Académique Documents
Professionnel Documents
Culture Documents
The service sector, also called tertiary sector, is the third of the three economic sectors. The
other two are the primary sector, which covers areas such as farming, mining and fishing; and
the secondary sector which covers manufacturing and making things. The service sector provides
a service, not an actual product that could be held in your hand. Activities in the service sector
include retail, banks, hotels, realestate, education, health, socialwork, computer services, recreati
on, media, communications, electricity, gas and water supply.
The service sector consists of the "soft" parts of the economy, i.e. activities where people offer
their knowledge and time to improve productivity, performance, potential, and sustainability,
what is termed affective labor. The basic characteristic of this sector is the production
of services instead of end products. Services
(also known as "intangible goods") include
attention,
advice,
access,
experience,
and
Increasingly service sector businesses focus on what is now being called the knowledge
economy. They need to keep ahead of other businesses by understanding what it is their
customers want and be in a position to give it to them quickly and at low cost.
One good example of this are banks which went through big changes in the late 20th century.
Using information and communication technology, banks have vastly reduced the number of
people they need to employ, and lowered the cost of providing bank service. For example,
an automated teller machine is able to provide basic banking services 24 hours a day, 7 days a
week, in many different places. Before this, banking services were only available from the bank
when it was open. Many banks and building societies have joined together to form much lower
cost businesses that can make more money from a wider customer base. The key to this process
is gaining information about their customers and constantly coming up with new services for
them.
The graph clearly indicates the trends in the three sectors. The share of the primary sector,
barring two periods 1961-70 and 1991-2000, has been consistently falling. The secondary sector
had a more gradual rise till 1991-2000 and has grown at a constant rate thereafter. The Indian
tertiary sectoral compound growth rate has a steep slope reaching its peak in the period 19912000. The service sector accounted for 30% of the total GDP in 1950s which increased to 38% in
1980s, 43% in 1990s and about 56.5% in 2012-13.
A look at this table and the following graph shows that post liberalization period has witnessed
the largest contribution by trade, hotel and restaurants followed by community, social and
personal services; and finance, insurance, real estate and business services. The contribution of
trade, hotels and restaurants picked up after 1990-91, -that is after the introduction of reforms.
The share of transport, storage and communication has had a steady increase while community,
social and personal services reached the peak in 1960-61, followed by a fall in 1980-81 and since
then are making a steady contribution to Indias GDP. The contribution of finance, insurance, real
estate and business services was the highest in 1960-61, and fell drastically in 1980-81 only to
rise once again.
Foreign direct investment in the services sector declined sharply by 37.6% to US 6.4 billion as
compared to an overall growth in the FDI inflows at 6.1%. On a more general basis one can say
that the Indian services sector attracted the highest number of foreign direct investment equity
inflows amounting to US Dollars 40, 684, 98 million which amounts to about 18% of the total
capital inflows.
Indias share in world services exports increased from 0.6% in 1990 to 1.1% in 2000 and further
to 3.3% in 2013 and has been increasing faster than its share in world merchandise exports.
Exports of software services account for 46% of Indias total service exports. They declined from
5.9% in 2012- 13 to 5.4% 9n 2013-14. Travels which account for a near 12% share witnessed a
negative share.
Growth of IT Sector
In India information technology and business outsourcing are amongst the fastest growing
sectors having a cumulative growth rate of revenue. The growth of IT sector can be attributed to
several factors such as increased specialization and availability of a large pool of low cost, highly
skilled educated and fluent English speaking workers. This supply is matched by increased
demand from foreign customers who are interested in Indias service exports or those looking to
outsource their operation.
Development of Markets
Both the urban and the rural areas have witnessed wide spread retailing and whole selling. In fact
retailing has even extended to remote rural areas.
Health Care Consciousness
The present generations are becoming more and more diet and health conscious. They are
resorting to services of gymnasiums and fitness clubs to maintain their physical and mental
health.
Economic Liberalization
The opening up of the Indian economy in 1991 was followed by a policy of disinvestment. This
facilitated the entry of multinational Corporations leading to its accompanying increase in
demands. This acted as a spurt for the development of the service sector.
Migration from Rural to Urban Areas
With rapid industrialization and other developments in this era of globalization, there takes place
large scale migration from the rural to the urban areas. This changes the life-style and enhances
the demand for services.
Export Potential
The services offered by India to various parts of the world include banking, insurance,
transportation, company data services, education, software services, tourism etc. In fact tourism
and software services are among the major foreign exchange earners of the country.
Service Tax
The coverage of this tax has been extended. The tax net covers hotels and restaurants, transport,
storage and commercialization, financial services, real estate, business services and
social/personal services.
The entire process would have stimulating effect with an increase in the literacy level. India has
to her credit one of the youngest populations in the world. The cumulative effects of all this will
be an increase in the demand for services like education, health, hotels, restaurants etc.
According to the Planning Commission Indias service sector is expected to grow at the rate of
10% per annum in the period between 2012 and 2017.
India also ranks high in international trade accounting for 3.34% of exports and 3.31% of
imports of services. She is in addition among the top 10 rankers of WTO members as regards
export and import of services.
CONCLUSIONS
As we have discussed the service sector is the fastest growing sector in India, contributing
significantly to the GDP and is projected to rise even further. However, the increase in
employment is not in keeping with the share of the sector in the GDP and even among those
employed the big question is how many of these work in the organized service sector?
India has a number of problems which are socio economic in nature. Poverty and accelerated
population growth are major constraints, thereby depriving several people of access to basic
health and education. A number of obstacles hamper the progress of this sector and its
contribution to inclusive growth. Bureaucratic inertia, multiple government bodies having their
own sets of rules and regulations, rampant corruption and absence of a uniform concrete policy
have an adverse effect on the system. Slow reform process, restrictions on foreign direct
investment, poor infrastructural facilities, absence of uniformity in the quality and standard of
education, in spite of having renowned Brain Power and the existence of unemployable educated
youth are all limiting factors.
India, however, has vast potential for promotion of service economy. This is attributed to factors
such as emergence of a new middle class with increasing aspirations, opening of the economy
leading to the availability of a wide range of goods and services, growing retail and improving
domestic and international market for Information Technology.
designs were incorporated later. Goods were listed by importers as painted, regardless of whether
they were painted or printed. Considerable interaction between trading companies, exporting
manufacturers and the buying public developed. Requests for textiles with specific designs and
colourways were received by the Indian manufacturers, along with drawings and pattern sheets,
thus influencing Indian design. Manufacturers and makers in Europe copied Indian designs
liberally, taking over their European markets.
The Indian textile industry can be classified into organized and decentralized sector. Organized
sector comprises of spinning, composite and process units. Decentralized sector is divided as
handlooms, power looms, and hosiery/knitting and process industry. The decentralized power
loom sector plays a major role in the total cloth production in the country. Composite textile
units manufacture finished cloth starting fro
m raw material either natural fibre or synthetic fibre or blends of both. Power looms are in
clusters in Surat, Bhiwandi, Hyderabad, Coimbatore and Amritsar. Processing units under the
decentralized sector produce finished fabrics either dyed or printed. Surat has the most number
of these decentralized looms and processing units.
The manufactured cloths processing, manufacturing and weaving was in the hands of silk mills
during the early 1950s and 1960s. The job working units, mainly process houses which are
concerned with dyeing and printing job work, was started in 1965 after the establishment of
Vankarsangh, Surat cotton mill and various other private units like Himson, Shantinath, M.
Jagdamba, etc. In 1960s India used to import texturised yarn from Korea, china, Japan, United
Kingdom, etc. which used to imbalance our countrys balance of payments and laid down foreign
debts and currency crises but as time passed Surat entrepreneurs bought new technology of
manufacturing textile yarn.
Textile processing is one of the important industries related with textile manufacturing
operations. Major industries in Surat play an important role in shaping the economy of India.
Most of the important industries of the country are located in this part. The industrial area in
Surat is mainly occupied by textile industries. The textile industries in Surat are associated with
production of yarn as well as manufacturing of textiles.
One of the major industries in Surat is the textile industry. Many of the textile industries mainly
produce synthetic textiles. These industries of Surat are engaged in exporting of textiles from
India to other countries. In the past few years, there has been a steady growth in the textile
industries of Surat. In India, majority of sarees are manufactured in Surat. Some of the important
brands of India like Vimal and Garden have set up manufacturing industries of textiles in Surat.
The location of Surat has always favored the growth of industries. In the ancient times it
happened to be one of the important trading centers of India. Many of the major industries in
Surat contribute in meeting the growing demands of the Indian market.
There are 1,227 textile mills with a spinning capacity of about 29 million spindles. While yarn is
mostly produced in the mills, fabrics are produced in the power loom and handloom sectors as
well. The Indian textile industry continues to be predominantly based on cotton, with about 65%
of raw materials consumed being cotton. The yearly output of cotton cloth was about 12.8 billion
m (about 42 billion ft). The manufacture of jute products (1.1 million metric tons) ranks next in
importance to cotton weaving. Textile is one of Indias oldest industries and has a formidable
presence in the national economy inasmuch as it contributes to about 14 per cent of
manufacturing value-addition, accounts for around one-third of our gross export earnings and
provides gainful employment to millions of people.
The textile industry has been one of the oldest and most important sectors of the Indian
Economy. It is the second largest employment provider in the country, next to Agriculture; it
contributes to almost one third of foreign exchange earnings; contributing to 3% of the GDP.
India has also been a significant player in the Global Textile markets. It is the third largest
producer of Cotton, the largest producer of Jute, the second largest producer of Silk and the fifth
largest producer of synthetic fibre/yarn. Indias exports of textiles and readymade garments grew
by 10% in 2001-2002 ad now stand at over $14 Billion. Exports of synthetic and rayon textiles
rose by 23%. There has also been a remarkable increase in export of polyester/ viscose yarn by
more than 35%, polyester yarn by 9% and polyester spun yarn by 28%. During this period,
polyester filament fabrics increased registered an 18% growth and polyester viscose fabrics
increased by 10%.
weaving,
processing
as
well
as
The garment sector is of major importance to the Indian economy. Not only contributes the
industry substantially to Indias export earning, it is estimated that one out of every six
households in the country depends on this sector, either directly or indirectly, for its livelihood.
Retailers from all over the world also increasingly come to India attracted by low production
costs. Although all major brand companies have set up codes of conduct and audit mechanisms
to ensure compliance with basic labour standards, the ground floor reality has not changed for
the better and even seems to deteriorate as work pressure is rising due to growing demand.
WORKING CONDITIONS IN FACTORIES
No living wage. All interviewed workers stated that it is almost impossible to make ends
meet with the salary they earn. Many garment workers have taken loans to supplement their
income and are now struggling to repay them.
Work pressure is very high due to rising orders. Hourly targets are set way higher than
what a healthy worker of average skill can produce. When they do not complete their work,
the workers are verbally abused by their supervisors. The only exception to this is the factory
producing for M&S, where workers stated they felt not pressured to complete targets.
Overtime is often not voluntary as workers are forced to stay longer to complete targets.
The legally set double normal hourly wage for overtime is usually not paid.
Workers experience great job insecurity. Workers feel the constant threat of being
dismissed. Minor mistakes in work, non-completion of targets, reporting late to work even by
a few minutes and talking back when shouted at, are all used as ground for dismissal.
Furthermore, more than half of the workers interviewed did not sign any kind of contract
when they started working for a factory.
Most workers are not aware of codes of conduct. They do know about audits taking
place, but they state that workers are picked out and instructed as to what to say by the
management.
In most factories unions do not exist. If workers face any problem they have to turn to
the management and reporting a problem almost always works out counterproductive for the
worker. If workers are active for a union they are often harassed by supervisors and
management.
Only combined action on different levels by different actors will lead to improvements of
working conditions for the Indian garment workers. CIVIDEP has therefore drawn up a set of
recommendations. Firstly, factory management should allow trade unions in their premises.
Secondly, brand companies are urged to see to it that their social audits give a true picture of the
ground reality. Thirdly, consumers should pressure international brands to comply with labour
standards within their supply chain. And lastly, Indian labour legislation should be changed as to
ensure decent working conditions for all workers.
COMPANY DETAILS
J. MEHTA & CO.
Mr. Prajesh J. Mehta and Mr. Mayank J. Mehta are founders of J. Mehta & Co. and is the
first association in Gujarat who started Labour Management Consultancy and advocacy, for and
from management side only, since 1976. Till date no establishment has commenced
consultancy along with representation before Hon. Labour Court and Hon. Industrial Court,
directly from management side only, as advocates
To inform & intimate all latest notifications, amendments and citations of Hon. Mother High
Court, Hon. High Court of various States and Hon. Supreme (Apex) Court of the country, to the
clients, timely, is the base line of our establishment which is always assisted through other
advocates who are specially experts in particular statutes
With the branches all over the country, J. Mehta & Co. is having than 1000 clients
PROFILE:
Mr. Prajesh MehtaMr. Prajesh Mehta did his schooling from Mumbai and completed his Commerce
Graduation from N.M.
College,
Ville
Parle,
Mumbai
from Bombay
University and Law Graduation from V.T. Choksi Law College, Athwalines,
Surat from South Gujarat University (currently known as Veer Narmad South
Gujarat University), Surat.
With the experience of more than 3 decades, Mr. Prajesh Mehta is senior most advisors of the
association
Dealing with inspection and to assist the employers to comply with total inspection and
incidental issues is the principle work that has been successfully confirmed by him.
A very hard working person with firm determination and considers Work as Worship
Mr. Mayank MehtaMr. Mayank Mehta did his schooling from Mumbai and completed
his Commerce Graduation from Chinoy College, Andheri, Mumbai
from Bombay University and L.L.B.from V. T. Choksi Law College,
Athwalines, Surat from South Gujarat University (currently known as
Veer Narmad South Gujarat University), Surat, he even did Masters in
Law from same V.T. Choksi Law College.
He is providing services as a visiting faculty in H.R. Department of Veer Narmad South Gujarat
University since last 23 years. Further he is chairman of Traffic Police Education Trust from
2005-06, and is also member of National Commission on Labour Laws, New Delhi.
Further, he has a specific experience on drafting defense on behalf of employers under Labour
Legislation and also defends employers before Industrial Court, E.I. Court, Labour Court and to
defend employers before RPFC, APFC under EPF Act as well as assistant director, deputy
director and respected authorities under ESI act.
Even he is defending owners and occupiers of factories under Water and Air pollution Act.
Criminal complain filed by inspectors and GLO (Government Labour Officer) as well as ELO
(Enforcement Labour Officer) are strongly and successfully defended before Hon. Judicial
Authority, successfully, on behalf of employers, too.
Statutory drafting and incidental representation with, totally relying on updates amendments in
Labour Legislation and he loves to do so in the highest interest of industries and employers since
more than 3 decades. Such drafting is proved as a shield before various Judicial authorities under
Labour Legislation, in toto.
This Act extends to the whole of India, including Jammu and Kashmir. (Section 116) The Bhopal
tragedy of 1984 has created awareness among the public for preventing pollution and this has
made the government to take steps in amending the present 1948 Act by incorporating Chapter
IV A from Sections 41 A to 41 H, pertaining to provisions as regards hazardous processes.
The main objective of this act is to ensure adequate safety measures and to promote the health
and welfare if the workers employed in the factory. The act also makes provisions regarding
employment to women and young persons, annual leave with wages etc.
It covers all manufacturing processes and establishments falling within the definition of factories
as under sec. 2(m) of the act.
DEFINATIONS:
Adult
Adult means a person who has completed his eighteenth year of age. [Section 2(a)]
Adolescent
Adolescent means a person who has completed his fifteenth year of age but has not completed
his eighteenth year. [Section 2(b)]
Calendar Year
Calendar Year means the period of twelve months beginning with the first day of January in
any year. [Section2(bb)]
Child
Child means a person who has not completed his fifteenth year of age. [Section 2(c)]
Competent Person
Competent Person in relation to any provision of this Act, means a person or an institution
recognised as such by the Chief Inspector for the purposes of carrying out tests, examinations
and inspections required to be done in a factory under the provisions of this Act having regard
to the qualifications and experience of the person and facilities available at his disposal; or the
qualifications and experience of the persons employed in such institution and facilities available
therein. With regard to the conduct of such tests, examinations and inspections and more than
one person or institution can be recognised as a competent person in relation to a factory.
[Section 2(ca)]
Hazardous Process
Hazardous Process means any process or activity in relation to an industry specified in the
First Schedule where, unless special care is taken, raw materials used therein or the intermediate
or finished products, bye products, wastes or effluents thereof would cause material impairment
to the health of the persons engaged in or connected therewith, or result in the pollution of the
general environment; Provided that the State Government may, by notification in the Official
Gazette amend the First Schedule by way of addition, omission or variation of any industry
specified in the said Schedule. [Section 2(cb)]
Young Person
Young Person means a person who is either a child or an adolescent. [Section 2(d)]
Day
Day means under Section 2(e), a period of twenty-four hours beginning at mid-night. [Section
2(e)]
Week
Week means a period of seven days beginning at mid-night on Saturday night or such other
night as may be approved in writing for a particular area by the Chief Inspector of Factories.
[Section 2(f)]
Power
Power means electrical energy or any other form of energy which is mechanically transmitted
and is not generated by human or animal agency. [Section 2(g)]
Prime Mover
Prime Mover means any engine, motor or other appliance which generates or otherwise
provides power. [Section 2(h)]
Transmission Machinery
Transmission Machinery means any shaft, wheel, drum, pulley, system of pulleys, coupling,
clutch, driving belt or other appliance or device by which the motion of a prime-mover is
transmitted to or received by any machinery or appliance. [Section 2(i)]
Machinery
The term includes prime-movers, transmission machinery and all other appliances whereby
power is generated, transformed, transmitted or applied. [Section 2(j)]
Factory
Factory includes any premises including the precincts thereof whereon ten or more
workers are working, or were working on any day of the preceding twelve months, and in any
part of which a manufacturing process is being carried on with the aid of power or is ordinarily
so carried on; or whereon twenty or more workers are working, or were working on a day of the
preceding twelve months, and in any part of which a manufacturing process is being carried on
without the aid of power, or is ordinarily so carried on.But does not include a mine subject to the
operation of the Mines Act, 1952 or a mobile unit belonging to the armed forces of the Union or
a railway running shed, or a hotel, restaurant or eating place. [Section 2(m)]
Explanation I: For computing the number of workers for the purposes of this clause, all the
workers in different groups and relays in a day shall be taken into account.
Explanation II: For the purposes of this clause the mere fact that an Electronic Data Processing
Unit or a Computer Unit is installed in any premises or part thereof, shall not be construed to
make it a factory if no manufacturing process is being carried on in such premises or part thereof.
(i)
where the manufacturing process is carried on without the aid of power, the required number of
workers working should be twenty or more.
The following are not covered by the definition of factory:
(i)
Railway running sheds, (ii) mines, (iii) mobile units of armed forces, (iv) hotels,
eating places or restaurants.
(ii)
The word premises is a generic term meaning open land or land with building or building
alone. The term precincts is usually understood as a space enclosed by walls. Expression
premises including precincts does not necessarily mean that the premises must always have
precincts. It merely shows that there may be some premises with precincts and some premises
without precincts. The word including is not a term restricting the meaning of the word
premises, but is a term which enlarges its scope.
(iii) Manufacturing process is being carried on or ordinarily so carried on
(iv) Ten or twenty workers.
MANUFACTURING PROCESS
It means any process for
i
ii
iii
iv
vi
vessels; or
preserving or storing any article in cold storage. [Section 2(k)]
Every occupier shall ensure so far as in reasonably practicable, the health, safety and
welfare of all workers while they are not work in the factory.
Without prejudice to the generality of the provisions of sub section (1),the matters to
connection with the use, handling, storage and transport of articles and substances.
The provisions of such information, instruction, training and supervision as are necessary
All machines must be properly fenced to protect workers when machine is in motion
Hoist and lifts should be in good condition and tested periodically
Pressure plant should be checked as per the rules
Floors, stairs, and means of access should be of sound construction and free from
obstructions
Safety officer should be appointed if number of workers is more than 1000 or more in the
factory.
Adequate fire-fighting equipment should be made available.
For hazardous substances, additional safety measures have to be taken.
Safety appliances for eyes, dangerous dust, gas, fumes should be provided.
WORKING HOURS
A worker cannot be employed for more than 48 hours in a week, weekly holiday is compulsory.
If the worker is asked to work on a weekly holiday,he should avail the holiday on one of the 3
days immediately after the normal day holiday. A worker cannot be employed for more than 9
hours in a day. At least 1/1-2 hour rest should be provided after every 5 hours of work. Total
period of work including rest interval cannot be more than 10 hours.
OVERTIME WAGES
If a worker works beyond 9 hours a day and 48 hours a week, overtime wages are paid at double
the rate of normal wages. However, overtime wages are not payable on tour. Total working
hours including overtime should not exceed 60 hours in a week and total overtime hours in a
quarter cannot exceed 50 hours.
If according to above computation, the total period comes to 240 days or more, then the worker
in a factory would be entitled to leave with wages in the subsequent calendar year for a number
of days calculated at the rate of:
Rate of Leave
i)
In the case of an adult, one day for every twenty days of work performed by him during
ii)
If a worker has not availed of portion of his leave in one calendar year, such remaining
portion of leave shall be carried over and added to the- leave to be allowed to him in the
succeeding calendar year subject to the condition that the total number of days to be carried
forward would not exceed
(a) in the case of adult 30` days;
(b) in the case of child 40 days;
However, if the worker applied for leave with wages but such leave was not granted to
him in accordance with any scheme drawn up under the provisions of this section, then in
that case, leave refused shall be carried forward without any limit. 29
iii)
The unavailed leave of worker. shall not be taken into consideration in computing
the period of any notice required to be given by the occupier, before discharge or
dismissal. [Section 79 (12)].
v) Wages During Leave Period
The wages admissible to a worker during leave availed of by him under Section 78 or
79 are to be calculated in accordance with Section 80 of the Act.
vi)
vii)
viii)
payment, they can be recovered under the provisions of the above Act.
Powers of the State Government
The State Government is empowered to make rules directing the managers of
factories to keep registers containing such particulars as may be prescribed by it and
such registers to be made available to Inspectors for examination, (Section 83.)
The provisions relating to health for employees working in factories and the manufacturing
process addressed by the Factories Act, 1948
The main focus of Factories Act is towards the Health benefits to the workers. Health Chapter of
the Act contains specification from Section 11 to 20. Detailed information of the sections of is
provided as under:
Section 11: This section basically specifies the issues of cleanliness at the workplace. It is
mentioned in the provision that every factory shall be kept clean and free from effluvia arising
from any drain, privy or other nuisance. This includes that there should be no accumulation of
dirt and refuse and should be removed daily and entire area should be kept clean.
Section 12: This section specifies on disposal of wastes and effluents. That every factory
should make effective arrangements for the treatment of wastes and effluents due to the
manufacturing process carried on therein, so as to render them innocuous and for their disposal.
Section 13: This section focuses on ventilation and temperature maintenance at workplace.
Every factory should work on proper arrangements for adequate ventilation and circulation of
fresh air.
Section 14: This section details on the proper exhaustion of dust and fume in the Factory. In
this it is mentioned that factory which deals on manufacturing process should take care of the
proper exhaustion of dust, fume and other impurities from its origin point.
Section 15: This section specifies regarding the artificial humidification in factories. In this the
humidity level of air in factories are artificially increased as per the provision prescribed by the
State Government.
Section 16: Overcrowding is also an important issue which is specified in this section. In this it
is mentioned that no room in the factory shall be overcrowded to an extent that can be injurious
to the health of workers employed herein.
Section 18: This section specifies regarding arrangements for sufficient and pure drinking
water for the workers. There are also some specified provisions for suitable point for drinking
water supply. As in that drinking water point should not be within 6 meters range of any washing
place, urinal, latrine, spittoon, open drainage carrying effluents. In addition to this a factory
where there are more than 250 workers provisions for cooling drinking water during hot
temperature should be made.
Section 19: This section provides details relating to urinals and latrine construction at
factories. It mentions that in every factory there should be sufficient accommodation for urinals
which should be provided at conveniently situated place. It should be kept clean and maintained.
There is provision to provide separate urinals for both male and female workers.
Section 20: This section specifies regarding proper arrangements of spittoons in the factory. It
is mentioned that in every factory there should be sufficient number of spittoons situated at
convenient places and should be properly maintained and cleaned and kept in hygienic condition.
The provisions relating to safety for employees working in factories and the manufacturing
process addressed by the Factories Act, 1948?
The Factories Act, 1948 also provides provisions relating to safety measures for the workers
employed herein. This is to ensure safety of workers working on or around the machines. The
detailed information on each provision relating to safety measures is as under:
Section 17: Under section it has been described that there should be proper arrangement of
lighting in factories. In every part of the factory where workers are working or passing should be
well equipped with lighting arrangement either by natural sources or artificial sources.
Section 21: This section specifies that fencing of machinery is necessary. That any moving part
of the machinery or machinery that is dangerous in kind should be properly fenced.
Section 23: This section prescribes that employment of young person on dangerous machinery
is not allowed. In the case where he is been fully instructed in the usage of the machinery and
working under the supervision he might be allowed to work on it.
Section 24: This section provides provision of striking gear and devices for cutting off power
in case of emergency. Every factory should have special devices for cutting off of power in
emergencies from running machinery. Suitable striking gear appliances should be provided and
maintained for moving belts.
Section 28: This section prohibits working of women and children on specific machinery. As
per this section women and children should not be appointed for any part of factory working on
cotton pressing.
Section 32: In this section it has been specified that all floors, stairs, passages and gangways
should be properly constructed and maintained, so that there are no chances of slips or fall.
Section 34: This section specifies that no person in any factory shall be employed to lift,
carry or move any load so heavy that might cause in injury. State Government may specify
maximum amount of weight to be carried by workers.
Section 35: This section provides specification regarding safety and protection of eyes of
workers. It mentions that factory should provide specific goggles or screens to the workers who
are involved in manufacturing work that may cause them injury to eyes.
Section 36: As per this section it is provided that no worker shall be forced to enter any
chamber, tank, vat, pit, pipe, flue or other confined space in any factory in which any gas,
fume, vapour or dust is likely to be present to such an extent as to involve risk to persons being
overcome thereby.
Section 38: As per this section there should be proper precautionary measures built for fire.
There should be safe mean to escape in case of fire, and also necessary equipments and facilities
to extinguish fire.
Section 45: This section specifies that in every factory there should be proper maintained and
well equipped first aid box or cupboard with the prescribed contents. For every 150 workers
employed at one time, there shall not be less than 1 first aid box in the factory. Also in case
where there are more than 500 workers there should be well maintained ambulance room of
prescribed size and containing proper facility.
The specific regulations for the health and safety provisions for women employees under
various legislations in the country
There are specific regulations relating to health and safety of women employees under various
laws in our country. Provisions relating to health and safety of women under various Acts are as
under:
Women are prohibited from working between 7.00 pm to 6.00 am. There has been a
recent amended to allow women to work in night shift in certain sectors including the
Special Economic Zone (SEZ), IT sector and Textiles. This is subject to the condition that
the employers shall be obligated to provide adequate safeguards in the workplace, equal
opportunity, their transportation from the factory premises to the nearest point of their
residence.
Section 22 of the Act prohibits that no woman shall be allowed to clean, lubricate or
adjust any part of a prime mover or of any transmission machinery while the prime
mover or transmission machinery is in motion, if that would expose the woman to risk of
injury from any moving part either of that machine or of any adjacent machinery.
Section 27 of the Act provides that no woman shall be employed in any part of a factory
for pressing cotton in which a cotton-opener is at work.
Section 25 of the Act bans employment of any women in any plantation between 7.00 pm
to 6.00 am without permission of the State Government. But it specifically exempts from
its purview women who are employed in any plantation as midwives and nurses.
The Act also provides provisions relating to sickness and maternity leave for the women
employees.
Section 46 of the Act prohibits employment of any women in any part of a mine which is
below-ground. And in any part of the mine above ground except between the hours 6.00
am and 7.00 pm. It also provides that every women employed in a mine above ground
shall be allowed break of not less than 11 hours between the end of day work and the
commencement of the next day of work.
Provisions relating to Offences and Penalties under the Factories Act, 1948 for
contravention of laws relating to safety and health of the workers ?
For contravention of the provisions of the Act or Rules- imprisonment upto 2 years or
fine upto Rs.1,00,000 or both.
Contravention causing death or serious bodily injury - fine not less than Rs.25,000 in case
of death and not less than Rs.5000 in case of serious injuries.
Factories Act works with a primary object to protect workers employed in the factories against
industrial and occupational hazards. For that purpose, it seeks to impose upon the owners or the
occupiers certain obligations to protect works unwary as well as negligent and to secure for
them, employment in conditions conducive to their health and safety from accidents.
3 THEORITICAL FRAMEWORK
HEALTH-SAFETY ISSUES IN TEXTILE INDUSTRY
There are numerous health and safety (H&S) issues associated with the textile industry.
These include: chemical exposure from the processing and dyeing of materials; exposure to
cotton and other organic dusts, which can affect the throat and lungs; musculoskeletal stresses;
noise exposure, which can lead to hearing loss; temperature and ventilation, which can lead to
fatigue and dehydration if temperatures are too high; and working hours and breaks, including
access to food, drinks and bathroom facilities.
Some of the potential hazards of the various dyes and chemicals used in textile processing, and
ways to minimize exposure to them are mentioned below
It provides some basic prevention measures that can be taken in the laboratory and on the
factory floor to minimize risks of accidents and to ensure a safer working environment in the
textile dyeing industry.
It is the responsibility of the management team and factory workers, once trained, to implement
appropriate H&S practices, where relevant and suitable.
Chemical Safety
HAZARDOUS CHEMICALS
Substances used directly in work activities (e.g.
adhesives, solvents, cleaning agents);
Substances generated during work activities (e.g.
fumes from soldering and welding);
Naturally occurring substances (e.g. dust); and
Biological agents such as bacteria and other microorganisms. Examples of the effects of hazardous
substances include:
(a)Skin irritation or dermatitis as a result of skin contact;
(b)Asthma as a result of developing an allergy to substances used at work;
(c)Losing consciousness as a result of being overcome by toxic fumes;
(d)Cancer, which may appear long after the exposure to the chemical that caused it; and
(e) Infection from bacteria and other micro-organisms (biological agents).
Substances that are hazardous to health can be identified by their warning label and the supplier
must provide a MSDS for them
manufacturer should provide the purchaser (the textile factory) with the MSDS for it. The MSDS
should be received by the factory the first time goods are delivered. They should be available in
the managers office, the store room or an appropriate place where people can have easy access
to them when needed. Staff members who regularly handle such chemicals should be aware of
the contents of the MSDS and should be provided with training to advise them of the aspects that
may impact on their health if chemicals are not handled correctly. MSDS be made available in
the local language however, many factory workers may be unable to read the MSDS and it is
therefore essential that the management ensures that factory workers are made aware of the
contents of the MSDS throuh training and the use of relevant signs.
Another source of risk is corrosive chemicals, which can cause serious burns and may react
dangerously with other chemicals. Violent reactions may be caused by substances which are
dangerous when wet such as sodium hydrosulphite (Hydros). Hot liquids can lead to scalding
accidents. To reduce the effects of dye and chemical hazards, measures must be taken to prevent
exposure to these substances.
FIRST AID
There should always be at least one member of staff on each shift that is trained in First Aid
and who is made responsible for all first aid requirements during their shift. A protocol is also
required to ensure that every factory worker knows who the first aid person is and their usual
whereabouts so that they can contact them quickly in an emergency. At least one first aid box
should be made available in an area that is
accessible to all the workers. In larger
factories several boxes may be required in
different areas to ensure that they can easily
be
Safety Protocol
LABORATORY SAFETY PROTOCOL
RECORD KEEPING
There are various chemicals present in concentrated doses in a textile dyeing laboratory and
precaution has to be taken to minimize the risks of exposure and accidents. All chemicals, dyes
and other auxiliaries that enter the laboratory should be logged on arrival, clearly labelled as to
what they are and given expiry dates.This is particularly important in the laboratory as small
samples are often taken from the store room in unmarked containers such as bottles, jars and
flasks.
PROTECTIVE GEAR
To minimize exposure to hazardous chemicals
appropriate personal protective gear should be
used. This may include gloves, safety glasses and
masks depending on the chemicals being handled.
It is not necessary to wear gloves or a mask all the
time but the advice on the MSDS should be referred to and followed. If gloves are worn they
should not be taken outside the laboratory. Laboratory coats should also be worn to minimize
exposure from any accidental spills. Mouth pippetting is not an acceptable practice.
TRAINING
Employees that work in the laboratory must be made aware of the risks of the chemicals and
equipment they are using. They should be properly trained in the use of machinery, laboratory
equipment, and the use of dyes and chemicals, as well as the importance of keeping logs of
chemicals used. Further training should be provided on handling of solvents and other harmful
chemicals, and how to deal with accidental spills, contact with skin and eyes, and ingestion of
chemicals. Training should be repeated regularly to ensure that all factory staff are always aware
of current H&S issues.
accidents and to minimize exposure to all dyes and chemicals; and measures to take if such
accidents or exposure do occur. Fire Hazards and Emergency Evacuation training involves
holding regular fire drills and all workers should be trained in the correct use of fire
extinguishers and fire hoses. These should be easily available throughout the factory and
regularly checked by a qualified assessor.
LIFTING AND CARRYING HEAVY OBJECTS
It has been shown that musculoskeletal injuries are the most common type of injuries in the
textile industry. Care should be taken when moving heavy objects, as is often required on the
factory floor. Most musculoskeletal injuries occur due to improper ways of carrying or moving
heavy objects. This can be minimized by sharing the weight between two workers or by using
wheeled trolleys, and maintaining the correct posture when lifting and carrying these objects.
These risks can also be better managed by identifying and assessing which tasks would cause
serious risks of acute injury for example from lifting, or chronic injury from repetitive upper
body work. The weights of sacks and boxes should be kept to 25kg or below and there should be
job rotation and training provided on ways to prevent such injuries.
Fire alarms and emergency lights should be present, and floor and emergency exit markings
should be clearly visible in appropriate places.
There should also be signs saying No Food and Drink in areas such as the laboratory, store
room and factory floor, and any other areas where it is not safe to consume food, for example
recognized symbol.
Signs should be placed near inflammable substances stating that it is not permitted to smoke
Any company not monitoring absenteeism within their workforce is pouring a percentage of
their profits down the drain. These companies blindly accept that someone taking a few
days off through sickness is just a fact of life that they have to put up with and can do
nothing about. The real fact of life is that they can improve absenteeism rates if only that
had a few simple Health and Safety procedures in place and the cost of time and effort in
doing so would quickly be repaid by savings in lost and down time.
Here are the latest Health and Safety Executives figures regarding illnesses, injuries and
working days lost which may make some employers reconsider their opinion on the matter.
Illness
2.1 million people were suffering from an illness they believed was caused or made
worse by their current or past work.
1.3 million of these cases were suffered by people working during the year, of which
563 000 were new cases.
2056 people died of mesothelioma (2006), and thousands more from other
occupational cancers and lung diseases.
Injuries
229 workers were killed at work, a rate of 0.8 per 100 000 workers.
136 771 other injuries to employees were reported under RIDDOR, a rate of 517.9
per 100 000 employees..
299 000 reportable injuries occurred, according to the Labour Force Survey, a rate of
1000 per 100 000 workers.
34 million days were lost overall (1.4 days per worker), 28 million due to workrelated ill health and 6 million due to workplace injury.
No matter what the size of your company you can save money from lost productivity
if you make the effort to implement some simple procedures to monitor absenteeism
through illness within your workforce. You owe it to yourself and your company as
well as towards your employees to do something about it now.
Healthy workers are productive and raise healthy families; thus healthy workers are a
key strategy in overcoming poverty.
Workplace health risks are higher in the informal sector and small industries which
are key arenas of action on poverty alleviation, where people can work their way out
of poverty.
Much pollution and many environmental exposures that are hazardous to health arise
from industrial processes, that can be beneficially influenced by occupational health
and safety programmes.
diseases
(e.g.
Aids,
heart
disease,
cancer)
need
workplace
wellnessprogrammes.
reduced absenteeism
increased productivity
Enhanced self-esteem
Reduced stress
Improved morale
Improved health
VARIOUS CASES
(a) Due to improper safety and cleanliness in the factory premises while working on the weaving
machine a worker got bitten by a snake, which made the management responsible for to pay the
compensation towards same.
(b)
(c) The worker was working on the machine and d
STATEMENT OF PROBLEM:
Looking towards the current scenario textile industry is at a boom and with effect to that all the
factories/ manufacturing units are on full fledge working mode. The factories along with its good
working, fail to maintain the proper health and safety measures which are required to be adhered
by the company for to safeguard their employees which leads to many various problems for the
employees as well as for the management.
So major of the cases are due to the improper health and safety measures which can be avoided if
proper and adequate care is taken regarding the same.
OBJECTIVES:
To know awareness about the concept of Employee health and safety.
To know employees welfare strategies in textile industries at Surat city.
To give suggestions to improve the labor welfare measures.
Explain the need for adopting safety measures in factories.
Describe the safety measures provided for in the Factories Act.
Understand the relationship between safety measures and efficiency.
RESEARCH METHODOLOGY:
4.1Problem definition
The objective of this was to determine if factories are following the proper compliance of the
health and safety measures as per the factories act 1948 and how does it affects the employes
working in the organization and to know that an interview was conducted and along with it
participative and through observations the analysis was done.
FINDINGS:
The lack of knowledge by senior managers of health and safety principles, legislation and
management systems.
A limited and reactive role for the health and safety supervisor, typically associated with
limited time, resources and support to attend to health and safety, and sometimes in the
context of the development of a broader role for the supervisor in relation to quality
management.
Over-reliance on health and safety specialists to drive health and safety activity without
sufficient management involvement and support.
As there are lot of laborers in factory one safety officer is not able to look over all the
employees.
Few labourers arent too keen about the training being imparted to them regarding the
health and safety which leads to their loss and also to the management
Even though management provides the employees with most of the possible and needed
safety equipments laborers dont use them when they are needed to do so.
CONCLUSION
Safety and health measures play an important role in any industry. It is essential that the workers
be aware of the various occupational hazards in the industry. At the same time, it is necessary
that the management take the necessary steps to protect workers from potential hazardous
situations.
The following suggestions can be made to improve the safety and health conditions in textile
units:
The seats of the workers and the tables should be well aligned in height so that there is no
musculoskeletal strain.
There should be proper lighting at the place of work so that eye strain can be avoided.
Machinery should be well maintained in order to reduce the level of noise. If necessary,
certain parts of machines can be replaced.
In case the noise level cannot be controlled, workers should be provided with earplugs so
that exposure to noise can be reduced.
Workers can be rotated within jobs so that they are not faced with continuous noise
exposure for a long period of time.
In order to reduce the exposure to dust, workers should be provided with masks.
Trained medical personnel and first aid facilities as well as safety equipments such as fire
extinguishers and fire alarms should be available at the place of work.
Proper dust control equipment should be set up and maintained to reduce the workers
exposure to cotton dust.
Medical examinations should be conducted by the employers for the workers from time
to time. If significant occupational health problems are observed, appropriate measures
should be taken by the management.