURDA 3.00 3.00

KAKRI 2.50 2.50

BINA 7.50 4.50

JAYANT 10.00 10.00

AMLOHRI 10.00 4.00

KHADIA 4.00 4.00

DUDHICHUA 10.00 10.00

NIGHAHI 15.00 10.00

Krishnashila 4.00 -

BlockB 3.50 *

TOTAL 68.00 48.00

* Interim CHP of 2.5 MTPA.

The coal dispatch system of NCL to its linked pit head power plants is unique on account of

rapid loading system and merry-go-round railway network to power plants. The merry go-

round railway system has been provided by the consumers.


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INDUSTRIAL RELATIONS


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Industrial relations

Industrial relations is a multidisciplinary field that studies the employment relationship.

Industrial relations is increasingly being called employment relations or employee relations

because of the importance of non-industrial employment relationships; this move is sometimes

seen as further broadening of thehuman resource management trend. Indeed, some authors now

define human resource management as synonymous with employee relations. Other authors see

employee relations as dealing only with non-unionized workers, whereaslabor relations is seen

as dealing with unionized workers.Industrial relations studies examine various employment

situations, not just ones with a unionized workforce. However, according to Bruce E. Kaufman

"To a large degree, most scholars regard trade unionism, collective bargaining and labor-

management relations, and the national labor policy and labor law within which they are

embedded, as the core subjects of the field."

Initiated in the United States at end of the 19th century, it took off as a field in conjunction with

the New Deal. However, it is generally a separate field of study only in English-speaking

countries, having no direct equivalent in continental Europe.In recent times, industrial relations

has been in decline as a field, in correlation with the decline in importance of trade unions,]and

also with the increasing preference of business schools for the human resource management

paradigm.

Industrial relations has three faces: science building, problem solving, and ethical.[9]

In the

science building phase, industrial relations is part of the social sciences, and it seeks to

understand the employment relationship and its institutions through high-quality, rigorous

research. In this vein, industrial relations scholarship intersects with scholarship in labor

economics, industrial sociology, labor and social history, human resource management, politicalscience, law, and other area

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